Janey B 🇮🇱

@blvckledge “ai”

put together a checklist of the strategies we use to help brands show up on llms chatgpt, ai overview, perplexity, etc thought it’d be useful for yous to share what we’ve been testing for the past year plus high roi moves that help your products get picked up by ai. solid traffic and sales coming from it. like + reply "ai" and i’ll send it over (follow so i can DM)

@mikefutia UGC

Claude Cowork + Seedance 2.0 is f*cking wild 🤯 I built a skill inside Claude Cowork that generates UGC video ads on demand using Seedance 2.0, the best AI video model. One product image + one prompt = a full UGC ad with multiple shots, dialogue, and on-brand pacing. All inside Claude Cowork. Perfect for DTC brands and agencies who need UGC creative at volume without hiring creators or paying per-video SaaS fees. If you're briefing creators every week, waiting days for footage, paying $150–$300 per UGC video, and still getting ads that miss the brand vibe... This skill eliminates the entire loop: → Drop a product image into Claude Cowork → Tell it the ad angle (unboxing, review, lifestyle, demo) → Claude writes the dialogue, shot list, and pacing → Fires it to Seedance 2.0 via FAL AI API → Downloads finished clips into organized folders → Stitches multiple shots into one finished ad No creator briefs. No waiting for footage. No $200/video platform fees. What you get: → UGC video ads generated in minutes, not days → Full control over dialogue, pacing, and shot composition → Your product photos as reference so Seedance matches your real packaging → A reusable skill: new product, new folder, same pipeline Built 100% in Claude Cowork with the Seedance 2.0 API. I put together a full playbook with the Claude Cowork skill file, the exact prompts, and the FAL AI setup to get this running yourself. Want it for free? > Like this post > Comment "UGC" And I'll send it over (must be following so I can DM)

I've created a full guide on how to design anything with Claude Design You also get exact copy-paste prompts for interactive immersive websites, animated pitch decks, app mockups, social banners, infographics, and pricing pages Grab it FREE Like + Comment "CLAUDE DESIGN" and I'll DM you the full guide No opt-in, no BS

@dashboardlim Money

@Zephyr_hg IDEAS

50 AI businesses you could start this weekend. Pick one. Every idea comes with a revenue path, MVP scope, and exact tech stack so you're not guessing what to build or how it makes money. Organized into 5 categories: vertical agents, content tools, data infrastructure, edge AI, and services. Medical billing agents. Construction safety cameras. Prompt injection firewalls. Drone inspectors for solar farms. Each one scoped lean enough to validate in 48 hours with a simple ad or DM campaign. No more staring at tech trends trying to figure out where the money actually lives. Pick the lane that fits your skills and ship the tiniest possible version before your competition finds these ideas. Comment "IDEAS" and I'll DM it to you (must be following)

@HustleBitch_ My 2013 runs like a dream car and still looks like it rolled off the showroom floor. Not to mention that I get free supercharging. I’m going to run this puppy until the end.

🚨 $130,000 TESLA MODEL S NOW SELLING FOR $8,500 — A 93% WIPEOUT A man posted a video after buying a 10-year-old Tesla Model S for just $8,500. Ten years ago, someone paid over $130K for this same car. That’s a 93% wipeout. But here’s what shocked people watching… He says it still has: • 687 horsepower • All-wheel drive • “Ludicrous Mode” acceleration • 0–60 that still throws you back in your seat • Around 250 miles of range Basically… a rocket ship for used Honda money. So why are they this cheap? • EV tech moves fast — 10 years = outdated hardware • Battery or motor failure can cost MORE than the car • One major issue… and you’re instantly upside down He admits it’s a gamble… saying one repair could cost more than what he paid for the entire car. Still, some are calling it the best deal in the car market right now. A $130K Tesla… for only $8.5K. Is this the steal of the decade… or a financial trap?

Sunday mornings hit different with these. ☕️🥐 White Chocolate Pistachio Croissants + good coffee + golden morning light = perfection. Order yours → indulgentbliss.com

Your morning just called. It wants to be better. Croissants worth waking up for.☕️🥐 Buttery layers. Real pistachio cream. White chocolate drizzle. Shipped to your door. Order now ➡️ IndulgentBliss.com

@elliotkovac28 AUTOMATE

You can now design high-converting, on-brand, ready-to-send emails directly inside of Claude (‼️) So many ecom brands have been telling me the same thing recently. "We're using Claude for everything, and it knows everything about our brand, our products, our customers, our ad performance, etc." They don't want to start teaching another platform about their brand all over again. They want to use everything that Claude already knows as the foundation for strategizing and designing their emails. So we built a connector that plugs directly into your Claude account. Now inside your Claude account, you can: → Generate high-converting email campaign ideas and strategy → Generate on-brand copy → Design on-brand emails → Click one button and schedule the designed emails in Klaviyo Zero manual work. Zero excuses to not be sending at least 2-3 email campaigns per week and generating easy revenue and a high ROI on your Klaviyo bill. Comment "AUTOMATE" and I'll send over instructions on how to set up our connector in your Claude account to start automating your email marketing end-to-end.

@mikefutia “STATICS”

I just built a Claude Code skill that ships 50 static ad concepts to my desktop every morning 🤯 Feed it your reviews, your winning ads, and your top comments → it studies what's working → generates 50 fresh static ad concepts in your brand voice while you sleep. All inside Claude Code. Perfect for DTC brands and agencies who are still briefing designers, waiting 3 days for 4 mediocre options, and burning hours in Canva trying to keep up with creative volume. If you're running Meta Ads in 2026, you already know the math — the brands that win aren't the ones with the best single ad, they're the ones testing 20-50 new concepts per week. Most teams ship 5 if they're lucky. This skill solves it: → Drop in your customer reviews, top comments, and winning ad screenshots → The skill studies what hooks, angles, and pain points are actually converting → Pulls from a library of 15 proven DR templates (us vs them, stat callouts, review cards, testimonial stacks, headline ads) → Writes 50 new concepts in your brand voice every morning on a schedule → Fires the prompts to Nano Banana 2 for finished images → Drops everything into a dated folder on your desktop, ready to upload to your CBO No briefing designers. No 3-day turnarounds. No starting from scratch every Monday. What you get: - 50 fresh static ad concepts every single morning - Concepts grounded in your real customer language and winning ads - 15 proven DR templates baked in, customized to your brand - Scheduled to run while you sleep — wake up, pick winners, upload - One skill file you install once and use forever Built 100% in Claude Code. I put together a full playbook with the skill file, the 15 templates, and the exact setup to get this running on a schedule. Want it for free? > Like this post > Comment "STATICS" And I'll send it over (must be following so I can DM)

Agree completely. While our restaurant business is a tiny fraction the size of your establishment, we are still being squeezed in this way. We had a chef that worked for us for six weeks and is asking for $75k. He claims we never gave him breaks or lunch breaks. The reason we fired him was because he wouldn’t take his breaks and was running up his overtime while doing nothing. Of course he also claims the race discrimination card. His sleazy attorney sends us letters that are so faint and flaky I can barely read them. We toss them. Have never responded and don’t plan to unless there is a real suit.

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?

@elonmusk I still have my 2013. Love that car

Custom orders of the Tesla Model S & X have come to an end. All that’s left are some in inventory. We will have an official ceremony to mark the ending of an era. I love those cars. This was me at production launch 14 years ago:

@elonmusk @Rothmus Always. Love you Elon!

Stand By Me

@bluewmist Tesla

What is a 'buy it for life' item that is offensively expensive, but the moment you use it, you realize your entire life before that point was a lie?

@elonmusk Wow. You walk the talk. You really do love America and its people. Thank you Elon! Love you!

I would like to offer to pay the salaries of TSA personnel during this funding impasse that is negatively affecting the lives of so many Americans at airports throughout the country

@charaf_ecomwize @EcomWize AI

Not a single thing on this landing page was made by a human. Copy, layout, images, all AI generated inside @ecomwize RT + comment "AI" and I'll DM you this exact template to use (must be following)

@Peter_Quadrel AI

NanoBanana 2 just made your static ad agency obsolete. And I just open sourced the entire tool. Drop your product page URL. It pulls your logos, product images, fonts, colors, and brand voice automatically. Builds a full brand guide for you. Then generates ad creatives at scale using nearly 4,000 high-performing ad templates across 8 niches. It dynamically matches the best templates to your brand and brief. Here's what makes it different: → Instant resizing Get any ad in 1x1, 4x5, 9x16 with one click. No regeneration. No broken text. → Highlight-to-edit See an issue? Highlight the area and tell it what to fix. → Multiple brand profiles Run different brands or segments from one tool. → Auto persona building from real customer reviews → Multiple QC loops on briefs and final assets Catches AI-isms before you do. → Upload your own templates or use ours Runs locally. Just needs your Claude and Google API keys. This is the lite version of what we use internally. You get the full finished tool AND the open source code to make it your own. Creatives still design the system, this handles iteration and scale. Want a copy to download? 1. Like this post 2. Comment "AI" Will DM you the tool along with a tutorial shortly after.

@mikefutia NANO

Claude Code + Nano Banana 2 is f*cking cracked 🤯 I built a system inside Claude Code that researches any brand, writes 40 ad prompts from scratch, and fires them all to Nano Banana 2. One brand name + one URL = 40 production-ready static ads. All inside Claude Code. I took @alexgoughcooper's brilliant framework and automated the whole thing inside Claude Code. Perfect for DTC brands and agencies who need high-volume ad creative without briefing a designer or spending hours in Canva. If you're finding winning ad concepts on Meta and manually recreating them one at a time in Higgsfield — copying prompts, pasting product details, tweaking aspect ratios, downloading, organizing... This system eliminates the entire loop: → Give Claude a brand name and URL → It researches the brand's fonts, colors, packaging, and photography style → Builds a Brand DNA document from scratch → Fills in Alex's 40 proven ad templates (headline, us vs them, testimonial, UGC, review cards, stat callouts) with brand-specific details → Fires every prompt to Nano Banana 2 with your product photos as reference → Downloads finished ads into organized folders with an HTML gallery No Higgsfield. No manual prompt filling. No copy-pasting between tools. What you get: → 40 ad formats filled with your exact brand colors, fonts, and copy → 4 variations per format so you pick the best output → Product photos passed as reference so the model matches your real packaging → A reusable system — new brand, new folder, same pipeline Built 100% in Claude Code with Nano Banana 2. I put together a full playbook & Loom video showing the exact process to set this up yourself. Want access for free? > Like this post > Comment "NANO" And I'll send it over (must be following so I can DM)

@XFreeze @grok Can I transfer a Claude Cowork project?

You can now have a personal AI agent team working for you directly on Grok.com and it’s unlike anything you’ve seen before Grok 4.20 Beta comes with a native 4-agent system built in, plus a massive 16-agent swarm if you're on the SuperGrok Heavy plan You can customize each one individually so they debate, fact-check, correct each other, and work completely in parallel on your own terms

@bnbchen 327