Best AI tools for generating and editing video content
AI-powered video generation:
- Gemini Veo 3.1 (https://t.co/DQwA3E8gwT)
- Sora 2 (https://t.co/iqry8jPPq2)
- Runway (Gen-4.5) https://t.co/mFz9kxrnTQ
- Kling (https://t.co/hHpoKLdLO3)
- Pika Labs (https://t.co/ZOOF8zMmM8)
- Synthesia (https://t.co/uTGwgnylC0)
- Wan 2.6 (https://t.co/kHwpuYkcKD)
AI-powered video editing:
- Descript (https://t.co/kbhKbzQkOx)
- OpusClip (https://t.co/fqiLHHSaBT)
- ElevenLabs (https://t.co/6c2ieG9yrD)
- Submagic (https://t.co/xPyH4wxCfO)
- Veed (https://t.co/lQg0svHBLF)
video content is one of the biggest AI use cases for regular users
many people are already running video production services for companies
and making solid money from it, for one studio-level professional video = $3k+
if this tweet hits 200+ likes, i'll drop a detailed guide with all monetization methods
from affiliate marketing, to building your own faceless brands on TikTok
gl ❤️
interesting comparison - what stands out to me is that all three are solving different layers of the same problem
as ecosystems grow, the real challenge isn't just moving assets, but aligning execution, security assumptions, and liquidity across completely different environments.
the question going forward isn’t which protocol wins - it’s which model becomes the default coordination layer for the next generation of apps
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“Geniuses only.”
Nivi: To me, the missing ingredient in most people’s recruiting is intolerance. You should really just treat every employee in the company, including yourself, as an enemy agent that’s trying to destroy the company by bringing mediocre talent into the business. It’s unfortunately just the nature of human nature.
Naval: My co-founder and I have a new criterion in our company: “Geniuses only.”
It’s a harsh word, but it sets a very high bar. You can just look around for who’s not a genius. The only way you’re going to attract geniuses—whatever that term means to you—is by having a company full of geniuses.
And if someone’s not a genius, then either you’re transitioning into the phase where you can no longer hire geniuses and you just need to scale up for whatever reason, or you can just show that person the door because you hired them prematurely for the kind of company you’re trying to build.
Now, this is very difficult.
You’re lucky if you can hire one genius a month. You as a founder have to identify them and do whatever it takes to recruit them and motivate them. So it’s inherently self-limiting. Given that a person probably isn’t going to stick around your company for more than three, four, five years—although in some great companies, people stick around for decades—at that attrition rate you’re talking about a 30 to 50 person company.
But if you can even assemble a team of 10 geniuses, you’re way ahead of everybody else. At most companies—the successful ones—the founders, and maybe a few early people are at the genius level. But in the urge and the rush to scale, that gets drowned out too quickly.