Shawn Li
433 posts

Shawn Li
@shawnlidev
🇺🇸Family | AI | Systems | State direction Building verification-layer surfaces for the agent economy. Trying to understand what's actually changing.





@iScienceLuvr Putting “Ph.D.” in your social media name is a sure sign of a pompous retard



The companies I love working with in office hours are the ones where the founder has a specific, weird, earned insight that nobody else has. Not "AI for X." A genuine edge that came from living inside a problem. The ones that are dying almost always have the same pattern: technically competent founders building something nobody asked for, moving metrics that don't matter, avoiding the conversation with the one user who'd tell them the truth. The lucky thing is that 2nd type of founder can become the 1st kind if they don't stand still, they are willing to talk to people, try things, and always seek high rate of learning.

We actually have historical precedent for this. When guilds collapsed, so did apprenticeships. Young craftsmen defected to factories, and societies lost the slow, embodied skill transmission that produced things like the stonework of Notre Dame. Productivity rose—but craftsmanship thinned. When big-box retailers displaced local hardware stores, we didn’t just lose small businesses. We lost succession. The “heir apparent” who learned inventory, customers, and judgment over decades was replaced by a store manager trained to follow a system. AI is doing something structurally similar. As noted, entry-level QA, junior analyst roles, and “grunt work” weren’t inefficiencies — they were discovery mechanisms. They let firms observe curiosity, resilience, judgment, and learning velocity under real conditions. Automating them removes the lowest rung of the ladder, not just the cost center. The danger isn’t that AI replaces junior work. It’s that we eliminate the environments where raw talent proves itself. If we don’t deliberately rebuild new apprenticeship structures (rotations, shadow systems, paid learning tracks, scoped responsibility sandboxes) we’ll get short-term efficiency and long-term talent collapse. History suggests the market won’t fix this automatically. When the on-ramp disappears, so does the next generation of masters. The real question isn’t “how do people get in?” It’s whether employers are willing to re-create intentional paths for becoming excellent, rather than assuming excellence simply arrives fully formed. H/t @INArteCarloDoss


China literally has trees in Xi Jinping’s garden that are older than the United States! 🤣



“Why has evil been such a hard concept for many on the left to accept? The basic agenda of the left is to change external conditions. But what if the problem is internal? What if the real problem is the cussedness of human beings?” — Thomas Sowell


We really are living through the singularity aren't we.

















