Follow me to learn how you can leverage AI to boost your productivity and accelerate your career. Scaled products to 8 Million+ users and built the world's biggest AI newsletter with 1 Million+ readers.

Zain Kahn

This guy from Cambridge plays with Claude Code like he owns it.

He talks about his workflow in 2026 and here's what's new: 

1. Video-Based Specification (Spec Phase)

> Screen Recording: 

Instead of writing a spec from scratch, find an existing product that is similar to your idea. Record your screen while using it and talking through your specific feature ideas and changes.

> Generate PRD: 

Upload this video to Gemini 1.5 Pro (referred to as Gemini 3 Pro/Free Pro in the video context) and ask it to generate a Product Requirement Document (PRD).

> Refine Spec: 

Use the "Ask User Question" tool in Claude Code. Prompt it to interview you about the generated spec to fill in missing details (e.g., "How should the emoji picker be positioned?").

> Package Discovery: 

Feed the refined spec into ChatGPT with "Heavy Thinking" (likely OpenAI's o1/o3 models) to search for and recommend specific, well-maintained GitHub packages (e.g., for a WYSIWYG editor) to avoid building complex components from scratch.

2. The Orchestrator Role

> Design Feedback Loops: 

Your primary job is not to write code but to design loops where the agent can build, fail, and learn.

> Monitor & Update: 

Watch the agent’s reasoning. If it makes a mistake, don't just fix the code—update the claude. md (project instructions file) to prevent that specific mistake from happening again.

> High-Level Decisions: 

Make the architectural decisions the agent can't, such as choosing the database or specific tools.

3. Model Choice & Tools

> Model Selection: 

Use Opus 4.5 for building large-scale features and GPT-5.2 for architecture and debugging (specific future models mentioned in his 2026 context).

> Voice Dictation: 

Use HyperWhisper to dictate prompts significantly faster than typing.

4. Execution & "Parallel Vibe Coding"

> Parallel Agents: 

For small, well-defined tasks (like extracting hard-coded strings for translations), spin up multiple sub-agents to work on different parts of the project simultaneously.

> Avoid Conflicts: 

Do not use parallel agents for large features within the same project to avoid complex merge conflicts ("meshing issues").

> Sub-agents for Multi-Project Fixes: 

If a bug exists in a template used by multiple projects, spin up one sub-agent per project to fix them all in parallel.

5. Review & Maintenance

> Planning Mode: 

Use Claude Code’s "Planning Mode" to prevent Architectural Drift, ensuring the agent sticks to the original design vision over time.

> Shape of Diffs: 

Inspect the "shape" of the code changes (diffs) to ensure they are manageable and align with expectations before accepting them.

> Forking for Learning: 

If the agent does something surprising or complex, fork the session. In the forked session, ask "Why did you do that?" or request diagrams to understand the code without polluting the context of the main working session.

Get more tutorials here: https://lnkd.in/e64Jvdrt

Follow me to learn how you can leverage AI to boost your productivity and accelerate your career. Scaled products to 10 Million+ users.

Traditional computer science degrees can't keep up with this pace.

Here are the 15 engineering blogs that actually teach real-world scale:

1 → THE CODE
Scale at global level.
Teaches you how to code with AI and AI Agents
https://lnkd.in/e64Jvdrt

2 → Airbnb Tech Blog
Product engineering done right.
User focused systems.
https://airbnb.tech/blog/

3 → Meta Engineering
Billions of users infrastructure.
Performance at extreme scale.
https://engineering.fb.com

4 → AWS Architecture
Cloud design patterns revealed.
Production ready blueprints.
https://lnkd.in/gqjh88PS

5 → Netflix TechBlog
Streaming at massive scale.
Chaos engineering explained.
https://lnkd.in/gNE8Cs6Z

6 → Discord Engineering
Real time systems mastery.
Handling millions of connections.
https://lnkd.in/gea6kSwt

7 → Google Research
Cutting edge tech breakthroughs.
Tomorrow's solutions today.
https://lnkd.in/gjzDu8wp

8 → NVIDIA Developer
GPU powered computing insights.
AI infrastructure secrets.
https://lnkd.in/dt_BW7qF

9 → Slack Engineering
Collaboration platform internals.
Distributed systems at scale.
https://slack.engineering

10 → Cloudflare Blog
Internet infrastructure deep dives.
Security and performance wins.
https://lnkd.in/gqa-HE6h

11 → Figma Tech Blog
Collaborative design systems.
Browser performance magic.
https://lnkd.in/g2KF_eX9

12 → Shopify Engineering
E-commerce at scale.
Black Friday traffic handled.
https://lnkd.in/g7DVzRAc

13 → Stripe Engineering
Payment systems that work.
Financial infrastructure explained.
https://lnkd.in/gfMr-jEr

14 → Microsoft Engineering
Enterprise scale solutions.
Developer tools insights.
https://lnkd.in/g3Mi8XES

15 → GitHub Engineering
Code collaboration at scale.
Developer platform secrets.
https://lnkd.in/gPHaD6AC

16 → Bonus
System design deep dives.
https://lnkd.in/g-tP7eEc

Save this for later.
Repost ♻️ for aspiring engineers.

Follow me for more AI playbooks and engineering resources.

Claude Code is only as good as your orchestration workflow.

I spent 6 months testing it so you don't have to. 

[ P.S. You can get my Ultimate Claude Code guide for engineers here at no cost: https://lnkd.in/e64Jvdrt ]

So Boris Cherny (the creator of Claude Code at Anthropic) recently shared the internal best practices his team actually uses daily. 

Someone brilliantly distilled those threads into a structured CLAUDE .md file you can drop straight into any project root.

It acts as a system prompt. Turns Claude into a far more autonomous, rigorous engineering partner.

Here's what it does:

→ 𝗪𝗼𝗿𝗸𝗳𝗹𝗼𝘄 𝗢𝗿𝗰𝗵𝗲𝘀𝘁𝗿𝗮𝘁𝗶𝗼𝗻: Mandates "Plan Node Default" for any task over 3 steps. Uses subagents liberally to keep the main context window clean.

→ 𝗦𝗲𝗹𝗳-𝗜𝗺𝗽𝗿𝗼𝘃𝗲𝗺𝗲𝗻𝘁 𝗟𝗼𝗼𝗽: This is the real magic. After ANY correction, it updates a tasks/lessons .md file. You're building a compounding system where the mistake rate drops over time because it actively learns from your feedback.

→ 𝗩𝗲𝗿𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗕𝗲𝗳𝗼𝗿𝗲 𝗗𝗼𝗻𝗲: Can't mark a task complete without proving it works. Diffs behavior. Runs tests. Checks logs. The bar? "Would a staff engineer approve this?"

→ 𝗔𝘂𝘁𝗼𝗻𝗼𝗺𝗼𝘂𝘀 𝗕𝘂𝗴 𝗙𝗶𝘅𝗶𝗻𝗴: Zero hand-holding. Point it at failing CI tests or error logs... it just goes to work. No constant context switching from you.

→ 𝗦𝘁𝗿𝗶𝗰𝘁 𝗧𝗮𝘀𝗸 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁: Forces a "Plan First" approach written to a todo .md with checkable items before any implementation starts.

And perhaps the most important part?

It forces the AI to prioritize simplicity, find root causes instead of temporary fixes, and minimize the blast radius of every change. Senior developer standards. Not shortcuts.

If you're spending hours a day in the terminal with AI, setting up a strong .md instruction file like this isn't optional anymore. It's the difference between AI that drifts and AI that compounds.

It takes time to set up. But if you do, you're ahead of almost everyone else.

Lemon is the most powerful tool I've used since ChatGPT.

You literally say things with your voice and it does it for you instantly.

Pure magic.

Dennis Geelen

Business Coach | Keynote Speaker | Author of The Happy Accidents newsletter and The Accidental Solopreneur book

I’ve spent most of my career helping people navigate change.

Sometimes that meant working with leadership teams and organizations.
Sometimes it meant coaching solopreneurs who were building something new after an unexpected turn.
And more recently, it’s meant telling true stories that remind us how unpredictable, strange, and meaningful real life can be.

At the core of everything I do is one idea:
people don’t change because of frameworks alone, they change because of perspective.

What I Do

I’m a speaker, author, and consultant who helps individuals and organizations make sense of uncertainty, transition, and unexpected opportunity.

My work focuses on:
 • Leadership and change
 • Human-centered decision making
 • Serendipity, timing, and “happy accidents”
 • Stories that challenge neat narratives about success and control

I’m currently building The Uncanny, a storytelling project exploring true stories that sound impossible but actually happened.

Who I Work With
 • Event organizers looking for keynote talks that are thoughtful, grounded, and story-driven
 • Organizations and nonprofits navigating change, leadership transitions, or cultural shifts
 • Individuals who want practical clarity through focused, one-hour coaching conversations

(I’m no longer actively promoting large programs or long-term coaching, but I still take on select conversations and workshops when there’s a strong fit.)

What I’ve Created
 • Author of The Zero In Formula and The Accidental Solopreneur
 • Host and creator of story-driven newsletters, podcasts, and short-form video content
 • Speaker on topics including change, leadership, serendipity, and starting before you feel ready

Want to Connect?

If you’re reaching out about:
 • Speaking engagements
 • A focused workshop or session
 • A thoughtful one-on-one coaching conversation

Feel free to DM me.

And if you’re someone who loves true stories that make you pause and say, “That can’t be real”…
you’ll probably enjoy what I’m building next.

Founder

Coaching and mentoring to help you start and scale your one-person business.

Seven years ago, I was laid off and decided to try consulting.

What followed looked like a logical path (at least on paper):
- learning LinkedIn,
- building a personal brand,
- writing books,
- starting a podcast and YouTube channel,
- eventually speaking on a TEDx stage.

But somewhere along the way, I noticed something I wasn’t unexpecting.

I wasn’t just doing those things to support my work. I was falling in love with the act of creating itself.

Writing.
Thinking.
Trying to articulate ideas clearly.
Exploring questions that don’t have neat answers.

It got my juices flowing.

I’ve realized recently that I enjoy that process as much as (if not more than) the consulting and coaching it originally served.

That realization has eventually led me to a new side project called The Uncanny.

It’s a space where I explore strange timing, coincidence, human behavior, and the ideas and stories that make us question how predictable the world really is.

I talk about that shift (and what it’s taught me) in a short video I just published.

(Sharing it here for anyone who’s curious.)

Speaker | Author | Consultant - Guiding organizations through leadership transitions and complexity

If you are a relatively good employee you can probably relate to this

You get your work done ahead of schedule, that should be a good thing right?
But no, now you have to pretend to be busy.
And it's stressful.

Because if you are seen sitting at your desk and you don't appear to be busy then you are immediately labeled as lazy or unproductive.

This is a real problem and I bet many of you have felt it.

Am I right?

"Oh, I was a bit rude to the cashier today but it was because I had a terrible morning and was late for a meeting, I'm not normally like that."

2 days later... 

"I can't believe how rude that person was to the waiter in the restaurant today."

We live in 2 different moral systems.

We've been measuring intelligence completely wrong all these years.


Historically, we determine a person is 'smart' if either 
a) they are good at memorizing and regurgitating information or 
b) they speak confidently about their opinions

But does that actually make them smart?

I think there's a better way...

Most leadership training gets this backwards.

We teach people how to manage others…
before they know how to manage themselves.

And then we wonder why teams struggle.

There’re some uncomfortable truths we don’t like to acknowledge when it comes to leadership: 

- If you can’t manage your own reactions,
you can’t manage conflict.

- If you don’t understand your own personality, you’ll misread everyone else’s.

- If you don’t take responsibility for your results, you’ll blame your team.

- If you can’t prioritize your own time,
you’ll create chaos for everyone around you.

Contrary to what we like to think, leadership doesn’t start with strategy. 

It starts with self-awareness.

In my 12-week leadership coaching program through Zero In, the first four weeks are entirely about leading yourself.

It’s the foundation for everything that comes afterwards (where we then focus on leading individuals and then leading teams).

In those first four weeks, we dig into personality, stress triggers,
how others actually experience you,
how you respond under pressure,
and how you prioritize what matters.

Because once you can lead yourself…
leading others becomes exponentially easier.

If you’re serious about becoming the kind of leader people actually want to follow,
start there.

No alternative text description for this image

Some of the most damaging leaders I’ve seen weren’t incompetent.

They were unregulated.

Don’t get me wrong, they were smart,  strategic, and experienced.

But they couldn’t manage themselves.

They couldn’t control their reactions in tense moments.

They took feedback personally.

They blamed circumstances when results slipped.

They said “yes” to everything and then created chaos trying to deliver.

And their teams paid the price.

Leadership isn’t just about vision or communication.

It’s about emotional control.
Self-awareness.
Responsibility.
Discipline with your time and energy.

If you can’t lead your own habits, emotions, and priorities, you end up outsourcing the consequences to everyone around you.

And that’s when trust erodes.

Have you ever worked for a leader who struggled to lead themselves?

What did that look like and how did it affect the team?

Not to self: do more videos on LinkedIn 

This one just doesn’t want to slow down
Almost 750K views (so far).

Are you doing videos here?

graphical user interface, application, website

Is it your goals?
Is it your habits?
Is it your purpose?

Or is it actually none of those things?

Is high turnover always a sign of bad leadership?

Some of the best leaders I know are losing their highest performers.

How can that be?

I saw this question on Reddit recently (see image), and it stuck with me.

Because here’s what I’ve seen again and again:
There are great organizations, led by well-meaning, values-driven leaders, doing their best to support their people…who are still losing high-performing employees.

It's not because the culture is toxic or because the manager is incompetent.

It's because the work slowly stops feeling:
• Interesting
• Challenging
• Rewarding

When that happens, high performers don’t usually complain or disengage loudly. They just… leave.

Retention isn’t a culture problem as often as it’s a work design problem.

Over the last year, I’ve been studying this pattern and turned it into a simple framework I call The Motivated Employee, designed to help leaders diagnose why good people are leaving and what to do about it before they walk.

In December, I ran a free webinar on this topic with leaders from several organizations.

👉 If you lead a team (or an organization) and would like a copy of the recording and the accompanying materials, comment “MOTIVATION” or DM me and I’ll send it along.

No pitch. Just something I genuinely believe more leaders need right now.

taplio

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Dennis Geelen

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The Battle

Zain Kahn

Dennis Geelen

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Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Zain Kahn's LinkedIn Performance

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