Working at an "AI native" company and these questions and stats are far too hand-wavvy for me.

What works: - Empowering engineers. Giving engineers more trust, ownership and product decision-making leads to more engaged engineers vs. micromanaged tickets. Engineers who are treated like owners tend to notice cross-cutting problems and push to get them cleaned up. - Hire for diversity. Not race or gender, but diversity of thought. Different ages, backgrounds, approaches to AI, focus on frontend/backend, etc. Race/gender diversity tends to come along for free. This is a huge edge because every LLM is spinning up the same next token prediction, so approaching problems from different perspectives gives more robust coverage across your codebase. - Flat org structure, low ego. Interns and 20 year vets work side-by-side and teach each other things - hire for openmindedness. - Communicate about product. What should it do? How do we want a feature to work, and how to handle certain edge cases? If the product is well understood, the code follows. In-person/hybrid is valuable. - Architecture matters more than ever, but it is easier than ever to fix. Listen when engineers mention tech debt. Notice when a simple change touches 27 files. Senior engineers shine for this, because they tend to have a better nose for code smell. - Reviewing still matters. Anthropic may throw tokens at reviewing, but it is a great way to share ambient product/code knowledge across the team. 200 engineers throwing code against the wall is chaos and leads to YOLO codebases. You can move fast AND keep a rough mental model of the codebase intact.