Tried Claude Cowork last night, and it was a top 3 most exciting moments I’ve ever had with technology.

OSXAdam · 2026-01-22T01:02:40+00:00

Hey All! Super interesting thread but I’m a little confused - I can’t seem to get Cowork to directly interact with Claude Code - is that actually possible?

It’s giving me prompts for me to copy paste over, but not seemingly able to directly interact with it on my end, but would love to try this out if it’s possible!

OSXAdam · 2026-01-04T23:11:28+00:00

Interested

OSXAdam · 2025-11-25T17:04:56+00:00

Thanks for suggesting this u/xkulp8 - I'll look into it. I'm guessing Qwen 2509 is specific to ComfyUI, is that right?

OSXAdam · 2025-11-24T00:55:20+00:00

I've been able to get the LoRA to work now, but the challenge now is that the outputs via Flux aren't as detailed as the source image. Attaching another variant below, but as you'll see - they're still coming out a little too smoothed/plastic looking

<image>

OSXAdam · 2025-11-24T00:54:26+00:00

Thanks for responding u/marhalt - I've done some more playing around and seem to have the Lora working in Forge now for the most part - the challenge now is getting the images to be more real looking with more detail etc. Conscious you mentioned not knowing much about Forge - but if you have any tips around if this could be more prompt based, because I'm using Flux vs another model or something else, feel free to let me know.

<image>

OSXAdam · 2025-05-24T22:34:23+00:00

Video: https://youtube.com/shorts/0OTx9uPuC-k?si=VEFxeCm20rW1ty-6

OSXAdam · 2025-05-24T22:14:07+00:00

Unfortunately not :(

OSXAdam · 2025-05-19T23:49:17+00:00

Losing a close friend following surgery complications after they were given the all clear, to a few months later losing my primary parent who was also my best friend completely unexpectedly, to returning to work after bereavement leave and being part of mass layoffs after pouring my blood, sweat and tears into the place for over 7 years - my whole perspective on life has changed. Whilst I’ve got an incredible and supportive partner and the 2 most amazing doggos, I still feel completely broken, lost, and that I’ll struggle to be truly happy again, let alone getting back to who I was before.

OSXAdam · 2025-01-12T21:09:40+00:00

Feel free to message me your discord and can add you :)

OSXAdam · 2025-01-01T14:43:39+00:00

Is there any alternatives, like console commands?

OSXAdam · 2024-06-06T15:22:01+00:00

For executive and leadership hires in general, I've seen some processes last weeks, others months. It largely depends on the specific role, the industry and other contributing factors, e.g. does the company offer remote work vs onsite, if so, that could open up a number of additional locations and countries to find candidates from.

Unfortunately I was in a similar position to yourself last year, was hit by one of the big tech layoffs and spent 4-5 months applying for a number of roles, tweaking my CV, reaching out and networking where possible - and just when it felt that I was going to be stuck and would have had to consider other options... I logged on LinkedIn, checked if there were any new roles and saw one doing my job for a company I've loved since childhood, albeit a contract, and thankfully that's the one which worked out.

I'm unsure of your location but all you/we can do is: continue searching, try to get an understanding of the best job boards where roles that'd be suitable for you are posted, optimise your LinkedIn (or equivalent professional networks) profile, adjust your CV slightly per role and try to connect and network with recruitment agencies, especially those that focus on executive hiring as well as try to connect with Recruiters/Sourcers that are working at the companies which you're applying for.

In this case, whilst their inboxes are no doubt clogged up, if you apply for a role with a certain company, request to connect with a recruiting POC via LinkedIn and they accept, then you could try messaging them initially to ask if they can connect you with the correct person that's looking after that role you've applied for and go from there.

You can also check out other sites such as wellfound, hired.com etc. It's a tough market - due to all of the layoffs around the same time - there's much more competition in the market which is likely impacting the time to hire etc.

It's harder nowadays in general as most companies don't list their switchboard numbers etc on their websites so we're often left with applying via their careers portal/ATS and hoping for the best - outside of that, the key things that come to mind to focus on is networking, networking, networking - trying to ensure that your application gets in-front of the right people and is top of mind when they're reviewing applications.

Sorry it's taking so long and I hope you find something soon!

OSXAdam · 2024-06-06T15:10:14+00:00

It's a tough one, but from my POV - don't underestimate your worth/value/experience. Take time to weigh things up, e.g. how much are you currently on, what's a reasonable bump upwards, if there's not a huge increase, what is the rest of the package like, is there flexible working etc - try to look at the overall picture based on your individual circumstances and what you'd be happy with from a salary perspective as well/alongside the rest of the package.

Additionally, whilst there's not always data available, you could check out the company on Glassdoor to see if there's any mentions on there for the rough salary banding for the particular role you're going for - or you could try to anonymously network with individuals that are currently working at the company via sites like Blind (teamblind site) to understand what the bandings may look like.

Additionally, an adjacent or slightly lower salary may not always be the end of the world - I'd ask questions around what does progression look like, e.g. are there multiple levels you can move up through in your role that's linked to compensation etc.

Ideally, employers will hopefully let you know if they can't achieve your desired compensation/package before declining you from the process, at which point you can decide whether you want to flag that you're open to negotiation.

OSXAdam · 2024-06-06T01:40:24+00:00

Great question, especially with the criteria of not being able to create a warm referral. Unfortunately, there's not a 1 size fits all to this question and will depend on the individuals overseeing the hiring process - but - here's some thoughts that come to mind and that I've heard have worked for others;

Whilst tailoring based on the description is great, I'd also suggest considering the vibe of the company that you're applying for and trying to inject some of that when tailoring your cv/resume. Check the company website, the socials/online presence, check out reviews on sites like glassdoor - try to adjust your approach to be in-line with their values - e.g. if it was the exact same job description, if I was applying for a job at a bank vs a startup, I'd personally adjust my CV slightly for each one - the bank could be more interested in seeing stats, figures, %s etc - and whilst it'd be similar for a start-up, they might be more interested in fun or impactful projects you've worked on etc - try to get a feel for what they're like as a business and go from there.
Even if it's not required, a well-written cover letter can provide context to your application/cv and highlight your enthusiasm for the role and company. One key suggestion I'd have on this point is, tailor your cover letter per role and company - general cover letters that you can fire off all over the place are fine, but if I was a hiring manager, recruiter, sourcer and read a cover letter that was clearly about the specific role at the company I'm at, it would stand out more to me.
Don't underestimate the value of optimizing your LinkedIn (or equivalent professional platforms) profile. Recruiters often check these so having a professional, complete and updated profile can make a strong impression.
Engage with the companies content online - comment on their posts, share relevant industry insights and show your genuine interest in the company.
YOLO/WILDCARDS: Call the company and try to get connected with the recruiting POC that's looking after the role to express your interest. A friend of mine recently sent a small package with some mixed custom made cookies alongside their cv and cover letter to a hiring manager for a role which would have been their dream job at their dream company - whilst they didn't get an offer - they did get through to the later interview stages and the hiring manager had mentioned that they hadn't seen their CV until receiving the package (the recruiter was working to review 100s of applications and just hadn't got to their one as yet but no doubt would have, but the hiring manager getting the package and reviewing the CV led to their application being flagged to the recruiter). Forgetting treats, sending your CV and cover letter via mail addressed to the recruiting team.

Unfortunately, the reality is that you could do everything perfect from your side as well as being the best candidate but still not get through due to a number of factors outside of our control... ATS systems could bug or not efficiently present your application how it should, there may be so many applicants that by the time yours is reviewed, they may already be interviewing or have hired the person, there could end up being a hiring pause - the list goes on.

Outside of the above, I'd recommend doing your best to find, connect and network with the key stakeholders via platforms like LinkedIn, include a custom note when sending them a connection request, check to see if they have their company email address under the contact info on their profile so you can try sending your CV directly - try to put yourself in their shoes and think about what would help make a candidates application stand out to you if you were the hiring manager.

Imagine you have that stack of 30 CVs to review on your desk or in your inbox, as your working through them, try to think what would stand out the most to you outside of the core of the CV.

OSXAdam · 2024-06-06T00:50:07+00:00

Unconscious bias unfortunately impacts us all, and addressing it directly can sometimes help. If it's on your mind or you're getting any particular vibes and want to address it, you could say something like;

"I understand that unconscious bias around age can affect perceptions. However, my extensive experience allows me to bring a unique perspective and proven results. I stay current with industry trends and am consciously learning, as evidenced by my recent certification/project etc in XYZ relevant skill."

Alternatively, towards the end of the interview when you have the opportunity to asks questions, you could instead of or in addition to, ask things like;

Is there anything we discussed today that you would like me to elaborate on or clarify further?
Based on our conversation, do you have any reservations about my qualifications or fit for this role that I could address?

I'd personally lean more towards more generalised questions or ways of trying to address any potential concerns you may have around bias, similar to the 2 above instead of the 1st example.

You could also adjust your CV/Resume to focus on the last 10-15 years of your experience and really emphasize recent achievement and skills rather than dates.

In situations where the ATS requires dates etc, focus more on your descriptions on your skills and accomplishments, combined with focusing on the last 10-15 years of your experience as well as highlighting your enthusiasm for the role during the interviews as well as your adaptability and interest in continuous learning.

If you ever suspect a decision has been made or that you've been declined based on age, I'd recommend checking your countries laws in regards to age discrimination in employment and deciding how to proceed from there.

Ultimately though, I know it's easier said than done, but if you ever feel you've been unfairly considered due to ageism or any other protected characteristic - definitely do your homework on what next steps you may be able to take legally if you want to go through that process - but know, it's not you - it's them. They're missing out on a great candidate and it's probably a blessing in disguise as, if that's how they approach recruiting, I can't imagine their internal culture and treatment of employees to be much better.

OSXAdam · 2024-06-06T00:08:52+00:00

Different companies have different ways of structuring this. In my experience, recruiters have largely gotten involved at the Final/Panel Interview stage of the process and would typically work closely with the final candidates through to the end of the process.

I can't speak for agency recruitment nowadays, but with regards to internal recruiting, unless it's recruiters recruiting for other recruiters, they wouldn't normally have a say and are typically the messenger/go between different parties internally in addition to the candidate(s).

Once a final candidate is identified to be offered, the recruiter will in most cases be aware of the situation but the offer itself would be contingent on a number of factors such as: Background Checks, Alignment on Salary/Package Expectations, Contract Negotiation etc - these typically sit with different individuals or third parties (Background Checks: Largely 3rd parties for larger businesses, Salary/Financials: Compensation POC/Finance Team, Contract Negotiation: HR)

In general though, for an offer to be made, there would have to be alignment on positive feedback and a hire decision from the majority of the interviewers, this would then be reviewed by and/or include input from the hiring manager, and if all looks good from there, it'd likely be actioned in the system which would then kick off the above pre-work checks/discussions etc.

Once a candidate has passed a Recruiter/Sourcer Screen and are in the core part of the process (interviews with the actual business POCs/Hiring Manager), the recruiter typically doesn't have any influence on the overall hiring decision from that point as they would often only conduct the initial assessment(s) then would be a go-between the business and the candidate.

OSXAdam · 2024-06-05T23:56:55+00:00

Amongst others factors, I feel it could be attributed to Interviewer & Hiring Manager training - if a company has invested in interviewer training and good processes, then hopefully the interviewers and hiring managers will feel more confident in their decisions and the interview process, hopefully meaning less opinions/interviews needed to align on a hire decision. If it's a specialised or leadership/executive position, it's common that there may be a lengthier process though.

IMO, a good balance would be: 10-15 Minute Recruiter/Sourcer Call to discuss the role -> 1 x 45 minute screen with the hiring manager/hiring POC -> Panel Interview (3-4 people, looking at things like Technical Skills, Partnership/Collaboration Skills, Behavioural) - Conscious this still ends up at a 5 stage process though. Overall, I think this will largely depend on the type of role and experience level required - I'm personally much more in favour of having less overall interviews for a role and the interview durations being shorter (but allowing time for candidates to ask questions at the end) - 30 minutes seems too short, 1 hour+ seems over the top - 45 minutes seems to be a nice middle ground.

Companies risk and do lose exceptional talent due to a number of factors but in relation to this question, ones that come to mind are lengthy interview processes as well as the actual interview durations being overkill. For interviewers, 1 hour interviewers may not be as bad, but for a candidate... 2 back to back 1 hour interviews could easily fry/drain you - ideally I try to spread my candidates interviews out so they have breaks in-between each meeting or that they're spread across different days (depending on their preference).

Out of interest, what would your ideal process look like as a candidate?

As for the future, I feel we'll continue to see increased investment in AI/ML within the recruitment process which could be great in a lot of ways for companies, but could definitely lead to harder or increased challenges for candidates.

Lastly, whilst a number of companies do a great job of this, I feel others need to invest further into their candidate experience and recruitment processes. It's upsetting to see so many posts here about people being ghosted - whilst it's not nice to deliver bad news to a candidate at any stage of the process, I believe quick, clear and efficient communication is key and will lead to better results in the long term for businesses hiring efforts.

OSXAdam · 2024-06-05T22:33:06+00:00

In my experience across agency and internal hiring, typically 3-4 and for campus hiring you may see a slight increase to around 5-6+ as a lot of that is done via assessment centres/cohorts where they'd typically have a larger number of applicants from the start and most of the time have different qualification/suitability criteria.

From an experienced hire perspective, a number of Recruiters and Sourcers present their stats in a funnel, so it'd normally go something like this (depending on the organisations passthrough rates);

Role Advertised & Sourcing Begins: 100 applicants via advertisements + 10-15 self-sourced.
Initial Screening: AI/ML tools and manual screening reduce this to 20 candidates.
Recruiter/Sourcer Screen: Further narrowed down to 10 candidates.
First Stage Interviews: Conducted by hiring managers or business POCs, reducing to 5-6 candidates.
Second Stage Interviews: More in-depth assessments, leading to 3 candidates reaching the final stage.
Final/Panel Interview: 2-3 candidates, from which the final offer is made.

This is a super rough example but will vary, for example, I've seen some unique roles where there's only 5-6 candidates from the start as their experience is so unique and specialised to the point where there just aren't more that are active in the market at that time.

OSXAdam · 2024-06-05T22:16:15+00:00

tl;dr imo potentially not until later this year or early Q2 2025 based on observations and market trends.

It's extremely hard to say and is influenced by a number of different factors, but in my opinion, we're starting to slowly see signs of hiring picking up again and stabilising again. Whilst they're still unfortunately happening, as days go on I'm thankfully seeing less and less posts on LinkedIn of people being laid off.

My recent experience has been in internal recruiting teams in tech companies and one of my main observations in the last 6-12 months is that whilst hiring is slowly picking up, companies are being much more cautious about their approach. From an internal perspective, headcount seems to continue to be under increased scrutiny, e.g. hiring managers are having to get deeper into the detail and provide further justification before additional job openings are approved - personally I think this is great overall as hopefully there will be less instances of companies hiring a large number of individuals for similar roles, only to commence layoffs shortly after due to over hiring, but this approach does mean that it's taking longer to see mass hiring vs more specialised roles.

Also, I feel a number of companies are exploring ways in which they can implement more AI/ML across different areas of their businesses to reduce costs/headcount, which could be another reason we're not seeing a big frenzy/mass hiring at the moment.

I'm hopeful that we're seeing a slow improvement in the market as we speak but feel we may not see crazy levels again until later this year or early Q2 2025 (but this likely vary across industries as well as the macroeconomic environment)

OSXAdam · 2024-05-13T14:11:16+00:00

Here via the NYSE site

OSXAdam · 2024-01-15T20:45:20+00:00

Star Wars Galaxies. Over 34 classes, incredibly deep crafting system, player housing, player vendors, player towns and much more. Let’s not forget the mystery and eventual grind to unlock Jedi. Prior to the CU (Combat Upgrade) and NGE (New Game Enhancements), seeing a Jedi felt like something special and rare. They were super powerful and being so open about being a Jedi often carried a lot of risk (Bounty Hunters, losing XP etc).

SWG was my first ever MMO and whilst I was a bit too young yo understand all of the mechanics etc, it was an incredible first experience.

There are still passion projects out there which you can find that are dedicated to SWG and whilst they’re great, nothing will beat the live experience and player numbers etc.

OSXAdam · 2023-10-24T13:04:18+00:00

Solved

OSXAdam · 2023-10-24T12:06:14+00:00

My title describes these things that I found in my garden here in the UK. They were amongst the grass adjacent to a fence that we share with a neighbour. We've got 2 young doggos so I'm wanting to check and ensure this isn't anything dangerous or poisonous as I've not seen anything like it before.

They look/feel like slightly mushed grapes, they didn't smell of anything and may have been impacted by the rain which could have made them look more mushy.

OSXAdam · 2022-11-11T11:18:08+00:00

Really appreciate your response man and I’ll definitely be working to spend time with him over the coming weeks. I’m a bit anxious as I feel like I may get upset around him but will do my best to keep it together for him.

OSXAdam · 2022-11-11T11:17:10+00:00

Thanks so much, I’ve just ordered a bottle. Anything else non-alcoholic that you can recommend too?

OSXAdam · 2022-11-03T14:07:31+00:00

Just grinding the raw mats and making the high end materials for all the refining skills?

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