#■○●□ Dedicated The World's Teammates to Workforce & Achievement

[sam120684]

[thetaplowgroup]

How do some people start so many startups?

One of the key factors behind an organization’s success are its people. Your employees are your organization’s backbone. Without the right people for the job, even the greatest product or idea will not translate into success. This is where Global Executive Search Services come into play. They help you find the right people for the job and ensure you build together something meaningful & phenomenal. Some of the key factors you should keep in mind while conducting Global Executive Search are: -

Highlight Your Company’s Code of Conduct People who work for you need to relate to your code of conduct and their value system should be in line with it. It is not just about impressing customers or having a few good annual ratings. Your employees are your representatives in the real world and should stand for the same things you do. Once you are clear about the larger picture, have a fair idea of the work environment you’re aiming for, core values of the organization, you can go ahead and hire global management consultants to help you find people who are in line with your vision.

Review Behavioral Aspects Sure, degrees and experience play a key role in the interviewing process, but one should never underestimate attitude and their behavior. It is essential to have a workforce that has the right skillset as well as mindset to help you overcome all possible obstacles and challenges. While conducting Global Executive Search, one should always seek answers to relevant questions like - Where do they see themselves in 5 years? What are their short term as well as long term goals? What has been their biggest risk so far? Answers to such thought-provoking questions will help you determine if the person is right for the job.

Have Specific Requirements When you are conducting interviews and building your workforce, you should be crystal clear on the job description. One should carefully develop roles and know their importance towards the company’s growth. Having well thought out job specifications and descriptions helps you focus your search and find the right person for the job more efficiently.

Don’t Delay Finding the perfect candidate can be an excruciatingly hard task and long process. So, once you are sure they are right for the job, act quickly, don’t drag your feet. Chances are, they probably have enticing offers from other organizations too. All the time you spend contemplating and pondering could potentially cost you your perfect asset.

Businesses, be it big or small, are largely dependent on people behind the products or services being offered. Running a successful organization is not a one man’s job, no matter how great you might be in all the roles. Hence, it is imperative to hire people who are as passionate about your business as you and serve as its ride or die. The employees’ passion, enthusiasm, and loyalty is what drives an organization to success. Forming the right team can be a taxing process. So, take as much time as you need, put in the work, and build yourself a workforce comprising of gifted, dedicated individuals who will help you construct the perfect organization.

Our global executive search consultants will ensure that the right positions are filled by the right leaders. We are committed to finding the best fit for your organization. It is essential to hire the best talent for each executive position to pave the way for the phenomenal growth of your organization. If you are looking to fill global executive positions, then look no further than our world-class results-driven global executive search services

If you genuinely want to evolve & keep testing your limits, you must place yourself in an environment where you are constantly learning. For an organization to compete in today’s market and have a fair shot at winning, it needs to have a phenomenal leadership and constantly invest in their current as well as prospective leaders. This is where our training program comes into play. It focuses on developing & enhancing the most important of skillsets for your company’s best. We have spent years of research and devoured CEO recruiters experience to ensure we can provide the candidates with the best learning experience.

Our CEO training program focuses on polishing your leadership expertise, improving your management capabilities, and making you more accessible and receptive to your team. The program ensures that your decision-making skills and ability to resolve conflicts in an effective manner are at par with the best in the industry. Furthermore, we help you present your A game every time you encounter a challenge. A good leader should not only be at the top of his game but also needs to establish that all his teammates are too.

Our CEO training program promises to help you become a trendsetter capable of driving change and warrant that the company is reaching new heights constantly. In our CEO certification, apart from training you on how to communicate direction, drive innovation, and bring about change, we also focus on your personal leadership traits that ensure you are the most suitable leader of tomorrow.

1. Advancing Your Emotional Quotient A lot of CEO recruiters make the mistake of not paying enough attention to Emotional Quotient during the selection process. EQ is significantly more important than a lot of other factors such as IQ, technical skill etc. A well-developed EQ is what differentiates you from your peers. If you cannot channel and compartmentalize your own emotions, you will end up letting out the frustration on your employees. First you lead yourself, then you lead your team and organization towards success.

2. Building The Dream Team Ambitious, driven, and passionate individuals who understand & cater to the organization’s needs are essential for organizational success. Teamwork makes the dreamwork, after all. We help you build skills that enable you to build and lead a strong team of achievers.

3. Safeguarding Accountability and Productivity Communication and accountability go hand in hand when creating a healthy work environment. As a leader, you need to be an excellent communicator and ensure that your team is on the same page as you when it comes to goals and responsibilities. Having an approachable attitude is key to building a healthy relationship with your employees, but at the same time you need to be stern and hold them accountable, demand timely results for the organization to truly progress.

Our CEO certification will equip you to lead your organization in a coherent manner and ensure that you and your employees’ flourish.

At The Taplow Group we help you source the best-fit for your organization’s leadership through our executive search consultants. To know more about our services like leadership coaching, professional hiring, management consulting, reach out to us at www.taplowgroup.com

[yourteaminindia]

Checklist to Hire Remote Software Developers

Right now the world is relying on technology. And software developers are in demand. But rather than hiring in-house, most businesses around the globe are preferring to work with remote software developers. Wondering how to hire a team for your business?

How to Hire Remote Software Developers?

It’s not a cakewalk job to hire developers. First, you need to be certain about your vision and then outline your requirements carefully. Once you are clear, the next steps are;

1. Select a Location

Location is the most important factor and can impact the overall success or failure of your project. Most businesses hire developers online in remote locations to fulfill the following purposes;

Significant reduction of operational costs

Industry experience

Access to the global workforce

Flexible hiring process

Increased efficiency and productivity

Higher retention rates

New ideas and fresh energy

Shared responsibility

Note: We are talking about full-time developers, not freelancers!

To enjoy all the benefits of working with remote software developers, most businesses prefer outsourcing to India, the Philippines, Malaysia, etc.

2. Level of Understanding

Effective communication is a crucial aspect of any project. So, define what exactly is it that you want to achieve through your outsourcing relationship. Have a clear vision of your expectations. Identify where it is that you want this relationship to culminate in and with what results.

Every organization has its very own agenda while outsourcing the process – it may be the need for a team to handle the current project while the in-house teammates focus on other important matters.

Or it may be the need to work with a remote development team with skill sets that may not be nurtured within the organization’s boundary. Lowering cost is definitely a popular reason but redefining real goals are important.

3. Communication

Moreover, ensuring the best possible communication methods can make your outsourcing story a success. Therefore, make sure that you understand and evaluate your outsourcing partner’s communication practices. This factor is critical if your remote software developers and you live in different or extreme time zones.

For example, if your business is operating in the USA, and your offshore developers are located in India, creating an amicable communication route is critical.

Overlapping of days and delays that may occur due to such differences may cause serious problems. Hence, be specific to the channel of communication. Emails, instant messages, VOIP, etc are the many ways by which you can connect with your remote developers easily and work efficiently.

Who is going to be the single point contact? How is your team supposed to connect with you in an emergency situation? Do you have a common language (English in most cases) that can make things easier? All of these questions have to be sorted and communicated well in advance.

4. Industry Experience

When deciding to outsource a particular project, you should first evaluate the skill sets required to complete the project. Therefore, only get in touch with the teams that are well versed with the skills required and follow a systemic approach for any project.

Look out for the experience of your offshore software developers and do a complete check of the projects undertaken and the kind of reputation they have in the market. Also, check the projects executed, the type of clients they have worked for, the success level shared by each of them, and the kind of expertise that was employed for intense projects.

You may also scan the details of the core team involved and may also check their profiles. In case you are planning for a long-term relationship, you ought to know the team well. Interact with the team and make them feel comfortable enough to engage in a clear exchange of ideas and solutions.

5. Client References

Seeking a client reference and speaking with them (if necessary) may clear all your doubts regarding the remote software developers. You may also ask for work samples in order to understand the quality of work done by them to understand if the team was able to tackle the challenges met while working on that particular project.

It may not be possible for the team to share delicate information with you due to confidentiality agreements with other clients. Hence, I do understand that this aspect has some inherent limitations.

6. Measure the Financial Stability

In case you are planning to set up an offshore development center, it’s important to assess the financial stability of the outsourcing partner. It is important that your partner has enough working capital and financial merit.

In case the assignment requires a large investment, a detailed analysis must be done for the same to assess if they have the capacity to develop and deliver the process or service.

7. Infrastructural Audit

It is necessary to also check if the infrastructural capacity of your outsourcing partner complies with the standards. Once again, this is crucial when you are contemplating a long term relationship with your vendor. The best possible IT support and data security are imperative for every successful outsourcing process.

Uninterrupted service is a typical requirement and you must ensure if it is possible with the quality of strength in your outsourcing partner’s company.

India has become the de-facto destination for businesses planning to work with remote software developers. Shifting the focus from China and other Asian countries, the world is planning to rely on India for software requirements.

Conclusion

Outsourcing is a crucial business decision. Therefore, it is important that you do everything right from the very beginning. Since business is influenced by every possible change in its environment, it is necessary that you remain open to any possible diversions that may be the need of the hour.

Also, if you are an individual or a small business organization opting for outsourcing for the very first time, don’t’ forget to follow the checklist we have shared.

Want to discuss your project requirements or planning to hire dedicated offshore developers? Drop your requirements at info@yourteaminindia.com and our business manager will get in touch with you.

This blog was originally posted on Your Team in India.

[workfromhomeyoutuber]

Zapier: Site Reliability Engineer

Headquarters: Remote URL: https://zapier.com/jobs/

Hi there! 

We are seeking a seasoned Site Reliability Engineer to join our team!   Working with our existing SRE team, you'll improve application reliability by using a software engineering approach to operations. You'll develop internal tools and systems for all engineering teams to use. Using site reliability principles and a robust approach to observability, you will not only fix problems but solve the issues that contributed to them when things go wrong. 

This position works closely with Release Engineering and other engineering teams in our System's Zone to develop and maintain the tools and systems that support all of Zapier engineering. This role calls upon a broad range of experience and technologies. You'll get to interact with every engineering team in the organization. Maintaining excellent relationships and communicating effectively with those teams regularly is key to success. 

Zapier is rapidly scaling and growing, and you will work directly on the applications that support over 5 million customers. When bad things happen, you'll have the support of your team to solve contributing causes, to learn from failures, and to build a robust and resilient system for our customers. 

Building new features and services is a big part of this role. We are continually developing and implementing new ways to support our teams, understanding our customer's needs, and becoming experts in site reliability. 

If you’re interested in taking your career to the next level at a fast-growing and profitable startup, then read on. 

To help share a bit more about life at Zapier, here are a few resources in addition to the job description that can give you an inside look at what life is like at Zapier:

Our Commitment to Applicants

Culture and Values at Zapier

Zapier Guide to Remote Work

Zapier Code of Conduct

Diversity and Inclusivity at Zapier

Zapier is proud to be an equal opportunity workplace dedicated to pursuing and hiring a diverse workforce. 

About You 

We're looking for an experienced engineer who is eager to use software development approaches to operations. You should have a breadth of experience in software development, operations, and be actively practicing site reliability principles. There is a lot to learn, and we're continually improving our approaches to SRE. There are plenty of learning opportunities. We don't expect you to know it all. 

Ideally, you'll have several years of experience in practicing infrastructure as code, including using tools like Ansible, Terraform, and using platforms like Kubernetes. Well-honed experience with the fundamentals of software development goes a long way here. Python and Go, we do it all. Generalists thrive in this role. 

Writing is our primary means of communication, from pull requests, team chat, knowledge sharing, and communicating changes. Excellent writing skills are crucial to success here at Zapier. We are 100% remote and commonly work asynchronously. We even wrote a book on it.

You should feel comfortable taking a default to action. Most decisions are changeable. It's better to deliver something real today over something maybe better later. Sharing context, goals, objectives, and in-progress work in public helps us all achieve a common goal. 

Things You’ll Do 

Develop new methods for retaining task history

Migrating applications and services from EC2 to Kubernetes

Write custom Kubernetes controllers to improve resilience

Create deployment pipelines in ArgoCD

Develop autoscaling strategies to handle bursts in workloads

Implementing OPA to enforce policies across our Kubernetes Clusters

Deploying ProxySQL for pooling connections against MySQL databases

Have an enormous impact working closely with teams across the organization. Be an advocate for site reliability principles.

As a part of our All Hands Support initiative, help customers have the best possible experience with Zapier

About Zapier 

Zapier helps people across the world automate the boring and tedious parts of their job. We do that by helping everyone connect the web applications they already use and love. 

We believe that there are jobs a computer is best at doing and that there are jobs a human is best at doing. We want to empower businesses to create processes and systems that let computers do what they are best at doing and let humans do what they are best at doing. 

We believe that with the right tools, you can have a big impact with less hassle. 

We believe in small teams. Small teams are fast and nimble. Small teams mean less bureaucracy and less management and more getting things done. 

We believe in a safe, welcoming, and inclusive environment. All teammates at Zapier agree to a code of conduct. 

The Whole Package 

Location:  Planet Earth 

Our distributed environment lets us work with the best people. You don't have to be located in the USA either. Some team members live in the United Kingdom, Thailand, India, Nigeria, Taiwan, Guatemala, New Zealand, Australia, and more! You just need the skills and drive to succeed in this role and the ability to work from anywhere. 

Compensation: 

Competitive salary (we don't use remote as an excuse to pay less)

Great healthcare + dental + vision coverage*

Retirement plan with 4% company match*

Profit-sharing

2 annual company retreats to awesome places

14 weeks paid leave for new parents of biological or adopted children

Pick your own equipment. We'll set you up with whatever Apple laptop + monitor combo you want plus any software you need.

Unlimited vacation policy. Plus we require you to take at least 2 weeks off each year. We see most employees take 4-5 weeks off per year. This isn't a vague policy where unlimited vacation means no vacation.

Work with awesome companies around the world. We partner with great software companies all over the world and you'll constantly get to interact with people from these great companies

*While we take care of our international folks as best we can, currently, healthcare and retirement plans are only available to US, Canada, and UK based employees. How to Apply 

We have a non-standard application process. To jump-start the process we ask a few questions we normally would ask at the start of an interview. This helps speed up the process and lets us get to know you a bit better right out of the gate. Please make sure to answer each question.  After you apply, you are going to hear back from us, even if we don't seem like a good fit. In fact, throughout the process, we strive to make sure you never go more than seven days without hearing from us. 

Zapier is an equal opportunity employer. We're excited to work with talented and empathetic people no matter their race, color, gender, sexual orientation, religion, national origin, physical or mental disability, or age. Our code of conduct provides a beacon for the kind of company we strive to be, and we celebrate our differences because those differences are what allow us to make a product that serves a global user base.

To apply: https://grnh.se/bad824552

from We Work Remotely: Remote jobs in design, programming, marketing and more https://ift.tt/2I3TS6o from Work From Home YouTuber Job Board Blog https://ift.tt/2VuVBcY

[terabitweb]

Original Post from Microsoft Secure Author: Todd VanderArk

The “Lessons learned from the Microsoft SOC” blog series is designed to share our approach and experience with security operations center (SOC) operations, so you can use what we learned to improve your SOC. The learnings in the series come primarily from Microsoft’s corporate IT security operation team, one of several specialized teams in the Microsoft Cyber Defense Operations Center (CDOC). We’ve also included lessons our Detection and Response Team (DART) have learned helping our customers respond to major incidents and insights from the other internal SOC teams.

Today, we wrap up our discussion on people—our most valuable resource in the SOC. In the first part of our discussion, Part 2a: Organizing people, we covered how to set up people in the security operations center (SOC) for success. Today, we talk about our investments into readiness programs and career paths for our SOC analysts as well as recruiting for success. We’ll close the series with discussions about the technology that enables our people to accomplish their mission.

Something new every day

When an analyst walks into our SOC for a shift, they never know what to expect. They must be ready for anything as they face off with intelligent, adaptable, and well-funded adversaries who are intent on evading our defenses. For each problem, they must apply their unique knowledge and experience, the accumulated learnings from our SOC, and the expertise of their SOC teammates.

Our investments into readiness programs, career paths, and recruitment strategies are designed so our SOC analysts are prepared to succeed in their duties, increase mastery of their discipline, and grow as individuals. This ensures that our SOC staff brings their best to every shift, every time.

You may have to adapt some of these practices to the unique needs of your security operations team to be successful. We’re fortunate to have dedicated security operations teams, dedicated facilities, and experienced peers to learn from already on staff, but understand not all security organizations have these resources available.

Analyst roles and career paths

Empowering humans means investing in them. A SOC analyst is a high stress job and we know our success is built upon actively engaged people applying their experience and problem solving creativity. The longer our analysts do this work the better they get, so it’s important to nurture a long-running, sustainable workforce. This starts by clearly defining a career path. Our tier model not only organizes the work of the SOC, but also guides our analysts in building their knowledge and skills and shapes their careers with increasing levels of skills and different challenges.

Because we strive to empower and attract smart people with a continuous learning mindset, we’re motivated to promote from within. An analyst’s career path typically progresses from Tier 1 to Tier 2 to Tier 3 or to incident response, program management, security product engineering, or leadership tracks. There are exceptions, but this tends to be the norm.

Tier 1—Analysts acquire and refine core skills including attacker mindset and techniques, using detection and investigation tools, working with internal teams and processes, and calmly applying a thoughtful approach in a high pressure situation. This is similar to martial arts where beginners acquire basic competencies (marked by a progression of colored belts) until they have achieved their black belt and move to the next stage of skills. Similarly, transition from Tier 1 to Tier 2 is a key turning point in the career of an analyst.

Tier 2—Analysts continue to hone their skills as they move from executing well-defined playbooks for (mostly) predictable incidents at Tier 1 to investigating advanced incidents with greater unpredictability. Tier 2 analysts investigate attack operations conducted by organized groups with specialized skills and a specific targeted goal. Analysts investigating these incidents continue growing skills while learning from Tier 2 peer analysts and the incidents themselves. Over time, senior Tier 2 analysts often shadow different Tier 3 teams as they try out potential career paths and/or prepare for the next stage of their career.

Tier 3—At this level, the analyst career paths typically start to diverge more into deeper specialties. Analysts can choose to pursue mastery of a particular skill or increasing competency/mastery across multiple skills. Tier 3 is increasingly requiring more data analytic skillsets on the team. This is because proactive hunting, investigation of advanced attacks, and automation development frequently require navigating many datasets with massive amounts of information.

Careful balancing

Defining a clear career path is important, but like all disciplines dealing with people, we must carefully balance and manage some nuances along the way.

Balancing short and long term goals—As our analysts learn new skills and progress through their career, they learn to balance goals, such as ensuring alerts and cases are handled as top priority while simultaneously developing creative solutions that can reduce toil and increase efficiency over the long term.

Balancing empowerment and guidance—Managers and senior personnel need to strike this careful balance as they mentor analysts in their career. This is particularly important for key transition points like when an analyst first begins onboarding a new role. Much like we see in many marital arts films when the talented but “not fully trained” student has an overabundance of confidence and tries to take on more than they can handle, we see a similar dynamic as analysts begin shadowing Tier 3 roles. In this situation, we have to be careful not to discourage this creative impulse (offering a feedback channel for ideas) while coaching and guiding analysts to complete their learning from seasoned professionals and focusing on the journey ahead.

Recruiting for success

Recruiting people and developing their skills is one of the most critical aspects of the SOC’s success. The biggest challenges in this space are the scarcity of people with the right skillsets, the speed at which skillsets must evolve, the potential for analyst burnout, and the need to blend diverse skills and perspectives to address both the human and technical aspects of attacks.

Much has been written about the scarcity of cybersecurity skills. We recommend reading a relevant blog on this topic that offers different ways of addressing the scarcity of talent in security. Additionally, you may want to watch a recent RSA Conference Keynote from Ann Johnson (Corporate Vice President of Cybersecurity Solutions Group at Microsoft), which addresses many related topics including the mental health and burnout risks our industry faces.

The evolving skillset challenge is particularly acute for our SOC because classic SOCs tend to be network centric, but our detection and investigation have evolved to rely primarily on device, identity, and application specific tooling. While we still have and use advanced network security tools, we’ve seen the utility of these network tools diminish significantly over the years to supporting investigation and advanced hunting. As of the writing of this blog, it’s been over two years since the last primary detection of an attack on our corporate environment came in from a network tool. We expect this trend to continue and have oriented our analyst readiness accordingly.

When it comes to recruiting and building skilled analysts, we’ve found that we require a combination of diverse perspectives and some common traits. As with any role, success requires having a diverse team with different backgrounds, mindsets, and skillsets to bring more perspective to the problems at hand and surface better solutions faster. We’ve also found certain personality traits tend to make analysts more successful in a fast-paced high-pressure work environment of a SOC.

Its critical to note that the following observations are general trends and not absolute rules. The primary factor of success in hiring an individual into a role is most heavily reliant upon that particular person and how well they fit that role. With that said, we tend to look for people with a kind of “grace under pressure” as we find it’s easier to train technical and security skills to people with a growth mindset and calm demeanor under pressure than it is to do the reverse.

For example, we have found that people with military experience are often a good fit because they have experience focusing on the mission despite the strong distractions in ambiguous situations with active hostile adversaries.

We’ve also had success with recruiting and investing into people early in their careers who are eager to learn and have few preconceptions. We’ve had good results with integrating seasoned professionals, but there are simply not enough available for the needs of the marketplace today.

An interesting aspect of the SOC attracting mission-oriented personalities is that when we have a major incident off hours, we more often get too many people volunteering to help versus not enough—a good “problem” to have!

Building skills and job readiness

Because of the high complexity required to be an effective SOC analyst, it’s difficult to educate new analysts in the ways of the SOC through formal training alone. We’ve tried different training approaches to build skills over the years and have found the apprenticeship model to be most effective at rapidly and consistently building skills. For new analysts we take an “I do, we do, you do” approach that progresses from observation to hands on with supervision of a seasoned analyst to independent investigation with support from peers and mentors.

This is similar to other industries with a need to transfer rich context and nuance during real world practice, such as an internship or a residency during a medical career.

The readiness process focuses on building understanding and competency in three domains:

Technical tools/capabilities.

Our organization (mission and assets being protected).

Attackers (motivations, tools, techniques, habits, etc.).

These competencies map well to established doctrine on human conflict. Sun Tzu’s advice to “know thyself” and “know thy enemy” map well to the second and third domains. Our SOC processes also map well to thinking from Colonel John Boyd’s OODA ‘loop’ on real-time human conflict: observe, orient, decide, act.

Beyond the competencies, we also need to train our analysts to be big picture thinkers and maintain an end-to-end view of the attack. It’s not enough to focus on a single threat, but to also “look left and right.” We need our analysts to think about how else the attacker might be trying to gain access and what else they may be after. For example, a password spray may be a potential entry to a multi-stage attack. An attacker may be using a distributed denial-of-service (DDoS) attack to provide a smokescreen to distract from their real objective.

We supplement this apprenticeship model with structured, formal training on topics, such as new products or features and SOC procedures. We also encourage attendance at conferences and work hard to ensure our staffing model supports these and other learning opportunities, so they aren’t empty promises.

This approach has been successful allowing us to train new Tier 1 analysts in approximately 10–12 weeks and we’re continuously looking for ways to improve our readiness processes. In addition, our staffing approach has been critical at mitigating burnout risk.

Learn more

For a visual depiction of our SOC philosophy, download our Minutes matter poster. Also, read previous posts in the “Lessons learned from the Microsoft SOC” series, including Part 1: Organization and Part 2a: Organizing people as well as see our full CISO series to learn more.

For more discussion on some of these topics, see John and Kristina’s session (starting at 1:05:48) at Microsoft’s recent Virtual Security Summit.

Stayed tuned for the next segment in “Lessons learned from the Microsoft SOC” where we discuss the technology that enables our people to accomplish their mission.

The post Lessons learned from the Microsoft SOC Part 2b: Career paths and readiness appeared first on Microsoft Security.

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Go to Source Author: Todd VanderArk Lessons learned from the Microsoft SOC Part 2b: Career paths and readiness Original Post from Microsoft Secure Author: Todd VanderArk The “Lessons learned from the Microsoft SOC” blog series is designed to share our approach and experience with security operations center (SOC) operations, so you can use what we learned to improve your SOC.

[sam120684]

[sam120684]

[sam120684]

[sam120684]

[sam120684]

[sam120684]

[sam120684]

SAM'S - STATEMENTS OF WORDS 🧠🗣🧢🎒🔥☄️🎟⛽️📟📱⌚️🔋🏦🍭🎐📭🧾📊📖🖌 ☆ SAM'S ACCOUNTS ACCESSIBILITY PASSCODES ☆ SAM AB TARA FACEBOOK PROFILES SUGGESTIONS - GOOGLE Advisories under SAM'S Instructions & Descriptions ☆ SAM'S BRAINSTORMS hypertexts & photos 《@@》| INSTRUCTIONS & DESCRIPTIONS OF PROCESSES & PROCEDURES | AUTHORITIES, OBE (BRITAIN'S - Officer of the British's Empire: quan chức (trong Thẩm Trật) của Anh), OUIJA BOARD (A board marked w/. letters of the alphabet & other signs, used in the seances to receive messages said to come from the dead), OAU (Org. of African Unity), OPEC'S (Org. of Petroleum Countries); OECD'S (Org. for Economic Cooperation & Development), FREE-TRADE, TRANSCRIPT TRANSMIGRATION.... ¤¤¤¤ SAM'S - So much Gratitude of your  ATTITUDES & BEHAVIORS, The World Teammates Business & Banks. ▪︎ Expected VN Vietnam's hacks choices movements?! VN Vietnam's hacks choices in  the whole world, please do raise your words & actions mindfully & thoughtfully?! ♡◇♧♤ Shared to SAM'S profiles for The World Business & Banks reviews # reference ■○●□ Dedicated The World's Teammates to Workforce & Achievement @ 11:35pm - Tuesday, January 2nd 2023 (T3/01/02/2023) ●●●● ACTIONS REQUIRED to every SAMTAM126 ACCOUNTS ACCESSIBILITY by VN Vietnam's hacks choices critically criticized effects The World Business & Banks Processes & Procedures Timezones?! Entrepreneurs companies SOEs&SMEs (Governments, Shareholders, ....) of VN Vietnam's hacks choices belong to SAM'S since Tuesday, October 10th 2023 (T3/10/10/2023) ♡◇♧♤ SAM'S BRAINSTORMS hypertexts & photos Accounts Profiles ORDERS/REQUESTS SAMTAM126 * Rach Gia, Kiên  Giang JURISDICTIONS POLICEMEN ROBBERY COMMITMENTS proved keep confirming that ORDERS/REQUESTS (PM Prime  Minister TT Pham Minh Chinh, he can be  forced dead for the wrong decisions driving VN Vietnam's Business & Banks down) for bánh cuốn dì gái rạch giá và salon honda thái hòa rạch giá (76 Nguyễn An Ninh, Rạch Giá, Kiên Giang, VN Việt Nam) families trees Benefits & Profits from porn services underneath, foods ads, financial supports, capital investments, murder people to become non-owners of The World's Business & Banks damages & destructions thoroughly. Please check with him to clarify the gaps from HN CAPITAL - RACH GIA CITY, KIÊN GIANG PROVINCE, VN VIETNAM'S. They steal SAM'S BRAINSTORMS hypertexts & photos Accounts Profiles illegally & personal papers IDs Passports Starbucks Cards to access SAM'S AREAS even ROBBERY COMMITMENTS proved at midnights. It's happened thoroughly, Rach Gia unsolved but dognut monster woman như assasinated disguised SAM'S for survivals. Everything has happened between Ukraine & Russia in Vietnam regions; Any ACTIONS & WORDS from VN Việt Nam Governments urgent emergencies?! * How have bánh cuốn dì gái rạch giá và salon honda thái hòa rạch giá 76 Nguyễn An Ninh, Rạch Giá, Kiên Giang, VN Việt Nam stolen SAM'S  BRAINSTORMS hypertexts & photos Accounts Profiles ORDERS/REQUESTS SAMTAM126 illegally from my house in the year 2000s while I was working in HCMC?! And SAM'S BLOOD from sanitary pads?! Monday, September 30th 2024 (T2/09/30/2024) * Dates: Tuesday, September 31st 2024 (T3/09/31/2024) Monday, June 10th 2024 (T2/06/10/2024) Wednesday, June 12th 2024 (T4/06/12/2024) Tuesday, June 12th 1984 (T3/06/12/1984) Continue.... ----> Take rest, Hand less, Headless, Entertainment

International Labor Org.  - Gratitude & Appreciation of OUTMANOEUVRE?! BE THOUGHTFUL & MINDFUL - The Elite People work out before things are broken into pieces. It doesn't mean that the worst/ non-categorized people ain't mattered?! Signet: SAM'S - Extraterritorial Editorialists. Tuesday, July 4th 2023 (T3/07/04/2023) Monday, June 12th 2023 (T2/06/12/2023) Saturday, May 13th 2023 (T3/05/13th/2023)

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🍏🍈🍐🥑🍭🏦 🔋📲🌀📭 🌬☃️🦚🤖🍭🍭🍭🍭 🍵🥃🍸🥂🍻🥤🍦🍾🔋📲

SAM'S silos

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Get through the Instructions & Descriptions

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@ 3:33 am - Friday, December 2nd 2022. Upcoming Events - Blessings Greetings Seasons of 2022. Perspective of 2023 Process Developments. Who knows what's going to happen On EARTH?! Even, you have or haven't had any transactions or troubles with the person.

Sam P. Tam, Sam AB Tara & Sam Acapela Parts Tam Facebook profiles info & photographs for reference. These two profiles belong to SAM - the sole owner of both.

SẦM PHƯƠNG TÂM DOB: Tuesday, June 12th 1984 Marital Status: Single ID # 091184012895 (370958168) PASSPORT # C9152030 (B1253581, B6992514) TAX CODE # 8063349381 (Income Tax) SOCIAL INSURANCE BOOK # 7908169785 HEALTH INSURANCE # 4919121635527 Cafe 57 57 Nguyễn An Ninh St., Rạch Giá City, Kiên Giang Province, VN VIETNAM bavy126@yahoo.com tamsam126@gmail.com Facebook: Sam P. Tam, Sam AB Tara & Sam Acapela Parts Tam Facebook profiles info & photographs for reference Tumblr: sammyahmed - SAM P. TAM Instagram: samtam126 +84909947502 +84909968173

ISSUES: ACCESSED BY HACKERS FROM THE ENEMIES VENDOR IN THE OPPOSITE SIDE OF MY HOUSE