Building PathSights
Last year, I had a product idea I was eager to build. As a people manager, I faced a recurring challenge that I wanted to solve. I did all the upfront work—defining the problem, validating my assumptions, researching competitors, and identifying market opportunities. I was excited and ready to move forward.
Then, I hit a wall: actually building the MVP 🤯.
Traditionally, getting a product off the ground means either hiring developers or finding a technical co-founder who shares your passion. Both are steep hurdles, and without a clear path forward, my idea stalled.
AI Changed Everything
Fortunately, we’re in the age of generative and agentive AI, where building software is no longer limited to those with deep engineering expertise. I could write an entire post about why I’m optimistic about AI’s role in software development, but in short: AI empowers anyone to build and launch products.
Of course, challenges remain—cost, understanding basic software principles, and learning how to work effectively with AI tools—but the barriers are lower than ever.
I had given up on my product idea until tools like Loveable started appearing. At first, I was skeptical. Could I really build an app myself, without knowing how to set up databases, handle authentication, or write backend logic?
Turns out, yes. And in the process, I became a whole lot smarter.
From Zero Code to a Working Product in Three Weeks
In just three weeks, I took my year-old product concept and began building it—simply by prompting Loveable. I quickly learned that Loveable operates on a limited number of messages, so I started optimizing my prompts using ChatGPT before submitting them. Looking back, it’s wild to think that in just a month, I went from no code to a functioning app that people can actually sign into and use.
The Product: PathSights
Throughout my career—both as an Individual Contributor and a People Manager—I’ve often struggled with unclear roles and expectations. How many times do we see our job description after getting hired? How often do we truly understand what’s expected at the next level?
This is the problem I set out to solve.
My hypothesis: By giving managers a clear space to define roles, career paths, and structured 1:1s, we can improve manager-IC relationships and help organizations retain top talent. When people feel valued and see a clear growth path, they’re more likely to stay and thrive.
I’m starting with a manager-focused view that enables:
Clearly defined roles
Custom career paths
Meaningful 1:1s
In the coming weeks, I’ll be reaching out to my network to test these initial features. If all goes well, I’d love to expand PathSights into a collaborative tool for both managers and individual contributors.
If any of this sounds useful or interesting check it out at www.pathsights.com.
Thanks for stopping by ✌️
