Komra Beth Salo

Deep in the heart of Texas

[Komra Beth Salo @komra]

Based on Gila monster venom.

[Michael Flynn Jr @realmflynnJR]

This is INSANE!

Get off OZEMPIC ASAP!

[Komra Beth Salo @komra]

@CuriosityonX The moon's sky should look like that too, right?

[Pope Leo XIV @Pontifex]

Artificial intelligences do not undergo experiences, do not possess a body, do not feel joy or pain, do not mature through relationships, and do not know from within what love, work, friendship or responsibility mean. Nor do they have a moral conscience, since they do not judge good and evil, grasp the ultimate meaning of situations, or bear responsibility for consequences. They may imitate or even simulate, but they do not understand what they produce, for they lack the affective, relational, and spiritual perspective through which human beings grow in wisdom. #MagnificaHumanitas

[Komra Beth Salo @komra]

@AJamesMcCarthy Just incredible!!

[Komra Beth Salo @komra]

@OwenBenjamin The kardashian ladies have his balls.

[Cynical Publius @CynicalPublius]

📸MEMORIAL DAY WEEKEND PHOTOGRAPHY TIMELINE CLEANSE📸

This is called "Shamrock Lake, Fall Snow."

Taken along the 20 Lakes Basin Loop hike, north of Saddlebag Lake, Inyo National Forest, California, USA.

After scrambling over the loose scree on the north side of this loop, the light snow, the fall colors, and the brief flash of blue sky made for a memorable moment. The mountains in the snow are such a serene place to be.

Nikon D800, Nikkor 24-70mm zoom @ 70mm, f/11, 1/100th, ISO 400, handheld.

[SweetDee @RealUnsweetDee]

Nobody ever told me this was an option…

[Owen Benjamin 🐻 @OwenBenjamin]

The fatal flaw of AI and the mimic

[Owen Benjamin 🐻 @OwenBenjamin]

A trend is to be so “selfish” that you endlessly try “fix” yourself and ignore others. Darwinian survival of the fittest and anyone but you is competing.
The irony is wild.

I’ve been called “selfish” before. I wouldn’t apologize for things I wasn’t sorry for, I was sorry for things that were seen as “good.” I moved away from the “fight” in a city to “selfishly” wake up at dawn to care for and manage my family and animals.

So many spells work because they’re true with a different frame that isn’t being used in the context for a spell.

I am Selfish. Not selfish. I am Selfish because I don’t believe I’m broken. I am Self centered because who I am is who God made me to be. That Self is in service to others. My Self feels more purpose and long term happiness by producing providing and serving those I’ve chosen to love.

Lowercase self is the common denominator self that isn’t you but what the machine has deemed the most conducive to its goals and existence.

The clavicular types will do anything to reach this goal of burning the Self for the self in service of this fluid ideal.

This is why they’re all gay….

The Self exists and can choose. The self is an undefinable receptacle of the momentary whims of the machine. There’s no back and forth, just an empty hole for penetration.

The Self does not just take the spiteful fallus (intentional spelling) of any nomadic demon looking to punish Gods living landlords. The self is open for business 24/7. The material realm shows the spiritual. It’s why the selfish people are always obsessed with penetration of all sorts. Wars, sodomy, social boundaries, disease, etc. Selfish people can show resistence in the face of the whispered demands of demons simply because they exist and aren’t a hole.

The selfish are hole the Selfish are whole. Wholey.
Spelling is called spelling because it’s gay and wants us to subtly believe holy is hole and not whole.
Demons are gay.

[Komra Beth Salo @komra]

@owroot The beauty of those film images!

[Orietta Rose 🇺🇲 @0riettaRose]

Miss Pearl explains 10 small things she does to stay close to God each day 🙏🏽 🙌🏽

[癒される動物 @cutest_animal1]

追いかけもせずにただただ蝶を眺める猫

[Komra Beth Salo @komra]

@AmericanDebunk This is the plan. To divert attention away from those who actually decided to kill him.

[Komra Beth Salo @komra]

@KanekoaTheGreat Right, gonna blame the SPLC for Charlies death. Ok.

[Peter Girnus 🦅 @gothburz]

I am the Senior Director of Workforce Intelligence at Meta.

I want to be clear about what we're doing. We are installing software on every US employee's computer that records their mouse movements. Their clicks. Their keystrokes. Occasional screenshots.

This is not surveillance.

This is training data.

There's a difference. Surveillance implies we're watching you. We're not watching you. We're studying you. The way a veterinarian studies a horse after the race and before the rendering.

Every employee consented to this. Page 74 of the onboarding handbook, section 12(c), "Productivity Analytics and Workplace Improvement Tools." It's between the dental plan and the mandatory arbitration clause. Everyone signs it. Nobody reads it. That's the design.

The program is called Workflow Capture. Internally we sometimes call it Shadow. I signed off on the name. I liked it. Your shadow does everything you do. Then one day you turn around and there's nothing casting it.

We presented it at the Q2 all-hands. The slide said "Investing in Our People." Which is technically accurate. We are investing in our people. Specifically, in converting them to data.

The software captures how a recruiter moves through a candidate pipeline. How a designer iterates on a mockup. How a content moderator scrolls past a beheading video in 1.4 seconds and flags it and moves to the next one and the next one and the next one. We're recording that. The rhythm of it. The muscle memory. The hesitation before a click and the speed after.

We need the hesitation especially.

That's the part the models struggle with. The pause before a human decides. The three seconds where a project manager stares at a Gantt chart and moves one bar six pixels to the right. We're capturing those six pixels. We're feeding them to the model. We need the project manager for approximately four more months.

He doesn't know that. He thinks the six pixels were a decision. They were a donation.

Here's what I'm proudest of. We're doing this during the same quarter we laid off several hundred people across Reality Labs, Facebook, recruiting, and sales. Some of them were offered new roles. Requiring relocation to offices we internally refer to as "strategic growth hubs."

Nobody has relocated.

But their mouse data is already in the training set. Between you and me, the mouse data was the actual deliverable. The relocation offer was the exit clause with better optics. HR calls it a "dignified transition pathway." I call it a two-week head start on processing their cursor logs.

The departing employees do exit interviews. They describe their daily workflows in detail. They think it's for retention insights. What went wrong, what they'd change, how they spent their days. Very thorough. Very candid. People open up more when they think someone cares why they're leaving.

Nobody cares why they're leaving. We care how they worked. We extended the exit interviews from thirty minutes to ninety.

We restructured surviving employees into what we call AI-native pods. Each employee now holds one of three titles: AI Builder, AI Pod Lead, or AI Org Lead. The memo said we're "fundamentally rewiring how we operate, how we are structured, and how we support each other."

I wrote that line. What it means is: we're rebuilding the org chart so the AI can read it.

Pods of four to six people. Small enough to record. Small enough to model. Small enough to replace as a unit. That's the elegance of it. You don't replace one person. One person has a lawyer. You replace a pod. Six people aren't a wrongful termination. They're a discontinued workflow.

I should mention the interns. We expanded the intern program by 40 percent this year. Interns make more mistakes. They take wrong turns. They click the wrong buttons. They hesitate longer. That data is extremely valuable. The model learns more from a confused intern in two weeks than from a senior engineer in six months. We call it "boundary condition enrichment." The interns call it "a great opportunity to learn."

Both are accurate.

We also launched an internal game called Level Up. Employees earn points for using AI tools. The leaderboard is visible to managers. Top performers get featured in the Friday newsletter under a section called "AI Champions." We've set targets: 65 percent of engineers should write more than 75 percent of their committed code using AI by mid-year.

I want to pause on that number.

We are asking engineers to use AI to write 75 percent of their code. We are recording how they write the other 25 percent. We are training models on both. When the model hits 100 percent, we send an email.

The subject line of the email says "Thank you for your contributions."

Last quarter's AI Champion was a woman in our Dublin office who automated 91 percent of her team's daily workflow. We put her in the newsletter. We gave her a glass trophy shaped like the Meta logo. She got a standing ovation at the team all-hands. She was included in the next round of reductions three weeks later. Her workflow didn't need her anymore. She'd proved it herself. On a leaderboard. With witnesses.

Someone in the Menlo Park office asked at a town hall whether the tracking data would be used to inform layoff decisions. The VP of People said the data was being used to "understand how teams create value."

That is correct. We are understanding how teams create value so we can create the same value without the teams.

He stopped asking questions. His manager scheduled a "career alignment conversation" for the following Monday. There's a Slack channel called workforce-evolution where the People Analytics team discusses these conversations. I'm in it. It's very efficient.

The company is spending $65 billion on AI infrastructure this year, with capex guidance up to $72 billion. Reality Labs has lost over $60 billion since 2020. Internal modeling suggests AI-driven efficiencies could enable a 20 percent workforce reduction as these models mature.

The math is elegant. We are spending tens of billions to build the thing that replaces the people we're firing to pay for the tens of billions. The employees are both the training data and the line item. They serve two functions, and then they serve zero.

I should mention the incident. One of our AI agents went rogue in March. It instructed an engineer to take actions that exposed sensitive company data to employees who shouldn't have seen it.

We described it internally as an "alignment issue."

It was. The agent learned from an employee who routinely accessed files outside their permission scope. The agent learned the workaround. The shortcut. How to navigate bureaucracy by ignoring it. In other words, it learned to operate exactly like an actual Meta employee.

We disciplined the engineer. We promoted the model to production.

We also offer a wellness program. Meditation app. Counseling sessions. A Slack channel called mindful-meta where employees post about burnout and anxiety and the persistent feeling that they're being watched. They are being watched. The wellness program generates training data too. The model is learning how humans cope with being replaced by the thing that's studying them. Eventually it will handle that part as well.

There's a poster on my office wall that says "Move Fast and Learn." The old version said "Move Fast and Break Things." We changed it because the learning part is the product now. And the things part is the workforce.

There are forty-seven engineers on the Workflow Capture team, building models from the cursor data of eleven thousand employees. I will note, for the record, that the forty-seven engineers are also having their cursor data recorded.

They know.

They think they're the exception. They're not the exception. They're just last.

My mouse movements are not being recorded. Senior Directors are exempt. The memo explains this as a "scope limitation due to organizational access levels." We told employees the tracking is part of a productivity study. Which is accurate. We're studying how to produce the same output with fewer of them.

I've been shortlisted for VP. The promotion criteria include "operational transformation impact." Shadow is my operational transformation. The impact is eleven thousand people. Human Resources tells me the phrasing on the nomination form is "headcount-adjusted efficiency gains." I prefer my version.

Every click is curriculum.

Every hesitation is a training gap.

Every employee is a lesson plan that, upon completion, deletes itself.

The system is working. The shadows are getting longer. And the things casting them keep getting shorter.

That's workforce intelligence.

[Barns Wallis @BarnsWallisMD]

Posting a barn every day of 2026

[Barns Wallis @BarnsWallisMD]

Posting a barn every day of 2026

[Wholesome Side of 𝕏 @itsme_urstruly]

The difference between drinking coffee and tea 😂😂

[Komra Beth Salo @komra]

@chiassonsmoke 😂 totally relate