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  • Jonathan Ross on Groq’s $20 Billion NVIDIA Deal, Faster Inference, and Why Asking the Right Questions Wins the AI Age

    Jonathan Ross, the founder of Groq and the inventor of Google’s Tensor Processing Unit (TPU), sits down with David Senra (host of the Founders podcast) to walk through Groq’s roughly $20 billion partnership with NVIDIA and the decade of near-death struggle that preceded it. You can watch the full conversation here. Ross, now a senior executive at NVIDIA following the deal, is unusually candid about being one of the world’s worst leaders when he started, about coming three weeks from running out of money, and about the single contrarian bet (that faster inference would make AI both faster and smarter) that almost everyone, including his own engineers, told him was pointless.

    TLDW

    Ross explains the structure of the NVIDIA deal (a call to Jensen Huang about buying 100,000 GPUs turned, in three weeks, into NVIDIA’s largest deal by nearly 3x) and why pairing Groq’s LPU with the GPU defeats the many different bottlenecks inside an LLM the way you would use both 18-wheelers and delivery vans in a logistics network. He unpacks the AlphaGo moment that revealed faster inference makes models smarter, the shift from the information age (answering questions) to the AI age (asking the right questions), and a leadership philosophy built on autonomy, one brutally clear priority (25 million tokens per second on a challenge coin), and giving people the fewest constraints so they can surprise you. He shares hard-won lessons from Jensen and NVIDIA (the least political large org he has seen, no secret one-on-ones), his concepts of reality quotient and the dominant game, return on luck and the GitHub opportunity he let his team talk him out of, intentional leadership (“I intend to do this”), the Grok bonds that traded salary for equity and saved the company, hiring for negatives instead of positives, loss bias and manufactured discontent, and a closing case for radical optimism: code is becoming free, software creation is being democratized like literacy, and education should stop teaching kids to answer questions and start teaching them to ask.

    Thoughts

    The technical spine of this interview is a genuinely counterintuitive claim: you can make a model smarter by making it faster. Ross’s proof is the AlphaGo anecdote, where the exact same model, ported from GPUs to his TPU, saw its ELO jump by hundreds of points and beat the world champion, because more compute per unit of time let it search deeper and surface moves like the famous Move 37 that were too far down the tree to find otherwise. Once you internalize that inference speed is not a convenience but a capability multiplier, the entire Groq thesis, and the logic of the NVIDIA deal, snaps into focus. The industry spent years treating fast inference as a nice-to-have. Ross treated it as the whole game, and was nearly alone in doing so for a very long time.

    The most transferable material is the leadership arc, precisely because Ross is willing to say he was bad at it. His core insight is that there is no single correct way to lead, any more than there is one way to invest, and the founder’s first job is to know which way is true to them. Ross is a delegator who hires autonomous people and gives them a single, poetically compressed objective, then gets out of the way. The reason that matters is subtle: if you over-constrain the goal, your team can never surprise you with a better answer than the one you already had, which means they can never actually innovate. The Kelly Johnson line Senra offers (“extreme performance often comes from one brutally clear priority”) is the same idea from the Skunk Works side. A challenge coin that reads “25 million tokens per second” is not a slogan, it is a mechanism that lets every engineer connect their work to one dominant game.

    Two ideas deserve to be lifted out and used directly. The first is intentional leadership, borrowed from David Marquet’s submarine turnaround: replace “should I do this?” with “I intend to do this.” Asking for opinions invites pessimism and hands your most timid people a veto. Declaring intent still lets someone shout “the hatch is open” when it truly matters, but it stops the reflexive no. Ross traces years of stalled progress to the simple error of asking instead of declaring. The second is his inversion of hiring: hire for negatives, not positives. Growing talent means showing people the path, so you emphasize positives. Selecting talent means screening people out, so you hunt for the disqualifying negatives, because one person’s negative trait infects the whole team. Most founders, Ross included for years, are clever enough to talk themselves into any candidate. A versioned “people spec” and a deliberate loss-averse posture are the antidote.

    The Grok bonds story is the emotional center and a small masterpiece of change management. Facing a layoff list that would have killed the company (because the people slated to be cut were exactly the ones needed to make the product work at all), Ross instead asked the team to trade salary for equity, framed with World War II war-bond imagery. Eighty percent participated, half went to statutory minimum wage, and attrition actually fell. His phrase for why is “put everyone’s hands on the steering wheel.” Passengers fear a windy road, drivers feel in control. It is a reminder that morale under existential stress is often a function of agency, not comfort, and that the Phil Knight move of converting employee sacrifice into ownership is a recurring pattern in company survival stories for a reason.

    Where the conversation turns almost spiritual is manufactured discontent. Ross observes that the entrepreneurs in a room of successful people were the least happy with their wealth, and that this very dissatisfaction was the fuel that kept them building. His own current discontent is stark and worth sitting with: the world does not have enough compute, and if it takes an extra year to cure cancer or slow aging because of that shortage, he considers it his fault. Whether or not you accept the moral weight he assigns himself, the mechanism is instructive. Edwin Land wrote “300 people died today” on the whiteboard while inventing anti-glare technology. A concrete, human cost attached to delay is a far more durable motivator than a revenue target. Paired with his closing optimism about code becoming free and software creation democratizing like literacy, it makes for one of the more clear-eyed and yet hopeful founder conversations in recent memory.

    Key Takeaways

    • The NVIDIA deal began as a request to buy about 100,000 GPUs; Jensen saw what Groq had built pairing GPUs and LPUs and decided to make it available to all NVIDIA customers, closing what Ross calls the firm’s biggest deal by nearly 3x in roughly three weeks from first call to wired money.
    • GPUs and LPUs are complementary: inside an LLM’s decoder layer, the GPU is better at the compute-bound attention portion and the LPU is better at the memory-throughput-bound weights, so combining them defeats bottlenecks across the whole performance curve, like using both 18-wheelers and last-mile vans.
    • As AI increasingly talks to AI, speed dominates, because agents kick off other agents and compound; a human tolerates a one-second wait, but AI is just sitting there idle.
    • Agentic micro payments will make the number of payments skyrocket, but payments infrastructure is not yet built for AI operating inside an allocated budget.
    • Ross prototypes cutting-edge ideas as personal hobby projects first, then brings them to work; his personalized “daily brief” evolved from long text into headlines he can interrogate with follow-up questions, like the game of 20 questions.
    • The information age rewarded answering questions; the AI age rewards asking the right ones, as everyone shifts from individual contributor to leader of AI, and good leaders ask the question no one else did.
    • There is no single right way to lead, just as there are many ways to invest; the founder’s job is to know themselves and pick the leadership form that is true to them (inspiration versus fear, control versus delegation).
    • Ross was, by his own account, one of the world’s worst leaders at the start, which cost Groq three to four years; his fix was to define one goal simple enough to fit on a challenge coin: 25 million tokens per second.
    • The fewer constraints you give a person (or an AI agent), the more freedom they have to surprise you with a better solution; over-constraining the goal makes real innovation impossible.
    • Lessons from Jensen and NVIDIA: it is the least political large organization Ross has seen, Jensen never runs secret one-on-ones (tell everyone at once, copy everyone on email), and the whole strategy reduces to “what does the customer actually need?”
    • Jensen manages around 60 direct reports, each smarter than him in their own domain, which he offers as the model for orchestrating AI agents that may be smarter than you.
    • Asking a sharp question that makes an expert say “I didn’t think of that” is a universal founder skill (it appears in every Bezos book) and can be honed.
    • Confidence, not competence, was Ross’s early bottleneck: shadowing a leader of 2,000 people, he realized he would have made the same decisions, and acting with confidence made people follow his direction without changing the decisions themselves.
    • The better and more creative your people, the harder they are to manage; running 450 highly creative scientists felt more like managing 5,000.
    • Reality quotient (RQ), distinct from IQ, is the ability to recognize reality and, in its extreme form, to choose the dominant game; MySpace optimized accounts signed up while Facebook optimized monthly active users and won.
    • The first principle of change management is to make it feel like it is not a change; people who seem fine with change are usually anchored to something that did not change.
    • Return on luck (from Jim Collins): the most successful companies do not get more lucky breaks, they seize the ones they get; Ross let his team talk him out of powering GitHub’s LLMs on Groq chips, then vowed never again.
    • People adopt fast inference only when they experience it personally; an Anthropic demo three months before ChatGPT drew no reaction because the answers were not the audience’s own, and Groq later went viral off a fast-LLM video posted on X.
    • Great innovators often experience a problem before others do; the future is already here, just not evenly distributed, and Ross saw fast inference’s value first because of AlphaGo.
    • Intentional leadership (from David Marquet’s USS Santa Fe turnaround): say “I intend to do this” instead of asking for an opinion, which stops reflexive pessimism while still letting people flag a real problem.
    • Grok bonds: three weeks from running out of money, Ross swapped a layoff for a war-bond-style salary-for-equity exchange; 80% participated, about half took statutory minimum wage, and it bought roughly two months of runway.
    • “Put everyone’s hands on the steering wheel”: participation in saving the company cut attrition to under 10% during the crisis, echoing Phil Knight converting employee loans into Nike equity.
    • West Coast VCs behave like lemmings (one pass triggers all passes), while East Coast VCs run independent analysis; the herd missed what became NVIDIA’s biggest deal ever, a live example of the Keynesian beauty contest.
    • For the first time, top startups are not starved for cash, so putting in more money is no longer an advantage even though investors still behave as if it is.
    • Hiring flip: move from hiring for positives (how you grow talent) to hiring for negatives (how you select talent), because one negative trait poisons the team; write a versioned “people spec” like a product spec.
    • Loss bias (a loss feels roughly six times more painful than an equal gain) can be a hiring signal: Ross looks for people who “book the win early,” treating any missed improvement as a loss.
    • Poetic design (maximum meaning in minimal expression, “every word matters”) was a positive on the people spec; its negative is maximalist, cluttered design.
    • Michael Jordan manufactured pressure by taunting opponents so a loss would be humiliating, forcing superhuman performance (per his trainer Tim Grover), a deliberate version of throwing your keys over the fence.
    • Manufactured discontent (David Ogilvy’s “divine discontent”): the best entrepreneurs never rest on wins; the least happy people with their wealth were the ones who kept building.
    • Ross’s discontent today is the world’s lack of compute; he treats every delayed medical breakthrough as partly his responsibility, the way Edwin Land wrote a daily death count on the whiteboard while fighting headlight glare.
    • Software has run on “code rationing” because code was expensive to write, enforced by “no engineers”; as the marginal cost of code approaches zero, you just implement, experience, and re-implement.
    • AI democratizes software creation like the alphabet democratized literacy: Ross’s executive assistant now builds working apps, and individual founders with taste but no coding background will create valuable companies.
    • Education should be revamped around asking questions and solving real community problems; if a kid can look up or prompt the answer, the assignment taught nothing, but making them ask the right questions to get AI to solve a real problem does.

    Detailed Summary

    The $20 Billion NVIDIA Deal and Why LPUs and GPUs Belong Together

    The deal’s most striking feature is speed: the idea was first floated on a call roughly three weeks before the money was in the bank. Groq had been integrating GPUs and LPUs and went to Jensen Huang wanting to buy about 100,000 GPUs to deploy themselves. Jensen saw the combined system and decided it should be offered to all of NVIDIA’s customers. The technical logic is that processing an LLM token involves many matrix multiplies with different bottlenecks, some compute-constrained (better on the GPU, especially the attention portion) and some memory-throughput-constrained (better on the LPU, applying the trained weights). There is no single perfect architecture, so putting the two together defeats bottlenecks across the whole curve. Ross adds that as AI talks to AI, speed becomes everything, because agents spawn agents and compound exponentially.

    Asking Questions, Daily Briefs, and the Shift to Leading AI

    Ross builds cutting-edge tools as personal hobby projects before bringing them to work, including a personalized “daily brief” that functions like a presidential daily brief. He redesigned it from long text into headlines he can interrogate, because interactivity, like 20 questions, distills straight to what you actually care about. This grounds one of his signature ideas: success in the information age meant answering questions, but success in the AI age means asking the right questions. As people move from individual contributors to leaders of AI, the skill that matters is the leader’s skill of asking the question everyone else missed or was afraid to raise, since the question you ask determines the output you get.

    Knowing Your Leadership Style and the Challenge Coin

    Ross frames leadership like investing: the first principle is simply having followers, but there are infinite valid styles. New founders fail by copying advice that is not true to them. Ross is a natural delegator (he has not held a driver’s license since his teens because he would rather think than control the car) who hires unusually autonomous people. Early on this backfired badly, because he entrusted people who needed direction, and he calls himself one of the world’s worst early leaders, a gap that cost Groq years. His breakthrough was distilling the mission onto a challenge coin reading “25 million tokens per second,” which let everyone connect their work to one dominant game. He references David Marquet’s Turn the Ship Around later, but the coin embodies Kelly Johnson’s Skunk Works principle that extreme performance comes from one brutally clear priority, plus the rule that fewer constraints give people more room to surprise you, turning a team from Superman into the Avengers.

    Lessons from Jensen: Killing Politics and Serving the Customer

    Working at NVIDIA taught Ross how much further he could have pushed lessons he half-learned at Groq. NVIDIA is, in his experience, the least political large organization anywhere, and a big reason is that Jensen never tells different people different things in private one-on-ones. When you address a room, everyone hears the same message; separate conversations breed side cliques. Ross’s practical rules: hold big meetings for anything you want a group to know, and copy everyone on email so no one can route politics through you. The other Jensen lesson is to stop playing 3D chess and just ask what the customer needs, tell them only what you believe and can support, and refuse to sell them something they do not need. Senra notes he has covered roughly 19 ideas from The Nvidia Way on his Founders podcast, and Jensen’s line that he already manages 60 reports smarter than him is the template for managing AI agents.

    Reality Quotient, the Dominant Game, and Change Management

    Groq hired for reality quotient, not just IQ, because plenty of very smart people construct elaborate stories disconnected from reality. In its extreme form, RQ is the ability to choose the dominant game, the way Facebook’s focus on monthly active users beat MySpace’s focus on accounts signed up. The founder’s job is to help everyone connect their activity to that dominant game (for Groq, tokens per second), then manage the change. Ross’s first principle of change management is to make it feel like it is not a change: nobody likes change, and people who tolerate it well are usually focused on something that stayed constant. If your team is anchored to the dominant goal, a new tactic does not feel like change; if they are anchored to a narrow task, it does.

    Return on Luck, the AlphaGo Insight, and the GitHub Miss

    From Jim Collins’s Great by Choice, Ross took the idea that winners seize luck better, not that they get more of it. He experienced it first-hand with AlphaGo: after a DeepMind team asked whether his TPU was as fast as rumored (he said yes, Ghostbusters-style), porting the identical model from GPUs to TPUs pushed its ELO from around 3,200 to roughly 3,900 and it crushed the world champion. As Thinking Fast and Slow by Daniel Kahneman frames it, more compute lets the model virtually play out more moves and occasionally find a better second-best line, which is how the famous Move 37 surfaced. Faster thinking is smarter thinking. Yet Ross also let his own engineers talk him out of powering GitHub’s LLMs on Groq chips, twice, because they focused on why it could not be done rather than why it could. He eventually did the math himself, hit the numbers, and learned to stop inviting that pessimism.

    Selling Speed and Intentional Leadership

    Customers could not grasp fast inference until they felt it. Ross recalls an Anthropic demo three months before ChatGPT that drew no reaction, because seeing someone else’s answer appear is not magical, but getting your own question answered instantly is. So Groq simply put fast inference online, and it went viral after someone posted a video of a blazing-fast LLM on X (Ross noticed his own demo slowing in Norway because usage had skyrocketed). The deeper fix for internal resistance came from Turn the Ship Around, David Marquet’s account of turning the USS Santa Fe from worst to best in nuclear readiness by replacing command-and-control with intentional leadership. Saying “I intend to do this” rather than “should I?” stops people from reflexively supplying negative opinions, while still letting someone shout “the hatch is open” when there is a genuine problem.

    Grok Bonds: Three Weeks From Zero

    With three weeks of cash left and a layoff list on the table, Ross realized the cuts targeted exactly the people needed to finish an unprecedented compiler and reach the critical mass where the product would even work. Layoffs would not save the company; only reducing burn without losing people could. So Groq held an all-hands, put up World War II war-bond imagery, and launched “Grok bonds,” an exchange of salary for equity. Ross expected heavy attrition; instead 80% participated and about half dropped to statutory minimum wage, real pain for engineers used to six-figure salaries. It bought closer to two months of runway. His framing, “put everyone’s hands on the steering wheel,” explains why attrition actually fell below 10%: drivers feel more in control than passengers, and it echoes Phil Knight in Shoe Dog converting employee loans into Nike equity on the edge of collapse.

    Hiring for Negatives, Loss Bias, and Manufactured Discontent

    Ross was good at spotting smart, talented people but kept hiring ones who caused organizational problems, because he could always talk himself into a candidate. Watching a sharp head of HR screen people out, he realized he had been hiring wrong: growing talent means showing positives, but selecting talent means hunting for disqualifying negatives, since one bad trait spreads to the whole team. He formalized a versioned “people spec” with positives like return on luck and poetic design, each paired with a negative. He also hired for loss bias, the fact that a loss feels roughly six times more painful than an equal gain, seeking people who “book the win early.” That competitive, pressure-seeking wiring links to Michael Jordan manufacturing humiliation stakes (per Tim Grover in Relentless) and to David Ogilvy’s divine discontent. Ross’s own manufactured discontent today is the world’s shortage of compute, which he frames in life-and-death terms.

    The Optimistic Close: Free Code and Universal Software Literacy

    Ross ends on aggressive optimism. Software has long run on “code rationing” because code was expensive to write, policed by “no engineers” whose job is to say no. As the marginal cost of code approaches zero, the workflow flips to implement, experience, then re-implement. More important is accessibility: just as alphabets and universal education turned reading and writing from a scribe’s monopoly into a question of quality, AI is making software creation universal. His executive assistant now builds working apps, and a wave of individual founders with taste but no coding background will create valuable companies. The corollary for education is to stop teaching kids to answer questions and start teaching them to ask, revamping curricula around real community problems where the point is asking the right questions to get AI to solve something that matters.

    Notable Quotes

    “Success in the information age was about being able to answer questions. Success in the AI age will be about being able to ask the right questions.”

    Jonathan Ross, on the fundamental shift AI creates

    “The fewer constraints that you give someone, the more freedom they have to solve the problem, and the more freedom they have to surprise you with the solution.”

    Jonathan Ross, on leading creative teams

    “Being able to think faster makes you think smarter.”

    Jonathan Ross, on why faster inference produces more capable models

    “There are plenty of really smart people who wouldn’t recognize reality if it tapped them on the shoulder.”

    Jonathan Ross, defining reality quotient versus IQ

    “If you express intentional leadership, you say, ‘I intend to do this.’ People don’t tend to offer their opinion, but if it’s very wrong and there’s a reason, they will push back.”

    Jonathan Ross, on the lesson from Turn the Ship Around

    “When people are passengers in a car, they’re more nervous about a windy road or a scary road. But when they’re the driver, they feel more in control.”

    Jonathan Ross, on why Grok bonds kept the team together

    “The biggest flip in my hiring was when I went from looking for positives, which is what you do when you’re trying to grow talent, to looking for negatives, which is what you do when you’re trying to select talent.”

    Jonathan Ross, on inverting his approach to hiring

    “If it takes us an extra year to cure cancer because we don’t have enough compute, that’s my fault.”

    Jonathan Ross, on the discontent that drives him today

    Watch the full conversation between Jonathan Ross and David Senra here on YouTube.

    Related Reading

    • Groq the company Ross founded and the LPU behind the fast-inference story and the NVIDIA partnership.
    • AlphaGo versus Lee Sedol (Wikipedia) the match, including Move 37, that showed Ross how much faster hardware raises a model’s capability.
    • The Keynesian Beauty Contest (Wikipedia) the dynamic Ross uses to explain why West Coast VCs herded past what became NVIDIA’s biggest deal.
    • Zero to One by Peter Thiel, the source of the first-principles thinking Ross applied to the contrarian bet on fast inference.
    • Founders podcast by David Senra the host’s biography-driven show, source of the Jensen, Michael Jordan, and Edwin Land ideas referenced throughout.

  • Uber CEO Dara Khosrowshahi on AI, Autonomous Vehicles, Robotaxis, Drones, and the Future of Transportation

    Uber CEO Dara Khosrowshahi sat down with Patrick O’Shaughnessy on the Invest Like the Best podcast for a long, candid conversation about the forces remaking transportation. There is artificial intelligence inside the company, and there is physical AI out in the real world, meaning autonomous vehicles, robotaxis, and delivery drones. He calls the autonomous opportunity another trillion dollar marketplace and argues it will change how society operates. You can watch the full interview here. What follows is a structured breakdown of the most useful ideas, the strategy behind Uber’s AV bet, and the operating philosophy that runs underneath all of it.

    TLDW

    Dara Khosrowshahi explains how he brought order to the chaos he inherited at Uber in 2017 by treating hard problems like vector mathematics, and how an immigrant childhood shaped his all-in, low-stress operating style. He describes AI hitting Uber on two fronts at once: much larger digital models that predict rider intent, and physical AI that changes how rides and food get fulfilled in the real world. The conversation covers Uber blowing through a full year of AI budget in a single quarter, metering headcount as engineers become superhuman, the more than 30 AV partnerships with Waymo, Nuro, Lucid, Nvidia, Wayve, and Pony AI, and why supply, not demand, is the whole game. It runs through the coexistence model borrowed from travel and Uber Eats, the Uber One membership flywheel at 50 million members, the push from on-demand to planned travel through hotels and Uber Reserve, the economics of cheaper autonomous cars and delivery drones, the regional race from the Middle East to Europe, and the lessons from Barry Diller and Herbert Allen about getting to ground truth and betting on people. It closes on his capital allocation philosophy of prioritizing organic growth and AV commitments over buybacks.

    Thoughts

    The most underappreciated line in the whole interview is the budget one. Blowing a full year of AI spend in a single quarter is the clearest signal yet that frontier intelligence is being consumed far faster than even an AI-native company planned for. Dara’s response has quietly become the default enterprise playbook: explore on the expensive frontier models, then scale the proven interactions onto cheaper or open-source models. The deeper tension is that he is simultaneously telling teams to drive adoption and metering headcount, which is the real story of AI in large companies. The productivity gains are showing up as fewer hires, not only as faster shipping.

    The supply-first framing is the strategic core, and it inverts the demand-first logic he learned at Expedia. In autonomous vehicles this means Uber does not need to win the self-driving race itself. It needs to own the demand layer and aggregate every AV maker’s supply, the same way online travel agents coexist with hotels and Uber Eats coexists with McDonald’s. The 30 percent higher utilization figure for AVs on Uber’s network is the wedge in that argument. It is the reason a Waymo stays on the platform even while building its own brand, because filling more of an expensive asset’s day changes the entire return on the car.

    His premortem answer is unusually honest. Asked what kills the opportunity, he does not name an Uber-specific execution failure. He names AI’s unpopularity with the general public. That is a CEO admitting the gating factor is social license, not technology. The early data he leans on, drivers in Austin and Atlanta earning more and signing up in greater numbers as AVs add incremental demand, is the counter-narrative he is betting the public conversation on. Whether that story holds as AV volume scales from thousands of vehicles to hundreds of thousands is the open risk the entire industry shares.

    Underneath the strategy is one repeated instinct: get to ground truth. It shows up in the Barry Diller story about reading the model from the analyst who built it, in his hunt for the troublemakers who keep a company mutating, and in the fact that he bought an ebike to deliver food in San Francisco. It is the same move applied at every altitude, and it is why he frames AI as a chance to rebuild processes from first principles rather than shave 20 percent off the ones that exist. The leaders who treat AI as an efficiency tool will likely lose to the ones who rebuild from the ground up.

    Key Takeaways

    • Dara took the Uber job in 2017 after Daniel Ek recommended him at the Allen and Company Sun Valley conference and told him, when he hesitated, that life is about impact rather than happiness.
    • He inherited what he calls complete chaos: a board fighting for control, lost trust with regulators and the public, and a committee running the company after Travis Kalanick stepped back.
    • His method for chaos is to treat it like vector mathematics, breaking a seemingly unassailable problem into component dimensions and solving each one.
    • Early moves included bringing in chairman Ron Sugar to unite the board, running a listening tour with stakeholders, and rebuilding the executive team with leaders like Andrew McDonald and Tony West.
    • He credits an engineering mindset and an immigrant childhood for his calm under pressure. His family lost everything leaving Iran when he was nine and rebuilt from nothing.
    • On parenting, he argues that overcoming challenges is what forms people, and that doing everything for your kids is a long-term disservice disguised as a short-term favor.
    • Uber has always operated in a probabilistic real world of traffic, cancellations, and late food, so it has used machine learning longer than most consumer companies.
    • The current inflection is AI on two fronts: larger digital models that predict intent, and physical AI that changes how Uber fulfills in the real world.
    • Uber’s feed and search models are now roughly 10,000 times bigger than the older ones, enabling universal search across rides, eats, and grocery in a single query.
    • Uber can already guess a rider’s destination about three quarters of the time, turning booking into a one-tap interaction.
    • AI adoption is bottoms-up across engineering, legal, and marketing. Developers in India are driving roughly ten times the code commits using autonomous agents.
    • Dara pushes teams to rebuild processes from first principles with AI rather than settling for 20 to 30 percent optimization of an existing process.
    • He wants the rebels and troublemakers to win, and treats unpredictable internal adoption patterns as something to find and promote.
    • Uber blew through its full-year AI budget in a single quarter, which is now forcing it to meter headcount as engineer throughput climbs.
    • The token strategy is to explore on expensive frontier models, then scale proven interactions onto cheaper or open-source models.
    • Uber generates over 10 billion dollars in free cash flow on more than 10 billion trips a year, but it is not a high-margin business, so efficiency funds lower prices and higher earnings.
    • In autonomous vehicles, the thesis is supply: own the demand layer and aggregate every AV maker’s vehicles, the way Uber aggregates drivers and restaurants.
    • Uber has more than 30 AV partnerships, including Waymo, Nuro, Lucid, Nvidia, Wayve, and Pony AI.
    • Uber is building the surrounding ecosystem: depots, charging, fleet partners, a one billion dollar Santander financing line for EV and AV fleets, and autonomous insurance.
    • AVs operating on Uber’s network are about 30 percent busier in trips and revenue per vehicle per day than vehicles not on the network, which transforms the return on an expensive car.
    • The build, partner, or buy answer is coexistence, mirroring how travel agents coexist with hotels and airlines and how Uber Eats coexists with McDonald’s, Starbucks, and Chipotle.
    • His public premortem is that AI’s unpopularity, not Uber-specific execution, is the biggest risk, so the company must move at the pace society will accept to avoid backlash.
    • Early data in Austin and Atlanta shows drivers earning more and more drivers joining, suggesting AVs are adding incremental demand rather than only displacing humans.
    • AV hardware costs typically fall 30 to 40 percent per generation. A Lucid midsize built with Nuro could land around 60,000 to 70,000 dollars and bring transportation costs down.
    • Lower cost expands demand. Uber already dwarfs the taxi market it was once sized against, and Dara expects the same dynamic with AVs.
    • Traditional OEMs are now investing in L4-ready systems and should arrive over the next two to four years. Each AV drives roughly three to four times what a human driver does.
    • Chinese manufacturing capability and bill of materials are described as unrivaled. A low-cost Western, Foxconn-style player for AVs is being worked on but does not exist yet.
    • Drones are gated by battery density. Food and grocery drones should reach real scale in two to five years and become normal in five to ten, with Joby and Zipline cited as examples.
    • The Middle East, including Abu Dhabi, Dubai, and Saudi Arabia, is moving fastest thanks to entrepreneurial regulators. Europe is catching up, with London robotaxi pilots expected before year end.
    • Uber Eats wins the number one position more often internationally. The playbook is selection plus reliability, amplified by cross-platform upsell, with about 13 percent of Eats bookings coming from the mobility app.
    • Uber One has 50 million members growing 50 percent year on year. Dara frames it like Netflix, more content for the same price, and accepts a first-year loss for multi-year profit.
    • Uber is pushing from on-demand to planned through hotels, via a deal with Expedia, and through Uber Reserve, now at over a 5 billion dollar run rate with 99 percent-plus reliability.
    • His leadership lessons: from Barry Diller, get to ground truth from source material and tell the truth as a leader. From Herbert Allen, bet on people, not companies.
    • On capital allocation, he prioritizes organic growth and financialized AV commitments over buybacks, while keeping costs growing slower than revenue.

    Detailed Summary

    From chaos to structure: the 2017 turnaround

    Dara came to Uber from 13 years running Expedia under Barry Diller, recruited through a head hunter after Daniel Ek floated his name at the Sun Valley conference. He arrived into what he describes as complete chaos, with the board fighting over control rather than the fate of the company and trust badly damaged with regulators, the public, and employees. His approach was to decompose the situation the way an engineer decomposes a multidimensional problem, solving each dimension and reassembling the whole. Practically that meant a new chairman in Ron Sugar to unite the board, a listening tour to understand stakeholder concerns, and a rebuild of the leadership team that kept strong insiders like Andrew McDonald while adding people like Tony West.

    An engineering mind and an immigrant chip on the shoulder

    His wife Sid calls him a robot, by which she means he does not get rattled. He traces that to an engineering education and to a childhood upheaval. His family left Iran when he was nine and lost the business his father had built, and he watched that loss diminish his father over the years. The experience produced a durable drive to rebuild and a refusal to let external chaos define him internally. He applies a similar philosophy to his kids, arguing that challenges and the act of overcoming them are what form a person, and that helicopter parenting removes the very friction that builds capability.

    AI inside Uber: prediction, agents, and superhuman engineers

    Uber has always lived in a probabilistic world where the digital booking is deterministic but the real-world fulfillment is not, so it adopted machine learning earlier than most consumer companies. The newest models are roughly 10,000 times larger than the prior generation and power universal search and destination prediction that is right about three quarters of the time. Internally, adoption is bottoms-up and uneven in a good way, with engineers in India shipping around ten times the code commits using autonomous agents. Rather than mandate from the top, Dara pushes teams to rebuild whole processes from first principles with AI instead of trimming a fifth off the existing ones.

    The cost of intelligence

    The flip side of fast adoption is cost. Uber blew through its annual AI budget in a single quarter, and that is forcing a real adjustment. Because engineer throughput is climbing, the company is metering headcount increases rather than simply hiring. The operating rule is to keep driving adoption while pursuing efficiency, using frontier models from providers like OpenAI and Anthropic to experiment with new interactions, then moving the scaled experiences onto more efficient or open-source models to bring the per-token cost down. With more than 10 billion dollars of free cash flow on over 10 billion trips, Uber is not a high-margin business, so efficiency directly funds lower prices for riders and higher earnings for drivers.

    Why supply decides the AV race

    At Expedia, Dara learned a demand-first model where you attract consumers and then build inventory to match. Uber is the opposite, a supply company, where securing every car, restaurant, courier, and retailer causes the demand to follow. Applied to autonomous vehicles, the strategy is to be the go-to-market and demand layer for anyone building a digital driver. Uber wants to aggregate the largest pool of AV supply, just as it aggregates human drivers, so that the companies building the actual self-driving software can focus on the driver while Uber handles distribution and utilization.

    Building the ecosystem around the digital driver

    Uber now has more than 30 AV partnerships spanning Waymo, Nuro, Lucid, Nvidia, Wayve, and Pony AI, and it expects many winners rather than one, the same shape as the foundation model market. Around those partners it is assembling the connective infrastructure: depots and charging in cities where the regulatory path is opening, fleet partners, a one billion dollar financing line with Santander for EV and AV fleets, and work on autonomous insurance. It is also collecting street data today that can feed the models, so that when a partner’s cars hit the market there is instant demand waiting. The early proof point is that AVs on Uber’s network run about 30 percent busier than comparable vehicles off it, which materially improves the return on a costly car.

    The premortem and the public’s patience

    Asked what derails the opportunity, Dara points outward rather than inward. The risk is that AI is powerful but unpopular, and the average person experiences it as a threat to electricity costs or a cousin’s job rather than as magic. The same dynamic could hit AVs even though the technology should end up safer than human drivers, which is why questions about emergency services, equitable access, and driver earnings have to be worked through with regulators and communities. The encouraging early signal is in Austin and Atlanta, where drivers are making more money and more are joining because AVs appear to be adding incremental demand. The controllable risk, he says, is access to supply, which is exactly why Uber has partnered with nearly every AV provider across mobility, delivery, and freight.

    A trillion dollar marketplace: cheaper cars and delivery drones

    Dara sizes the autonomous opportunity as another trillion dollar marketplace. As AV software and hardware costs fall, typically 30 to 40 percent per generation, a Lucid midsize built with Nuro could come in around 60,000 to 70,000 dollars, which starts to lower the real cost of transportation. History says lower cost expands demand, and Uber already became multiples larger than the taxi market it was once compared to. Manufacturing scales from hundreds to thousands to hundreds of thousands of vehicles, each driving three to four times what a human does, with traditional OEMs investing in L4-ready systems over the next two to four years and Chinese manufacturers setting the bar on cost and quality. Delivery drones are further out, gated mainly by battery density, but should reach real scale in two to five years and feel normal in five to ten.

    Membership, hotels, and the shift from on-demand to planned

    Uber Eats often reaches the number one position internationally by nailing selection and reliability and then layering on cross-platform advantages, with roughly 13 percent of Eats bookings flowing from the mobility app. Uber One, at 50 million members growing 50 percent year on year, is the loyalty engine, and Dara likens it to Netflix in that members get more for the same price. He explains the membership economics through Amazon Prime, accepting a money-losing first year to earn multi-year profit as members spend more across services. The newest expansion is travel: hotels through a deal with Expedia, and a broader move from Uber’s on-demand brand toward planned bookings, proven out by Uber Reserve at a 5 billion dollar-plus run rate and 99 percent-plus reliability. The end state he wants is a trip where Uber pre-books your ride to the airport, knows your hotel, and brings in-market magic to the whole journey.

    Operating philosophy: ground truth, troublemakers, and capital allocation

    The mentors thread through everything. From Barry Diller, with whom he worked for more than 20 years, he took the discipline of getting unfiltered truth from the source, illustrated by Diller insisting on hearing the Paramount LBO model from the young analyst who built it. From Herbert Allen he took the lesson to bet on people rather than companies, because great people stay great across cycles. In his own practice that becomes radical transparency, a deliberate hunt for the troublemakers who act as the mutations that keep an organism from dying, and a willingness to be wrong, since learning, often through pain, is what he finds interesting. On capital, he treats allocation as an art, prioritizing organic growth, which took Uber Eats from under a billion to over a hundred billion in gross bookings, then AV commitments that can be financialized, with buybacks coming after growth rather than instead of it.

    Notable Quotes

    “I know who I am, and I’m always going to be that same person. I’m not going to let the chaos of the world affect me mentally.”

    Dara Khosrowshahi, on why crisis does not rattle him

    “We blew through our AI budget in a quarter, you know, for the whole year essentially. And it is forcing us to adjust.”

    Dara Khosrowshahi, on the real cost of AI adoption at Uber

    “What’s magical now is going to seem normal to all of us 10 years from now.”

    Dara Khosrowshahi, on how fast riders stop noticing autonomous vehicles

    “We think it’s another trillion dollar marketplace.”

    Dara Khosrowshahi, on the scale of the autonomous vehicle opportunity

    “If we do that, the demand will take care of itself.”

    Dara Khosrowshahi, on why Uber obsesses over securing supply first

    “I’m looking for those mutations. I’m looking for those troublemakers constantly.”

    Dara Khosrowshahi, on keeping a large company adaptive

    “It’s the filtering that gets the edge out of the story or out of the situation. And it’s often the edge that gives you an edge.”

    Dara Khosrowshahi, on a lesson from Barry Diller about going to the source

    “If I’m not wrong, if I’m not making mistakes, it’s just not very interesting.”

    Dara Khosrowshahi, on why learning, often through pain, drives him

    “Meeting her and seeing her operate, I think, finally allowed me to be the person I want to be versus the person I thought I was supposed to be.”

    Dara Khosrowshahi, on his wife Sid, when asked the kindest thing someone has done for him

    The throughline is that Uber intends to be the demand layer for autonomous transportation the way it became the demand layer for human drivers, while rebuilding its own operations around AI from first principles. Whether the public grants the industry enough patience is the open question Dara keeps returning to. Watch the full conversation here.

    Related Reading

    • Uber primary source for the company, products, and AV partnerships discussed in the interview.
    • Dara Khosrowshahi (Wikipedia) background on the CEO’s path from Iran to Expedia to Uber.
    • Invest Like the Best the podcast with Patrick O’Shaughnessy where this conversation took place.
    • Waymo the autonomous driving company behind the Austin and Atlanta partnerships referenced.
    • Barry Diller (Wikipedia) the mentor whose lessons on ground truth shaped Dara’s leadership style.