Heap

“We had a compensation plan that was dead simple. It was, we had a base salary, and like, I don't know, this was like, 2015 San Francisco, I think our base salary was like 60 K, right? It was pretty low. I guess by most standards. And then every deal that we cl…”

“At some point your job becomes substantially about recruiting, and that never really goes away. So that, that was a real constant for nine years.”

“Keep your identity, like your personal identity, small and flexible and agile. And the reason I say that is if you attach your identity to any specific aspect of your job or you get, you know, self-esteem from, You know, writing code well, or writing a certain…”

“I used to worry that we would make a strategic mistake because we didn't foresee some second order consequence of the way our market was evolving or something like that. Never happened in nine years of working at the company.”

“If you, if X works, you'll probably want to do more X. So it might be better to think in terms of funding areas rather than, you know, accomplishing specific features because you discover this as you go.”

“For most SaaS companies, this is where the technical moat comes from. Your technical moat is not usually some unique specific piece of technology. It's for most SaaS and just an accumulation of ever more nuanced, enriched, and detailed handlings of all, it's t…”

“The idea of soup tasting is that you can't fully understand something unless you engage with it in some kind of direct way, or you engage with specific anecdotes in a direct way.”

“Actually, my first project as an advisor for the company after I left the day to day in March was to run a product bootcamp. And what that meant is the engineering lead, the product lead, the design lead, the CEO of the company and the chief customer officer c…”

“People run out of energy. They don't run out of time. That's important because most discourse, or there's a lot of discourse about how to, about, you know, time efficiency and time management and not wasting people's time, but I would argue you should care, gi…”

“If you hire a leader, and you don't perceive a change in the caliber of talent in their organization six months later, you, there's a problem. Like, you may have hired the wrong leader, or you should, that's a real red flag, because it's so core to leading org…”

“I can say for myself, I never once in nine years regretted assuming good intent on the part of someone else I was working with.”

“For all of those things, you want an events-based metrics product. Mixpanel, Amplitude, Heap. I think we funded like, 50 of them. There are like, a hundred of them out there. You should be using one of them. If you're not, you can't be sophisticated at buildin…”