Divye Agarwal @Divyetweets

Something I never understood growing up. Schools calling out students in assembly for not paying fees. In front of their entire batch. Teachers. Seniors. Juniors. Everyone. The kid is already dealing with something difficult at home. And the school’s response is to make it a public event. A phone call to the parents would have done the same job. A quiet conversation with the student. A private note. Anything. Instead it was the assembly. In front of everyone. As if humiliation was the appropriate tool for a family going through a hard time. The place where you are supposed to learn empathy somehow missed the most basic application of it. I am not sure how many schools used to do this. Or how many still do.

One of our team members grew a founder's Instagram to 80K in 30 days. So we got him a PS5. A few months back, I made Aman a bet. Grow this account to 80K in 30 days and the PS5 is yours. Honestly said it casually. Didn't think too much about it. He did it. And seeing him hold that PS5, genuinely happy, genuinely proud, that was one of the most fulfilling moments of building @binge_labs for me and @aryanhainaa We keep making these bets at Binge. It started casually but it's become part of how we operate now. Set a crazy goal. Make it exciting. Watch people surprise you. Another person on the team just won his PS5 from a similar bet. And we have a few more Dysons in progress. Bets still running. People on the team grinding towards their own rewards right now. We're building @binge_labs like a game. Here's a challenge. Here's what's at stake. Go. Do whatever it takes. Here's what I've realized: when you incentivize people beyond their salary, beyond the regular, something shifts. They stop working for the job and start working for themselves. The goal becomes personal. And that's when people do their best work. But what makes Aman's story stand out for me is where he comes from. Tier 3 city in Bihar. Struggled a lot in life. Took a government job because that's what made sense at the time. Didn't like it. Quit. Joined a creator. Didn't like that either. And then found his way to Binge. I have enormous respect for people who don't come from privilege and still find a way to do exceptional work. No safety net. No connections. No roadmap. Just figuring it out. That's Aman. And that's the kind of people we're building @binge_labs with :)

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We built @binge_labs into India’s largest organic content company. 90+ recurring clients. Billions of views generated. 120+ team members. And we did it all with a fully remote team. Almost everyone told us the same thing: “Remote won’t work once you cross 20 people.” Here’s a guide on how we made it work.

Divye Agarwal @Divyetweets

a week ago

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A social media manager and a social media strategist are two completely different roles. And I think this one confusion creates more hiring problems in content than almost anything else. A manager executes. Scheduling posts. Writing captions. Replying to comments. Managing DMs. Keeping the page alive and running. That is the job and it is a real job. A strategist thinks. What formats to test. What topics to double down on. How to script videos. What is actually driving growth and what is just filling the calendar. Now here is the thing. It can be one person. Some people can do both. But the problem is most companies hire someone with the title of social media manager and then quietly expect the output of a strategist without ever saying that out loud. And that mismatch is where everything falls apart. The person does not know what success looks like. The company does not know why the page is not growing. Nobody is having the honest conversation about what was actually expected versus what the role actually is. If you are hiring for content, just be clear about what you need. Most companies skip that conversation. Then blame the hire six months later for something that was never their job to begin with.

@kingofknowwhere If done well, an easy $5-10k/month:))

@takeiteasyUrvy I agree, have individuals doing great work but not able to find an organization.

Is there a X/Twitter first company in India that builds content for founders, professionals, and HNIs and has results that are actually hard to argue with? Asking because I keep looking and the bar is surprisingly low out there. Drop recommendations below if you know someone doing this right, would love to chat:))

Last few days at @binge_labs have been incredible. A few milestones worth sharing. Nirupa Shankar hit 100K in 3 months. Some of the most premium content we've ever created around life and real estate. Proud of this one. @MukeshQAIT hit 50K+ in 6 months. Deep, thoughtful content on how education should be reimagined for children in India. A conversation the country needs to have. Ground Zero hit 200K+. An IP we've been building with @anant773 and @Famous_Studios over the last year. Raw, authentic stories of India that nobody else is telling. Geopolitics. Defense. Sports. Culture. Entrepreneurship. India First. Bhaswat Agarwal hit 100k+. Raw and real content that every working professional needs. How to negotiate your salary. How to grow your career. How to navigate corporate life without losing yourself. @mumbai_tech_ hit 60K+. Built almost entirely off the back of one event. The energy of that week translated into real, lasting growth. The Indian Parent Pod hit 100k+. A parenting IP we've been building with @NakuulMehta and Jankee. Not theoretical. Not preachy. Just real, practical conversations about how parenting actually works. Every time we see these numbers, it means something. But here's the thing we've learned building all of these: every account runs at its own pace. Some scale in days. Some in months. Some take a year. And that's okay. Not every account is meant to grow the same way or at the same speed. Forcing it never works. What works is staying true to the content, trusting the process, and letting the audience find you at the right time. Over the next few days, I'll be breaking down the science behind each of these. What actually worked. Why it worked. And what you can take from it. Deeply grateful to every person who trusts us with something this important. And incredibly proud of the entire @binge_labs team that makes all of this happen :)

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The biggest unsolved problem for every founder is hiring. And nobody is building a career around solving it. Let me explain. Every founder I know is still making final hiring decisions at 50, 100, 200 people. Not because they're control freaks. But because they genuinely can't trust anyone else to make them. And it's not the founder's fault. It's the system. Recruiters know sourcing. HR knows processes. Hiring managers know their own function. Nobody has developed judgment across all of them simultaneously. When a founder evaluates someone, they're not just looking at skills. They're asking: -Will this person raise the bar around them? -Can they handle ambiguity? -Do I trust their judgment? -Would I want them in the room when things go wrong? These questions can't go into a hiring rubric. They come from years of interviewing hundreds of people and watching who actually succeeds after joining. That's the feedback loop that builds real hiring judgment. And right now, only founders have it. But what if someone actually dedicated their career to building exactly this? Not recruiting. Not HR operations. But genuine, founder-level judgment across every function in the company. Own hiring quality across the entire company. Understand every function deeply, not to perform it, but to recognize excellence in it. Challenge hiring managers when standards slip. Make or heavily influence every important hire. I'd call this role Chief Hiring Officer or Founder’s Hiring Partner. Not HR head. Not talent acquisition lead. The person who owns hiring decisions the way a CFO owns financial decisions. And here's why this matters more than ever right now. AI is automating sourcing, screening, scheduling, all of it. The only thing that won't get automated is judgment. The ability to look at a person and know whether they belong here, whether they'll raise the bar, whether they'll thrive. That judgment will become the scarcest thing in any scaling company. The role should exist. Someone should be building toward it. And if they do, they won't just be the most important person in HR. They'll be one of the most important people in the company :)

30 roles at @binge_labs . Fully remote. Great work. Better team. Strategists. Editors. Writers. Designers. BD. PR. Clippers. And if you refer 2 or more people who end up joining us, we are gifting you a pair of AirPods. Email us at: [email protected] Full details on roles and what we are looking for in the post below.

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The most unnecessary thing people do in 2026 is call when they could text. Quick update. A question. Sharing information. A follow up. All of that has a perfectly good home in a text message that the other person can read and respond to when they are not in the middle of something. Calling forces someone to stop everything they are doing right now for something that could have waited two minutes. And then calling three more times because they did not pick up is not urgency. It is just not respecting that someone chose not to answer.

The most underrated skill in any workplace is having a good attitude for no reason. Not because the meeting went well. Not because the client appreciated you. Not because the numbers are looking good. Just a good attitude. By default. For no reason at all. Most people have trained themselves to do the opposite without realising it. They wake up already expecting the day to be difficult. They walk into a room carrying a mood that has nothing to do with what is actually happening. And the worst part is we give that a pass. Oh that is just how they are. But nobody talks about the person who trained themselves to default to good energy. Who walks into a difficult situation without bringing extra weight into it. Who assumes things will work out and because of that assumption, usually finds a way to make them work out. That person exists in every team. And they are worth more than almost any skill on a resume.

51 degrees feel like temperature in Delhi today. And genuinely the first thing I thought of was how grateful I am that our team does not have to commute through this. @binge_labs has been remote from day one. Every summer like this just makes me more certain we got that call right. People keep saying WFH does not work. I keep seeing more reasons why it does.

Before you think about building a personal brand, ask yourself one thing. Can you talk about your subject for five minutes without a script? If the answer is no, the issue is not content strategy, distribution or aesthetics. The issue is depth. You do not yet know your subject well enough for people to genuinely care about your opinion on it. And in an age where AI can script anyone into sounding credible, real knowledge is the only thing that separates a personal brand worth following from one that just looks like one. The people who know their subject deeply are about to become very rare. Most people are outsourcing their thinking faster than they are building it. Which means the ones who do the opposite will have an edge that compounds quietly and then very loudly. We are going to see very few authentic personal brands come out of this era. The ones that do will all have one thing in common. They knew their subject before they ever picked up a camera.

Most managers are just instruction machines. Direction. Feedback. Oversight. Repeat. What they never do is sit in the seat of the people they are managing and feel what that actually requires. So their feedback floats. It sounds right but has no ground under it because they stopped doing the work a long time ago. The best managers I have seen are never fully removed from execution. Even 15 or 20% keeps them honest. Keeps them connected to the reality of what they are asking from people. You cannot mentor someone through something you have completely removed yourself from. That is the whole problem with how most companies build their management layers. We made this a rule at Binge Labs early on. Still one of the best decisions we made.

There are two types of people in any industry. Commodities and recognized experts. Commodities explain what they do and hope someone picks them. They get compared, negotiated down, and ghosted with let me think about it. Recognized experts do not explain. They diagnose. They describe the problem their client is living with so specifically that the client stops wondering if this person can help them and starts wondering how soon they can start. The gap between the two is not skill. It is positioning. And positioning is just the clarity with which you can articulate the exact problem you solve for the exact person you solve it for. Most people are too vague to be chosen. Be specific enough that there is no comparison to make.

Something I believe deeply about running a service business. Your client's past, opinions, personality, and public image are not your business. Your business is delivering the best possible work with complete intent and zero judgment. None of that is your job. The second you start filtering your effort through how you feel about the person, the work suffers. You may not notice it. They will. Prejudice is the most expensive thing you can bring into a client relationship.

Hi @AnthropicAI @claudeai team, we’re reaching out regarding an urgent issue with our Claude Max organization account, which appears to have been unexpectedly restricted or effectively banned. We are currently unable to access our workspace or proceed with renewing/continuing the subscription. This has created a serious disruption for our team, as Claude is deeply embedded in our day-to-day workflows, decision-making, and production processes. Multiple critical tasks are now blocked, and we are unable to operate normally. We strongly believe this may be an error or an unintended restriction, as we have not engaged in any activity that would violate platform policies to our understanding. We would really appreciate it if someone from the team could review this case as soon as possible and help us understand what triggered this, and more importantly, how we can restore access. We’ve been trying to resolve this for the past 36+ hours through available channels, but haven’t received a clear resolution yet. Any escalation or direct support would mean a lot right now, as this is impacting ongoing work significantly. Requesting urgent help and review.