Founder | Helping startups hire pre-screened devs in 24 hrs.

I’ve spent the last 10+ years building and scaling tech products — including founding and growing two startups to 7-figure revenue, fully bootstrapped.

Along the way, I worked closely with early-stage founders, CTOs, and product teams on one core problem: turning ideas into real, shipped products — without burning time or money.

After helping dozens of startups with product strategy, hiring, and execution, one pattern became obvious:

Great startups aren’t held back by ideas.
They’re held back by slow execution and bad hiring.

Hiring developers the “traditional” way is broken — endless CVs, multiple interviews, long onboarding cycles… and still no certainty you hired the right person.

So I built Y Interval — a dev partner designed specifically for startups.

We combine:
• Startup-grade product thinking
• Vetted senior engineers who work like in-house
• Fast MVP builds without over-engineering
• Flexible, no-drama engagement models

The result:
Startups ship faster, hire smarter, and scale with confidence.

Since then, I’ve worked with 100+ startups and product teams, from early MVP stage to scale-ups, helping them:
• Build and launch MVPs
• Extend or replace in-house dev teams
• Execute AI, web, and full-stack products properly

Credibility highlights:
→ Built and exited two tech startups
→ Generated 7-figure revenue across services businesses
→ Helped 100+ startups build and scale remote dev teams
→ Worked with teams connected to Microsoft, Meta, and other large orgs
→ Built a media + newsletter brand read by 50K+ founders

If you’re a founder or CTO:
• Building an MVP
• Struggling with dev execution
• Or tired of unreliable agencies

Happy to connect and share how we usually help. Just connect via DMs here or check out our website: yinterval.com

Samee Hassan

RIP Privacy 

AI Glasses Can Now Recognize Anyone, Anywhere 🤯

A Dutch journalist just tested a pair of AI-powered glasses that can instantly identify strangers on the street.

No government database. No police system. Just public data and off-the-shelf AI.

You look at someone and in seconds, their name, LinkedIn, and background appear before your eyes.

The scariest part? You can’t really stop it.

You can ban it, regulate it, add blinking red lights… but once tech like this exists, someone will always find a way to use it.

To me, this marks a turning point.

We’ve officially blurred the line between seeing people and knowing them.

Between being in public and being exposed.

So here’s the question:
When every face becomes a dataset, how do we protect the meaning of being human?

__

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Hiring devs? We help startups ramp up dev capacity, speed up product development, and launch smarter products using AI and data.

Check out our website or connect via DMs.

Founder | Helping startups ramp up dev capacity and speed up product development. Built & shipped 50+ products | 100+ clients including owner.com, moonpay, shortimize and more. Deep in AI and data.

A big mistake I’m seeing with the whole “vibe coding” wave:

People think writing code faster has leveled the playing field for non-technical founders.

It hasn’t.

Speed of typing code was never the bottleneck.

If faster code was the advantage, the winning strategy would always be “hire more developers.”

Anyone who’s built real software knows that usually makes things worse, not better.

At a certain point, building a product stops being about bulk code.

It becomes a series of precise decisions that need context, tradeoffs, and deep understanding.

Once an app reaches any real complexity, most of the work isn’t coding.

It’s planning, sequencing, reviewing, and deciding what not to build.

That’s why senior engineers don’t spend 12 hours a day writing code.

They spend time thinking through systems, edge cases, and second-order effects.

And being non-technical was never a real moat anyway.

Founders were already “vibe coding” long before the term existed.
Writing specs.
Explaining flows.
Sketching features.
Setting direction.

The hard part was never typing the code.

It was execution, prioritization, and shipping something people actually use.

The real shift now isn’t that a solo founder will replace Salesforce.

It’s that customers can build small, custom tools to replace parts of your product.

That’s the new game.

Curious how others are thinking about this shift - what changes when users can build their own solutions?

__

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For a long time, voice AI has felt close… but not quite there.

Great demos.
Impressive transcripts.
Still very robotic conversations.

The missing piece was always the same:
real-time, natural, end-to-end speech - not stitched together systems.

That’s why this launch caught my attention.
Chroma is the world’s first open-source, end-to-end, real-time speech-to-speech model - with personalized voice cloning built in.

No handoffs.
No brittle pipelines.

Just voice in → voice out, instantly.

What makes this especially interesting is how it was built.

Chroma is trained by FlashLabs, with a focus on real-world latency, natural speech patterns, and voices that actually feel human. Not just readable. Not just accurate. Human.

This is the shift.

Voice AI is moving from:
“transcribe and respond”
to
“listen, think, speak.”

> And that unlocks entirely new use cases:
- Voice agents that don’t feel scripted
- Real conversations at scale
- AI that sounds like your brand, not a generic assistant

If you want to build on top of this, FlashLabs is already making it practical through FlashAI - where teams can create real Voice AI Agents, not just experiments.

This feels like one of those moments where the tech quietly crosses a threshold.

Curious how others are thinking about voice right now - interface, channel, or full product layer?

CHECK IT OUT: https://tryit.cc/HMzo5HL

One of the most common startup mistakes I see is trying to fix slow execution by adding more people.

It feels logical.

More devs should mean faster shipping.

In reality, it usually does the opposite.

> More people means:
More coordination
More opinions
More handoffs
Slower decisions

I’ve watched small, focused teams ship MVPs in weeks while larger teams got stuck debating scope, architecture, and “future-proofing.”

Early on, speed doesn’t come from headcount.

> It comes from clarity.
Clear priorities.
Clear ownership.
Clear definition of what not to build yet.

The best founders I’ve worked with obsess over momentum, not perfection. 

They ship something small, learn fast, and adjust - instead of waiting for the “right” version.

If execution feels slow right now, it’s usually not a talent problem.

It’s a focus problem.

Curious to hear from other founders here - what’s been the bigger bottleneck for you lately: hiring, scope creep, or decision-making?

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Most startups don’t fail because of bad ideas..

They fail because execution takes forever.

I’ve seen this play out again and again.

A founder has a solid idea.
Market timing is decent.
Users are interested.
But then execution slows everything down.

Hiring takes 2–3 months.
The “perfect” dev never shows up.
Agencies over-engineer.
Specs get bloated.
Timelines slip.

Suddenly, a simple MVP turns into a 6-month project.

By the time something ships, one of three things happens:
 • The market has moved
 • The budget is gone
 • The founder is exhausted

The painful part? Most of this is avoidable...

In my experience, startups don’t need:
– Huge teams
– Perfect architecture
– Endless planning

They need:
 – Clear priorities
 – Senior execution
 – Fast feedback loops

That’s it.

The best teams I’ve worked with all followed the same rule:
build the smallest thing that creates momentum.

Ship → learn → iterate.

Not plan → re-plan → still waiting to ship.

This is exactly why we built Y Interval the way we did — around speed, A+ talent, and zero hiring drama. Because execution is the real bottleneck, not ideas.

Curious to hear from founders and builders here: what’s slowing execution for you right now - hiring, tech decisions or scope creep?

A lot of founders ask, “Should we build this ourselves or outsource it?”

That’s usually the wrong question.

The real question is:
Where do we need control, and where do we need speed?

If something defines your core product, you need deep ownership.

If it’s plumbing, integrations, or early MVP work, speed matters more than perfection.

The mistake happens when everything is treated as “core.”

Suddenly nothing ships.

I’ve seen teams stall for months trying to own every line of code, even when momentum mattered more than elegance.

> The fastest startups separate:
What must be owned long-term
What just needs to work right now

That clarity changes hiring, architecture, and timelines.

If execution feels slow, it’s often because this line isn’t clear yet.

Curious how others think about this - what do you treat as core vs commodity in your product?

For a long time, influencer marketing felt messy to us.

Not because creators weren’t good.

But because everything around them was fragmented.

The real issue was that once collaboration started to scale, the execution system began to break down.

Briefs lived in docs.
Approvals happened in DMs.
Pricing negotiations went back and forth.
Tracking lived in spreadsheets.
And once content went live, half the context was already lost.

At a small scale, this setup could barely function. 

But when you need to consistently run dozens—or even hundreds—of influencer collaborations every month, everything starts to fall apart.

What finally clicked for us was realizing the problem wasn’t creators.
It was the lack of a real system around collaboration.

That’s when we started using "Aha"
Not as another SaaS product, but as a complete execution workflow powered by AI employees.

> One place where:
- Large-scale influencer sourcing, filtering, and matching
- Automated outreach and price negotiation based on real data and algorithms
- Contracts, workflows, and compliance execution
- Continuous follow-ups and status management during content production
- Performance is tracked without chasing screenshots

The brand team only needs to make decisions at key checkpoints:
whether to move forward, approve, or reinvest. 

The biggest shift wasn’t just efficiency.
It was a fundamental change in decision quality. 

When everyone works from the same structured brief, execution status is continuously tracked by AI rather than human memory, and outcomes are accumulated as comparable, reusable data assets, influencer marketing finally gains stability at scale.

Curious how other teams here manage creator or partner workflows today - docs, spreadsheets, tools, or pure chaos?

>> CHECK IT OUT:  https://tryit.cc/bKyQqdA

One of the biggest reasons startups stall isn’t bad ideas or weak developers.
It’s bad delegation.

As founders and CTOs, we hire engineers so we can move faster.
 
More hands. More leverage. More output.
In theory.

In practice, what usually happens is this:
You explain a task once.
You assume it’s understood.
You move on.

A week later, it’s half-done.
Or done differently than expected.
Or technically correct but wrong for the product.

Then frustration kicks in.

Here’s the part most founders miss:
delegation isn’t a handoff. It’s a process.

I’ve seen this pattern repeatedly while building and scaling dev teams.

A founder spots an issue.
Maybe a frontend flow feels off.
Maybe a feature isn’t behaving the way users expect.
They message a developer:
“Can you fix this?”
The dev says, “Yep.”

And everyone assumes it’s handled.

But what actually happened?
No shared context
No discussion of tradeoffs
No definition of “done”
No follow-up

So the change technically ships… but the problem doesn’t go away.

Effective delegation in engineering usually follows three stages:
First, it’s my job.
I explain the why, not just the what. I walk through edge cases. I show examples.
Then, it’s our job.
 
We review together. I give feedback. I course-correct early. This is where most learning happens.
Only then does it become your job.

At that point, I trust the execution because the context is already embedded.
This takes time.
Sometimes weeks. Sometimes longer for critical parts of the product.
And that’s normal.

You wouldn’t expect a junior dev to internalize your entire architecture after one meeting.

Yet founders often expect decision-level thinking after one Slack message.
That gap is where velocity dies.

One more thing founders underestimate:
communication decay.
Long docs don’t get read.
Long videos don’t get watched.
Long explanations don’t stick.

Clear, short, repeatable instructions win every time.

The best engineering leaders I’ve worked with do three things extremely well:
They keep instructions simple
They repeat what matters
They follow up consistently
Delegation isn’t “fire and forget.”
It’s guidance, repetition, feedback.

If your team isn’t executing the way you expect, it’s rarely a talent problem.
More often, it’s a delegation problem.

Curious how other founders and CTOs think about this:
what part of delegation has been hardest for you - context, follow-through, or trust?

One of the most expensive decisions a startup can make is hiring “cheap” developers to save money.

On paper, it looks smart.

Lower hourly rate.
More runway.
Less burn.

In reality, the cost shows up later.

Slower delivery.
Rewrites.
Missed deadlines.

Founders spending nights debugging instead of building the business.

Global talent is real - great developers exist everywhere.

But cheap and good rarely overlap for long.

What actually matters isn’t location or rate.

It’s seniority, ownership, and how much hand-holding someone needs.

I’ve seen founders pay twice:
Once for the cheap hire.
And again to fix what shipped.

The best teams I’ve worked with didn’t hire the cheapest devs.

They hired the right ones - and moved faster because of it.

Curious how others think about this:
When hiring globally, what matters most to you - cost, experience, or speed?

__

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One thing founders underestimate when hiring developers:

The real cost isn’t the salary or hourly rate.
It’s the management overhead.

Every extra sync.

Every unclear requirement.
Every “can you rework this?”

That cost compounds fast.

A senior engineer might look expensive on paper.

But if they:
Need less context
Push back on bad ideas
Ship without constant supervision

They’re usually cheaper in the long run.

The opposite is also true.

Low-cost hires often come with hidden taxes:
Your time.
Your focus.
Your momentum.

That’s why the best teams don’t hire for price.

They hire for leverage.

Curious how others here think about this - what’s been the biggest hidden cost in your hiring experience?

__

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Responsible for driving the executive communications strategy for the Chief Information Officer (CIO) of Becton Dickinson (BD), one of the largest medical technology companies globally.

Technology and Global Services Communications Leader

ARJ Consulting

ARJ Consulting is a boutique agency that helps leaders design effective communication strategies while supporting employee well-being. This powerful combo drives productivity, reduces turnover, and enhances workplace culture.

Communication & Wellness Strategist / Professional Speaker

Host of the Fit to Lead Podcast

Restless Urban

RestlessUrban is the premiere wellness blog and marketplace for midlife adults who want to live healthier, happier, and more fulfilling lives. The company produces original programming, news, and events while delivering an online retail experience fueled by expert reviews, recommendations, and curated seasonal collections.

As a contributor, I provide custom content and material in the wellness space to support the Restless Urban brand.

Advisory Board Member & Contributor

FractionX

FractionX is a boutique agency that provides mid-market organizations with fractional experts in a variety of areas (technology, marketing, finance, wellness, sales and operations) to bring focus, expertise, and results to company growth initiatives.

As the Chief Well-Being Officer, I provide corporate clients with bespoke and off-the-shelf wellness programs to enhance employee engagement.

Founding Advisor / Fractional Chief Wellbeing Officer

Thrive Global

Thrive Global is an all-in-one platform to improve health outcomes and productivity.

As a contributing writer, I provide content aligned with well-being and health, including nutrition, mindfulness and movement.

Contributing Writer

Innovation Refunds

Innovation Refunds is a fintech start-up that assists small and medium-sized businesses with claiming the tax credits and government incentives they qualify for. 

In my role, I developed strategic communications plans for senior leadership. This included driving executive visibility initiatives (e.g., media training, interview preparation, production of CEO podcast series).

Director Corporate Communications

KPMG US

- Develop strategic communications plans for senior leadership around transformation
- Promote workplace wellness through employee-run programs, such as Fit Club
- Led the firm's first-ever firmwide Being Well Together wellness challenge

Director, Communications

- Foster a high-performance culture while developing and driving strategic messaging and multi-faceted internal communications to support the Chief Financial Officer (CFO) and Operations. 
- Provide executive communications support and counsel for firm-wide, strategic and policy communications.

Associate Director, Internal Communications

Allison Jackson Fitness

- Serve as a wellness advocate and help corporate employees lose weight and reach their fitness goals through online fitness and nutrition programs
- Provide accountability to help busy, hard-working professionals reach their health and fitness goals. 
- Assist HR teams in bringing online group coaching programs to their employees
- Educate professionals on corporate wellness by learning how to eat better, incorporate effective workout plans and get healthy.

Wellness Expert & Speaker

Author of Flab to Fab in 8 Weeks: The Busy Mom's Guide to a Leaner Body & Healthy Eating

Verizon

Senior Consultant, Communications

Hertz

Director, Global Internal Communications

Manager, Executive Communications

Helping HR leaders and CEOs create unique wellness experiences. Fractional Chief Wellbeing Officer 🌟 Speaker🎤 Podcaster🎙️ Spiritual Wellness Advocate 🌞

💗I believe thriving workplaces start with clear communication and a culture of care. 

With 15+ years in internal comms and a deep passion for well-being, I bridge the gap between leadership goals, business outcomes, and employee needs.

🧘‍♀️ 𝗠𝘆 𝗠𝗶𝘀𝘀𝗶𝗼𝗻?

To help organizations and individuals prioritize wellness — through education, strategy, and sound.

✨ 𝗪𝗵𝗮𝘁 𝗜 𝗗𝗼: 

🔹 𝗟𝗲𝗮𝗱 𝗲𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 for the CIO and her technology organization in my full-time role, helping advance the world of health

🔹 𝗦𝗽𝗲𝗮𝗸 𝗮𝘁 𝗰𝗼𝗻𝗳𝗲𝗿𝗲𝗻𝗰𝗲𝘀, 𝗿𝗲𝘁𝗿𝗲𝗮𝘁𝘀 𝗮𝗻𝗱 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗼𝗳𝗳-𝘀𝗶𝘁𝗲𝘀 on workplace wellness, employee experience, and internal communication best practices

🔹 𝗛𝗼𝘀𝘁 𝗦𝗶𝗽 & 𝗦𝗼𝘂𝗻𝗱 𝗲𝘃𝗲𝗻𝘁𝘀—unique experiences that combine sound healing with wine tasting fundraisers for a one-of-a-kind mind-body reset -- feel good and do good

🔹 𝗪𝗿𝗶𝘁𝗲 𝘁𝗵𝗲 𝘽𝙚 𝙒𝙚𝙡𝙡 𝙒𝙚𝙚𝙠𝙡𝙮 𝗻𝗲𝘄𝘀𝗹𝗲𝘁𝘁𝗲𝗿, offering quick tips for calm, clarity, and connection

📈 Whether you 𝗻𝗲𝗲𝗱 𝗮 𝗱𝘆𝗻𝗮𝗺𝗶𝗰 𝘀𝗽𝗲𝗮𝗸𝗲𝗿 𝗼𝗿 𝗮 𝘄𝗲𝗹𝗹𝗻𝗲𝘀𝘀 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝗳𝗼𝗿 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺, I’m a comms expert and wellbeing warrior who “gets it.”

𝗟𝗲𝘁'𝘀 𝗖𝗼𝗻𝗻𝗲𝗰𝘁
💌 DM me or visit https://www.allison-jackson.com

𝗝𝗼𝗶𝗻 𝗠𝘆 𝗡𝗲𝘄𝘀𝗹𝗲𝘁𝘁𝗲𝗿: 𝗕𝗲 𝗪𝗲𝗹𝗹 𝗪𝗲𝗲𝗸𝗹𝘆
https://allisonjackson.beehiiv.com/subscribe

𝗔 𝗟𝗶𝘁𝘁𝗹𝗲 𝗔𝗯𝗼𝘂𝘁 𝗠𝗲
I’m a straight-talking Jersey Girl with a passion for helping employees thrive. When I’m not working, you’ll find me playing pickleball, spending family time with my husband and kids in Cape May, or walking my rescue pit bull, Winnie 🐾.

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Allison (Goszka) Jackson 💗💫

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Allison (Goszka) Jackson 💗💫

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