L

@HaterReport Jalen Duren just lost his aura. Sheeesh!

Nah man Jalen Duren gotta sue the NBA. Hasn’t even been 5 minutes and they already released EVERY POSSIBLE ANGLE of him getting VIOLENTLY dunked on 😭😭

@espn Jokic trying to start something so Wolves have players ejected for the next game. I hope NBA , fans and refs are wise to this. He’s a good enough player, no need to shenanigans

Tensions were high at the end of Game 4 between the Nuggets and Timberwolves 😳 Both Nikola Jokic and Julius Randle were ejected for unsportsmanlike conduct.

@iky_fwjett Parents are correct. Husband is sus, nothing to be offended by. $150k will be helpful. Best of luck 🍀

@ThunderAttorney @big_business_ It’s been a long time already. The refs or game fixers have figured out a way to manipulate the game beyond the stats of free throws. You don’t need a school degree to see how different the whistles are for OKC and that it favors them.

@big_business_ @macktology101 He shot the most FTs in the game and he still complaining 🤣🤣🤣🤣 boy Kobe said be legendary not a crybaby

Whoa.... Devin Booker just WENT OFF on the NBA refs right now in the post game press conference: "It's definitely something that has to be looked at. I heard (Alex) Caruso tell them to call the tech and he ended up doing it. In my 11 years, I haven't called a ref out by name, but James (Williams) was terrible tonight, through and through. It's bad for the sport, bad for the integrity of the sport. People are going to start viewing this as the WWE if they're not held responsible." "I know I haven't won a championship in this league but I have been in it for 11 years now, so to get to this point to be treated like that, for me to even be saying something out loud, it's bad. It's my first time in 11 years but it's needed. Whatever, I get fined for it, everybody can pull the clips and see where the frustration comes from."

SpaceXAI and @cursor_ai are now working closely together to create the world’s best coding and knowledge work AI. The combination of Cursor’s leading product and distribution to expert software engineers with SpaceX’s million H100 equivalent Colossus training supercomputer will allow us to build the world’s most useful models. Cursor has also given SpaceX the right to acquire Cursor later this year for $60 billion or pay $10 billion for our work together.

@Gosleepriya 18

If you solve this, your IQ is high 🔥 What should come instead of ?

HE DELETED IT IN 3 HOURS. Someone saved it. 11 minutes. Full system. Every trade. Bookmark before it’s gone again.

@Cairo_xprsk 21

Can you solve this? 👇

@Simi_2210_ 179

If you solve this, you’re different Can you solve ?

@SueZQily @grok Give me a plot summary and the ending of After Life

@zenon_barriga @SofiaJames51562 @grok @grok what is the name of this movie

POV: From an accident to revenge🔥

Holy shit... A guy got laid off, built an AI job search system on Claude Code, evaluated 740+ job offers with it, and landed a Head of Applied AI role. Then he open-sourced the entire thing. It's called career-ops. One slash command. Full pipeline. Paste a job URL → get back a structured A-F evaluation, an ATS-optimized PDF tailored to that exact role, salary research, interview prep, and a tracker entry. All in one shot. No spreadsheets. No copy-pasting. No spray-and-pray. Here's what's inside: → 14 skill modes (evaluate, scan, pdf, batch, apply, deep research, negotiation scripts, LinkedIn outreach) → Portal scanner pre-loaded with 45+ companies — Anthropic, OpenAI, ElevenLabs, Mistral, Cohere, Stripe, Retool, Vercel, Decagon, the works → 19 search queries across Ashby, Greenhouse, Lever, Wellfound, Workable → ATS-optimized PDF generation via Playwright with Space Grotesk + DM Sans → Go terminal dashboard built with Bubble Tea to browse your pipeline → Batch mode that evaluates 10+ offers in parallel using Claude sub-agents → An interview Story Bank that accumulates STAR+Reflection stories across evaluations until you have 5-10 master answers for any behavioral question → Auto-fill for application forms The wildest part isn't the automation. It's the philosophy. Career-ops is explicitly NOT a spray-and-pray tool. It's a filter. The system literally refuses to recommend applying to anything scoring below 4.0/5. The whole point is to find the few offers worth your time out of hundreds, not to flood recruiters with garbage. It evaluates fit by reasoning about your CV vs the JD. Not keyword matching. And because it's all built on Claude Code skills, you can ask Claude to rewrite the system itself. "Change the archetypes to backend roles." "Add these 10 companies." "Translate the modes to English." It reads the same files it uses, so it knows exactly what to edit. 8.2k stars already. 100% Open Source. MIT licensed. (Link in the replies)

bro created an AI job search system for Claude Code that scored 700+ job applications and actually got him a job. AND IT'S NOW OPEN-SOURCE. It scans multiple company career pages, rewrites your CV per job, and even fills application forms. The repo has: > 14 skill modes (evaluate, scan, PDF, ...) > Go terminal dashboard > ATS-optimized PDF generation via Playwright > 45+ companies pre-configured (Anthropic, OpenAI, ElevenLabs, Stripe...) GitHub: github.com/santifer/caree…

This 1 hour lecture on "Probability Theory" from MIT will teach you more about prediction markets than 2 month internship at at a Wall Street Quant firm. Bookmark this & give it 1 hour today, no matter what. It’s the most productive start you can give your week. Then read post below.

This 2 hour Stanford lecture on AI careers will teach you more about winning in the AI race than every piece of AI content you have scrolled past this year. Bookmark this & give it 2 hours, no matter what. It'll be the most productive thing you could do this weekend.

@BillAckman @X We don’t negotiate with “Terrorists” 🇺🇸 🇺🇸 🇺🇸 “No Ransom Rule”. Good luck 🍀 and prayers for continued health improvements to your family

I am reaching out to the @X community for advice with the likely risk of sharing TMI. I have been sufficiently upset about the whole matter that I have lost sleep thinking about it and I am hoping that this post will enable me to get this matter off my chest. By way of background, I started a family office called TABLE about 15 years ago and hired a friend who had previously managed a family office, and years earlier, had been my personal accountant. She is someone that I trusted implicitly and consider to be a good person. The office started small, but over the last decade, the number of personnel and the cost of the office grew massively. The growth was entirely on the operational side as the investment team has remained tiny. While my investment portfolio grew substantially, the investments I had made were almost entirely passive and TABLE simply needed to account for them and meet capital calls as they came in. While TABLE purchased additional software and other systems that were supposed to improve productivity, the team kept increasing in size at a rapid rate, and the expenses continued to grow even faster. While I would periodically question the growing expenses and high staff turnover, I stayed uninvolved with the office other than a once-a-year meeting when I briefly reviewed the operations and the financials and determined bonus compensation for the President and the CFO. I spent no time with any of the other employees or the operations. The whole idea behind TABLE was that it would handle everything other than my day job so that I would have more time for my job and my family. Over the last six years, expenses ballooned even further, employee turnover accelerated, and I became concerned that all was not well at TABLE. It was time for me to take a look at what was going on. Nearly four years ago, I recruited my nephew who had recently graduated from Harvard and put him to work at Bremont, a British watchmaker, one of my only active personal investments to figure out the issues at the company and ultimately assist in executing a turnaround. He did a superb job. When he returned from the UK late last year after a few years at Bremont, I asked him to help me figure out what was going on with TABLE. When I explained to TABLE’s president what he would be doing, she became incredibly defensive, which naturally made me more concerned. My nephew went to work by first meeting with each employee to understand their roles at the company and to learn from them what ideas they had on how things could be improved. He got an earful. Our first step in helping to turn around TABLE was a reduction in force including the president and about a third of the team, retaining excellent talent that had been desperate for new leadership. Now here is where I need your advice. All but one of the employees who were terminated acted professionally and were gracious on the way out (excluding the president who had a notice period in her contract, is currently still being paid, and with whom I have not yet had a discussion). The highest compensated terminated employee other than the president, an in-house lawyer (let’s call her Ronda), told us that three months of severance was not enough and demanded two years’ severance despite having worked at the company for only two and one half years. When I learned of Ronda's request for severance, I offered to speak with her to understand what she was thinking, but she refused to do so. A few days ago, we received a threatening letter from a Silicon Valley law firm. In the letter, Ronda’s counsel suggests that her termination is part of longstanding issues of ‘harassment and gender discrimination’ – an interesting claim in light of the fact that Ronda was in charge of workplace compliance – and that her termination was due to: “unlawful, retaliatory, and harmful conduct directed towards her. Both [Ronda] and I [Ronda’s lawyer] have spoken with you about [Ronda’s] view of what a reasonable resolution would include given the circumstances. Thus far, TABLE has refused to provide any substantive response. This letter provides the last opportunity to reach a satisfactory agreement. If we cannot do so, [Ronda] will seek all appropriate relief in a court of competent jurisdiction.” The letter goes on to explain the basis for the “unsafe work environment” claim at TABLE: “In early 2026, Pershing Square’s founder Bill Ackman installed his nephew in an unidentified role at TABLE, Ackman’s family office. [His nephew]—whose only work experience had been for TABLE where he was seconded abroad for the last four years to a UK watch company held by Ackman—began appearing at TABLE’s offices and conducting interviews of employees without a clear explanation of his role or the purposes of these interviews. During this period, he made a series of inappropriate and genderbased [sic] comments to multiple employees that created an unsafe work environment. Among other things, [his nephew] made remarks about female employees’ ages (“Tell me you are nowhere near 40”), physical appearance (“Your body does not look like you have kids”), as well as intrusive questions about family planning and sexual orientation (“Who carried your son? Who will carry your next child?”). These incidents were reported to senior leadership at TABLE and Pershing Square. Rather than being addressed appropriately, the response from senior management reflected, at best, willful blindness to the inappropriateness of [his nephew]’s remarks and, at worst, tacit endorsement.” The above allegations about my nephew had previously been brought to my attention by TABLE’s president when they occurred. When I learned of them, I told the president that I would speak to him directly and encouraged her to arrange for him to get workplace sensitivity training. The president assured me that she would do so. When I spoke to my nephew, he explained what he actually had said and how his actual remarks had been received, not at all as alleged in the legal letter from Ronda’s counsel. I have also spoken to others at the lunch table who confirmed his description of the facts. In any case, he meant no harm, was simply trying to build rapport with other employees, and no one, as far as I understand, was offended. Ironically, Ronda claims in her legal letter that TABLE didn’t take HR compliance seriously, yet Ronda was in charge of HR compliance at TABLE and the person who gave my nephew his workplace sensitivity training after the alleged incidents. In any case, Ronda, as head of compliance, should have kept a record or raised an alarm if indeed there was pervasive harassment or other such problems at the company, and there is no evidence whatsoever that this is true. So why does Ronda believe she can get me to pay her nearly $2 million, i.e., two years of severance, nearly one year of severance for each of her years at the company? Well, here is where some more background would be helpful. Over the last two months, I have been consumed with a major family medical issue – one of my older daughters had a massive brain hemorrhage on February 5th and has since been making progress on her recovery – and I am in the midst of a major transaction for my company which I am executing from a hospital room office next to her . While the latter business matter is publicly known, the details of my daughter’s situation are only known to Ronda because of her role at our family office. Now, let’s get back to the subject at hand. Unfortunately, while New York and many other states have employment-at-will, there has emerged an industry of lawyers who make a living from bringing fake gender, race, LGBTQ and other discrimination employment claims in order to extract larger severance payments for terminated employees, and it needs to stop. The fake claim system succeeds because it costs little to have a lawyer send a threatening letter and nearly all of the lawyers in this field work on contingency so there is no or minimal cash cost to bring a claim. And inevitably, nearly 100% of these claims are settled because the public relations and legal costs of defending them exceed the dollar cost of the settlement. The claims are nearly always settled with a confidentiality agreement where the employee who asserts the fake claims remains anonymous and as a result, there is no reputational cost to bringing false claims. The consequences of this sleazy system (let’s call it ‘the System’) are the increased costs of doing business which is a tax on the economy and society. There are other more serious problems due to the System. Unfortunately, the existence of an industry of plaintiff firms and terminated employees willing to make these claims makes it riskier for companies to hire employees from a protected class, i.e., LGBTQ, seniors, women, people of color etc. because it is that much more reputationally damaging and expensive to be accused of racism, sexism, and/or intolerance for sexual diversity than for firing a white male as juries generally have less sympathy for white males. The System therefore increases the risk of discrimination rather than reducing it, and the people bringing these fake claims are thereby causing enormous harm to the other members of these protected classes. So what happened here? Ronda was vastly overpaid and overqualified for the job that she did at TABLE. She was paid $1.05 million plus benefits last year for her work which was largely comprised of filling out subscription agreements and overseeing an outside law firm on closing passive investments in funds and in private and venture stage companies, some compliance work, and managing the office move from one office to another. She had a very good gig as she was highly paid, only had to go into the office three days a week, and could work from anywhere during the summer. Once my nephew showed up and started to investigate what was going on, she likely concluded that there was a reasonable possibility she would be terminated, as her job was in the too-easy-and-to-good-to-be-true category. The problem was that she was not in a protected class due to her race, age or sexual identity so she had to construct the basis for a claim. While she is female and could in theory bring a gender-based discrimination claim, she reported to the president who is female and to whom she is very close, which makes it difficult for her to bring a harassment claim against her former boss. When my nephew complimented a TABLE employee at lunch about how young she looked – in response to saying she was going to her 40-year-old sister’s birthday party, he said ‘she must be your older sister’ – Ronda immediately reported it to our external HR lawyer. She thereby began building her case. The other problem for Ronda bringing a claim is that she was terminated alongside 30% of other TABLE employees as part of a restructuring so it is very difficult for her to say that she was targeted in her termination or was retaliated against. TABLE is now hiring an external fractional general counsel as that is all the company needs to process the relatively limited amount of legal work we do internally. In short, Ronda was eminently qualified and capable and did her job. She was just too much horsepower for what is largely an administrative legal role so she had to come up with something else to bring a claim. Now Ronda knew I was a good target and it was a good time to bring a claim against me. She also knew that I was under a lot of pressure because on March 4th when Ronda was terminated, my daughter had not yet emerged from consciousness, she was not yet breathing on her own, and my daughter and we were fighting for her life. I was and remain deeply engaged in her recovery while at the same time I was working on finishing the closing for the private placement round for my upcoming IPO. Ronda also knew that publicity about supposed gender discrimination and a “hostile and unsafe work environment” are not things that a CEO of a company about to go public wants to have released into the media. And she may have thought that the nearly $2 million she was asking for would be considered small in the context of the reputational damage a lawsuit could cause, regardless of the fact that two years of severance was an absurd amount for an employee who had only worked at TABLE for 30 months. She also likely considered that I wouldn’t want to embarrass my nephew by dragging him into the klieg lights when her claims emerged publicly. So, in summary, game theory would say that I would certainly settle this case, for why would I risk negative publicity at a time when I was preparing our company to go public and also risk embarrassing my nephew. Notably, she hired a Silicon Valley law firm, rather than a typical NY employment firm. This struck me as interesting as her husband works for one of the most prominent Silicon Valley venture firms whose CEO, I am sure, has no tolerance for these kinds of fake claims that sadly many venture-backed companies also have to deal with. I mention this as I suspect her husband likely has been working with her on the strategy for squeezing me as, in addition to being a computer scientist, he is a game theorist. My only advice for him is to understand more about your opponent before you launch your first move. All of the above said, gender, race, LGBTQ and other such discrimination is a real thing. Many people have been harmed and deserve compensation for this discrimination, and these companies and individuals should be punished for engaging in such behavior. Which brings me to the advice I am seeking from the X community. I am not planning to follow the typical path and settle this ‘claim.’ Rather, I am going to fight this nonsense to the end of the earth in the hope that it inspires other CEOs to do the same so we shut down this despicable behavior that is a large tax on society, employment, and the economy and contributes to workplace discrimination rather than reducing it. Do you agree or disagree that this is the right approach?

🚨BREAKING: Block (Jack Dorsey's company) just open-sourced a local AI agent that goes way beyond code suggestions. It's called Goose and it installs, executes, edits, and tests with any LLM fully on your machine. 100% Opensource.

@Tironianae @grok explain this to me like I’m a 5 year old. Also, analyze Obama’s SS number, you dont have to tell me what it is, but explain the association with Connecticut if that is true or not.

Well, well, well… Was his name really Barack Hussein Obama — or was it Jean Paul Ludwig? Let me explain. After digging through records and old documents, something strange surfaced: the Social Security Number 042-68-4425, the one linked to Barack Obama, was originally assigned to a man named Jean Paul Ludwig — a French-born immigrant who came to the U.S. in 1924. He was reportedly given that SSN in March 1977. Now here’s the kicker: Ludwig spent most of his adult life in Connecticut, which explains why his SSN begins with 042 — a prefix reserved for Connecticut residents. Obama? Never lived or worked in Connecticut. So why would he have a Social Security number tied to that state? It gets even more curious. Ludwig reportedly passed away in Hawaii, where Obama’s grandmother, Madelyn Payne Dunham, just happened to work in the probate office of the Honolulu Courthouse — with access to files of deceased individuals and their personal records, including unused Social Security numbers. The theory is that Ludwig’s death was never properly reported to the Social Security Administration, likely because he never received benefits. That meant his number sat dormant — and accessible. Some believe Dunham may have quietly found a number that belonged to someone long gone — someone not receiving benefits — and handed it off to her grandson, whose citizenship status has long been questioned by skeptics due to connections to Kenya and Indonesia. And that’s just the beginning. If Trump — or anyone else — ever pushes past the birth certificate and straight into the mystery of this SSN, it’s going to be chaos. You’ll see heads spin on the left like never before. Because you can debate birthplaces all day long, but using a Social Security number that wasn’t assigned to you? That’s fraud. This isn’t about politics. This is about the law — and the truth. Let people make their own decisions, but they deserve to know. If you’re reading this and just shrug it off? Then maybe you’re okay with being lied to. But if not, spread the word. Because justice for this country is long overdue. In God We Trust. FOLLOW ME, THE NEXT DROP WILL BE SHOCKING

ドジャース大谷翔平のスイングがゴルフに近いと言われる理由は、腕で振らず地面反力と回転の順番で飛ばしている点にあります。 　 下半身主導でタメを作り、遅れても出力が落ちない構造が、飛距離と再現性を同時に生んでいます。

Ok this is interesting 🤔

🚨 BREAKING: China’s Alibaba DAMO Academy just dropped AgentScope. This isn't just another wrapper. It’s a 100% Open Source (Apache 2.0) framework for building production-grade AI agents from the ground up. Here’s why it’s a game-changer: 🧵 1/ The Architecture: AgentScope is built on "Agent-Oriented Programming." Instead of hacking together chatbots, you design full multi-agent pipelines. It builds the architecture, wires the tools, and runs the system. 2/ Visual Design: It comes with a visual builder. You can map out your entire agent workflow before writing a single line of code. Drag, drop, and deploy. 3/ The Powerhouse Specs: Everything is native and out-of-the-box: → Native MCP tool support → Built-in Memory (context + history) → RAG pipeline ready → Reasoning modules (plan, reflect, self-correct) 4/ First Principles: Created by the same lab behind Qwen. They didn’t just assemble existing pieces; they redesigned how agents think and collaborate. 5/ Real Systems, Not Demos : Whether it's data pipelines or research workflows, it’s built for complexity. We’re talking Planners, Researchers, and Critics all working in a synchronized loop. Check it out on GitHub now. 100% Open Source.