as a salesperson this will get you a response at a shockingly high clip

This resonates with me, although my experience was almost the reverse. I grew up in Dubai pre Abraham Accords, so I had zero interaction with Jewish people growing up. I did, however, hear plenty of antisemitic jokes & comments. What often confused me was that most racist jokes seemed to revolve around supposed racial inferiority. But with Jewish people, it was the opposite in that they were supposedly too good at making money, running businesses, and accumulating influence. Maybe it was my Asian striver cultural mindset, but even as a kid I remember questioning why being good at those things are somehow undesirable? Fast forward to Duke freshmen year. All 4 guys on my side of the dorm were Jewish and so I ended up rushing and joining AEPi (about 2/3 Jewish at Duke). I have genuinely never felt excluded for not being Jewish. I was regularly invited to Shabbat dinners at the Duke Chabad, where Rabbi Nossen was one of the kindest person who I’ve ever met. And eventually, the guys even elected a practicing Catholic (me) to be their fraternity president. Meanwhile, I’ve noticed something strange in my other social circles, particularly among my more socialist-leaning friends. People who would recoil at the slightest insinuation of racial stereotyping in any other context will note Jewish overrepresentation in media, finance, technology, and then suggest that these activities are somehow inherently parasitic. This has made me suspect that there is a correlation between certain forms of antisemitism and anti-capitalism. Whether a fundamentally zero-sum understanding of the economy makes certain antisemitic narratives particularly attractive. Consider that the Jewish people, leas than 0.2% of the world’s population, account for 1/4 of individual Nobel laureates and approximately 40% of economics laureates. Whether you see this as evidence of an “international Jewish conspiracy,” or what becomes possible within a culture that places enormous value on learning, curiosity, and debate; that regards the world as God’s creation, worthy of being studied, understood, and repaired; and that emphasizes family, community, just charity, and mutual responsibility, is probably correlated with whether you see success itself as evidence of value EXTRACTED, or as evidence of value CREATED for the wider world. Perhaps what appears to be the resentment of a particular group reveals a deeper resentment of the very virtues, norms, values, and propensities through which human prosperity and progress is created.

a fundamental truth: humans will be chronically last minute at most things

temu kendall roy says we never have to type or speak again for the small price of looking like this. how can you not be romantic about tech

gonna dress up as the Will Manidis PDF for halloween so she at least saves me for later

being an effective internal communicator at your company requires judging when NOT to use AI the next great office politicians will know when to write certain messages slowly and by hand. others will lack the taste necessary to strike this balance

"top company" lists are so pay-to-play that they've become a negative signal

not understanding how Thrive will meaningfully improve the cost structure of an alarm company that runs on trucks/technicians/call centers they're buying millions of homes on recurring contracts (which is great) but a 45% premium feels very steep Amex GBT fits the holdco thesis much better given travel management is mostly knowledge work

we spend so much time/effort recruiting and hiring top talent, but the other 50% is grafting top talent to a high performing team. cool to see @bdistel and @trywindmill team tackle this problem with the best possible tech to help top talent succeed.

I don’t know anyone who thinks their company does a particularly great job at onboarding new hires it’s one of the most overlooked parts of building a successful business and one of the highest-leverage things to improve upon it is honestly insane that people don't spend more time getting this right given onboarding sets the tone for someone’s entire trajectory at the company how fast a new hire gets productive, whether they become a top performer, and whether they feel supported while doing so can all be traced back to these early weeks today we’re announcing the system that finally allows companies to launch new hires out of a cannon with repeatable and measurable success customers like @Etched already use Windmill to ramp new hires 3x faster, enabling everyone to do meaningful work sooner

Growing companies think their biggest problem is hiring, but they are wrong. It’s only half the story. In reality even the best candidates will fail if they are not set up for success from the start. I experienced this at @yext across a team of 2,500, and today, with the pull of our growing customer base, Windmill is launching the system I always wanted An agentic onboarding system to give every new hire the best chance of being successful as quickly as possible. @trywindmill now has over 250 customers and many of them growing faster than any companies before in human history. Our customers feel this pain viscerally. You spend millions on recruiting and closing candidates only for them to show up to an onboarding based off a couple slides and a Notion doc. Onboarding is one of the most important things a company does. It’s a new hire’s introduction to the company culture and how it runs. And in today’s rapidly changing world, it’s harder than it’s ever been before. Effective onboarding isn't about teaching people everything. It's about getting them to real contribution as fast as possible, with clear goals, regular feedback, and a manager who stays in the loop. Windmill puts an AI agent in charge of making that happen for every new hire, and holds everyone accountable along the way. We’re currently live with amazing customers like @Etched (among others) and it’s incredible to see the results. Every one of our customers I’ve shared this with has raised their hands and we’re including it as part of their subscription. If this is something your team struggles with, we’d love to show you the system that’s helped customers around the globe onboard and ramp their teams 3x faster.

we need a (mindshare/headcount) index for startups. some leaders are probably: 1. cal - 30 employees 2. monaco - 90 employees 2. granola - 120 employees 3. parallel - 125 employees 5. exa - 180 employees ramp also scores well despite their denominator being 2000

biweekly = twice a week bimonthly = once every two weeks

your tweets are like your deals. your favorite one should always be the next one

how about you jokers build some useful AI first

one company uses its SEC filing to warn investors hiring could get harder because its industry is unpopular another uses its SEC filing to warn investors its product could kill people now without looking: which is the tech company and which is the cigarette company?

my computer fan was spinning in a meeting just now out of nowhere, an engineer gave me a distinguished nod from across the table I later learned that a loud computer fan is a sign of great respect in their culture (I had 40 Chrome tabs open)

move so fast that your subway ad has a double space in it #hypergrowth @useblacksmith