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Farhan Thawar

Episode #101

Vice President and Head of Engineering

Shopify

🚀Career & LeadershipExecution🎯Product Strategy👥Team & Culture

📝Full Transcript

22,361 words
Farhan Thawar (00:00:00): If you do the hard path and it doesn't work, actually you still win because you've now done something hard. You've probably worked with smart people. You've learned something along the way that is valuable. I meet lots of job seekers. I go, what are you doing to try to find a job? Are you really learning anything from sending out 10 resumes a day? Why don't you look at the API Docs and build something? Even if you don't get a job at Shopify, you've learned something. Lenny Rachitsky (00:00:20): First, I want to talk about another theme, creating intensity in your organization. Farhan Thawar (00:00:24): Everyone says, "Oh yeah, work hard and do more hours when you're young, whatever." I'm like, "What if you just did more per minute?" Lenny Rachitsky (00:00:29): The more I dig into the Shopify way working, the more fun stuff I never expected emerges. There's been a drive to delete code and simplify. Farhan Thawar (00:00:37): We have a Delete Code Club. We can always almost find a million-plus lines of code to delete, which is insane. Lenny Rachitsky (00:00:42): I found this great quote from you, "Not everyone can look stupid in public over and over, but I believe it's my superpower." Farhan Thawar (00:00:48): I have been in many situations with many sharp people who have said to me, that's the stupidest fucking question I've ever heard. My goal there is not to annoy the person, but it's to understand the content. Lenny Rachitsky (00:00:59): I was looking at your LinkedIn and your career history, and I noticed that you've worked for a different billionaire every decade of your life. Farhan Thawar (00:01:05): They're mostly different people, but they're similar in one thing is that they haven't... Lenny Rachitsky (00:01:12): Today my guest is Farhan Thawar. Farhan is Vice President and Head of Engineering at Shopify. Shopify is an incredibly interesting company because they have over 10,000 employees who are fully remote, and even thou...

💡 Key Takeaways

  • 1Optimize for 'kilojoules per hour' rather than hours worked; increasing intensity often yields better results than increasing duration.
  • 2When faced with multiple options, default to the harder path; even if you fail, the skills acquired and the talent you work with will be superior.
  • 3Implement 'Meetingageddon': annually delete all recurring meetings with 3+ people to force teams to justify their time and prevent inertia.
  • 4Use pair programming not just for code quality, but as a forcing function against multitasking and distraction.
  • 5Hire for 'slope' rather than 'intercept' by utilizing job trials and internships; interviews are poor predictors of performance compared to actual work samples.
  • 6Adopt a 'Platform-First' mindset: instead of building a feature in 2 weeks, spend 2 months building the infrastructure that allows anyone to build that feature in 1 hour.
  • 7Prioritize deleting code as a strategic objective to maintain velocity; simplicity enables reliability and speed.
  • 8Use the 'Life Story' interview format to understand the 'why' behind career transitions, rather than just the 'what' of skills.

📚Methodologies (4)

The Hard Path Heuristic

by Farhan Thawar

🚀 Career & Leadership

A decision-making framework where, when presented with multiple options, one defaults to the option that presents the highest difficulty. The logic is that the 'easy path' offers no learning if it fails, whereas the 'hard path' guarantees skill acquisition and access to high-caliber talent regardless of the outcome.

Core Principles

  • 1.The Learning Hedge: If you fail on the hard path, you still win because you acquired complex skills.
  • 2.Talent Density: Smart, ambitious people naturally cluster around hard problems; choosing the hard path puts you in the same room as them.
  • 3.Embrace 'Looking Stupid': Actively seek situations where you are the least knowledgeable person in the room to accelerate growth.
  • +1 more...

"If you do the hard path and it doesn't work, actually you still win because you've now done something hard."

#heuristic#career#leadership
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Execution

An operating system designed to maximize energy output per minute rather than simply increasing working hours. It relies on tight feedback loops, pair work to prevent distraction, and aggressive removal of process drag (meetings/code).

Core Principles

  • 1.Pairing as Focus: Use pair programming (or pair product work) to eliminate multitasking and force immediate decision-making.
  • 2.High-Fidelity Demos: Replace status reports with live demos or 'Spin' environments (beta flags) to force truth and quick iteration.
  • 3.6-Week Cycles: Utilize a 6-week cadence for shipping and reviewing work to create natural urgency and check-points.
  • +1 more...

"Everyone says, 'Oh yeah, work hard and do more hours...' I'm like, 'What if you just did more per minute?'"

#'kilojoules'#intensity#execution
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🎯 Product Strategy

A product development philosophy championed by Tobi Lütke where teams are challenged to build the underlying infrastructure that makes a feature trivial to implement, rather than just hacking together the feature itself.

Core Principles

  • 1.The 'One Hour' Test: Don't ask how long it takes to build X; ask what needs to be true so that X can be built in one hour.
  • 2.Speculative API Design: Write the client code against an API that doesn't exist yet to define the ideal developer experience, then build the backend to match.
  • 3.Gas in the Tank: Categorize work as 'Experiment', 'Feature', or 'Infrastructure'. Prioritize Infra to fuel future velocity.
  • +1 more...

"He goes, 'How long would it take to build a platform layer which exposes APIs so anyone could build NFT gating in one hour?'"

#api-first#infrastructure#mandate
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The Job Trial Protocol

by Farhan Thawar

👥 Team & Culture

A hiring strategy that prioritizes work samples and probationary periods over resume screening and theoretical questions. It acknowledges that the only way to know if someone is a good race car driver is to put them in the car.

Core Principles

  • 1.The 90-Day Interview: Treat the first 3 months of employment as the final stage of the interview process; expect and plan for attrition here.
  • 2.Internships as Pipelines: Use massive internship cohorts (1,000+ people) not as charity, but as a filtered funnel for full-time talent.
  • 3.The 'Life Story' Screen: Use interviews to uncover the 'why' behind career moves to assess curiosity and range, rather than skills checklists.
  • +1 more...

"If I told you, 'Hey, I want to go hire the best race car driver,' there's not really that many questions you could ask them except for put them in the car."

#trial#protocol#team
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