Lenny's Podcast / episode intelligence
Speakers in the public record
Claim mix
Evidence policy
Every row below preserves an exact excerpt. Identified speakers are linked; unresolved voices are labeled and excluded from people counts.
Claim ledger
16 published records
01 / commitment
“What's really important to you for the first person in this role? Or the expectations that you have of what I will bring to the table.”
02 / belief
“There's a lot of overlap between exceptional product managers and exceptional growth practitioners. I think sometimes they just use the skills in different ways.”
03 / belief
“Third topic, final topic is around company selection and evaluating where to work. And you have this really cool framework that I think you call PMF for candidates.”
04 / belief
“I connected with him a bit while he was writing the book, and I would say, there were parts of it that were painful.”
05 / belief
“I actually think if you're doing it right, sometimes conversion should actually decrease a little bit. So you might actually have fewer people getting all the way through successfully, but I think that's okay because a lot of those people were probably not the right people for your product, which means they wouldn't have been engaged customers, they probably would have churned.”
06 / belief
“I think certainly subscribing to the newsletter and joining that community, telling me about the things that are challenging to them so that I can find ways of finding how they meet up with my interests and translating them into written pieces.”
07 / prediction
“What we realized through a lot of experimentation was the idea of connecting someone with a human being the right person at the right time would improve the first month of revenue or the second month of revenue that a creator made on the platform by 25%.”
08 / preference
“I love user psychology and it's one of the things that I think attracted me to growth and to product.”
09 / evaluation
“It depends on the state of the team and where the skill gaps are. So the goal of the competency model is not to find a unicorn human being that is an 11 out of 10 on every one of these things, because frankly, that person doesn't exist.”
10 / evaluation
“takeholders? And this is hard in growth because often growth can be viewed as at odds with really thoughtful and quality craftsmanship and product building, but it's not.”
11 / evaluation
“Awesome. So like user psychology, I think one of the things that people don't easily understand is that most people come to your product with an emotional frame and a lot of people want to appeal to their logical brain right away.”
12 / evaluation
“If you haven't developed those by the time you are an adult, I don't know that I'm going to be able to teach you and I'm certainly probably not the right person to teach you.”
13 / preference
“I tend to skew more towards internal hire to be perfectly honest, because I believe in creating opportunity inside a company.”
14 / recommendation
“I think we need one for marketers, I think we need one for engineers, designers, research probably, there's probably a bunch of functions that could benefit from some canonicalized resource around this stuff.”
15 / recommendation
“I don't actually recommend hiring that as your first hire, but when you are onto something and you really need expertise and you don't have that expertise internally, yes, I think hiring externally is the right thing to do at that point because those are really specific skills that some people have taken years to learn.”
16 / preference
“So there was another person named Sean at Patreon who was a marketer, again, a jack of all trades marketer. And I think I have a propensity and a bias towards folks like that because that's one of the ways that I started my career was in marketing.”