José Santos

@elonmusk @engineers_feed What types of problems did the test consist of?

@engineers_feed They told me my score was the highest they’d ever seen fwiw

Result of @elonmusk ‘s programming test when he was 17. IBM had to re-evaluate him as they hadn’t seen anyone achieve such a high score on a computer aptitude test

@sage_teacher hi there. Will you launch with Portuguese in 2026?

@EndelSound hi there. Why can't I play Solfeggio on the Mac?

@marconeves Amélia. Para designar alguém desajeitado, por exemplo a jogar à bola. "Olha-me para esta Amélia"

Três expressões com nomes de pessoas #língua #português

@ClintFix @bloomtech Hi Clint. Has the plan changed?

@zeatdevia @bloomtech Working on it right now. Hopefully soon!

Austen helped me change my life through @bloomtech (switched to software engineering in 2021). Now I hope to change his kids life through Synthesis Tutor.

@ChrisByBoston Also, if your background is in backend only, should you never accept to manage a frontend developer?

Every great manager I know could replace anyone on their team tomorrow. Because to manage well, you must first excel at the work itself. I'll double down on that every single day of my life. Part of it is pure respect. When people come into a role, they will not respect you if you've never been through the fire yourself. Engineers, especially, only respect people who can actually do the work. How are you going to build a personal development plan for somebody when you have no idea what they do? You couldn't do their job. You have no clue what it takes to go from step one to step ten. It doesn't work. And nowhere is this more obvious than in technical teams. I've watched non-technical founders try to manage engineering teams. They hire offshore developers because the hourly rate looks good. They make requests that are technically impossible. They use the terminology wrong. And the engineers know immediately that this person can't evaluate their work, can't guide their growth, can't make intelligent technical decisions. So the best engineers leave. Or worse, they stay and stop caring. They're looking for someone they can learn from, someone who understands the complexity of what they're building. When they don't find that, they check out mentally, even if they're still collecting a paycheck. But this isn't only in engineering. It's universal. Sales teams need sales leaders who've carried a quota. Marketing teams need leaders who've run campaigns. Finance teams need leaders who understand the numbers at a deep level. The solution is to become excellent at the work first, then layer management skills on top of that foundation. Technical expertise gives you credibility. Management skills let you multiply that expertise across a team. Great teams are built by people who know the game and know how to coach it. If you can’t do both, stop pretending you’re building an elite team. You’re just running a company daycare.

@ChrisByBoston Hi Chris! In your experience, how do you approach the situation when your direct report becomes better than you, do you handle the leadership role to them and become an IC reporting to them?

@marconeves Em relação a países, em tempos convenci-me de que tendemos a não usar artigo para os que nos são mais familiares: Espanha França São Tomé e Príncipe Angola Moçambique Cabo Verde Timor Mas com excepções: Brasil, Guiné.

NO Brasil / EM Portugal NO Porto / EM Lisboa Porquê? #português #língua #línguaportuguesa

@DrGPT1 Hirohito nunca disse nada semelhante.

Não estou aqui para tomar partidos. Apenas meter cabeças a pensar. As que puderem, claro👇

@TuckerCarlson did you apologize? youtube.com/watch?v=RmidYE…

@BasedSamParker He didn't.

Why did Elon delete his Iran tweet?

@Fidias0 And you need AI to ask those questions from data?

This Idea Will Change Governments Forever

A soma em cada lado será próxima dos 100%. Os valores de um lado e de outro representam a distribuição por idades dentro de cada grupo demográfico i.e. Portugueses e estrangeiros. Ou seja, em valor absoluto duvido que haja mais estrangeiros do que Portugueses em qualquer das classes etárias. Mas dentro de cada grupo, os estrangeiros têm uma população muito mais jovem.

Como é mesmo? Dos 20 aos 44 anos, havia em 2022 quase o dobro de estrangeiros residentes do que Portugueses? Dos 20 aos 34, o triplo ???? Quantos serão agora?

@LinearB_Inc I was about to test your product out after having read you only request access to metadata. It doesn't look like that though.

@ClintFix Any chance Tutor is out for Portuguese in Q1?

@zeatdevia @bloomtech There's some chance we get it out in beta by the end of the year

@chrismanfrank Great! Will Tutor 2.0 launch in Portuguese?

Tutor 2.0 coming very soon. Check it out.

@elonmusk it has happened to me at least twice that I am suddenly following an account I never chose to follow. Those were accounts with lots of followers, by the way. Is this a known bug?

@elonmusk Time traveler

Elon Musk is a

@TrumpBaroon Yes!

@ChrisByBoston Hey Chris! How do you convince a candidate to work for two weeks when they're employed? It sounds like this approach could work well for candidates who are used to freelancing. Not as easy to make it happen for non-freelancers. Unless you ask them to take two weeks off.

20 years of hiring engineers has taught me one thing: Scrap your interview process. All you need is 15 minutes. No, I'm not joking. Let me save you years of learning this the hard way. The traditional hiring funnel is broken. ➝ Thousands of resumes ➝ Multiple rounds of interviews ➝ Take-home assignments ➝ Whiteboard coding All of it wastes time and misses the point. Here's my radically simple hiring process: One 15-minute interview. That's it.  No algorithm puzzles.  No whiteboard challenges.  No asking questions they could Google/ChatGPT in 3 seconds. Just a focused conversation about who you are and who you could become. In those 15 minutes, I'm looking for something specific: Can you grow within this organization? I can get the answer by figuring out 3 things: 1. Can you face customers? 2. Do you have leadership potential? 3. Would people naturally follow you? Everything else needs to be tested in the real world. No amount of interview questions will show you real performance under pressure, true technical capabilities, or how someone handles their worst day. This is why we do paid trial periods.  2 weeks of real work, with real pressure, on real projects. We pay your rate, you see our culture, we see your craft. The best part? Both sides get to peek under the hood before committing. No surprises 6 months in. No misaligned expectations. It's simple, direct, and it works. You don't need thousands of applicants and hundreds of hours spent in interview rounds. You need to answer, "Can this person grow?" then give them a chance to show you. Scrap your interview process. Start figuring out how people actually work.