How to Clone Your Best Employee: Skills Beat Prompts, Build a Skill Dojo, & Using Evals.

All right, can you hear me now? We're good. Here. What the— you know, you can just— by the way, Max, I'm talking to Max, the producer, on the side. You could just say something because I don't think anybody can hear you. Um, so just say something real quick. Okay, I can hear you now. Okay, great guys. Thank you. So thank you for bearing with the technical difficulties. So anyway, today we are going to start to talk about, we're gonna talk about skills evals loops as it relates to growing your business, as it relates to cloning your best employees, 'cause that's what we all want. And we want some sense of predictability with our businesses, right? Everyone's like, oh, it's all about the process, right? 95% of the time it's not a people problem, it's a process problem. And while there's some truth to that, it's a lot of process theater that I've seen over the years. And it's like, oh, I read all these books about processes, documentation, and you spend an entire quarter documenting everything. I remember we had a quarter where we called everything a single-grain way and everyone started to document things. And guess what happened? 3 months later, nobody used any of that stuff. And so I'm going to show you how we're going about doing this right now. And I'm going to also take you through our Skills Dojo, a couple skills that are really cool. That we have. And also there's an AI marketing skills repo that we have that has about 2,600 stars on it or so. So good. And you guys can ask questions too. I'm looking at the chat right now. You guys can ask questions as we go through this. And it's meant to be interactive. And this will be kind of a working session here because I'm also working with my Hermes agent to figure out how we go about translating our skills and sanitizing our skills because I have about 360 skills in my Hermes, but you all watching this right now, you might be ahead of other people at your company when it comes to AI, but it doesn't matter if other people around you don't get better. We want to think about those of you that follow basketball as an example, or really a lot of these team sports, you want to be the point guard. As an example, that really just means that you are distributing the ball, you're making everyone better around you. Hopefully, if there's one thing you can take away from this, It is how you go about skillifying your entire organization. Okay? So let's get into it. I'm going to show you a couple things. Maybe I'll start with some results here. Okay? So this is my X account. And if— here, I'm going to show my screen over here. And this is what it looks like. Here we go. Okay. So this is my X account. And really this is December, last week of December. That's when Opus 4 or 5 started to really take off or Especially on X, right? Maybe November for some people, but December, at least for me, that's when it really started to take off. And then January comes and then OpenClaw, boom, OpenClaw comes out, right? And then I just start writing more and more X articles. Okay. But then with OpenClaw and with skills, I'm like, well, I don't want to have to keep repeating the same process every single time. And so we basically made an X long-form skill. And then what happened was as I continued to get busier because I could do more stuff, Basically, we had great members of the team. Multiple people now are actually using skills and they're compounding off the different skills that we have, right? So they're forking the skills. And basically when you fork a skill, that means that you can make it into your own. You can upgrade it, right? And then if I decide that I like it down the road, I could just merge it into the main skill and it can become the main version. And you can see we're only in June 18th right now, at June 18th, right? And we've already broken the record. So I think we'll probably break 3 million views, but— Going from, call it December, $183K, $275K over here. But really I wasn't getting, let's just call it maybe an average of $100K before on impressions. This month will be $3 million and maybe $3.5 million. And I think we're starting to get ourselves in the flow. But you can't really do this without compounding off of skills. Recently there's been some people that have joined the team and it's been easy for me to work with these people directly. And I can't do this with everyone obviously, but it's been easy for me to work with these people and mentor these people because of these skills. These skills ultimately add a lot of leverage, right? And so right now on X, you see maybe like a month or two ago, people like Gary Tan from Y Combinator, he's like, you want to have fat skills, thin harness, right? And what that means is you want to have really skills that go deep and then the harness that you use doesn't matter as much. The skills need to be portable. And I learned that Last week when I thought my Hermes was screwing things up and it wasn't that, it was my DGX Spark that started to slowly die. It slowly started to die and now this thing won't even boot up anymore. I'm like, what the heck happened? But I was able to, as of yesterday, port over skills. I thought I lost all the skills and I thought people that were using my individual Hermes agents that I made for them, I thought they lost their skills too. Turns out that I was able to recover 360 of the skills. And that's what's actually important. It's not the harness itself, it's actually the skills, right? And so the sooner you start to do this, the better. And I didn't think much of the skills a few months ago, but the more I think about this now, this is why this week in all hands with my team, I'm just like, guys, skills help us operate in a more consistent way. And if you want to deliver consistent work, and you want to retain your customers and grow your customers and you want to make sure that you hang onto them, right? Well, sorry, not hang onto them, but maintain, grow, but also get referrals as well. That's what you ultimately want, right? Max, did you just change my look? I'll take it, but looks like I'm a little different now, but I'll take it. Anyway, so this is one of the examples, okay? But not only that, you're like, oh, Eric, that's cool. You're getting more views. Yeah, we actually get conversions from this too. We actually get leads from this. Because of the different harnesses that— or sorry, the different skills that I have, it was able to launch our single brain website that actually drives leads. I'll show you what that looks like right now. This is the single brain website. Now, is it the most perfect website? No. But because we have a skill now that allows us to deploy these pages quickly with the right analytics, with the right tracking, that makes it easy for us to spin up new landing pages and things like that. This is it for Single Grain. All that to say is I'm going to show you some of the skills over here and then I'm going to go into our Skills Dojo as well. I think everybody needs to be making a Skills Dojo. I'm going to talk about the methodology and the thinking behind it as well. This is the AI marketing skills repo we have. If you go to singlegrain.com/skills, it will redirect you to this page. What you see here is that we have a— here's a skill, clone website. So if you like the single brain website, the one that I just showed you, you can use a clone website skill. Or there's a content eval here that you have. Or there's one for a lead dossier. So let's say a new lead comes into your website. Well, what if you wanted to do multi-source account research? You wanted to cascade enrichment and lead score it. Now when a lead comes in, we'll see how fast is this company growing right now? Who are the main stakeholders? How do our products and services fit in? What news seems relevant for us to talk about for the discovery call? And we should be running this every time. You can see the architecture for this and all this over here. So instead of you having to think about this, I would just recommend, for me, I see a lot of people sharing interesting stuff. Oftentimes I'll just go and try a skill and if probably 80% of the time I'm not going to like it, but maybe 20% of the time I'm going to like it. And maybe I'll just steal it. And then maybe a small percentage of time I might upgrade that skill for my own purposes, right? 'Cause we all have different goals. And so I have this little finance ops skill here that saved me $500 grand. Literally I ran this skill and you can see, okay, this is your AI CFO that finds hidden costs in 30 minutes, right? Am I saying cut your CFO? No, I'm not saying that. I'm just saying that instead of waiting days or weeks to get your data pulls, you can do this a lot faster. So you can pull your QuickBooks exports and then you can pull whatever else that you're using. Maybe you're using Ramp or something like that and it'll give you an executive financial Summary, profitability analysis, people cost breakdown, tool subscription audit. And so basically for me, it said, hey, you're actually spending a lot on these tools over here and you're spending a lot over here on maybe contractors that you might not need based on the goals that I know that you have. And it'll call it anomalies, it'll call it maybe duplicate spend as well, because duplicate spend happens. And so in a span of me running this in the next 3 days, I cut that $500 grand in costs. And so that's pretty cool. And again, you can just go out there and steal this. So there's conversion op skills, there's SEO skills, there's podcast ops, there's revenue intelligence. There's this X long-form post, the skill that you saw my X just growing like that. You can just take this. We combine skills in here. There's an X long-form post writer and a humanizer. This writes long-form X articles. It takes my voice. You got to think about what your voice is. Then it tries to humanize it. It takes out this whole negative parallelism stuff. It's not about AI, it's about human. You see that a lot in AI writing. You see a lot of em dashes as well. And vague attributions, we don't want that too. So we also want diagrams in it too. So we want these ASCII diagrams. And so a lot of people ask me, oh my God, Eric, you're spending so much time on these articles. How do you do these diagrams? It looks like you work really hard at— nope, didn't do that. It literally is ingesting a lot of my content from other sources. And that's how I used to use this ex-long-form skill. So anyway, Steven's asking here, and maybe I will cover this, hoping you cover what to do with Claude versus Hermes, Claude steal versus Hermes skills. Okay, I will cover that in a moment. That's a good question. You guys can drop your questions as we go through this. Again, it's meant to be interactive. And let me jump over to our— I'm going to jump over to our Skills Dojo just to give you a little preview. And I'm going to talk about how to think about skills, evals, and loops and how these all combine. Because you have Peter Steinberger, creator of OpenClaw. Oh, it's all about loops now. And then you have Boris Cherny, I think that's his last name, from creator of Claude Code. Yeah, I haven't prompted anything for a while. It's all about loops now. The whole internet goes crazy about this. At least the X community goes crazy about this. We'll talk about what loops look like because I had Matt Van Horn on my podcast maybe a week or two ago and we were talking about loops as well because he wrote a post about it and it got like, I don't know, 2, 3, 4 million views on X. Anyway, let me jump over to our Skills Dojo and guess what? Guys, we might make this public. Okay? So if you want a preview for the Skills Dojo, type skill into the chat. I just want to see who's interested in this, but don't type it in yet. Let me show you it first and then you can say if you're interested or not, then we can decide if we want to make it public or not. So don't type skill yet. So this is our Skills Dojo. Okay? And what this does is it has a lot of our— we just added this, I think maybe a couple days ago this week. So this is now internal to my team. Again, it's cool if I have 360 skills, but I want my team to have access to as many skills as possible. Some of them you can't give access to your team on, but I'm just telling you, if you have a skills dojo like this, this is great. We have the X long-form post writer. You can go in here. It's almost like a— think of it like GitHub for skills. You can call it Skills Hub. The skills that I just showed you earlier, this will write long-form X posts. How many bookmarks it has, how many upvotes it has. You can copy the prompt for it as well. You can see the adoptions by different teams that we have too. The voice, the structure, the ASCII diagrams. Honestly, this looks better than the GitHub repo that I showed. Here's a pattern checklist as well. Here's a humanizer scoring thing. The whole idea here is if someone on my team, they decide that they like this, they can download this or they can upvote it. It's almost like Reddit almost, and you can see what pops to the top and what pops to the bottom. In essence, it's almost like a little app store as well. So keep in mind, this is going to continue to grow over time. And by the way, if I publish a bunch of poo-poo skills, then they're just not going to rise to the top. Just think about how much garbage there is in the Apple App Store or the Android App Store. There's a lot of garbage. And so the whole idea here is we're just going to continue to make this better and we want to continue to add our fat skills to this thing so our team can use this. And also at the same time, you're going to see who's going crazy with this stuff and who's uploading the most used skills. You're also going to see who needs some help too. And your team can go out or you can go out and help these people. You're also going to see who needs help, who accepts the help, and who needs help but doesn't want the help. Okay? So you want people who are willing on your team. And as long as they're willing, there's usually a way, right? But if they're unwilling and they're capable, then that's a business decision that you have to make. I'll just leave it at that because I do think a lot of these things are very teachable. And as long as, again, as people are coachable, you're going to be fine. So again, these are just kind of the intro skills here, but later today I'm going to be adding skills to this. I'm going to be adding the 360 skills that I recovered. So we have a published skill section over here. So we can publish a new skill. You can publish a new version. I'm going to be combining them. I'm going to have my Hermes basically zip the ones that are safe and that are high leverage. So maybe it gets cut down to 100 skills or something like that. And then I'm going to upload it here and then I can decide on the safety and the privilege level over here. Is it draft only? Is it read only? Internal write? Can they send with it? Whatever it is exactly. And so again, this is very much a work in progress for us, but the whole idea here is when we send this as well, this is going to sanitize it. Your skills might have certain API keys in there, for example, or certain passwords in there which you don't want other people to have. When you're uploading it to a Skills Dojo or our Skills Dojo, then it's going to be sanitized before it gets published. Then the machine will also double sanitize it before it goes out there. Again, I think everyone should have a version of a Skills Dojo. I think from a metric standpoint, again, you can see who's adopting it, who isn't, and who's engaged and who isn't, and what's the most downloaded skill. So all that to say is if it's true that most of the time the problems that you have in a company are a process problem, well then it's on you to make sure that most people, for repeatable things that you're doing for customers all the time, most of them should probably be skillified. in some way, shape, or form. And then the best versions are going to rise to the top. And sometimes the best forks are going to rise to the top as well. When let's say someone on my team decides to fork a version and it ends up getting way more votes than mine, it gets way more usage, then yes, it's democratic, right? So all that to say, also, let's say someone's joining my team and they're on the sales team, for example, or maybe they're on the paid media team or they're on the SEO team. So we're going to have these skills packs for people where we can just say, hey, you're onboarding to the company here. Just take some of these packs over here and go run with it. Then over time, they're going to improve the skills too. Again, the most used, the best used stuff should rise to the top. Yeah, it should be democratic in that way. All that to say, so we're planning to give this away for free. Drop skill into chat if this is something that you would like to have, because it would be cool if we can all share our skills out there and we could all have them be sanitized and we could all learn from each other. And then we'll probably have different sections for different types of businesses. So cool. Maria says skill. Robert says skill. Brad says skill. Nick, Neil. Okay. We have a good chunk of people. So again, drop skill in there because I think we can see after this webinar who actually put skill in there and we can see who we can give this early access to. By the way, we're going to talk about skills. We kind of broke down already, but let's talk about evals and loops too. And so there's also verification checklists too to make sure that Whenever a skill is like, when we're reviewing these skills, making sure that there's a clear owner for each of these. There's a clear team that it's dedicated to, that there's an outcome statement that's when to use it and all that. It's important for you to have these checklists in there. Otherwise, if everyone just YOLOs with this, it's not going to be a good look. That's what I would say. This is the admin look. I can see who's trying to upload stuff. who wants to approve or disapprove it. Probably have a machine help with this too, just to do a first pass. But that's the Skills Dojo. Okay? And fun fact, I tried to buy skills.co today. I offered $20 for it. The counteroffer was $175,000. So anyway, these domains aren't cheap either. So let's go over to this because this is what I've been training the team on, right? Because I've been doing these apprenticeships, almost like Jedi trainings with the team because it has worked for a few people on the team. I'm like, okay, well, I want to see how we can roll this out to maybe a broader team and then maybe a couple people on the team and then they can roll it out to the broader team. Because I want these people to then become Jedi Masters on their own and then they can train other people. Because then I can scale myself ultimately. We have about 3, 4 weeks of training left and this is my teacher's kit that I made using, I think I used Claude Code to build this. But anyway, all that to say is we are by the end of this training. And so yes, we have a Skills Dojo, but it's like, okay, that's not that helpful if you don't train your team on how to use it. So part of the reason I'm also doing this webinar too is so we can reuse this training. One, Max, this is content. But 2, we should make this more repeatable because as I continue to update my views on this stuff, this will help in terms of our group training. So by the end of our 6-week program here, every person can build and use Claude Code/Codex skills and they have 1 to 2 real skills shaped to the Skills Dojo with evals. There's that word again, right? And has the confidence to train others on this. One person doing the work of many, 4 to 5, even 10 jobs by leveraging AI. And so I was at an AI mastermind with a bunch of founders a couple weeks ago. And one of the guys said, so he used to be a pro, let's just say pro hockey player, right? And he works in, let's say he's in the services business. I'll just give you an example. And he's like, in my industry, I'm always looking for people that can do 5 or 6 different jobs. And then the rest of us who are kind of in software, we're like, Yeah, 5 or 6 different jobs, right? Because the reality now is Coinbase talks about this concept of this pod of one, which is where you might have not just an engineer, you might have an engineer that functions as a product person, as a designer, and then you can swap these around, right? If you're a designer, you can do some product stuff, you can do some engineering work now. So I see this no different with my services company, my marketing services company. Why can't— I know I can do a lot more now and I've seen people on the team, they can do a lot more now. Yeah. and they're having fun while they're doing it, the only time where they feel held back is when other people aren't doing it, right? And so anyway, all that to say is, okay, well, how can I create the conditions for success with these skills, with these evals, with these loops so everyone can come along or everyone has the option to come along? Not everyone's gonna come along, but if your job as a leader is to create the conditions for success, and if they wanna come along, they come along. If they don't, that's on them, okay? So anyway, this program over here, you can see like each week we have this, every week there's a run of show, right? where we unpack things, we build, we show to each other. What I wanna call out here is we talked about what a skill is just at a high level. A skill is not a clever prompt, it's a packaged capability that the team can reach for again and again. 5 traits separate a skill from a one-off. It's one clear job, it's reusable, it's documented, it encodes your standard, and it ships with its eval, which we're gonna talk about right now. What is a good eval? When I saw people writing about evals maybe a year ago on Twitter, or X, I was like, man, that's just for developers. That's not for me. It sounds scary. What is a cron job? I didn't know what a cron job was before. I'm like, oh, that's just for developers, not for me. I would encourage you to liberate yourself from that thinking. It's just for developers. It's not for you because that no longer exists. Cron job, just a chronological job. You're just setting a time for a job to repeat. That's a cron job. An eval, It's evaluation, right? Or you can just look at it as what is the definition of success? What is the definition of done? Because if you don't define that definition of done to the machine, how is it going to know? In some cases, if you run a /goal command or a /loop command, you just have it continue to go and it doesn't know when to stop. Guess where your tokens go? Down the drain, right? The way you want to look at eval is just forget about the word eval for a second. So when you read a draft and you think, well, that headline sucks, that creative sucks, or man, that interview with that person really sucked, or all these things, what does a good proposal look like? All these things that you do over and over, you have an eval running in your head and it's an eval. I mean, it's judgment, right? It's judgment that you have and you're trying to pass on this judgment. People are like, oh, humans are for judgment. The machines are for doing. Well, no, you need the machines to judge as well. You need the machines to think. But the more context you give it, the more judgment you pass to it, the easier your life is going to be. And so eval is just, it just writes that judgment down so a computer or a teammate can run without you the same way every single time. Okay? So our rule in our Skills Dojo is if you're going to write a skill, you must have, if you want to submit it to the dojo at least, if you don't have an eval, you don't define it, We're going to reject you. That's just how it is. You have to have some type of quality in there. You have good skills, you have good evals. Now the next step is a loop. The easiest way to think about an agentic loop right now, everyone has their own definitions. If Boris, the creator of Claude Code, is like, I don't prompt anymore, I just type loops. Really, it's just a version. I'm just looking at my Codex on the right side. I'm using Claude Code as well, so I use both. I just keep spamming /goal. As long as I've defined what I'm looking for, I just keep spamming /goal. Then you can do /loop as well inside of Claude Code. To me, it's just you're able to run these tasks longer. If you plan it out more, you can use the Grill Me skill from Matt Van Horn, or you can just ask it, use any of the plan solutions from each of these. The more deeper your plan is, the longer your /goal or your /loop is going to run. To me, it's just a version of that. So I think this is all on the way to recursive self-improvement. I don't think we're there yet where the system gets better on its own. We're not quite there yet. I think we're going to get there within the next 12 months or so. But right now I think it's like a couple months ago we were talking about Ralph loops, the Ralph Wiggum loops. That was like a version to get to /goals. Now we have /goals, there's /loop as well. And then eventually it's going to get better and better over time. The models are getting better and better over time, and then eventually it's going to get into You get into recursive self-improvement. But if you have good skills that you daisy chain with your plans, it's just going to be able to run longer. If you are very broad with how you've defined something, you don't have good skills, you don't have the fat skills, you don't have a good plan in there as well, then it's not going to go very far. And part of a loop to me is also if you're defining a really— you want a long-running thing to go, like a long-running command. Yes, What I just mentioned, that's important. But you can also say a version of a loop is a bunch of these skills daisy-chained together with evals in there. So an example of this might be around like we do AEO, SEO, we do Reddit services on the agency side. It's like, okay, well what do we have to do on the SEO side? We have to think about keyword research. We have to think about competitor research. We have to think about internal linking. We have to think about, oh, if we're gonna do data storytelling, how's that gonna look? How does Reddit fit into this? How does YouTube fit into this? These are all skills that maybe can be invoked based on whatever the customer is looking for initially. And then there's an onboarding skill for that too. Based on that onboarding skill, what other skills activate here? And then that is basically your onboarding loop. And then from there, maybe you want it to be a longer running loop, then you can decide if you wanna run it through a slash goal. And so I will say this, nobody has a perfect definition of what a loop is right now, but that's my interpretation. And I find more people are saying that right now than not. Yeah. And when I did the talk with Matt Van Horn, it was a great talk. And he talked about a lot of different skills that he has, like Last 30 Days and Grill Me and things like that. And his printing press CLI, those are all cool things that I recommend you watching that one. It's on my YouTube channel. But I would just say that I don't think he had the best definition either. And he kind of just said everyone's just kind of making it up as we go. And so I think we'll eventually settle on one, but in my opinion, it's you're looping Looping is basically you're combining a bunch of your skills together that makes sense to combine with evals in there that makes it clean. And then if you want it to go deeper, then you can decide if you want to execute on a slash goal there. All that to say is this is what it looks like. And then we even have skills and skill.md and eval templates in here. I would encourage you all, I think it's one thing for you to watch me talking about this right now, But it's another thing to actually train your team on it. And it's a joy for me to train the people that want to be trained. It is hell for me and also probably hell for the other person when they don't want to learn. And it's so easy to see. So that is how I'm thinking about this right now. One more thing I'm going to call out for you before maybe I answer some questions here. Thank you, Brad. I appreciate you saying that. One more thing I want to call out. So as you continue to build these skills, these evals, these loops in your organization, and then maybe you're using our Skills Dojo, it's also important for you to establish an operating model because things are changing so quickly. And I actually got this from my friend who was Special Forces in the military. And so he said this, he said once he implemented this, it changed his company completely. Yeah, Max, that's a pretty good hook. So maybe if I say something insightful here, maybe there's a good short form here. So we'll see if I say something insightful. So again, one of my friends, Special Forces, now has a business. He said once he did this, it changed his business completely. Okay? So he's just saying like 90% of the problems went away overnight. And it's this whole military framework around command through negation. And I'll just explain at a high level here before I go through this artifact. And maybe we'll talk about this artifact skill as well, design.md skills, right? So, but this command through negation concept is basically Instead of your officers or your commanders needing to ask for permission every single time, it's more so, hey, I'm going to do this by this time unless otherwise directed. So instead of saying, hey, I'm waiting on this person over here, so-and-so's waiting on the client over here, I'm waiting on this person over here who's waiting on this person over here who's waiting on this person over here, I just say, F that. Okay? And so my friend was pretty hardcore with this. He rolled out this command from negation piece because That's how he's used to operating in the military. He says, if you're going to ask me on— if you're going to let someone else be the holdup, I will fire you. And he said this in front of his entire team. And so I was like, oh man, that's pretty hardcore. But here's the thing, you know that the natural behavior or natural, just anything when it comes to physics is everything kind of falls back to inertia. Now, if you're listening to this and you're watching this, let's say you're a founder or a leader. Your default position is not inertia. Your job is to actually turn up the heat. When the room starts to cool down, your job is to turn up the heat. Okay? So now whenever people, like for example, earlier this morning someone was asking about, hey, you have this call over here at this time, but then it overlaps with this call at this time. And I'm like, what the— I want to blow my brains out, right? But I'm just like, You know what? We have this command through negation thing over here and what would you do in this situation? Once you create an artifact like this, you just keep pointing back to this. I realize I had talked about this 2 weeks ago, but I think in the last 24 hours, once it reoccurred to me that I wasn't reminding people enough on this, I think I busted this out 4 or 5 times in the last 24 hours. This will help you solve a lot of problems because you've defined the operating model here. So stop letting silence become a cue. The standard is you wanna be default go when it's safe. Okay? So you want reversible, low-cost work with a visible objection window. So, okay, let's say you hire someone new on the team, or maybe someone's your virtual assistant as an example, or your executive assistant. You might say to them, okay, any decision that's less than $500 default, I want you to go. Okay? Anything over that, you probably need approval there, right? Other stuff, obviously you need to have some guidelines around this. If it involves money or legal, security, HR brand, you wanna have some standards around this, right? So this is something I'm gonna continue to share with the team 'cause my job is to be the chief reminder officer, but you wanna turn every blocker into a default path, okay? So I will do X related to Y by Z time unless otherwise instructed. So there you have it again, unless otherwise instructed. So X is the concrete action. Y is a project decision, client asset, or risk area. Z is the exact deadline or checkpoint. The phrase works only when the action is safe, reversible, visible, and easy to stop. Okay? So all that to say is you are, instead of saying the— doing this permission laundering thing all the time, you're trying to drive autonomy with guardrails. Okay? So all that to say, and I keep saying all that to say, but I would encourage you to have something like this because this is also a skill that we have And this is, you can Skillify anything. Okay. So I would say you listening to this right now, maybe go to the YouTube channel after this is live on the YouTube channel, take the transcript, go to youtube-to-transcript.com. And I'll just say that, uh-oh, my camera died. Am I still alive? Max, still alive? You can just change how I look over here. But anyway, so I would just say that take this, go to YouTube to transcript, take this video and then just say, how do I skillify it? Everything that you're working with, how do I skillify it? If you have a great conversation with the customer, you have a great discovery call, you have a great proposal call, you have a great call internally, have that recorded in Granola, have that recorded in Gong, whatever call recorder that you're using, how do I skillify it over and over? How do I skillify it? And then what's going to happen is Let's use the X long-form skill that I showed earlier. I started that a couple months ago. If we still kept using the same version of that today, the alpha version, it'll be outdated. The goal is to establish the foundation of the skill and then you're constantly adding more layers on top of it. You think about the earth, earth, for example, the earth. Earth, we have core and then you go to the other layers and then it just goes higher and higher and higher and you have more sediment adding on top of it, more layers, more layers. That's how I see skills evolving over time. And I see something like a Skills Dojo being able to democratize the skills that are high performing. And that's just gonna change over time. So what's gonna happen with your organization is people are gonna come and go, but your skills are gonna compound. And if you start doing this right now, you're gonna be ahead of other people. And one more thing I'll say before I answer more questions, and you guys can start to drop questions into chat, but just think about this. Google CEO said this, okay? If you don't start learning this stuff right now, it's going to be very— you start learning stuff in 2027, you're going to spend all of 2027 catching up. And I've talked to a few people about this. Matt, for example, actually he co-founded Lyft, the ridesharing company, right? I've talked to a handful of people and some people, they believe that, oh, I can just learn this later. And I just don't think you can because If you're compounding your intelligence every single day for a year and someone else tries to join in later, let's say it's the same business, right? At least for the next couple years, I think you're going to have an unfair advantage. And then now you even look at the kids coming out of high school, you look at the kids coming out of college right now, they're default ahead, right? So you almost have to jump on this right now. I think eventually down the road in the next 5, 10 years or so, There's probably gonna be a level of maybe equilibrium. But I just look at this as the early days of the internet, for example, it took 5 years for people to adopt, companies to adopt using email. Okay, well, the companies that were ahead in the 5 years before that, what kind of advantage did they compound? I remember Amazon started in 1998. I was using, I think in 1999 I was using Google already and I had an unfair information advantage. Again, eventually everything kind of smooths out, But you might as well eat this advantage up all you can. And I think skills evals loops are a great way to do it. I think having a dojo for, I think establishing these kinds of, you know, using design.md to have more consistent designs, for example, having these operating models that will help keep your team moving in the right direction. Because if— Let's say Evan on this call is moving this way, Christian's moving this way, Brad's moving this way. Okay, Neil's moving this way. We all might be moving really quickly, but we're unaligned and we're misaligned and we're moving the wrong direction, right? And we're not going to go anywhere because we're all moving in different directions. But if all 4 of us are aligned in the right way, all 4 arrows are pointing this way, then that's going to be a good thing, right? And so for someone like me who's played a lot of games growing up, I feel like this is a video game, right? Because I keep getting to set all these things in place, all these I'm finding all these treasures along the way and I'm getting to implement these treasures or these, not even these treasures, whether it's weapons, armor, whatever it is exactly, I'm just constantly upgrading all the time. You don't want to be like the people that are stuck at level 1 that are still, I don't know, hiding, waiting for life to change for them. So that's all I'll say. I'm happy to answer some questions now. I know Steven or Stefan. Hoping you can cover what to do with Claude versus Hermes. So Claude skills versus Hermes skills. So to me, they're interchangeable. So you just saw the Skills Dojo that I shared, hopefully you did. But to me, you can certainly create these skills inside of Hermes or OpenCLAW or Claude. The main thing is Skills.md is not just limited to Claude. I know initially Claude came out with Claude skills. They were the first one. But that's like that MD format, skills.md is not just limited to Claude. I'll just leave it at that. And then some, I think Open Claude and Hermes both have sol.md and that's not standard for Codex or Claude Code, but skills are. So skills are interchangeable. And again, I didn't pay much attention to this in the beginning because it was all very much focused on me. But recently I've started to focus on, hey, how can the entire team start to use these skills? And I think people are starting to wake up now. It's like, yeah. And it's important for you to call it out too, because it's like, if you don't call it out and show them what the— if you don't provide a team an eval, they're not going to know what to follow. And by the way, because humans are not as precise, I would say, as a machine in many cases, you need to remind people quite a bit. So that's what I would say. So let's see. And then one final thing, and happy to answer any questions before we hop out here. But I would say one important thing too, like I mentioned, again, I'll show you the DGX Spark that I just have sitting in front of me over here. So this is from NVIDIA, right? You would expect NVIDIA to have a very reliable device. And I think they're a great company, right? Still the most valuable company in the world. But make sure that when you're setting your skills up, that you have some form of a daily backup, right? Or maybe even a weekly backup. Yeah. Because you don't know when these things go down. And initially I thought I lost everything on this device and I was trying to recover it. But turns out once somehow I was able to use my Codex to get the setup back to basically where it was and I was able to revive it. So now it's sitting on my other DGX Spark, but you want to make sure that you set up bookmarks, not bookmarks, but some way to back up your skills. So that being said, I think we have, do we have one more question here? Nope. I think that's basically it. So hope you guys enjoyed this. Go subscribe to the YouTube channel because we have a lot more stuff like this coming and we will catch you next week. I think we're doing these weekly right now. So weeklies, Thursdays, 9:30 AM. Next week I'm doing a webinar, I think with Moz. So you can check that one out. That's 10:30 AM Pacific. So we might just go to that one. So anyway, catch you all later. Thank you all for joining and have a great rest of your day. Bye.