#hire us at the max salary

[yourheartinyourmouth]

oh my gods y’all send best vibes possible

husbeast has a friend who thinks he can get husbeast a WFH job on his team making 60-65K or at least re-vamp his résumé and cover letter and help him find work in a similar role/salary and also maybe me too

please Hermes my man i need you now more than ever

[ham1lton]

omg yn training a new guy and he commands all her time bc he’s got a high up role and is supposed to her replacement whenever she’s on vacation or just isn’t there in general. and he’s HOT!!!! like objectively sexy

the grid fuming bc yn always sends him so he can learn but he comes back like ‘they said they were fine. had no issues’ and yn is like ok…max was whining for me to come over but fine that works for me!

jenson now realizing he’s no longer the favorite and lewis is like yeah it’s annoying as fuck mate.

omg we should give sexy engineer guy a name.

but he’s definitely so confused because when he got hired he was told that there was so much work for him to do and he comes in and suddenly everything is absolutely fine? like he has very minimal work. he’s not complaining because the salary is incredible for the amount of work he has to do.

they don’t even go to him if they have an issue. they’ll suddenly figure out how to use yn’s very well written and thought out manual. charles texting yn like ‘how do you do (insert thing)’ and yn is like ‘oh engineer (name) is working today, ask him’ and charles is like … ‘nevermind it’s not a big deal.’

jenson not being the favourite ruins his worldview fr. he comes in and he’s like who are you??? 🤨🫵🏼jenson joining the grid’s plotting 😭 lando gotta change the gc name from ‘anti-jenson squad’ 😭

[mylifeforchloe]

This a little abnormal for my blog as far as the kinds of posts I make, but I feel like this kind of a Public Service Announcement (PSA) is necessary for the fandom. Things like this make me really concerned-- not only for the LIS3:DE (new Max story) story that is going to be told, but also for the quality of working environment for those who work at Deck Nine.

Quotes from the linked article that bothered me...

[Edit: Original post was a link post with text after. I saw the link in the edit screen and scheduled the post. For some reason this caused the link to get removed when the article was actually posted. Editing to put the link in the original article. I also posted a follow up (before editing the original) to include the same info. Editing original for completeness only.]

Nazi imagery would be inappropriate in most games, but in a Life Is Strange title the dissonance was especially frightening.

...

According to over a dozen current and former employees across several departments, most of whom spoke to me on condition of anonymity for fear of reprisal, Deck Nine’s management has long let a toxic work culture fester at the studio. They claim the C-suite has protected multiple abusive leaders, encouraged crunch, and allowed bullying of individuals advocating internally for more authentic representation in Life Is Strange.

...

When they saw this version of the [True Colors] scene, a number of people pushed back, arguing that the scene would unintentionally trigger associations with date rape.

...

“It took a three hour meeting in the writers room and one of the writers sharing an extremely personal story to get Zak to agree to get the content out,” said Littleton. “It wasn’t about us not wanting to have difficult topics in there, but Life Is Strange shines because that type of content is chosen extremely deliberately and it’s given runway, it’s given space to breathe. This detail is irrelevant to the plot, it would have been traumatic for players, and there was no space to unpack it. We don’t have time to talk about what it means for Alex to be roofied by a man she trusted.”

fuuu...

Another anonymous source recalled Garriss suggesting that this pushback was only occurring because he was making a game about a woman, and that he wouldn’t have to deal with this if he was making a game about Nathan Drake.

fuuuuu...

[After Garriss' quit voluntarily] Once news got out [that Deck Nine mamagement wanted to re-hire Garriss], the narrative team erupted. Multiple people begged management not to bring back Garriss in a series of meetings, messages, and emails. One person familiar with leadership at the company recalls HR stepping in, noting that management was actively underpaying a number of workers, especially women, while considering a massive salary for Garriss. HR allegedly suggested that Deck Nine could be legally liable for Garriss’ behavior if they invited him back after the bevy of reports. When the company CEO and CFO persisted in arguing that they needed Garriss, multiple writers handed in resignations.

fuuuuuuuuu...

And given that what we've seen in the teaser videos are either

Missing any reference to Chloe

Including a minimalist reference (like a photo on the wall)

Including an awkward reference (Safi? asking Max about the blue haired girl in the picture Max keeps.)

And given that

3a - Either Bay ending, Max keeps a photo of Chloe from before the storm, or

3b - Max keeps a photo of Chloe, but Chloe isn't in her life (possibly not in her life any longer.)

And given that

Costs of developing a story where Chloe is present in only half of the story (the Bae ending version) and the ripple effect that might have on the plot...

I simply do not believe that Chloe will be a meaningful component. And the choices Max is making across dimensions, and the risk of not getting back to Chloe if she were still alive and still part of Max's life... the plot shown doesn't make any sense to me.

So I wasn't going to buy LIS3 to begin with, not without a proper story that included Chloe's presence in Max's present life. And now, after this article, I'm even less likely to buy [anything from D9, ever again,] knowing the cultural depravity of the development studio.

I would, of course, love to be wrong on all counts.

[beardedmrbean]

SACRAMENTO, Calif. (AP) — Lost in the hubbub surrounding California's new $20-per-hour minimum wage for fast food workers is how that raise could impact public schools, forcing districts to compete with the likes of McDonald's and Wendy's for cafeteria workers amid a state budget crunch.

The minimum wage law that took effect Monday guarantees at least $20-per-hour for workers at fast food restaurant chains with at least 60 locations nationwide. That doesn't include school food service workers, historically some of the lowest-paid workers in public education.

Yet demand for school meals is higher than ever in California, the first state to guarantee free meals for all students regardless of their family's income. And demand is projected to fuel an increase of more than 70 million extra meals in California schools this year compared to 2018, according to the state Department of Education.

But these jobs typically have lots of turnover and are harder to fill. The minimum wage boost for fast food workers could make that even more difficult.

“They are all very worried about it. Most are saying they anticipate it will be harder and harder to hire employees,” said Carrie Bogdanovich, president of the California School Nutrition Association.

Statewide, some districts have already taken steps to compete in the new reality. Last year, the Sacramento Unified School District — anticipating the law's passage — agreed to a 10% increase for its food service workers and other low-paying jobs, followed by another 6% increase July 1 of this year to bump their wages up to $20 per hour.

Cancy McArn, the district's chief human resources officer, said it was the largest single raise in the district in nearly three decades.

“We are looking not only at competing with districts and comparing with districts, we're also looking at fast food places,” McArn said.

In Southern California, San Luis Coastal Unified doubled its food service staff to 40 people after seeing a 52% increase in the number of students eating school meals. The district prepares 8,500 meals daily for 7,600 students across 15 school sites — breakfast, lunch and even supper options for youth in after-school sports and activities.

The district has since limited the number of its entry-level positions, which are the hardest to fill, while seeking to hire more for complex roles like “culinary lead” and “central kitchen supervisor” that require more skills and hours — making them more attractive to job seekers.

“That’s allowed us to be more competitive,” said Erin Primer, director of food and nutrition services for the San Luis Coastal Unified School District.

Tia Orr, executive director of the Services Employees International Union California — which represents both school food service workers and fast food employees — said school districts and other service industries must consider raising wages because of this new law.

“This is a good thing, and it is long overdue,” she said.

But some districts are limited in what they can do. In the Lynwood Unified School District in Los Angeles County, the starting salary for food service workers is $17.70 per hour and maxes out at $21.51 per hour, according to Gretchen Janson, the district's assistant superintendent of business services. She said these workers only work three hours per day, meaning they aren't eligible for health benefits.

Janson says the district is waiting to see how employees react, adding: “We just don't have the increase in revenue to be able to provide additional funding for staff.”

Nuria Alvarenga has worked food service in the Lynwood School District for 20 years. She makes $21 per hour now, but said she could likely earn more in fast food.

While she said several co-workers were considering finding other jobs, she hasn't decided yet what she will do. She normally works at an elementary school, but has been filling in recently at a high school where she enjoys seeing former students recognize her as they stand in line for lunch.

“I'm so glad they still remember me,” she said.

School food service workers have gotten more support in recent years under a state push to expand school meals and make them more nutritious. That included $720 million in recent years for upgrades to school kitchens to better prepare fresh meals, plus $45 million to create an apprenticeship program to professionalize the industry.

It would be difficult for lawmakers to mandate a raise for school food workers given the complexities of the state's school funding formula. That's why some advocacy groups, including the Chef Ann Foundation, proposed a state-funded incentive program that would have given school food workers who completed an apprenticeship program a $25,000 bonus payable over five years.

That idea didn't make it into Democratic Gov. Gavin Newsom's budget proposal released in January. The state is facing a multibillion dollar budget deficit, limiting new spending.

But pay raises aren't the only incentives school districts can offer. There's also health insurance, paid vacation, no night or weekend shifts and a pension that could guarantee a monthly income after retirement. Plus, school food workers have predictable hours, letting them work other jobs if they wish — or in summer when school is out.

“Restaurants are laying off employees. They're cutting hours,” said Eric Span, director of nutrition services for the Sweetwater Union High School District in San Diego County. “I think we should position ourselves to really talk about some stability.”

Michael Reich, a labor economics professor at the University of California-Berkeley, said those factors could favor school districts when competing for workers.

“Working in a school cafeteria gives you more stability, job security and maybe less stress than in a profit making institution,” he said. “So there's a lot of advantages from a community standpoint. But that's not to say they don't also want to get more money.”

[chussyracing]

what has been happening in the world of motorsports in the last few days

PSA: this has gotten very long, so I divided it into sections and put it under the cut

FIA and F1 figures:

Jon Monchaux becomes new FIA single seater technical director

Horner had almost a full day lasting hearing on Friday to defend himself and now there are multiple rumours flying around about him being advised to step down, about Ecclestone getting involved and about the way it probably won't be resolved soon, he was also present at the team's shakedown yesterday and is expected to be at the car launch today as well

Team car launches and news:

Sauber had their shakedown as a first car this year on 10th Feb, followed by Haas on 11th Feb with Hulk in the car, then RB, Ferrari, Merc, McLaren and RBR

Williams:

Williams will do their shakedown in Bahrain to avoid quote unpredictable British weather unquote before pre season testing

there are rumours of Red Bull making first option offer to Alex when he leaves Williams (which could be earlier using an exit clause or after the contract runs out)

Aston Martin:

Aston Martin showed the new suits and livery for 2024 (personal opinion the suits look better than when Alpinestars made them, but the livery somehow looks worse with slightly different shade of green, more black and the colorful Aramco on the rear wing)

Fernando also spoke more about Lewis' team change and his own links to Mercedes which were strengtened after a pic was posted of his manager Briatore at a café with Toto Wolff (but the rumours about Kimi Antonelli going for that seat are perhaps even louder with Karun Chandhok speaking to F3 engineers who insisted he is the most talented driver they worked with since Max Verstappen)

Ferrari:

then Ferrari showed their car in 99 seconds with a short footage starting of with Monza 2019 and as opposed to current trend of stripping the paint, they added more of it, so even part of the front and rear wing is now red (there are some technical analysis out there if you search, but interesting thing to note is Ferrari seemingly being the only team with pull rod rear suspension)

there are many rumours about Fred Vasseur's full wallet (Fred if you see this and need a sugar baby, let me know) and who else he wants to hire, and although he may be looking at Adrian Newey, among the potential changes in Red Bull he is apparently trying to hire Pierre Waché who is said to be the main person behind the dominant Red Bull cars these days with Newey working more as an advisor - this comes from Gazzetta dello Sport so again, not super reliable but apparently Waché already discussed his potential salary in Ferrari

speaking of Fred Vasseur, he said the call to Carlos was difficult but the call to Toto was much worse for him (bromance over </3)

Sky sports also chatted with both Ferrari drivers where Carlos said he was told a few weeks before Lewis was announced that he was out of seat so it didn't come as a shock, while Charles said obviously they texted with Lewis because those things aren't done overnight and Ferrari also told him they are trying to sign Lewis, so he was onboard with the plan before signing his own contract extension, he also said after the shakedown that it's hard to say when you are alone on the track but the car feels much healtier than last year

this is not super reliable but apparently Ferrari focused on long term plans and with how 2023 went, there was already focus on 2024 since they even left out two update packages to push more resources towards this year and rumouredly they are already working on 2025 car, so next year they could use most of time and resources for 2026 and be ready for new regs

fair warning that Ferrari also extended and strenghtened the sponsorship from Celsius drink and some news pages tried to make a clickbait of it

McLaren:

McLaren were next to show their car although we already saw it after their surprise rebrand

Lando admitted they are purposedly hiding some parts with the camera angles they are showing

Oscar mentioned that at least they showed the car before going on track (probably trying to make fun of RBR)

Mercedes:

then Mercedes showed their car which is both silver and black, but also features red details like Niki's star

Allison shared interesting details about the way remaking both chassis and gearbox fully under the cost cap rules takes a toll on the team

from first analysis, it features some interesting technical details like detached front wing element joined to the nose by a wire and different aerial placement than any other team

speaking of Allison, he extended his contract with Mercedes as a reaction to being approached by Aston Martin

Alpine:

Bruno Famin said that Alpine's power unit is still lacking horse power in comparison to others this year, but will try to reduce the gap in other ways

Red Bull:

Red Bull Racing will launch their car/livery today but we already saw some pics/videos from yesterday's shakedown and it looks like the car is very slim and perhaps inspired by Merc's no pods philosophy

like Max said previously, from the pics the livery seems to be very much the same as usual

Haas:

Haas already posted their line up for preseason testing

Junior series and drivers:

Tuesday was the last day of f3 and f2 testing in Bahrain, it was raining a lot at first (so d2 drivers only had one session and later were allowed to test with f3 cars) and some were hit with bad reliability (pray for my boy Staněk who did half or less laps than anyone else)

reminder that results aren't too relevant for testing, but for those interested here are F2 testing results: Sunday 1. Hauger, 2. Maloney, 3. Martins; Monday 1. Maloney, 2. Crawford, 3. Fittipaldi; Tuesday 1. Maloney, 2. Crawford, 3. Miyata

and here are the F3 results: Sunday 1. Leon, 2. Goethe, 3. Tramnitz; Monday 1. Browning, 2. Dunne, 3. Tramnitz; Tuesday 1. Beganovic, 2. Leon, 3. Browning

F1 Academy had their first driver development meeting

3 of the F1 Academy drivers are also a part of Formula Winter Series which had first race weekend with 3 races and they had the following results: Race 1: p17 Carrie Schreiner, p29 Lia Block, p35 Bianca Bustamante; Race 2: p26 Bianca Bustamante, p29 Carrie Schreiner, p30 Lia Block; Race 3: p25 Carrie Schreiner, p30 Bianca Bustamante, p35 Lia Block

Aston Martin signed Jak Crawford as their junior driver after Red Bull let him go from their junior programme

Fred Vesti will be Mercedes' reserve driver in 2024 alongside Mick Schumacher

new electric junior series NXT Gen Cup was established

Other race series and events:

Lewis' Extreme E team x44 (and Chip Ganassi team) won't be a part of this years championship, it is also the series' last year before they change to Extreme H (standing for hydrogen)

Imola planned an event to commemorate the anniversary of passing of Senna and Ratzenberger

Netflix posted teaser and cover pics (or something?) for their latest season of DTS

From fans perspective:

Lewis posted a dump and also blessed us with Roscoe dump

it's George's birthday today

Charles partnered with Sofiane Pamart to release his first ep with 4 compositions: Focus, Heartbeat, Limitless and The Dream Continues

make sure to check out the new helmets drivers are presenting (personal opinion: Guanyu and Pierre have the best ones and I got a bit teary eyed over the fact that Charles added jb17 to the top of his helmet while keeping jules at the back of the helmet too)

Interesting stats and data:

McLaren will have 52 sponsors this season

in 2025 Ferrari will become only 2nd team in history (adfter Mercedes) to have both 7 times world champions on the team

Andretti knew their bid was rejected since December 2023 and still spoke to the media about their facilities and model car in the wind tunnel etc (not sure what exactly is the purpose but it's interesting nonetheless)

[eponymous-rose]

I'm gonna do this again because it turned out last week kinda went off the rails without it and the little bit of accountability is super super helpful.

Monday!

It's a busy week! It's also my birthday week! Let's do this!

E-mail with coffee: sent a prospective grad student a congratulations on her admission to our program. I'm really hoping to hire her, but I do need to consider whether I might want to admit two students for this position and just get the extra funding for the second one elsewhere if both decide to come. Hmm. Confirmed coffee on Friday with the wonderful admin I've been wanting to befriend for a while - finally we'll interact outside of paperwork! Sadly Wednesday's seminar speaker is ill and won't be able to present - I'm leading the seminar so that does add up to a little less work for me, which is the silver lining there. One of my student groups is struggling to grab data from the weather station they built on the roof because the dang software doesn't work on Macs - managed to coordinate getting them a loaner PC laptop from the department, whew. Completed two letters of reference for an undergrad student applying to internships. Somehow managed to double-book a meeting and gave one a heads up to cancel. Showed my availability for scheduling a PhD defense for a student whose committee I'm on. One of the speakers for my seminar series sent a somewhat passive-aggressive e-mail to the department chair to let him know his info's not up on the website yet. Department chair forwarded it to me, I replied with, essentially "hold your dang horses, your talk isn't until mid-March". He replied back with a sheepish apology. All good.

Formulated my list of essential stuff for this week:

finish Wednesday's (and next week's?) lecture(s?)

prepare next week's homework & key

work on grant proposal

work on commissioned review article

So excited that we're finally to the part of the class that I have taught before in past years! Great lecture today about statistical data analysis. Hurt everyone's brains with the Monty Hall problem. Showed a lot of XKCD comics, got some laughs. Good times. Answered some student questions on the homework assignments, looks like everyone's on track to ace this one as well. This is a really strong class and I'm very proud of them!

On to a virtual meeting with my peer mentoring group! We talk about how utterly wild it is that different departments manage research funding in completely different ways. I vent a bit for the umpteenth time about having to rely 100% on grants to pay my grad students (bigger departments often have student funding provided if they TA, but we just don't have enough classes to sustain that). Easily the biggest source of stress in my life right now is running out of funding for my students: "in order to pay your graduate students, you have to receive a major grant" "cool! how likely am I to get one?" "success rates are about 1 in 15" "uhhhh" "also the applications (if you manage to find a perfect match for your research) take about 40-60 hours to plan and write and it's not work that's looked at formally as part of your tenure review so you're actively taking time away from research" "uhhhhhhh" "and you won't find out if you have been awarded the grant or not before you have to make the decision to hire a student so you just gotta gamble on it" "UHHHHHHH" "you don't get paid in the summer either unless you pull in 2-3 grants that can each cover one month max of salary so I hope you're not putting well over 50% of your take-home toward rent in one of the worst markets in the US or anything haha." It's A Lot. But it's very helpful to talk to people about it!

Realized I left my half-finished Wednesday lecture on my computer at home so I can't work on it during my break between meetings. Shoot, guess that's a tomorrow problem. At least I can work on the homework assignment! This one was an absolute nightmare last year but I think I've come up with a way to simplify it while still hitting all of the learning goals. It's complicated but hopefully very satisfying and builds on everything they've learned thus far. Even with the simplification, I'm definitely expecting some traffic in office hours next week. Opted not to include the more tedious section of the homework because I've tested that particular skill amply in the earlier assignments this quarter. Ran through it once on my own, sent myself the key, then posted the homework and the submission portal for their online module for next week, so all I'm missing now is the lectures.

E-mail break! A professor at a small university nearby wants to bring in a grad student from my group to talk to her class about tornadoes! I have someone in mind (who is both a great presenter and also could use a little confidence boost to get back on track with his research), but of course he's working remotely on the other side of the country, so it's time for a quick check to see if a remote presentation is possible. Checking in on my seminar speaker for next week - project title and abstract up on the website, phew. She's a grad student, so I should find out if her advisor can introduce her or if they want me to do so (and if so, I gotta do some digging for fun facts to share!). Got an invite to a lunch with the faculty & chair where we're going to be brainstorming our next faculty hire, so I gotta be there for that (also because free food)! Surreal to think that we might be hiring my colleague for the next 30 years. It's... kind of intimidating and I definitely want to be in the room for that discussion. Aha! A reply already: virtual talk is fine, so I put the professor and my grad student in touch.

Nice virtual meeting with my former postdoc advisor - we commiserate for a while over his recent illness, but he's feeling better now so we quickly jump back to talking research. The small grant I was awarded recently actually dovetails with some of the broader research ideas he and I had been talking about, so I'm gonna keep him in the loop on that!

Up next: a meeting with my two undergraduate research interns. They're coadvised by my colleague who is flying research aircraft on the other side of the country right now so it's just the three of us. Due to holidays and conferences, this is actually the first time in 2023 we all managed to meet! We go over some paperwork to make sure they get college credit for this research. They're spinning their wheels a little bit but I had them shoot off a couple emails while I was there to start them getting their data ASAP. We then chatted about severe weather we'd all witnessed. One of the students mentioned she's been saving the candy from my office candy bowl for whenever she forgets to bring lunch to campus and now I'm realizing I should maybe get some protein bars or something for some variety.

All good stuff. There's a seminar in 15 minutes but it's a chemistry seminar so... I may just sneak home a bit early.

Tomorrow: no meetings (maaaybe one remote meeting), so work-from home! Should be able to get the last bit of coursework done for the week so I can start on my research to-do list.

[queencolondarkwing]

Honestly, I can’t even blame my partner for feeling suicidal. Our financial situation is bad. If he can’t get hired then we have no other option outside of suicide. 🤷🏼‍♀️

I have -160 in the bank. Negative... I’m not paid as a teacher thanksgiving week or winter break. We need gas money, cat food and litter, our human food (though that is my last priority honestly - I can skip), and expensive rent to be paid on one fucking salary. Rent is 2000 for us and 700 for our roommate (who makes wayyyy more than us btw). We are thousands in debt from living on credit cards and those are maxed out too.

I’m tired. Frankly I’ll live long enough to see family on thanksgiving, but after that who knows what happens?

[sweetswesf]

Check In

What I Did Today

Ordered a waffle; have been craving one for A WHILE...it didn't hit like it was supposed to tho :/ :(

Got a lay of the land of all the things I need to study

Spent my monies on the preps...hopefully I REALLY use them this time...I think I will because I have a better sense of what I need and why, before I wasn't convinced; it means more now

Got hit up by some more people checking in on my wellbeing since they heard about the layoffs in the news, some I ain't heard from in FOREVER

Chatted with my old colleague at the company I want to be at

Meal prepped for most of this week

Finished my 4 hour juicing process; you heard that right...I'm good for the next 3 days, and it's good for me, but it's expensive, both financially and time wise, so also financially...

What I Learned Today

The company I want to work at has NO ON CALL! Hallelujah! They do lowball on offer salary though, so, it's recommended I get a good offer somewhere else so that they can match it

The company I want to be at only goes up to T4 instead of T5 like my last spot, which, still works for me, but, maybe for only the next 2 years?...max...was kinda hoping to go for maybe even a T5 position at my next place, but T4 sounds good, especially since it's a new company?...Idk if that is me being conservative & safe22 or insecure

The company I want to be at allows you to do a 6 month fellowship at a non-profit! I've always wanted to work at a non-profit but was afraid of the money situation. This is great news! It looks like an even better choice!

Twitter laid off 50%...gosh damn!

Next month, I'll have to pay for transportation and all of my phone bill, both of which were covered by my job...and the Black tech professional org I was in outside of work I probably cannot participate in because usually I get my job to cover the almost $400 membership, but I need every dolla right now, and I don't want to get to a point next year where I regret that I paid for membership...True, I could dip into my savings for it, but maybe I just need to sit it out next year...I can't keep telling myself, 'Well you have savings and you'll have a job soon to re-up"...or can I??

My company actually paid pretty well compared to other companies in the industry...I just was not getting paid what I wanted to because of my age and what I SHOULD be getting if I didn't make a career transition...

Feeling

Slightly nervous and anxious, but much better than last week. Like, I did my dishes, meal prep, juiced, had a work-related meeting, took some calls, redid my schedule. With SOOO many people laid off, sometimes I worry if I will get a job in 6 months with so much more competition and with hiring generally slowing down for the next 3 months, but, I'm trying not to worry. I am also wondering if I should be helping others more, because so many people are reaching out to help me.

I also feel determined.

I don't want to let myself down...I've been trying to learn these concepts for years but they always get put on the back burner. I have no choice now, but I hope it doesn't take me MONTHS to get my act together...or understand the concepts well enough

I wonder if I need to take the rest of this week off just to relax...And if I do so, I need to do it without feeling guilt/lazy or like "time's a wastin'"...

Takeaways

There's A LOT of things I want to cover in this time to study, but, I'm excited for it all

A lot of people come out the woodwork, but some folks just want to be nosy or bask in your downfall but don't truly care; the realest ones gone pick up the phone or offer to hear your voice, or see you over FT and video; only about 3 have done that, but I'm grateful for every bit of support in any form; we are so used to texting now and I know we're all busy, but, going forward, I'm going to remember what I'm feeling now & try to call and FT instead of just texting for sensitive/traumatic events my friends or family go through

These recruiters out here are reckless; a lot of them are just bombarding my inbox with subject lines, LITERALLY like, "Hello/Lyft Layoff" like, this boilerplate, insensitive template that they replace with whatever company layoff happened the person they're reaching out to is coming from; one RANDO recruiter I've never talked to just called me out the blue at 6:22 PM!...sir, I don't know you, and I'm looking for a job yes, but you are disrespecting a boundary!!! I don't know what he's up against though. He may be trying to avoid being next on the chopping block...but nuh un sir. The disrespect...GOTTA protect my energy because a lot of people are masking as being helpful but are really being self-serving, even when they know it's a sensitive time; very few TRULY GAF about you, but you have to GAF about yourself and your peace

Tumblr's trending again now that Twitter is Elon's now...hopefully more people can check out this blog & maybe it can be helpful to more folks!

Elections are tomorrow & my brain is like, "woah lady, one thing at a time :/". Feeling guilty about not feeling prepared for it...but I'mma go...

Need to stay prayed up, confident, and stop thinking about the worst case scenario & have bigger faith

Goals After Today

Understand the main concepts I need to from Interview Cake, AlgoExpert, etc. in less 3 months

Drop my body fat percentage

Use social media/YouTube less

Improve my relationship with my family

Be more confident & faithful

Move more during my day

DRINK MORE WATER!

[brenthellerblog]

Scaler Academy Review with Proof

Hello community, I am one of the ex-Scaler students from the April Batch. I got a job from Campus Placement and I got only one referral in the entire one year. Sadly, I need to pay them, hence I wanted to make people aware of some facts backed with proof, so that they do-not fall into this trap. I have seen a lot of things written about Scaler in the recent month. Scaler came out in public with a video on "What we do and Why we do", where they said their curriculum is focused on learning and not on jobs. But they end up getting disappointed, like most of us in our did.

In India, rarely people will come out in open to speak, because no-one wants to risk their future, so do I. People join such courses thinking that we do not need to pay now, we will pay when we get job. Hence they just join without giving it a second thought. But the main disappointment starts when you start paying installments for 24 months without getting any help to land up a job from the people whom you are paying. Let me bring to you some interesting facts about Scaler which proves that they sell their course on referrals and maximum people do join Scaler thinking that.

Their course costs you around 4.5L if you have a job paying around 15L base. It might cost you more if you have a good base salary. It is 15% of your base for 24 months.

We were near about 200 people in our April Batch who joined for the sake of a backup that Scaler might help us. Gradually with time, it appeared to us that they were hoping for us to get a placement on own rather then putting efforts to place us. Once we guys got a placement on own, the EMI plan was setup immediately, and they blacklisted us for future referrals since we crossed the slab. They say that they will keep referring us, but they don't once you are placed. The sole reason is they have got their money from you.

Only referrals were provided to Amazon which is considered to be a mass recruiter in India now, and every 3/10th people on Linkedin provides you a referral. Referrals to Lido learning was provided, but the people from my batch backed of, because the company had a legal case running. However some did join it, after joining those people had to use their laptops in work, they were not even provided with laptops, and those people are paying their installments and are really upset with the way they were cheated.

They state that they have 500 partner companies with them in their website. This is one of the other lies they have been spreading, they hardly have 8-10 companies, and they also hire a max of 10 people every year. If they had 500 partner companies, why were referrals not provided to us, May and June batch for Uber, Booking.com, Netflix, Google, Facebook, Tower Research etc?

In their recent video they released, if you ask them about referral stats, or anything is posted which goes against them, you will find that comment deleted withing an hour. Their new batch started this week, where to enroll people they published a blog which claims that 97% people were placed from the batch. The moment you take the entrance test and select people, you know those people are some of the best talents in India and will get a job. They released their placement stats, where you will not find a company which they mention in the above image.

Moreover they have not added a stat count on how many referrals did they provided to FAANG or other companies, which they boast of during the enrollment. The companies listed below are not even the names they mention in their websites. They have added 4 count to Amazon placed people in the name of PPO just to fool people around and boast them of fake numbers. Amazon Interns have confirmed that Amazon never confirms PPO chances before the internship ends. Moreover, Amazon did a intern drive for entire India and this was open to all. They claim to refer people to De-Shaw. What they simply do is, they go on to Careers site of De-Shaw and fill up your application form, and you get a test link(saying this because referral test of De-shaw is of 70 minutes, and the career site test is of 100 minutes). Then they term this as a company referral. Link to blog.

They have banners which states that there are all the top people teaching the course. Truth is, the people in the banner hardly take 3/4 classes each for the sake of the banner they posted. Most of the classes are taken by some guy who is not that good, or someone who is graduating in 2020 without any industry experience. Previously they gave good slabs to people joining them, they have started giving slabs of 7/8 to the new batches, which is a clear indication that they do not have companies to refer too.

They have some set of mentors who take the mentor sessions for the sake of 1.5K that they get per session. On an average every guy does 7-10 sessions. This is because whenever you approach Scaler for referrals, they will carve out a reason of the ground. Sometimes it will be, your problem % is less, sometimes your attendance, sometime your mentor session is less. And at the end when they are not left with reasons, they come up "What we do?, Why we do?". They claim they spend lacs of rupees for every student, hence their fees is that high. Let me bring you up some calculations.

Average 8 mentor sessions costs 1500 * 8 = 12k.(Source: Mentor). Everyday a class is taken by an instructor who teaches roughly 50 people(50 because most of the people do not join classes after 2/3 weeks) for 2.5 hours. In India, the average fees for an instructor teaching is 3k/hour at a maximum(it is 2k/hour on average). Lets take 10k. So 10k/200 = Rs 50 per day. Every month they have 20 classes, at max they will have 140 classes in 6 months. I have taken the extreme higher limit of everything. Which eventually costs you 7k across 6 months. Since they are not providing you with referrals, I am not adding any money count to it. They for sure do-not have 500 partner companies, lets round off 12 + 7 = 19k to 25k. The profit margin which they are making is immense, 4.5L — 25k is 4.25L per student. I say per student because, maximum people will eventually get placed with the talent they possv when you are binding them for 1.5 years under you in the name of a contract.

I started practicing at Interview-Bit in my second year. I was so pleased with the platform they had then. Then the Scaler thing came up giving us so many hopes. But eventually it is all about making money. The so known good guys(Abhimanyu and Anshuman) are exploiting Indian talent to earn big. This needs to stop. I will urge everyone to share this post as much as you can, the exploitation of talent needs to stop.

[adventuresinclientservice]

Why the tragedy at Boeing should serve as a wake-up call to advertising agencies (but won't).

I was taking a flight home from a client meeting when I found myself seated next to a pilot deadheading to his next assignment.  It was a long flight; we struck up a conversation.  Discussion turned to airplanes, with the pilot sharing a line then commonly used among pilots:  “If it ain’t Boeing, I ain’t going” is what he told me.

How far have the mighty fallen.

The problems at Boeing have grown both acute and chronic, particularly with its popular 737 Max aircraft, prompting a question:  why has a once-storied company of stellar reputation fallen so far so fast? 

The New York Times has an answer, which it detailed in a story, “4 Takeaways About Boeing’s Quality Problems.”  In it the authors point out,

"The company lost thousands of experienced employees to layoffs, buyouts, retirements and resignations. "Even though Boeing has since replenished its ranks, current and former employees say a lot of institutional knowledge has been lost, and its workers have less experience than they used to."

Hard to quantify, easy to undervalue, “institutional memory” is first thing many organizations sacrifice in pursuit of the bottom line, focusing instead on layoffs, buyouts, and forced retirements.  Boeing is a casualty of its own financial shortsightedness, which has since transformed itself into sloppiness, negligence, maybe even downright malfeasance.

That’s the sad, on-going, tragic tale about Boeing; what about advertising agencies?

There are far too many shops engaged in clear-cutting the ranks of long-tenured people of all types – Planners, writers, art directors, Account people – who often were more senior and thus more expensive, replacing them with less experienced, lower-cost staffers who found themselves undertrained and over-matched when dealing with increasingly demanding clients.  In many such cases an agency review seems inevitable, almost pre-ordained.

I’ve heard the tired, recycled arguments before about why many older, senior people faced the firing squad:  they cost too much, they don’t understand technology, they’re buried in the past.  For many of us, none of this is true. 

Salary is far from our highest priority.  Same with title.  Or size of office (who even needs an office?).  We understand technology and are far more adept at social media than you recognize. 

What we mostly want to do is contribute, collaborate, and connect with clients and colleagues in meaningful, productive ways.  Will any agency listen or take a chance on hiring experienced, wise, older pros who won’t in any way break the bank?

Unlikely.

Roberta and I are about to return East next month and are in the process of making travel arrangements.  Where I once would have felt comfortable flying on a Boeing aircraft but now forewarned of the two airplane crashes and the resulting loss of life, I’ve decided to look at Airbus not just as an option, but as a necessity.

Advertising agencies will never approach this level of tragedy, but agency management should take a hard, unvarnished look at the Boeing situation.  If it did, it would recognize it as a cautionary tale for an industry that, like Boeing,  has seriously lost its way, the consequence of which is clients turning away, in search of any alternative to the agencies on which it once relied.

[risetomastery]

"The Freelancer's Tax Toolkit: Saving Money at Tax Time"

Tax-Saving Strategies Every Freelancer and Small Business Must Use

Tax-Saving Strategies Every Freelancer and Small Business Must Use 1. Keep Immaculate Records 2. Max Out Tax-Advantaged Retirement Accounts 3. Deduct All Eligible Business Expenses 4. Claim the Home Office Deduction 5. Track Mileage for Business Travel 6. Hire Family Members 7. Leverage Tax Credits 8. Make Quarterly Estimated Tax Payments 9. Don't Be Afraid to Hire Tax Help 10. Plan for Long-Term Tax Strategies 11. Make Charitable Contributions 12. Open and Fund an HSA 13. Use Tax Loss Harvesting 14. Look Into the R&D Tax Credit 15. Review Your Business Structure As a freelancer or small business owner, taxes can take a big bite out of your bottom line. While you can't eliminate taxes completely, implementing smart tax planning strategies can help you keep more of your hard-earned income. In this comprehensive guide, we'll explore 15 powerful tax-saving tips that every freelancer and small business should consider taking advantage of. Master these strategies, and you'll be well on your way to maximizing your after-tax income.

1. Keep Immaculate Records

Meticulous record keeping is the foundation of tax savings for the self-employed. By maintaining thorough and organized records, you’ll be able to accurately calculate all your eligible business deductions and back up your figures if ever audited by the IRS. Be sure to set up a system to track all business income and expenses. Save receipts and invoices, separate business and personal bank accounts, create expense reports, and have a dedicated record-keeping software like QuickBooks or FreshBooks. The more details you can provide, the more deductions you can claim. Accurate records also help with estimating quarterly taxes, managing cash flow, monitoring the health of your business, and doing comprehensive tax planning. The time invested in record keeping up front can yield significant tax and financial benefits down the road.

2. Max Out Tax-Advantaged Retirement Accounts

Tax-advantaged retirement plans like Solo 401(k)s and SEP IRAs allow freelancers and small business owners to save for the future while lowering taxable income today. The Solo 401(k) is likely the best option for solo entrepreneurs or businesses with no employees besides the owner and a spouse. Solo 401(k)s allow you to contribute both as an employee and an employer, with total contributions up to $61,000 per year for 2022 ($67,500 for those 50 or older). Meanwhile, SEP IRAs permit contributions up to 25% of your net business income, up to $61,000 annually. Maxing out these accounts can slash your taxable income significantly. Be sure to explore them fully and use them as part of an integrated tax minimization strategy.

3. Deduct All Eligible Business Expenses

One of the best parts of being a small business owner is deducting legitimate business expenses to reduce your taxable income. Make sure you're taking advantage of every allowable deduction based on your business model and activities. Common deductible expenses include: - Office supplies and equipment - Professional services like bookkeeping or legal fees - Employee salaries and benefits - Advertising and marketing costs - Travel and transportation related to business activities - Phone, internet, and utility expenses - Insurance premiums - Interest paid on business loans and credit cards - Rent or lease payments for office space - Ongoing education and training Deducting all applicable expenses properly can result in thousands of dollars in tax savings. Consult with a tax pro to identify all potential write-offs.

4. Claim the Home Office Deduction

Many freelancers and small business owners work from home, whether full time or as a hybrid model. If you operate your business out of your home, be sure to take the home office deduction. To qualify, you must use a specific area of your home regularly and exclusively for business. You can then deduct a portion of home-related expenses like rent, mortgage interest, property taxes, utilities, insurance, maintenance, and repairs based on the square footage percentage used for business. Home office deductions can be worth thousands per year, making it well worth setting up a dedicated workspace that meets IRS requirements. Just be sure to use the space only for business to avoid questions.

5. Track Mileage for Business Travel

Business-related travel is another significant tax write-off for the self-employed. For 2022, you can deduct either your actual vehicle expenses or take the standard IRS mileage rate of 58.5 cents per mile. To maximize your deduction, keep meticulous records of mileage driven for business purposes in a vehicle log or app like MileIQ. Calculate the total miles and multiply it by the standard mileage rate. This adds up fast, especially for service businesses like caterers, contractors, realtors, etc. You can also deduct parking, tolls, rideshare services, and other transportation costs related to business activities. Capture these expenses as you go to build your deduction.

6. Hire Family Members

Bringing family members into your business can provide personal and tax benefits. As long as the family member is doing legitimate work for your business, you can deduct their salary as a business expense just like any other employee. Some common examples include hiring a spouse for administrative tasks, children for social media help, or siblings for services like graphic design or bookkeeping. Just be sure to keep proper payroll records like any other employee. The family member must also claim the income on their taxes. But as long as they're doing real work for the business, it's a win-win tax strategy.

7. Leverage Tax Credits

Beyond deductions, small businesses can further reduce taxes through tax credits directly lowering your tax bill on a dollar-for-dollar basis. Some examples of small business tax credits include: - Small Business Healthcare Tax Credit - offers a credit of up to 50% of premium costs for small businesses providing employee health insurance. - Work Opportunity Tax Credit - provides a credit up to $9,600 per employee hired from certain targeted groups like veterans or those receiving government assistance. - Research and Development Tax Credit - available for businesses investing in experimental research and product development. Take time to research what credits make sense for your business situation and ensure you properly claim them. The tax savings can be substantial.

8. Make Quarterly Estimated Tax Payments

As a business owner, you typically don't have taxes withheld from a paycheck like a W-2 employee. As such, you must make quarterly estimated tax payments on your income to avoid penalties and interest charges. Estimated tax payments are due every quarter: April 15, June 15, September 15, and January 15. The IRS requires you to pay either 90% of your total tax bill or 100% of the prior year's tax amount through quarterly payments. Making timely estimated payments not only helps you avoid penalties but also manages your cash flow effectively throughout the year. Don't let estimated taxes catch you off guard.

9. Don't Be Afraid to Hire Tax Help

With all the complexities and responsibilities of running a small business, it can be tempting to take a DIY approach to taxes to save money. However, hiring a knowledgeable tax pro can provide huge value and more than pay for itself. A tax professional can help you: - Navigate complex tax laws and ever-changing regulations - Identify overlooked deductions you may be missing - Structure your business in a more tax-efficient manner - Plan tax strategies to maximize savings both now and in the future - Avoid mistakes that could lead to audits and penalties A good CPA will save you more in tax savings than their fees, giving you confidence at tax time. Their expertise offers peace of mind and allows you to focus on your business.

10. Plan for Long-Term Tax Strategies

Taxes owed each year are important, but also consider long-term tax planning strategies that could benefit your business for years to come. Some examples include: - Incorporating as an S corporation - This changes how business income is taxed and may provide savings for some businesses. - Employee vs independent contractor status - Weigh the tax implications of bringing on employees vs contractors. - Accounting methods - Cash vs accrual accounting affects when income and expenses are recognized for tax purposes. - Buying business property - Carefully consider whether to expense or depreciate capital expenditures over time. - Estate and succession planning - Develop a tax-smart plan for transferring your business as part of your estate. Meeting with a tax advisor annually can help identify the best long-term tax strategies to put in place well before tax time.

11. Make Charitable Contributions

Supporting charitable causes you're passionate about while also lowering your tax bill for the year is a win-win. Some ways to integrate charitable giving into your business tax planning include: - Donating money directly from your business instead of personally - Donating inventory, services, or other non-cash assets - Setting up a donor-advised fund under your business name - Establishing a nonprofit foundation funded by your business - Sponsoring fundraising events, teams, or causes as a business Be sure to track charitable donations closely. While tax deductible, charitable giving should also align with your business values and priorities.

12. Open and Fund an HSA

For small business owners who have a high deductible health plan, contributing to a Health Savings Account (HSA) can provide triple tax benefits. HSAs offer: - An above-the-line deduction lowering your AGI when you contribute. - Tax-deferred growth on the funds just like a 401(k). - Tax-free withdrawals for qualified medical expenses. For 2022, you can contribute up to $3,650 for self-only HDHP coverage or $7,300 for family coverage. If over age 55, you can also make an extra $1,000 catch-up contribution. Maximizing an HSA along with a high deductible health plan can be a wise long-term tax and healthcare savings strategy.

13. Use Tax Loss Harvesting

Tax loss harvesting involves strategically selling investments at a loss to offset capital gains and income taxes. This technique allows you to book losses to lower your tax bill while maintaining your overall investment portfolio and asset allocation. As a business owner, you may have substantial capital gains from selling assets or investments held inside your business. By harvesting losses in your investment accounts, you can generate deductions to offset these gains and reduce what you owe. Work with your financial advisor or CPA to model tax loss harvesting scenarios and improve your after-tax return.

14. Look Into the R&D Tax Credit

Many businesses are unaware that engaging in experimental research and development activities could qualify them for valuable R&D tax credits. According to the IRS, "research" refers to eliminating uncertainty about the development or improvement of a product. "Development" means translating research findings into a new product or process. Some examples that may qualify include: - Developing new technologies, formulas, inventions, or processes - Testing and refining prototypes or models - Clinical studies to obtain FDA approval for a new drug - Software development to improve internal systems/tools - Engineering to improve performance, reliability, or quality Professional services like engineers, designers, software developers, and research scientists can help quantify credits.

15. Review Your Business Structure

The legal structure you choose for your business also impacts your tax situation both now and in the future. Periodically stepping back to assess if your current business structure makes sense can reveal opportunities for tax savings. Some considerations around business structure include: - Sole proprietorship - Simplest structure with no distinction between you and your business for tax purposes. Income is reported on your personal return. - Partnership - Partners report their share of profits/losses on personal tax returns and avoid double taxation. General partners have unlimited liability. - S Corporation - Profits/losses are allocated to shareholders based on ownership percentages and taxed at individual rates. Reasonable salary is subject to FICA taxes. - C Corporation - Subject to corporate income tax rates. Double taxation for dividends distributed to shareholders. Better for raising capital long-term. Your tax and legal advisors can help analyze the best structure for your goals, cash flow, and owner preferences. Putting even a handful of these tax strategies to work can help freelancers and small business owners hold onto more of their hard-earned income to fuel future growth and prosperity. Don't leave potential savings on the table. Partner with your financial and tax advisors to implement a plan tailored to your business. The tax and cash flow benefits will be well worth the effort.

Read the full article

[jortsonfilm]

fuck a cover letter, i'm marching up to the hiring manager's desk and kissing him on the mouth. if you give me the max salary i'll use tongue.

[somewhere-in-nowhere]

Soo... job search and application process struggles

Shit I've seen so far while applying for numerous amounts of Software QA jobs (this is just for the application form!):

A drop-down list for universities (which does not have your university listed).

A drop-down list for university field of studies, in English. It is 400+ item long and does not have quick search. Only first 50 (in alphabetical order) are displayed. You need to enter your field of study the same way it is in their list - or it won't be accepted and will just show you that this field does not exist.

A mandatory GPA field (yes, there are other systems - shocker, I swear).

A drop-down list of countries (which does not have your country listed).

They require for your CV to be uploaded in exactly PDF or exactly DOCX (but never specify anywhere which one they need). You will see the most generic error when you will upload it in the "wrong" format. As your application haven't passed all their field checks, it wasn't sent, so they also decided to empty out some of the fields - just some, juuust in case you've changed your name between the attempts.

They have a "Do you require visa sponsorship?" field. It is a free-form field. With max length. No, the length is not specified anywhere. Field is made for one string, but that is already more than they are accepting. You can put however much text you want in there - it won't complain until you will try and send an application. No, the error message also won't have a max length stated.

They have mandatory registration to even start the application process. 70% of them use the same provider for that. Yes, you need a separate account for each application. No, account from that provider you've used to apply to "Unicorns & Co" does not suite to apply "Fairies Corporate". Sorry, dear! (don't even know why I'm still bothering to write them all down in password manager).

Yes, we will make the most specific password rules. No, 22 symbols are too much security, we don't want that. No, that special symbol is not special enough. Sorry, you want to know which symbol is special enough? Sorry, we won't tell you - that's our biggest secret.

They have a "What are your salary expectations?" field, that only accepts numbers. No, you cannot enter a range there. No, we didn't state in which currency. Per month? Per year? Gross? Net? Idk, salary, what are you, stupid? Also, it's a mandatory field.

"What is your notice period?" question is a date picker with a calendar. I thiink it's called notice period for a reason, but it's just my wild guess. Would like to ask them "What is their hiring period?" back, idk, I just like transparency.

I desperately want to give this list a maturity warning, even though I know that it does not deserve it.

I hope somebody from the offenders will see it and fixes their shit.

Job search is inhumane as it is.

[remunance-services]

HIRING EMPLOYEES IN INDIA: A GUIDE FOR FOREIGN COMPANIES

Are you on the lookout to set up your remote team from a huge pool of talent and highly qualified individuals? Is India your prospective location considering its potential attraction? Then let us guide you on understanding the employment culture, the process of hiring employees in India for your foreign company, and how a PEO (Professional Employer Organization) can serve as the best alternative for your hiring process.

Hiring employees in India of high-caliber talent

Esteemed businesses like Zapier, GitLab, Buffer, and Hubstaff are known for hiring 100%, remote teams. Research suggests that 95% of employees are hired locally in India by foreign firms. Considering these statistics and by following the lead, you will have access to the second-largest English-speaking population with a high literacy rate. A 1.3 billion dynamic market to choose from and where business is primarily conducted in English. A great tech talent, with 4000 engineering colleges churning out a remarkable 1.5 million engineers every year.

Also “Indians are perceived as ready to adapt to different cultures, diligent and increasingly open to relocating”, as quoted by Kamal Karanth, Managing Director of the Indian arm of global recruiting agency Kelly Services.

While sourcing talent from India, considering the following aspects will come in handy for your foreign company’s hiring process.

Decoding the employee mindset in India

While staffing employees in India, it is important to understand the Indian work culture. Indian employees working for Indian or multinational companies like to enjoy 10% to 50% hikes annually. Accompanied by favorable taxation, incentives, travel allowances, health insurance coverages, etc. They prefer five working days, and 15-30 days of public holidays. They also like modern office spaces and futuristic office spaces for more comfortable working conditions.

Recruitment or staffing scenario in India

As a foreign company owner, you will need to understand the Indian business culture that will determine your company’s HR practices. You will have to take into account the employees’ cultural and religious backgrounds to devise a strategic HR practice to deal with them.

Indian employees value job security, so they look for long-lasting and secure opportunities. For most of the employed population, their designations or positions are very important. It is seen as social status and also a criterion for being eligible for a mortgage. The ‘freelancing’ concept is not seen as a desirable state of employment here and contracts employment is approached as the last resort. The salary packages include all elements of pay in a corporate structure known as a CTC (cost to company) with differing tax requirements like the PF ( Provident Fund).

You can offer your employees perks like stock options, overtime compensations, incentives, and internet allowances to make them feel valued. So if you are looking to hire employees from India, you must offer them attractive salaries, benefits, and a long-tenured job offer.

2. Understanding the work hours, holidays, and overtime pay in India

Your remote employees will work for you for 8-9 hours per day or a max of 12 hours as per the new government labor laws. You will also have to consider the Indian calendar holidays while designing the leave management system since many festivals are celebrated here. Also, you will have to pay your employees for overtime as per the Minimum Wages Act, of 1948. To know about it more in detail, visit https://labour.gov.in/wagess for more information. So if you wish for your remote employees to work for you after COB (closing of business) hours, you will have to consider the Indian employment working laws, their festivals, and overtime compensations.

3. Ways of hiring employees in India– India’s online job portals and social media-based recruitment

Online job sites are a great way to source junior to mid-level executives. According to Statista research, 21% of employers in India look out for candidates on job portals as of 2020 data. You can selectively choose from a high volume of responses from these portals. You can save time by specifying the job description and qualifications. It is ideal to tailor the job descriptions and compensations to the expectations of the candidates by studying the Indian market trends. You can use platforms like Indeed (https://in.indeed.com/?r=us), Fresherslive ( https://www.fresherslive.com/), Naukri (https://www.naukri.com/), and Toptal (https://www.toptal.com/). to directly reach out to prospective candidates.

Finding the right talent through social media recruiting platforms has been a growing trend. LinkedIn showcases a database of 65,090,000 people recruited from India as of 2019. You can use platforms like LinkedIn, Facebook career pages, Twitter, Google+, and Branchout to source both active and passive candidates.

4. PEO/ EOR in India is the best option for hiring employees for foreign companies

If setting up your subsidiary company is not your first step, then engaging with a PEO or EOR i.e. a Professional Employer Organization or Employer of Record as co-employment will be beneficial. A PEO is a great way of going about hiring employees in India without forming an Indian office. These organizations offer the best of both worlds by becoming a legal employers for your Indian staff. A PEO will source the right candidate for you. They know the Indian market well and have better access to the talent pool here. With the PEO model, your company can focus on the core business and let the administrative headaches be handled by the PEO service companies.

The PEO alternative will prove as a great stepping stone to your business expansion strategy without having the need to form a foreign subsidiary immediately.

Remunance, your partner in hiring employees

At Remunance, we know the relevance of maintaining and retaining talent for a successful business. Remunance services help global companies to enter the Indian market. We maximize risk management capacity by being your ally in India. We will kickstart your business operations with complete HR Admin, and office infrastructure support all over India. Our team of HR professionals follows a structured recruitment process to improve hiring efficiency. We will ensure you a winning team culture by suggesting an ideal selection process.

Take your business to the next level and leave the hiring concerns to us.

[leoandvern]

When Should I Hire? 4 ways to tell you're ready financially

You hear about it all the time; your business besties are telling you that you shouldn’t be doing it all on your own, but you keep asking yourself “When should I hire? How do I know I’m ready?” This post will walk you through 4 steps to make sure your finances are ready to hire whether it’s a contractor or an employee.

When should I hire – Pre-work: Know what you’re outsourcing

I know, it seems obvious but I’m going to put it out there anyway because if you are trying to decide if it’s the right time to hire but you aren’t sure what tasks you even need to outsource… First – go read 11 things to Never Outsource Then – go read What you should outsource first: The 5-step process to help Now, have you read them? Like, really read them and done all the steps? Are you still asking yourself "when should I hire?" Great! Okay good. Now you’ve done your prework and you know what you’re outsourcing. Believe me, the reason so many hires go south is failure to address this pre-work. It WILL make or break you. Just sayin'.

When should I hire – Step 1: Know your budget

I know you probably want a magic number here but to give you one would be wrong. There IS no magic number because it all depends on your business, your goals, and what you’re hiring for. Hiring can be scary to even the fact that you are thinking and asking yourself "when should I hire?" is great! I’ll give you an example. I hired my first bookkeeping assistant when I was still at my day job 32 hours a week, maxed out on time but earning less than $3k a month in my business. Some people would say that’s crazy. Hiring her freed up my time to market, finish my website, attend to the higher needs of my clients to make sure they were super satisfied, and I doubled my revenue in just 4 months.  Could I have done that without hiring? Probably not because I had ZERO time to focus on any of the tasks that it took to grow my business. Hiring someone allowed me to make more money because I wasn’t in the day-to-day as much as in the CEO role. I also know people who are making 5-figure months who haven’t hired anyone because they just don’t feel the need. You see why the question "when should I hire?" is not simply a number thing? The reason your budget is important is that I don’t want you to OVERPAY for something that is not directly impacting your ability to reach your goals. Now if you don’t HAVE a business budget, then this is the time to start! In fact, I have created a supremely easy-to-use Business Budget template that will have your budget whipped out in no time! It does all the calculations for you AND it uses Profit First (which if you haven’t read you totally should it’s GOLD!) You can even snag it for $50 off it's normal price!

So how do you know what is the right amount? It depends on what else is in your budget. If you run super lean and have some extra money to play with while still keeping your operating costs under 40% then use that as an initial guide.

When should I hire – Step 2: Act as if

One of the frequent things I hear from folks is that they are nervous to add staff because they are worried about cash flow drying up. They don’t want to bring someone on and then have to let them go because business takes a turn. This is probably the biggest reason people wonder "When should I hire?" My advice? Act as if you have already hired someone for 2-3 months. That means setting aside their salary amount from your budget just as if you had paid someone (putting it in savings is perfect). Why does this help? One, it gets you used to seeing what your budget looks like without that money. Two, it provides a buffer now of pay for that person so that IF you have a bad month, you’re still golden on paying them their due. Remember, one bad month or two isn’t the end. You have to make multiple wrong decisions or fail to take multiple actions in a row in order for your business to actually fail. Like you have to IGNORE a whole heck of a lot of signs flat out for that to happen – and you wouldn’t do that – you would act at the first sign of trouble. So, stop stressing, and act as if for a few months to build up a safety net.

When should I hire – Step 3: Get SOPs and processes in place

Step 2 is actually a great time to be working on step 3. Because you should NOT hire before you have some kind of SOP (standard operating procedures) and processes in place so that the person you hire will have some kind of idea what the heck they’re doing! I know you're thinking, "Sarah, this has nothing to do with when should I hire?" But bear with me. I promise you will not believe how little you realize you’ve hacked together until you go to write an SOP. My favorite tools for this? Tango and Loom. Tango is a Chrome extension that you can use (For free) that will screen grab and actually make an SOP for you that you can then edit a bit and go! It saves hours and hours of time and will help so much! Loom is great for walking people through the SOP process in more of a “live” fashion Since some folks do better with written and some with video instructions my ultimate recommendation is to do both. Next up you need some kind of system for task delegation, review, and monitoring. Whether you use Notion, Asana, Monday, or Clickup you need something that will streamline where your hire can find their tasks, mark them completed, communicate to you any questions, etc. Plus, you want to build checkpoints on the processes as well. Now if that sounds supremely overwhelming, I have recommendations! (As always!) If you have no idea what system you need: you want Ariana Rodriguez If you want Clickup/Dubsado wizardry: you need Leann Forbes Getting this in place does take some time and that’s why using the 2-3 months you’re saving up some salary buffer is an ideal time while you are still doing the work to get all your processes documented and systems in place.

When should I hire – Step 4: Create your perfect hire criteria

Now, just like anything else, I want you to approach this thoughtfully and in advance. Don’t just throw out a task-based job description without knowing the type of person who would be a great fit for your company. Because we've now gotten past "when should I hire" and we've gotten closer to "who should I hire" plus you need to have this part nailed down before you start the hiring process. Take some time to answer these questions: - What kind of person do I work well with? - What kind of person has always irritated me to work with? - What are key work habits that this individual must have to be successful in my company? - Does the person need experience or am I willing to train them? - Are there any things that are 100% dealbreakers for me? Political, personal, behavioral? Really the world is your oyster, and no one is going to read this. If you know you won’t get along well with someone with opposing worldviews, don’t hire someone who has them. Or if they hold fundamental views that are different from the values of your company – it’s not about right or wrong – it’s about whether they are a good fit. Once you have really thought about your perfect fit criteria you can use that as a jumping-off point for your interview questions. This way you know that you are asking questions that help identify whether people are the perfect fit or not. I bet you had no idea this was going to be the route we would go when you first googled "when should I hire" but I promise you will be glad you did! When should I hire – Go forth! It’s time! You’ve figured out your budget, saved, gotten your SOP and processes together, and defined your perfect fit hire. No more wondering, "When should I hire?" Now you can get on to the business of hiring with confidence knowing that you have thoughtfully approached both the operational and the financial components of the hiring process.

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[mjgreys]

Endless sky campaign walkthrough

#ENDLESS SKY CAMPAIGN WALKTHROUGH PLUS#

#ENDLESS SKY CAMPAIGN WALKTHROUGH FREE#

Do you farm korath tech first to make the falcons more capable? Or do you wait until you have beetles to do the korath farming? I’ve done both, no preference. A bunked out falcon can absolutely steal 2 (or maybe 3? I doubt it….) Shield beetle ships which sell for around $8 million each.

#ENDLESS SKY CAMPAIGN WALKTHROUGH FREE#

You could start the free worlds campaign….or head to hai space and start the cycle all over again. You now have the potential for a large fleet and the means to sustain it by selling bounty ships.

#ENDLESS SKY CAMPAIGN WALKTHROUGH PLUS#

You can eventually get falcons and leviathans this way, plus marauder falcons which are amazing. No big deal, once a bounty ship is disabled, you can leave the system, land, come back and its still there waiting, leaving you to refill crew and capture them all. Bounty missions are great because nobody messes with your bounties….except the crews who like to blow themselves up now and then. So now you have your fleet and youve been nobody’s bit….chump about it. With 3 or 4 falcon escorts fully outfitted, you should be able to start taking bounty missions. Now you can start drawing ships you want away from the center of system to make it easier to capture before it gets mowed down by the zealously murderous military. You shuold be grabbing any other ship worth your time to sell as well to pay off the bank loan and keep up with crew salary. Once you have a falcon, you can certainly bunk it out to get more falcons and start a fleet. My typical progression looks like this: Shuttle>argosy>bastion>falcon>beetle Once you are using an argosy, its time to buy rifles and grenades for attack in the nearby system of sargas, just dont forget to move them when you change ships. Keep trying, it takes a while bc everyone loves murdering slave children pirate crews. If you are struggling to get there in time. Again, no shields, no weapons, just enough power to move and the rest is outfit expansions and bunks. You want speed at least 200 but not much more, and turning over 50. Now you have a machine gun, ho…ho….ho….wait, thats not right.ĭont bother building a fleet at this pointunless you just want to, just snag an argosy and sell anything else you grab to pay bills and refit the argosy for max bunks like you did the shuttle. This will help prevent the ship from being taken out by all the kamikaze pirates who cant resist diving at weakened ships. Once you have successfully boarded a ship and captured it, click “done”on the boarding panel and immediately hit the hyperdrive jump button to get out ofd the system, and as soon as you are in aldhibain, immediately click the land button to automatically land on the planet. The best time to do this is when there are a lot of ships in range of the military/trader ships so that they turn to the next ship instead of taking the time to finish off the one you want. Then its 1 in 100 to snag it without it getting blown up. Follow it around until other ships disable it. All you do is left click the ship you want when it comes in so its in the right-hand active target indicator on the hud. This part can be frustrating, tedious, challenging, repetitive, and is super rewarding because this is the action of not being an errand boy.īasically all you do is lurk around so the main planet (where inbound ships congregate) is at the edge of your screen so you can see inbound pirate ships, but they wont be as likely to come after you. You can certainly take jobs that are on the way, but if you dont pay off any of your loan early yet, you wont need to. Open your map and click on aldhibain since it has a ship yard. Head to alniyat system (“map south-west” in what will be called free worlds region), land, now hire crew and take off again. No weapons, no shields, downgrade thruster and turning thruster, buy outfit expansion and max out bunks. New game, pick shuttle, skip tutorial (get lost old man!!) And gut it. Quickstart guide: not for fitfirst timers, the spoilers and tactic will ruin the game lol, this is for speed starting once youve seen it all so you can breeze through the story archs with absurd levels of ease. Its argueably muuuuuch faster money and good for practicing those combat skills. Thats right, grab a shuttle and get ready to steal pirate ships for a living. this is intended to help you understand a fine tuned system for getting through all current story up to 0.9.9 in a quick manner without doing any of the taxi/cargo etc missions found in the job panel. Finish FW and Wander campaign before even reading. This guide is not intended for noobs as there are many big spoilers and also because it is so simplified it makes the game boring if you haven’t already done it a few times.