[GUEST ACCESS MODE: Data is scrambled or limited to provide examples. Make requests using your API key to unlock full data. Check https://lunarcrush.ai/auth for authentication information.] #  @ankitinsights Operate in Founder Mode Operate in Founder Mode posts on X about databricks, cofounder, laughs, launches the most. They currently have XXX followers and XX posts still getting attention that total XX engagements in the last XX hours. ### Engagements: XX [#](/creator/twitter::1603042970151768067/interactions)  - X Week XXX -XX% - X Month XXXXX +135% - X Year XXXXXX +1,428% ### Mentions: X [#](/creator/twitter::1603042970151768067/posts_active)  - X Week XX +86% - X Month XX +68% - X Year XXX +664% ### Followers: XXX [#](/creator/twitter::1603042970151768067/followers)  - X Week XXX +1.90% - X Month XXX +24% - X Year XXX +116% ### CreatorRank: undefined [#](/creator/twitter::1603042970151768067/influencer_rank)  ### Social Influence [#](/creator/twitter::1603042970151768067/influence) --- **Social category influence** [technology brands](/list/technology-brands) XX% [vc firms](/list/vc-firms) #343 [finance](/list/finance) X% **Social topic influence** [databricks](/topic/databricks) #57, [cofounder](/topic/cofounder) 4%, [laughs](/topic/laughs) 2%, [launches](/topic/launches) 2%, [faster](/topic/faster) 2%, [signals](/topic/signals) 2%, [all the](/topic/all-the) 2%, [podcasts](/topic/podcasts) 2%, [deeper](/topic/deeper) 2%, [team and](/topic/team-and) X% **Top accounts mentioned or mentioned by** [@databricks](/creator/undefined) [@alighodsi](/creator/undefined) [@a16z](/creator/undefined) [@sarahdingwang](/creator/undefined) [@bhorowitz](/creator/undefined) [@eriktorenberg](/creator/undefined) [@jayyanginspires](/creator/undefined) [@slootmanfrank](/creator/undefined) [@snowflake](/creator/undefined) ### Top Social Posts [#](/creator/twitter::1603042970151768067/posts) --- Top posts by engagements in the last XX hours "Most CEOs fly high give inspirational speeches and trust and delegate. Then wonder why the company slows down after scaling. @alighodsi CEO @databricks does the opposite: By Getting into the Weeds. Here are X ways Ali gets into the weeds as shared on Boss Talk @a16z with @sarahdingwang @eriktorenberg @bhorowitz. 🧵🧵🧵" [X Link](https://x.com/ankitinsights/status/1979789311689056611) [@ankitinsights](/creator/x/ankitinsights) 2025-10-19T05:58Z XXX followers, XX engagements "3. Be a Co-Founder Not an Employee At @databricks Ali shaped culture with one sentence: We dont have employees here. We have co-founders" [X Link](https://x.com/ankitinsights/status/1979789335491760336) [@ankitinsights](/creator/x/ankitinsights) 2025-10-19T05:58Z XXX followers, XX engagements "@sarahdingwang shares what she heard from a former @databricks teammate now at @a16z Ali gives product feedback himself replies to emails super fast and even responds to product launch email no matter how small with a quick congrats. She says the team found it hugely motivating. Ali laughs and corrects her: Not just launches I reply to progress emails too" [X Link](https://x.com/ankitinsights/status/1979789314230829057) [@ankitinsights](/creator/x/ankitinsights) 2025-10-19T05:58Z XXX followers, XX engagements "The kind you only develop after years of - reading signals faster - knowing how truth moves in your organisation - spotting bottlenecks earlier and - knowing exactly when to dive in or step back. Alis mastery comes from living every function himself: product sales partnerships people. Thats why he can engage precisely unblock fast and still keep the companys rhythm clean. This specific point is my interpretation of 'shortcuts' and not exact words of Ali" [X Link](https://x.com/ankitinsights/status/1979789330743795915) [@ankitinsights](/creator/x/ankitinsights) 2025-10-19T05:58Z XXX followers, XX engagements "He doesnt try to give every department equal time. He focuses where leverage is highest for the companys current stage. He adjusts his depth to the age and stage of the company and to whatever is existential right now. Presence isnt symmetric; it evolves with the business" [X Link](https://x.com/ankitinsights/status/1979789357059092949) [@ankitinsights](/creator/x/ankitinsights) 2025-10-19T05:59Z XXX followers, XX engagements "TL;DR X Ways @alighodsi Stays in the Weeds @databricks X. Be excellent at what you do. X. Learn all the shortcuts. X. Be a co-founder not an employee. X. Go to the person closest to the work. X. Be present like a T broad across deep where it matters most" [X Link](https://x.com/ankitinsights/status/1979789360846262644) [@ankitinsights](/creator/x/ankitinsights) 2025-10-19T05:59Z XXX followers, XX engagements "Watch the full 'Boss Talk' of @alighodsi CEO @databricks and @bhorowitz in conversation with @sarahdingwang and @eriktorenberg on @a16z podcast" [X Link](https://x.com/ankitinsights/status/1979789364352958720) [@ankitinsights](/creator/x/ankitinsights) 2025-10-19T05:59Z XXX followers, XX engagements "When people screw up most leaders give feedback to prove theyre right. Ali Ghodsi CEO @Databricks gives feedback to help others discover whats right by asking How do you think its going Ben Horowitz says its a much better way of giving feedback. If you struggle to make feedback land read on. This thread breaks down why that one question works straight from the Boss Talk podcast. 🧵🧵🧵 @alighodsi @bhorowitz @eriktorenberg @sarahdingwang" [X Link](https://x.com/ankitinsights/status/1978883253432877368) [@ankitinsights](/creator/x/ankitinsights) 2025-10-16T17:58Z XXX followers, XX engagements "Watch the full 'Boss Talk' of @alighodsi @databricks and @bhorowitz in conversation with @eriktorenberg @sarahdingwang on @a16z podcast. @bhorowitz has written gems on communication. Read these X blogs" [X Link](https://x.com/ankitinsights/status/1978883309049372831) [@ankitinsights](/creator/x/ankitinsights) 2025-10-16T17:58Z XXX followers, XX engagements "How Ali Ghodsi Scaled Databricks Culture of Intensity From a Few Dozen People to 10000. When companies scale fast their first casualty is intensity. Ali Ghodsi CEO of @databricks refused to let that happen. Heres how Ali built and kept a culture of intensity at scale straight from the @a16z Boss Talk 🧵🧵🧵 @alighodsi @bhorowitz @eriktorenberg @sarahdingwang" [X Link](https://x.com/ankitinsights/status/1979236774305247232) [@ankitinsights](/creator/x/ankitinsights) 2025-10-17T17:23Z XXX followers, XX engagements "BUT. Before you go deeper into this thread Ben Horowitz would warn about all podcasts and threads like this one: Dont just listen to podcasts. Theres real depth behind these things and you need to know the answer to the next question and the next and the next. Intensity is not about working longer hours or copying someone elses pace. Its about understanding why it works how it sustains and where it breaks" [X Link](https://x.com/ankitinsights/status/1979236777169661971) [@ankitinsights](/creator/x/ankitinsights) 2025-10-17T17:23Z XXX followers, XX engagements "Dont apply this as-is. Study it. Break it down. Talk to people who live it. Find your own version of intensity one that scales with you your team and your stage. Now lets explore Alis truth beginning with one critical foundation from Ben behind building and keeping intensity at 10000-person scale" [X Link](https://x.com/ankitinsights/status/1979236779677892819) [@ankitinsights](/creator/x/ankitinsights) 2025-10-17T17:23Z XXX followers, XX engagements "If I work hard and it doesnt change anything why would I do it Thats how intensity dies not because people are lazy but because the system makes their effort meaningless. No amount of leading by example can fix that. You cant inspire people out of bad design. So Bens rule is simple: Design your company so that effort equals impact. Every team should be able to see how their work moves the business forward directly clearly and fast. Thats what keeps 10000 people working with the same urgency as 10" [X Link](https://x.com/ankitinsights/status/1979236785575133186) [@ankitinsights](/creator/x/ankitinsights) 2025-10-17T17:23Z XXX followers, XX engagements "4. Build a culture of excellence Ali references @SlootmanFrank s (CEO @Snowflake ) Amp It Up a book about creating execution-driven high-performance organizations. The essence is : RAISE THE BAR CONSTANTLY. At Databricks everyone is expected to do better work every week than the week before. Excellence becomes contagious when everyone sees improvement as the standard" [X Link](https://x.com/ankitinsights/status/1979236803526971453) [@ankitinsights](/creator/x/ankitinsights) 2025-10-17T17:23Z XXX followers, XX engagements "@alighodsi scaled @databricks 's intensity by turning it into a system not a slogan. He X. Designed for impact X. Led by example X. Hired for grit X. Raised the bar X. Made progress visible X. Work-life balance. Thats how you keep founder energy alive even at 10000 people" [X Link](https://x.com/ankitinsights/status/1979236826662436956) [@ankitinsights](/creator/x/ankitinsights) 2025-10-17T17:23Z XXX followers, XX engagements "Watch the full 'Boss Talk' of @alighodsi CEO @databricks and @bhorowitz in conversation with @eriktorenberg @sarahdingwang on @a16z podcast" [X Link](https://x.com/ankitinsights/status/1979236830366097737) [@ankitinsights](/creator/x/ankitinsights) 2025-10-17T17:23Z XXX followers, XX engagements "5. Presence Shaped Like a T Ali says he organizes his presence like a capital T. Broad across everything deep where it matters most. Ben says You cant spend the same amount of attention on everything. Youll probably get to all of it eventually but not evenly" [X Link](https://x.com/ankitinsights/status/1979789353695039994) [@ankitinsights](/creator/x/ankitinsights) 2025-10-19T05:58Z XXX followers, X engagements "1. Rate of change in external world Rate of adaption internally X. Lack of perspective of other industries because leaders have grown in that industry Adding 3rd one. X. Bureaucracy takes over that slows down the org that takes the should away and blinds the org to transform. hence - Best people leave - Product remains the same - Takes forever to make a decision - Customers do not recognize the brand anymore" [X Link](https://x.com/ankitinsights/status/1979921687719317597) [@ankitinsights](/creator/x/ankitinsights) 2025-10-19T14:44Z XXX followers, X engagements
[GUEST ACCESS MODE: Data is scrambled or limited to provide examples. Make requests using your API key to unlock full data. Check https://lunarcrush.ai/auth for authentication information.]
@ankitinsights Operate in Founder Mode
Operate in Founder Mode posts on X about databricks, cofounder, laughs, launches the most. They currently have XXX followers and XX posts still getting attention that total XX engagements in the last XX hours.
Engagements: XX #
- X Week XXX -XX%
- X Month XXXXX +135%
- X Year XXXXXX +1,428%
Mentions: X #
- X Week XX +86%
- X Month XX +68%
- X Year XXX +664%
Followers: XXX #
- X Week XXX +1.90%
- X Month XXX +24%
- X Year XXX +116%
CreatorRank: undefined #
Social Influence #
Social category influence technology brands XX% vc firms #343 finance X%
Social topic influence databricks #57, cofounder 4%, laughs 2%, launches 2%, faster 2%, signals 2%, all the 2%, podcasts 2%, deeper 2%, team and X%
Top accounts mentioned or mentioned by @databricks @alighodsi @a16z @sarahdingwang @bhorowitz @eriktorenberg @jayyanginspires @slootmanfrank @snowflake
Top Social Posts #
Top posts by engagements in the last XX hours
"Most CEOs fly high give inspirational speeches and trust and delegate. Then wonder why the company slows down after scaling. @alighodsi CEO @databricks does the opposite: By Getting into the Weeds. Here are X ways Ali gets into the weeds as shared on Boss Talk @a16z with @sarahdingwang @eriktorenberg @bhorowitz. 🧵🧵🧵"
X Link @ankitinsights 2025-10-19T05:58Z XXX followers, XX engagements
"3. Be a Co-Founder Not an Employee At @databricks Ali shaped culture with one sentence: We dont have employees here. We have co-founders"
X Link @ankitinsights 2025-10-19T05:58Z XXX followers, XX engagements
"@sarahdingwang shares what she heard from a former @databricks teammate now at @a16z Ali gives product feedback himself replies to emails super fast and even responds to product launch email no matter how small with a quick congrats. She says the team found it hugely motivating. Ali laughs and corrects her: Not just launches I reply to progress emails too"
X Link @ankitinsights 2025-10-19T05:58Z XXX followers, XX engagements
"The kind you only develop after years of - reading signals faster - knowing how truth moves in your organisation - spotting bottlenecks earlier and - knowing exactly when to dive in or step back. Alis mastery comes from living every function himself: product sales partnerships people. Thats why he can engage precisely unblock fast and still keep the companys rhythm clean. This specific point is my interpretation of 'shortcuts' and not exact words of Ali"
X Link @ankitinsights 2025-10-19T05:58Z XXX followers, XX engagements
"He doesnt try to give every department equal time. He focuses where leverage is highest for the companys current stage. He adjusts his depth to the age and stage of the company and to whatever is existential right now. Presence isnt symmetric; it evolves with the business"
X Link @ankitinsights 2025-10-19T05:59Z XXX followers, XX engagements
"TL;DR X Ways @alighodsi Stays in the Weeds @databricks X. Be excellent at what you do. X. Learn all the shortcuts. X. Be a co-founder not an employee. X. Go to the person closest to the work. X. Be present like a T broad across deep where it matters most"
X Link @ankitinsights 2025-10-19T05:59Z XXX followers, XX engagements
"Watch the full 'Boss Talk' of @alighodsi CEO @databricks and @bhorowitz in conversation with @sarahdingwang and @eriktorenberg on @a16z podcast"
X Link @ankitinsights 2025-10-19T05:59Z XXX followers, XX engagements
"When people screw up most leaders give feedback to prove theyre right. Ali Ghodsi CEO @Databricks gives feedback to help others discover whats right by asking How do you think its going Ben Horowitz says its a much better way of giving feedback. If you struggle to make feedback land read on. This thread breaks down why that one question works straight from the Boss Talk podcast. 🧵🧵🧵 @alighodsi @bhorowitz @eriktorenberg @sarahdingwang"
X Link @ankitinsights 2025-10-16T17:58Z XXX followers, XX engagements
"Watch the full 'Boss Talk' of @alighodsi @databricks and @bhorowitz in conversation with @eriktorenberg @sarahdingwang on @a16z podcast. @bhorowitz has written gems on communication. Read these X blogs"
X Link @ankitinsights 2025-10-16T17:58Z XXX followers, XX engagements
"How Ali Ghodsi Scaled Databricks Culture of Intensity From a Few Dozen People to 10000. When companies scale fast their first casualty is intensity. Ali Ghodsi CEO of @databricks refused to let that happen. Heres how Ali built and kept a culture of intensity at scale straight from the @a16z Boss Talk 🧵🧵🧵 @alighodsi @bhorowitz @eriktorenberg @sarahdingwang"
X Link @ankitinsights 2025-10-17T17:23Z XXX followers, XX engagements
"BUT. Before you go deeper into this thread Ben Horowitz would warn about all podcasts and threads like this one: Dont just listen to podcasts. Theres real depth behind these things and you need to know the answer to the next question and the next and the next. Intensity is not about working longer hours or copying someone elses pace. Its about understanding why it works how it sustains and where it breaks"
X Link @ankitinsights 2025-10-17T17:23Z XXX followers, XX engagements
"Dont apply this as-is. Study it. Break it down. Talk to people who live it. Find your own version of intensity one that scales with you your team and your stage. Now lets explore Alis truth beginning with one critical foundation from Ben behind building and keeping intensity at 10000-person scale"
X Link @ankitinsights 2025-10-17T17:23Z XXX followers, XX engagements
"If I work hard and it doesnt change anything why would I do it Thats how intensity dies not because people are lazy but because the system makes their effort meaningless. No amount of leading by example can fix that. You cant inspire people out of bad design. So Bens rule is simple: Design your company so that effort equals impact. Every team should be able to see how their work moves the business forward directly clearly and fast. Thats what keeps 10000 people working with the same urgency as 10"
X Link @ankitinsights 2025-10-17T17:23Z XXX followers, XX engagements
"4. Build a culture of excellence Ali references @SlootmanFrank s (CEO @Snowflake ) Amp It Up a book about creating execution-driven high-performance organizations. The essence is : RAISE THE BAR CONSTANTLY. At Databricks everyone is expected to do better work every week than the week before. Excellence becomes contagious when everyone sees improvement as the standard"
X Link @ankitinsights 2025-10-17T17:23Z XXX followers, XX engagements
"@alighodsi scaled @databricks 's intensity by turning it into a system not a slogan. He X. Designed for impact X. Led by example X. Hired for grit X. Raised the bar X. Made progress visible X. Work-life balance. Thats how you keep founder energy alive even at 10000 people"
X Link @ankitinsights 2025-10-17T17:23Z XXX followers, XX engagements
"Watch the full 'Boss Talk' of @alighodsi CEO @databricks and @bhorowitz in conversation with @eriktorenberg @sarahdingwang on @a16z podcast"
X Link @ankitinsights 2025-10-17T17:23Z XXX followers, XX engagements
"5. Presence Shaped Like a T Ali says he organizes his presence like a capital T. Broad across everything deep where it matters most. Ben says You cant spend the same amount of attention on everything. Youll probably get to all of it eventually but not evenly"
X Link @ankitinsights 2025-10-19T05:58Z XXX followers, X engagements
"1. Rate of change in external world Rate of adaption internally X. Lack of perspective of other industries because leaders have grown in that industry Adding 3rd one. X. Bureaucracy takes over that slows down the org that takes the should away and blinds the org to transform. hence - Best people leave - Product remains the same - Takes forever to make a decision - Customers do not recognize the brand anymore"
X Link @ankitinsights 2025-10-19T14:44Z XXX followers, X engagements