“Don’t pay attention to what Claude is doing, just spam your way through code and commands and hope nothing went wrong and you catch any code issues in review afterwards” is what this sounds like.
I will run parallel Claude sessions when I have a related cluster of bugs which can be fixed in parallel and all share similar context / mental state (yet are sufficiently distinct not to just do in one session with subagents).
Beyond that, parallel sessions to maybe explore some stuff but only one which is writing code or running commands that need checking (for trust / safety / security reasons).
Any waiting time is spent planning next steps (eg writing text files with prompts for future tasks) or reviewing what Claude previously did and writing up lists (usually long ones) of stuff to improve (sometimes with drafts prompts or notes of gotchas that Claude tripped up on the first time which I can prompt around in future).
Spend time thinking, not just motoring your way through tokens.
I disagree. My workflow is built around reviewing what it produces and trying to build a process where it is effective to do that. I definitely can't and don't watch edits as they go by because it is too fast, but I want to easily review every line of code. If you're not "reviewing afterwards", then when would you be reviewing?
As far as planning the next steps, that's definitely a valuable thing and often times I find myself spending many cycles working on a plan and then executing it, reviewing code as I go. I tend to have a plan-cycle and a code-cycle going on at the same time in different projects. They are reactive/reviewing in different ways.
The AI writing of the article made me give up halfway through. It’s a neat idea but the writing style of these AI models is brain-grating, especially when it’s the wrong style choice for this kind of technical report.
Also 90% of citations generated by AI are wrong or straight up don’t even exist. It’s got such a long way to go to be able to reliably write credible papers.
I think you missed the point. Yes it was meant to be humorous, and also to emphasise one of the reasons AI-generated citations are completely untrustworthy, especially with the growing number of AI-generated (junk) papers being published.
No, I had no intention of trying to offer a real source for the accuracy of AI generated citations. It is not hard to Google, search HN or even (ironically) use AI to search, to find numerous relatively recent studies discussing the problem or highlighting specific cases of respected journals/conferences publishing papers with junk citations.
It feels like allowing fake citations in the output from the AI means that you didn't do even the barest minimum of verification (i.e. tell the AI to verify it by sending a new AI to download the pdf that matches that DOI and verifying that it matches what the citation says).
Yeah I tried building such a tool. The problem was two fold:
1) Automated fetching of papers is difficult. API approaches are limited, and often requires per-journal development, scraping approaches are largely blocked, and AI- approaches require web fetch tools which are often blocked and when not, they consume a lot of credits/tokens very quickly.
2) AI generates so many hallucinated citations it’s very hard to know what a given citation was even supposed to be. Sure you can verify one link, but when you start trying to verify and correct 20 to 40 citations, you end up having to deal with hundreds or thousands of citations just to get to a small number of accurate and relevant ones, which rapidly runs you out of credits/tokens on Claude, and API pricing is insane for this use-case. It’s not possible to just verify the link, as “200 Status” isn’t enough to be confident the paper actually exists and actually contains the content the AI was trying to cite. And if it requires human review anyway, then the whole thing is pointless because a human could more quickly search, read and create citations than the AI tool approach (bearing in mind most researchers aren’t starting from scratch - they build up a personal ‘database’ of useful papers relevant to their work, and having an AI search it isn’t optimising any meaningful amount of work; so the focus has to be on discovering new citations).
All in all, AI is a very poor tool for this part of the problem, and the pricing for AI tools and/or APIs is high enough that it’s a barrier to this use case (partly due to tokens, and partly because the web search and web fetch tools are so relatively expensive).
Interesting, tools like Zotero seem to have sorted out the pdf fetching (and metadata + abstract fetching even without institutional access to the pdf). Did you try building the fetching on top of that?
I meant for point 1. Zotero will accept a doi/arxiv link (among other) and download the public metadata (authors, journal, abstract) for you so you don't need to build something for that end. AI cites a paper, copy DOI into Zotero, analyze info Zotero returns.
And here we see you’ve hit upon Jevon’s paradox. The scope of work will grow to use more than it did before, now that human labour achieves more for the same money. Employment will ultimately go up not down (over the long term - we are seeing a lot of short term instability and noise, although there’s much said about AI without it yet showing up in the data, as per articles recently shared on HN about employment figures across the US and the world).
10 years from now, the people that stopped hiring novices and juniors are going to be deeply regretting their past decisions. The people that kept hiring are going to be working with their newly-promoted-to-senior colleagues and be making significantly more progress than those that didn’t keep hiring.
(IBM figured this out a couple of months ago, and explicitly announced tripling their hiring of juniors/grads in order to avoid ending up with a massive gap in the management/senior layers in future).
> “The companies three to five years from now that are going to be the most successful are those companies that doubled down on entry-level hiring in this environment,” Nickle LaMoreaux, IBM’s chief human resources officer, said this week.
Will they? Just because you developed them that doesn't guarantee they will stay with you. It's been always the same issue tbh, but big companies could accept the risk because they pay the most competitive salaries anyways.
Except they won't. They will just hire those new people away from the firms that trained them. That's what happens now and there's no reason why it won't happen in the future.
This is why firms that do actual training have clauses written in the employment contract that says if you receive x months of training from them then you have to work for them for at least y number of years otherwise if you leave then you have to pay them for the cost of training you (which is written as a dollar amount in the contract).
Companies that don't have that kind of clause in the contract are going to get screwed over when their newly trained employees get poached by other firms.
I started my career with a graduate program from a larger company. I stuck around in that company for close to 5 years and would have liked to stay longer. My reason for leaving were the absence of a career progression. The first 3 years, the company had a great career progression path. Clear outlines what it needs for a promotion, fair and transparent pay, etc.
That changed and despite hitting/exceeding my goals, I was denied a promotion twice with no good reason. My boss, who is fantastic, told me that he cannot give me a good reason because he himself did not receive one. So I left.
Generally speaking, my cohort of the program was part of the company much longer than most employees. I don't think a single person left in the first 3 years. Attrition only started now that there was a general shift in the companies culture and communication.
It might happen, but there are risks. The obvious one is that the existing employers will make an effort to keep the best (promotions and pay rises) so people hiring away from them will get the people they do not need to keep.
Those sorts of clauses are not legal everywhere. They would certainly be at least heavily restricted in the UK (on the other hand there are subsidies for some employer training and education here - which is why my daughter has an engineering degree without paying any fees). The author of the article is in Israel, and as an academic is in a different position to people in businesses.
It honestly seems a little control freakish to think this way. People leave companies and that’s a good thing, they explore the industry and generally become more capable. If you leave on good terms there’s nothing holding back a renewed relationship, now with the added benefit of new perspectives; maybe meeting at conferences or working on a project. My gut is telling me these companies don’t part on good terms with their employees.
Am I being dumb: they say it's "open-source software" but I can't actually find a link (or links) to the software / source anywhere on the office.eu website??
Yes, I searched for the same. No evidence this has anything to do with the European Union. More like a vibe-coded landing page with user signup form.
Edit: I am certain this is one or two people vibe coding then will pitch to VCs when the waitlist has 1000 people.
Listing major company logos in their banner:
“The organizations listed here use similar technology (Nextcloud) as part of their operations. Their inclusion is for illustrative purposes only.”
>"Office EU is a European productivity suite for files, email, calendars, documents and calls, built on Nextcloud Hub. It brings Files, Talk, Groupware and Office together in one platform."
Of which, Files, Talk, Office and Groupware are all just NextCloud services where they've swapped "Nextcloud" for "EU" in the name.
>"Office.EU is a service offered and operated by EUfforic Europe BV, registered with the Dutch chamber of commerce under registration number 98746243 and having its address at Dr. Kuyperstraat 10-A at (2514 BB) The Hague, the Netherlands."
I wouldn't personally trust a company that appears to be claiming another company's services as some revolutionary new thing, when it's just reselling them. And it was registered in November 2025 with no other information available - why would anyone gamble all their company data on a company that has appeared as quickly as it might disappear? Who are the owners/founders even?
Nextcloud does not provide hosting, only 3rd level support. So any commercial hosting of Nextcloud will be done by other companies. There are many companies to choose from.
It is not usual to call people with an honorary doctorate "Doctor" except in the context of the awarding institution. Most likely the awarding institutions will have actually specified that the recipient should not give anybody the false impression and I can't imagine Tony is the type to do otherwise.
His title at Oxford was 'Professor', and he was addressed as 'Tony'.
He made incoming DPhil (PhD) students a cup of tea individually in his office at the Computing Laboratory. It was a small group, but still I appreciated this personal touch.
I never met Tony, but I liked his work. I'm not much of a one for tea, but I don't think either of my PhD supervisors ever bought me a drink - I didn't finish (got cancer, I'm fine now†, some cancers are very curable, but frankly I was struggling anyway so it was a good excuse to quit) and I'm sure it's traditional to buy something a bit harder than a cup of tea if you pass, but I didn't get that far.
Anyway my point here was just a PSA that honorary degrees "don't count". If somebody only has an honorary doctorate but insists on being called "Doctor" they're an asshole. In fact, even outside University I know a lot of MDs and PhDs and in most contexts if they insist on the title "Doctor" they're an asshole even though they're entitled.
† Well not fine, I'm old but I think that's an inevitable side effect of surviving so the alternative was worse.
There's having An honorary degree... and then there's having 6 of them plus numerous other awards, and all the achievements to back them up :)
Regardless, I've met people with only honorary doctorates, and it's a mixed bag when it comes to preferred titles. Often, though, the ones that really care, soon acquire a 'superior' title anyway, so it ends up becoming a moot point.
reply