Grateful for almost 5 years @automattic . Excited for what’s next @supabase . First week onboarding involves building something on Supabase. Here is what I built. An AI powered web analytics app you can self-host using SB auth, db, realtime and presence. Features include:.-

RT @kiwicopple: we just dropped 7 new components in @Supabase UI. This one's a bit different: it's a "Platform Kit" which you can use if y….

This was fun to create. Give LLM a Database + Cron + MCP for a killer combination. Cron jobs effectively send prompts to the LLM creating a loop (autonomy). I will be using this personally to help manage my life to see how it handles long term data.

11/ Assume positive intent, but also don’t be a jerk.

10/ Communicate regularly and concisely but not to the point where it’s a chore. Don’t over analyze. Lean towards action as action can often be the best way to unblock or communicate an idea.

9/ Keep energy high by celebrating the wins. @supabase has a #team-positive Slack channel that is a motivation multiplier.

8/ Adopt a systems thinking mindset. Don’t solve three problems with three solutions, solve them with one solution. Applies to product, applies to design, applies to engineering. For every new addition or change, consider its relationship with the rest of your product.

7/ Hire designers who can code. It makes prototyping easier. It makes collaboration easier. It increases velocity and quality. No excuses with today’s AI tooling.

6/ Design leadership needs to be able to let go. Micromanaging does not lead to quality, it can do the opposite. If you can’t trust the team, then either you are not in the right place, or you have a hiring issue.

5/ Don’t let “culture” hinder the work. Perhaps a controversial take but I’ve been in teams where the culture takes on a life of its own and negatively impacts hiring quality, team velocity and pushes talented people away.

4/ Keep innovating. Balance foundational work with figuring out the next big thing.

3/ Increase your hiring standards. Do whatever you can to attract top talent. If you don’t have the brand name, or aren’t working on something truly innovating, pay more. Hire ex-founders and tinkerers which can be a good proxy for those who will be 2x as productive.

2/ Leadership that is deeply engaged in product decisions and can unblock them if needed. “Founder mode” not required but just be involved in the process and know your own product.

1/ Clearly articulated product strategy, including positioning, directed by leadership that explains the why and how and informs/inspires the what. This empowers teams to be autonomous and run in the same direction.

After 15 years in tech, majority of which has been remote, here are a few observations around what makes a high functioning remote team 🧵.

Come join us!.

Google Cloud console in general is just a nightmare to use.

The Google AI Studio team desperately need to hire or bring in someone to level up the experience. There is no reason it should be this bad when it is such a key part of the Gemini adoption journey.

You can go from creating -> testing -> editing an edge function in minutes via the @supabase dashboard. Fantastic way to prototype quickly before moving to local! Here is an example that queries the database, calls Open AI and then returns the result.

RT @boltdotnew: Bolt 🔗 Supabase integration just leveled up!. → Connect to an existing Supabase project.→ Pause & Resume projects from Bolt….

Always an interesting design discussion. Opinionated interfaces or flexible primitives? In this case RLS editor with name, table and command inputs vs a generic SQL Editor that accepts an initial query (e.g. alter policy) and example AI prompt. Please try and provide feedback!.