Dan Cruickshank

@cremieuxrecueil It's such immoral behavior taking advantage of others in that way - I'd have a very high tolerance for punishment. 🙏

Question 3: Should we execute fraudsters?

I would like to live in a high-trust society. The decline of trust is something worth caring about, and reversing it is something worth doing. We should not have to live constantly wondering if we're being lied to or scammed. Trust should be possible again.

@NBAonNBC And 1 lucky push off

James Harden dropped Scottie Barnes and got FOUR lucky bounces before his shot fell in. 📺 NBCSN and Peacock

@bcherny auto-mode (forced to use after plan mode) was a total failure. Said it couldn't trust running simple bash commands. Completely nerfed the entire flow and request. The bypass permissions was a completely great option that was removed after my plan step. I'm sure 4.7 will be 🙏

Opus 4.7 is in Claude Code today. It's more agentic, more precise, and a lot better at long-running work. It carries context across sessions and handles ambiguity much better.

@WolstatSun And Cooper with his team, he's like Sixers Tony Wroten.

I still think overall, Knueppel has had the way better season. Flagg will likely be a better player long-term, but I’d have a hard time voting him for ROY over Knueppel’s historic year which includes reviving the hapless Hornets.

Westside Gunn rapped over Ye's "PREACHER MAN" beat 👀

@BillAckman @MorEdge_Insight @X We have a "loser pays" system in Alberta. Reduces the opp-cost / high leverage aspect of this type of claim. I wish your daughter and family well.

@MorEdge_Insight @X All fair points.

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?

@ShamsCharania Everyone would make 65 games if were not for the time they missed games or were injured.

Statement from Luka Doncic’s agent Bill Duffy of WME Basketball: "This season, Luka Dončić has performed at a historic level, leading the league in scoring, carrying the Lakers to third place in the Western Conference and placing himself in the middle of one of the most tightly contested MVP races in memory. To ensure that Luka’s incredible accomplishments this season are rightly honored and he can be considered for the league’s end-of-season awards, we intend to apply for an “Extraordinary Circumstances Challenge” to the 65-game rule. Luka missed two games this season for the birth of his second child in Slovenia. His daughter was born on Dec. 4 on another continent, and yet he was back in the United States competing with his team on Dec. 6. Luka has gone to great lengths to show up for his team and this league this season. His record-breaking season deserves to be noted in the history books, despite last night’s unfortunate injury and other extraordinary circumstances. We look forward to working with the NBAPA and the league office to ensure a fair outcome in this matter."

@YorchTorchGames @Real_Cy_Ama MGS cut scenes were not easy tech either. They were novel. Captivating. Cinematic. It was crazy to see that on a PS1 with real-time game graphics.

@Real_Cy_Ama Agree

The modern audience doesn't want you to accept this. But DOOM 1993 got everything right. No cutscenes. No hand holding. No corporate slop. Just brutal combat, genius levels and a metal soundtrack. Woke trash disappears within days. DOOM is still here.

@TD_Canada please remove that green behind Blue Jays home plate you are attacking Canadians

@levelsio Good move imo. Can't please every niche circumstance.

Terrible for me because my audience is mostly US But I am always outside US, like now Brazil, and other times Portugal or Thailand This isn't great for digital nomads

@elonmusk @OMGTheWhyFiles is an amazing channel. It's a modern day - in search of / unsolved mysteries / coast to coast am

I had dinner once with a top physicist and a top computer scientist and asked what they thought the probability was that we were in a simulation. They answered simultaneously at 0% and 100% respectively. It was like a double-slit experiment, but with humans.

@nikitabier @paulg But by volume, sameness, across multiple messages - not the content itself

@paulg It’s not as straight-forward as it seems, but we are working on it. We are very close to approaching the limit of the content being indistinguishable.

Now before I reply to someone I have to check first that I'm not being baited by an account that spams everyone with AI-generated replies. Can you write some software to do this check for me @nikitabier?

Deloitte explores potential black swan events, including NHI confirmation.

@realmajesty95 @ZahlHenrik @arielhelwani You must think shot charts and the NBA show where the shooters land.

@ZahlHenrik @arielhelwani Watch the game. It’s plain as day. Every pitch is logged when the pitch is caught or hits the dirt.

Clear ball. Tough end an all time classic with a call like that

@ZahlHenrik @realmajesty95 @arielhelwani I'm legitimately shocked to see someone who cares enough about baseball to comment on this not understand how the strike zone graphics works. 😂

@realmajesty95 @arielhelwani No it isnt. Even official stats back me up. They dont show where ball was caught but where it crossed. The obly diff is they dont ahow 3d strike zone where if it catches that volume inseted kf box its strike. Verry clear ball. Show me a single view where its a clear strike

@haralabob @ggreenwald 😅

Two of our bravest anti-woke thinkers -- who spent years condemning the evil liberal tactic of screaming RACIST at everyone who disagrees with them -- now sit and brand everyone who disagrees about Israel an "anti-Semite." So many people get "woke" only for their own group.

@bruce_arthur The fact that multiple whistleblower claims proved factual in order to be the basis of the SEC investigation, and also mentioned salary cap fraud and the exact means of it, prior to any reporting - is sooooo bad for LAC. Also - strange replies here lol.

Pablo delivers again. There is simply no other plausible scenario other than cap circumvention in the Kawhi case.

@realEstateTrent @Bobbymays There is always some juice involved.

@realEstateTrent @Bobbymays I would say that is naive. Even if you assume it's completely altruistic and merit-based, we still need to align with the conference organisers' overall messaging or point of view. Most conferences paying to speak means you're a sponsor. You're funding the whole thing.

Guy I know was invited to speak at a conference, just to find out he’d have to pay the organizers big $$$ to appear. This happens with podcast appearances too - many guests pay to appear. Serious question: Shouldn’t this be disclosed? If I’m at a conference or listening to a podcast, I’d want to know if that “guest” is paying for the right to appear. Changes the dynamic entirely - and the practice is widespread.

@ESPNAssignDesk You do not have permission to use it — as I’ve told you numerous times in DMs. Shouldn’t have laid off all those reporters if you wanted locker room content.