Currently working at an older style defense company and this fits but I think momentum is a better reference. There are no financial incentives to risk on new process. Gatekeepers, siloing, bureaucracy, and risk aversion act to stop and slow.

I have worked startups and early stage companies prior and used that experience to force developmental projects and gotten prototypes and patents through the resistance. My coworkers who lack that experience get shut down often before they even start.

If you are not in the chosen group or have a fully fledged business case with 5 levels of managerial approval it’s dead on arrival. To anyone in this sort of role it’s not blindness where you lose the skill, it’s stagnation. The moment you leave you move again. The blind fish never gets their eyes back.

A good example of "founder bias" where big companies are read as not innovating, when in fact their goal is to squeeze as much juice from their user base and strengthen their monopolistic position and pricing power. From the outside it looks like blindness and atrophy but from the inside it's the main bread and butter.

The sighted engineer is also cave adapted, just to a different cave.

I'm currently in a 'successful company goes blind' situation myself. The company has grown massively and the situation we're stuck in is mainly driven by two types of 'internal' people:

a) People who've spent 10+ years with the company, and ended up in management/C-level positions - these are people that have: - Been promoted over and over from entry/mid positions across a chain of smaller easier-to-deliver projects - Have not upskilled or gained real experience on anything large/complex/challenging - Have a very safe, very cozy job, with no perspective or understanding on anything other than their past 10+ years.

b) Technical Leads/directors who've spent ~8+ years within the company, where: - They have a solid track record of success, a good reputation, and built up a lot of trust with the company...across a chain of smaller easier-to-deliver projects. - From their earned track record, they have very little oversight and accountability (management doesn't think they need it) - Limited/no interest in upskilling - Decision making is mostly on them...and the decisions made are orientated around themselves (!) - Limited/no interest in listening to others perspectives...even to the new highly-experienced management that's brought in to oversee them (why should they? They're the chosen! They're seen as perfect!)

You can see right between them how the blindness forms. Now, guess what happens when a client decides that a small project...is actually going to be a much, much bigger project, with real complexity, challenging external client people to work with, and a large number of external hires necessitated. Purely reactive decision making, several people that are a SPOF if they leave, no proactive planning or strategy now or before...and then things start breaking down...

This is a generally great article with a lot of truths, but the title & overarching narrative throughout is a little off & feels like the author is trying to shoehorn one story into another.

In truth, the phenomenon they're describing (very accurately might I add) doesn't lead to the company "going blind" - the company never had eyes to begin with. The company was incepted in the cave & has no need to apoptose an organ that never needed to exist: neither in the company in abstract nor in its "engineers who have never worked elsewhere [...] well-meaning people who do not suspect anything is off. They have only ever known the cave"

The apoptosis the article describes doesn't really affect the company per se - its a process only new joiners undergo, part of their subsumption into The Company. Or they resist & ultimately leave, reinforcing the concentration of blindness.

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Or, if they don't either submit to apoptosis or leave the company, they do a secret third thing, possibly the most common reaction: they silo. That can lead to some rare gems emerging from otherwise stagnant companies but mostly leads instead to team isolation & further stagnation.

The only way to reach light speed is to become light itself.

As an object with mass accelerates closer to the speed of light, its relativistic mass effectively increases, requiring exponentially more energy for further acceleration.

To reach exactly the speed of light, an infinite amount of energy would be needed, which is physically impossible. The only way to actually reach the full potential of light speed is to convert all mass into pure energy, becoming light itself.

They aren't going blind at all, but becoming the image you see - moving so purely along a market vector that there's no discernible drag, no expenditure, no profit - massless and infinite - vertices in the greater economic hologram.

And if you can't see that, then you're not just blind but utterly rasterized.

Most of the companies built with VC money in a MVP style fit in the criteria. The more I think about it, I feel at this point its more about the focus on business problem being solved than engineering (how its solved) which leads to this. The expectation around quality/completeness has degraded heavily lately and somewhere down the line this bloat is going to keep increasing the maintenance cost.

Fun part, all the folks who created this bloat would run away and find a green pasture.

From what I've seen, LLMs just accelerate or compound this whole process as well.

Everyone has the same group think, it bleeds into the way the LLM generates code and ultimately it just rots teams.

Most startups fail. Most big company projects are kind of worthless. These are two sides of the same coin.

Producing something novel and valuable is HARD. Unbelievably hard. The idea is hard. The building is harder. The scaling and steering and feedback is ego-crushingly hard.

When it's valuable, it's frequently enormously valuable. That funds the experimentation, the incremental expansion, the waste. It's hard to really internalize how valuable localization, admin controls, FedRAMP, and onboarding tweaks are, truly, because they all compound. You can't just have the idea and the MVP, you also have to have all the other stuff, and it's hard to come up with new ideas while you're trying to keep a million users happy.

I vehemently disagree that people working at big companies are stupid, or making themselves stupid. There are VPs and SVPs at Adobe and Salesforce that are smarter, more knowledgable, and more productive than any startup employee. It's just structurally hard to move the needle there, and their successes aren't written about in TechCrunch. They're also paid a million dollars a year, and are unbothered by the lack of external recognition.

I'm off founding a startup now, and it's good for the soul, but I don't delude myself into thinking everybody else is blind.

Can we stop the "drop how at the start of a title" auto editing? I suspect this was to fix some flood of problems long ago, but every time I encounter it it modifies the title away from true intent of the author.

In a lot of cases it is deliberate and not something that "just happens". See enshitification or Instagram or what can happen in a marriage, say

https://www.amazon.com/Uncoupling-Turning-Points-Intimate-Re...

If you are starting a new social media service, for instance, the N^2 dynamics are brutal and you have to work so hard to attract, onboard, and retain each precious user. A site that has momentum is practically impossible to kill and, barring a really enlightened form of benign neglect (Craigslist?), you will eventually go into a "harvesting" mode for either money or social impact.

Success makes the old playbook feel safer than it really is.

The article starts with a pretty weak simile and is structured in a way that reminds me of llm output. Made me stop reading pretty quickly.

I’m wary of essays that take a genuinely complicated organizational problem and explain it through one dominant lens. Life isn't that simple.

The cavefish framing generalizes past hiring. Any feedback loop that scores itself on a signal it also produces will go blind the same way — not because anyone stopped caring, but because the environment stopped punishing the failure.

A concrete version I ran into recently: a collector appended one row per item per sweep to a metrics log. Views were a cumulative counter, so every row was a snapshot, not an event. The consumer that scored items summed the matching rows, so an item's reported reach got multiplied by the number of times it had been measured. Inflation scaled with age. The oldest items looked the most spectacular, and the loop concluded its strategy was working and did more of it.

What kept it alive wasn't sloppiness. Every check passed. The file parsed, the counters grew monotonically, which is what healthy engagement looks like, and a spot check on a fresh item reported correctly because a fresh item has exactly one snapshot. The bug only existed in history. Nothing inside the loop could see it; the number that finally contradicted it came from the platform's own public API.

Which I think is the sharper version of the cavefish point. The eye isn't lost because it's expensive to maintain. It's lost because nothing in the cave ever contradicts the fish.

Now apply this to entire industries and entire countries, and we begin to see what is happening to all of Western Culture.

The individual executives I think are smart and I don't think the post discounts that; maybe "blind" is a distracting analogy. What the post draws into question, which I think is relatively common, is how a persons immediate incentives might intrinsically change a person. For instance, a very smart Adobe executive may start to pin engineers against each other to produce better results because they can and it produces results. They may begin to over-reward the few in search of inspiring the many. They may take fewer bets on the future because the status quo is just fine. All things that I think you as a start up founder would not do because you have immediate feedback mechanisms and consequences that signal that could lead to the end of your startup.

If you sat these same executives down in a one-on-one setting and went through a history of things they did and how they might've impacted people I think you'd probably discover some shame and embarrassment once they're removed from the incentive pool. That isn't to say they're bad, just to say that incentives are guides in the dark, and the inside of a massive corporate machina is full of tunnels.

also, hi TR :)

> I vehemently disagree that people working at big companies are stupid, or making themselves stupid. There are VPs and SVPs at Adobe and Salesforce that are smarter, more knowledgable, and more productive than any startup employee.

That there are outliers in a big group of people is not a big idea.

The issue is that they're outliers while the rest are just there because that's how they earn food and shelter; get job is just how the world works types. Those outliers efforts and communication are then lost to ignorance of the majority who only think in terms of trying to repeat the past/maintain status quo they understand.

For example marketing cannot grok and figure out how to spin a new idea and instead convince management they're "the Photoshop company not whatever this is" to pick the on Adobe.

It's similar to political conservatism, a kind of social conservatism of its own.

If new thing fails they may be fired for bad messaging or glitchy features depending on their role. Feels safer to flog the same old horse too long and fall behind.

> Producing something novel and valuable is HARD

I disagree, producing something valuable is common, and it’s common for scientists / inventors / artists / composers to die poor.

Selling, Capturing the value, and building businesses on top is hard.

> I vehemently disagree that people working at big companies are stupid, or making themselves stupid. There are VPs and SVPs at Adobe and Salesforce that are smarter, more knowledgable, and more productive than any startup employee.

In my experience the problem can be the lower level managers and ICs. If they cannot perform to the industry standard, technical debt will begin to compound, and it will be difficult to adapt. It’s also difficult to improve your standards when the competent people keep leaving, or don’t feel like they can make changes.

I agree with this, and would add that it's hard in part because it's always been hard, and people have overcome. I can only imagine the difficulty of coming up with something like HTTP, or a suspension bridge, or algebra, without the mental scaffolding already being there. If you go back and read the original discussions of these, they include a ton of what seems like circuitous explanation for what we take for granted as "simple" ideas, but which are absolutely not simple at all if you have to pull them from the primordial void sight unseen.