Nikhil Mungel

retweets about AI, robotics, and san francisco. head of AI R&D at @cribl_io

[Nikhil Mungel @nmungel]

😎

[Nikhil Mungel @nmungel]

@bryantchou @ployai @ycombinator Congrats on the launch @bryantchou, looks sick!

[Nikhil Mungel @nmungel]

@rauchg "It's just two APIs: 𝚜𝚎𝚗𝚍 and 𝚑𝚊𝚗𝚍𝚕𝚎𝙲𝚊𝚕𝚕𝚋𝚊𝚌𝚔" I love how simple yet elegant vercel's APIs turn out, it's like the opposite of aws

[Nikhil Mungel @nmungel]

@pitdesi potatoes at “Eats” are 🔥

[Cribl @cribl_io]

#AI promises total automation for security investigations...

...but the reality is that teams are hitting a wall: investigations remain agonizingly slow.

The failure isn't the AI, it’s the data feeding the machine.

Get your data AI-ready with @nmungel: https://t.co/JLfUiCtWrW

[Nikhil Mungel @nmungel]

@pitdesi was this at their new shop on chestnut?

[Cribl @cribl_io]

🎆 New year, new #devops enginner! We've got your perfect resolution to help you fully embrace #AI in 2026: Develop the skills required to use AI for solving development and engineering challenges: https://t.co/SeEavpmSYA

@InfoWorld
@nmungel

[Nikhil Mungel @nmungel]

@Jessicalessin probably so that free users hit usage limits and upgrade

[tobi lutke @tobi]

Having some AI follow you into your zoom meetings or google meet for taking notes is the digital equivalent of showing up to a meeting with your fly down

[Nikhil Mungel @nmungel]

@AaronErickson I think this will take off once there's a way to bake the learning into the model's weights at least daily. If the learning is simply clever context engineering then I'm less optimistic -- maybe it works for narrow tasks, but hard to see how it'll scale generally, wdyt?

[Nikhil Mungel @nmungel]

@paulg Maybe he thought it's Campo snatch-a Margherita

[Pallav Agarwal @pallavmac]

This is incredible 🤯. Sora 2 passes the glass refraction test.

[Nikhil Mungel @nmungel]

@tianyuf Great move, congrats!

[Bill Gurley @bgurley]

With $FIG we have another massive "POP" highlighting the gross inefficiency in the modern IPO process. It's very simple. They REFUSE to match supply/demand (that happened today). They brag about the mis-match - "30X oversubscribed." The outcome is expected & fully intentional.

[Nikhil Mungel @nmungel]

dns

[Sheel Mohnot @pitdesi]

what are the theories for why Starlink is down?

[Cribl @cribl_io]

Integrating #AI means balancing performance with reliability, speed with governance, and innovation with operational reality. Thankfully, @nmungel wrote you all a guide for choosing between Prompting, Fine-tuning, and Training so you can get started:

[Nikhil Mungel @nmungel]

@lulumeservey I think salesbros use it for a new company vs. a different buyer (customer) inside an existing company but it always sounds funny 😁

[Nikhil Mungel @nmungel]

@AaronErickson I was able to find some at Fredericksen in cow hollow a few weeks ago!

[Nikhil Mungel @nmungel]

@jordwalke https://t.co/FUc0gwNGA8

[Hiten Shah @hnshah]

Founders:

You hire someone early and think you’re being generous. A decent salary. A chunk of equity. Maybe a little freedom in how they work.

Then a few months in, you start to feel the drift. They’re still here, but their energy’s not. They do the work, but nothing sticks. And then one day they tell you they’re out.

You replay it all in your head. The offer. The excitement. The slack messages. You can’t figure out what changed.

What changed was belief.

They couldn’t see how the pain would turn into payoff. And once that gap opens, it’s hard to close.

You didn’t do anything wrong. Not exactly. You just missed something that’s easy to miss.

You thought giving equity meant you’d created ownership. But without visibility, that equity feels like a story. Without autonomy, it feels like a bet they can’t control. And without a role they can shape, it feels like work that only gets harder.

People don’t need perfect clarity. But they need something they can hold onto. Something that makes the late nights feel like investment, not sacrifice. Something that makes the frustration worth pushing through.

Most early teams don’t fall apart because the work is too hard. They fall apart because no one knows if the work will count.

It’s not about giving more. It’s about making the trade feel real. That if we figure this out, you don’t just keep your job, you change your life.

That only happens when people know what they’re aiming at. When they can trace the value they create to the outcome they’ll share in. When they can shape decisions, not just execute them.

You don’t have to fix it all at once. Just start telling people how they win. Show them what happens if this works. Ask if they believe it. Ask what they’d need to believe it more. Ask if their role is still theirs or if they’re just borrowing it for now.

You’re not alone if you missed this. Everyone learns it eventually. Usually too late.

But if you catch it early, the people who stay will build the company like it’s theirs. Because in every way that matters, it will be.

[Nikhil Mungel @nmungel]

@mattfreed this is an awesome concept