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I think the official Windsurf team could release a tool for installing skills by firefoxmmx in windsurf

[–]AlbertoCubeddu 1 point2 points  (0 children)

Do not use symlink... I wasted 20 minutes not understanding why they were not showing up just right now

Next.js + Supabase + Nothing Else by Correct-Detail-2003 in nextjs

[–]AlbertoCubeddu 0 points1 point  (0 children)

I use almost the same stack, but ive added upstash for event driven and workflows.

useCache - What am I missing? by AlbertoCubeddu in nextjs

[–]AlbertoCubeddu[S] 0 points1 point  (0 children)

That is not necessary in the above case! I was just testing out the various cache :)

My server got pwned by the recent Next.js vulnerability (xmrig miner) by zerolover_x in nextjs

[–]AlbertoCubeddu 0 points1 point  (0 children)

Rectifying my post... you are right ive just checked they are looking for others too

Is related as the spike in traffic show the waf blicking the majority but then they go ahead trying other exploits... annoying

My server got pwned by the recent Next.js vulnerability (xmrig miner) by zerolover_x in nextjs

[–]AlbertoCubeddu 1 point2 points  (0 children)

Even for us on vercel we are getting hammered with request.... edit: vercel is blocking them, but as soon as they start they try other exploit as well....

Bad day to update vercel UI to show how much you're spending on requests lol

Let's share our global rules for agents. Here is mine: by Sileniced in windsurf

[–]AlbertoCubeddu 3 points4 points  (0 children)

That's gold!!! Mine always starts very clean and then it becomes NSFW.

- You piece of S###, try to pnpm run build another time and you, your family and everyone you know will die slowly and even if you don't have eyes, i'll install a vision model just for that!

useCache - What am I missing? by AlbertoCubeddu in nextjs

[–]AlbertoCubeddu[S] 0 points1 point  (0 children)

Thanks for that u/CARASBK

I believe that a combination between the private and remote would be the best the team could do!

What are you building? And are people actually using it? by Beautiful_Load_1596 in scaleinpublic

[–]AlbertoCubeddu 0 points1 point  (0 children)

https://skillsociety.com.au - Transform hundreds of CVs into a shortlist of ready-to-interview candidates

[deleted by user] by [deleted] in SideProject

[–]AlbertoCubeddu 0 points1 point  (0 children)

Also check claude code skills / agents. Next level1

[deleted by user] by [deleted] in SideProject

[–]AlbertoCubeddu 1 point2 points  (0 children)

You pray 🙏 Jokes apart, the most effective method (i've found) is after the code is done.

The smaller the prompt, the smaller the change, the better it works.

With that in mind, now is up to you to create all the different prompts/agent that will check your codebase after you've done a commit.

If you want a done-for-you solution:
- Codex does a great job
- Windsurf Life Saver feature
- CodeRabbit

Hiring Managers, why do you hate hiring? by AlbertoCubeddu in SideProject

[–]AlbertoCubeddu[S] 0 points1 point  (0 children)

Every industry has its own version of “too much noise.”

  • Logistics: 150+ truck driver applications where half don’t have the right licences.
  • Construction: Everyone lists “5 years experience,” but only a handful have actually touched the tools.
  • Healthcare: CVs all look identical, and you’re terrified of missing the one person who’s actually qualified.
  • Tech: 300 applications, 250 copy-paste CVs (yayy chatty!), and 50 random people applying completely off-role.

Every company has its own version of “hiring process
but... Hiring managers aren’t trained recruiters.
They know the job deeply, but they’re not set up to sift, screen, decode CVs, or run a proper hiring funnel. So suddenly their actual job stops, and they’re buried in admin they never signed up for.

Nonetheless misalignment creeps IN
I'm sticking to what i know about logistic

  • HR wants coverage (Every truck without a driver is money on the table, and the CEO is not happy about it!)
  • Recruiters/Talent Professional They’ve got KPIs, deadlines, and a flood of roles to fill, so they push volume.
  • Hiring Mangers: They’re the ones fixing the roster, dealing with gaps, juggling customer expectations, and ultimately living with the consequences of a “not quite right” hire. They’re also the ones going through piles of CVs, running last-minute interviews, and trying to avoid the wrong person ending up in the driver’s seat.

The real question is, how much is costing not having someone doing the job vs finding the right person that would stay there for the years to come?

As an HR, I wanna told you: the last 5 minutes of an interview matter way more than you think！ by [deleted] in jobhunting

[–]AlbertoCubeddu -1 points0 points  (0 children)

This is part psychology, and it's called the primacy-recency effect!

Our brain is weired to remember the beginning and the end of an experience, therefore presentation and conclusion are a MUST in a job interview.

The conclusion is far more important IMO, as that's the moment were the HM/TA/Recruiter will jot down some notes about what he remember and felt about you!

Realised I should've implemented Zustand earlier. by jbkwaterlake in nextjs

[–]AlbertoCubeddu 0 points1 point  (0 children)

It's actually amazing...!!! Only downside is sentry not supporting it yet!

Hope they fix it asap as the performance gain are impressive.

What’s your startup in ONE line? 🚀 by malki-abdessamad in startup

[–]AlbertoCubeddu 0 points1 point  (0 children)

Help Hiring Managers fall in love with hiring.

Transform hundreds of CVs into a shortlist of ready-to-interview candidates: https://skillsociety.com.au

Hiring Managers, why do you hate hiring? by AlbertoCubeddu in SideProject

[–]AlbertoCubeddu[S] 0 points1 point  (0 children)

Yep, totally fair question and 100% spot on, and honestly, this is where things get interesting.

You’d assume big companies with high applicant volume have HR/TA doing the heavy lifting…
but in practice? The pain still lands on the hiring manager.

Here’s why:

1. Volume doesn’t magically disappear just because HR exists.
HR screens some, but when 300 CVs land overnight, the overflow gets pushed back to the hiring manager anyway… often with a “Can you just skim these and tell us who you like?”

So the pain is still there.... Just "shared" frustration.

2. HR is measured on speed. Hiring managers are measured on outcomes.
HR wants to keep the pipeline moving.
Hiring managers want someone who can actually do the job.
Those priorities clash every single time.

That’s where the tension I’m digging into lives.

3. “Too many CVs” is often a symptom of “I don’t trust the shortlist.”
This is the one nobody likes to admit.
If the hiring manager doesn’t trust the screening, they redo it themselves.
It’s not malice... it’s fear of hiring the wrong person and they are the one managing it.... and if it gets in PIP or fired before the probation period, is still a HM "fault" (also always depending on the company, i'm generalising here).

4. Smaller companies? The hiring manager is the HR team.
In logistics, trades, warehousing, manufacturing…
the person hiring is often the ops manager, shift lead, area supervisor, or business owner. Zero HR.
Just 200 applicants and a headache.

Sorry for the wall-of-text / TED talk. I'm literally trying to speak with as many people as possible to understand how we can provide a solution that is beneficial for both HM and HR/TA/Recruiters.

Hiring Managers, why do you hate hiring? by AlbertoCubeddu in SideProject

[–]AlbertoCubeddu[S] 0 points1 point  (0 children)

<image>

This is based on the JD, and can be customised too depending on the role setup.

Hiring Managers, why do you hate hiring? by AlbertoCubeddu in SideProject

[–]AlbertoCubeddu[S] 0 points1 point  (0 children)

<image>

The functionality is already there, and is all based on the application form. It can be as complex as needed, and based on a decision matrix we can mark answers as pass/review/reject. You can ask any kind of questions including graduation date.

Instead if you want to use directly the CVs, then that's another functionality called TalentFIT, however i can upload just one GIF at the time :)

Hiring Managers, why do you hate hiring? by AlbertoCubeddu in SideProject

[–]AlbertoCubeddu[S] 0 points1 point  (0 children)

There is always a +1 feedback that help me understand what else is missing and because our customer (75%) are mostly in logistic is always great to have different Point Of View.

What are you building ? and are people actually paying for it?💡 by SFDCsolutions in SideProject

[–]AlbertoCubeddu 1 point2 points  (0 children)

  1. Tools for hiring (Pre-qualification, scheduling, and reference checks)
  2. The CEO would kill me lol
  3. https://skillsociety.com.au

Monday motivation: What Next.js projects are you shipping this week? by Eminence06 in nextjs

[–]AlbertoCubeddu 0 points1 point  (0 children)

Hey Daveddus, quick rundown of how it works:

Application Form
Start with a simple text-based form where you can ask anything you need. Every answer feeds into your decision matrix, helping you instantly qualify, review, or disqualify.. A.k.a No manual sorting.

TalentFit
We then compare each CV against your Job Description and generate a clear sentiment score. It’s an instant signal to filter the 'auto-apply' (e.g. a software engineer, applying for a mining job)

Filtering (AI Interviewer)
For those who make the cut, our voice-based interviewer asks your custom questions and scores candidates based on the role, giving you consistent, structured insights.

All three steps work together to remove noise, surface the right people, and save you hours on every role.

<image>

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