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surrexi · 7 months ago

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so about five months ago, my evil ayn rand-loving boss left the company because the previous vice president in charge of our sector of the company retired and her replacement looked at my boss' extremely unhealthy work habits (he regularly worked like... 16+ hour days) and complete disregard for budgets or the actual scope of our project's contract or the policies of our company regarding billable/unbillable hours and how an employee's time should be designated across projects and immediately was like "no, this has to change." and evil ayn rand-loving boss arranged for both himself and his favorite employee to get job offers at a different company. which was a godsend to me because i literally had my family, friends, and therapist all asking me if i was in a position where i could leave my job because of how just-shy-of-actionably awful said evil boss was to me.

(i don't have anything in particular to work on today and i'm annoyed a couple of my coworkers over a meeting this morning so i'm gonna rant about it here to avoid being tempted to rant at someone who actually works at my company, lol)

one of the things evil boss did that he shouldn't have been allowed to do was create a little group of tech-savvy employees that he gave their own cheesy acronym name that were 50% designated for the actual project he was the director of and 50% designated for... well, nothing officially, because his cheesy acronym group isn't an actual billable project or corporate operations unit. i don't want to type "cheesy acronym group" every time i mention it so i'm gonna tell y'all the actual name - "Virtual Innovation in Communication & Engagement," or the VICE Squad, because in addition to being evil he also thinks he's funnier than he is. (true story: the name might be changed bc people in the company have expressed that they think it's inappropriate/that it doesn't do a good job of expressing why we could be helpful to them.)

because my company is a research company that does contract work, employees are supposed to have 100% of their time officially designated for a particular project or corporate operations task. so like, 50% project a, 30% project b, 10% project c, 10% project d. or if you work for like, HR or as an office manager or in the corporate graphics or document services unit etc., then you might work like 15% on some project that needed your direct expertise and the other 85% might get charged to corporate operations but that's because you were specifically designated to do that work. in terms of the actual hours you work it's expected you'll occasionally use the corporate "unit ops" time codes when you're doing generic tasks, working on business development, doing HR trainings, attending corporate meetings, etc. but if you were hired for a full-time job in a non-corporate-support role, then in theory every week some combination of billable projects should have a claim on all 40 hours of your work time.

so anyway, when boss hired me and a couple of my coworkers, he designated our time as 50% the actual project he was director of (we administer a grant and provide training for grantees providing afterschool programming in texas), and 50% "VICE." the problem with that is that the vice squad is not a billable project or an official corporate entity, so he shouldn't have been allowed to do that. but the prior sector vp just let him do whatever he wanted. including completely ignoring the actual budget of the project. so like. one of my coworkers was charging half her time to the project and half her time to corporate unit ops even though she was doing 100% of her work on the project. which she shouldn't have been doing. and then myself and the other coworker were actually doing some work on other billable projects, but whenever it didn't take up a full 50% of our time, we just worked on the main project and charged all our time there, which was also bad because there was nowhere near enough money in the project budget for that. the only vice squad team member whose time is actually assigned (i assume) roughly correctly is someone who saw the work someone from the team did on a project and was like "hey, i have some time i can free up for this, let me be on the vice squad and give me projects." so like, he already had a bunch of projects he was assigned and just carved out whatever percentage for whatever projects he picked up through vice.

anyway, boss just didn't want to have to go through the corporate graphics team or document prep team etc., so he just hired some people who could do graphic design/desktop publishing/video editing/etc. and then basically just used the vice squad ~branding~ to get some of our time taken off the main project balance sheet by finding other projects within our sector who needed people to host/record/edit zoom meetings, hybrid conferences, podcasts, etc.

once evil boss left, the new project director (J), the associate VP whose business line the project was moved into (K), and the new sector VP (D) had to sort out all of this by talking to US, because evil boss did not leave them any explanations or anything. and i swear every time i told anyone else about how the whole thing was set up they were like ".................... that should not have been allowed." and i would be like *shrug emoji* "it did seem strange."

when evil boss left i also got a new "personnel supervisor" (or PSUP), which is the person who does things like career mentoring/your annual employee evaluation/etc. since lots of people work on multiple projects your PSUP isn't automatically the project director of a project you work on, although evil boss had kept almost everyone who worked on the project under his thumb (which other people in the company ALSO THINK WAS WEIRD). my new psup (A) is working in coordination with J and K to sort out my time allotment and even got special permission from D for me to charge any time over 20 hrs/week that isn't already for billable non-main-project projects to the corporate unit ops timecode while they find me other projects to work on. throughout this process i've been learning a lot about how things at my company are supposed to run administratively speaking and also seeing that a lot of the stuff that initially appealed to me about the company that i was disappointed not to see reflected in evil boss are actually reflected in most of the other people in the company i've worked with. it's been so rewarding to find that after evil boss did his best to make me miserable and also screw me over in terms of job security with him gone, the women who took over from him were like "no, you're clearly an asset to this company and you've been through hell, we're going to fight for you."

perhaps because i clearly had an opinion of evil boss that could sink no lower no matter what anyone told me about the administrative mess he left, J and K have been a tad bit more open with me than they might have been otherwise about said mess. and as a result of that, i have ended up with a more concrete understanding of the myriad ways evil boss was flouting rules/norms/budgets than anyone else who isn't involved in the actual leadership/project management side of the project.

which brings me to this morning's ~vice squad~ meeting. the vice squad as it stands now includes me, coworker L who doesn't do graphic design/video editing/etc but got lumped in with vice because she was also officially only 50% on main project (she manages the san antonio office and does a lot of admin/logistics stuff for the project, plus she handles posting to the facebook/insta accounts we have for a conference we put on as part of the project), coworker Z who is also 50% main project/50% vice but managed to hold on to enough "vice" projects that he probably actually has his 50% non-main-project time filled with billable hours anyway, and coworker R who is the one who already had his own projects when he "joined" the vice squad. R has worked for our company for like 15 years, and joined the vice squad on his limited basis a few years ago. Z worked for one of the afterschool programs that receives the grant our project administers and i gather evil boss recruited him to join our company a year and a half ago or so. L has been with the company only a few months longer than me, and I joined at the end of January of this year.

before evil boss left, he made a bunch of pronouncements about who would "lead" which project tasks after he left, even though he didn't really have the authority to do that. (i genuinely believe he was trying to sow as much chaos as possible to make the transition as difficult as he could for D, K, and J.) one of these pronouncements was that Z was going to "lead" the vice squad. one problem with that is that there is no actual vice squad task as far as the company is concerned. but another is that D and K looked at how the vice squad was arranged wrt time allotment etc and were both like "well this has to change" plus there's the name issue and like... i don't know what they told Z about his authority level but no one has told me that he has any particular authority over me or the vice squad. he just... arranged bi-weekly meetings and "leads" them. (these meetings could absolutely be an email btw.) anyway regardless of what Z has been told about his authority level, he definitely seems to have taken evil boss' pronouncement that Z is "in charge" of the vice squad to heart.

initially the person in the org chart who was responsible for coordinating the administrative aspects of the vice squad was J. a month or so ago K officially took managing/supervising the vice squad off J's plate, because she had way too much on it just trying to get main project to run smoothly according to the scope of the contract and within the budget. K scheduled a meeting with me to talk about the scope of the vice squad and what the vice team members hopes were for it going forward as well as what D is thinking we might be able to do with it. i assume she at least met with Z as well at that time, and she meets with L regularly because she's L's psup. i don't know if she's talked with R. five months ago when we were in the most chaotic part of the post-evil boss transition, i worked up a document based on (a) extant docs evil boss/his fave employee had created before the rest of us joined the team and (b) my own experience in seeing what things the vice squad did for the projects we worked on. i've shown that at least to J and K and i thought i had shared it with the rest of the team but i might not have.

anyway today during our bi-weekly this-could-have-been-an-email vice squad check-in meeting, the conversation shifted to the future of the vice squad, with Z and R talking about all this stuff they wanted to do to contact other projects to drum up more work for vice, create documents explaining what we do, etc. and i was like "whoa whoa whoa have you talked to K about this?" and "we should coordinate with K before we spend a lot of time on this" and they were just steamrolling me, and at least some of what they were saying was at odds with things K had told me about how she and D are thinking about rebranding/repackaging the vice squad going forward in order to allow it to continue to exist in a way that is within company policies and more widely useful to our sector of the company.

so i said to myself "i want it documented that i said this" and i put in the chat for the meeting "i strongly suggest coordinating with [K] if you do this." and then because R had said something like "if you don't have time i can do it" when i'd been trying to slow their roll, i added "it's not that i don't have time it's that it's not billable hours."

and R and Z were like "we've done it like this before" and i was like "yeah but that was when [evil boss] was here and [prior VP] let him do whatever he wanted even if it was against company policy" and they were just like "[prior VP] was the best" and ignored anything i said about billable hours, showed that in five months they still haven't learned K's name (i cannot fathom this tbh), and generally weren't listening to me. then i shared in the vice squad teams chat the document i prepared for K and J back in july and Z was like "okay thanks i see that" and was still going "yeah we should make [thing like the doc i just shared with a few additional categories of info]." then R sends a different doc to the chat which was something evil boss made several years ago that FRANKLY doesn't do what my document does nearly as efficiently or effectively given what info project directors we're trying to sell our services to need AND doesn't have the additional info Z was saying my document needed and Z goes "R this is perfect, this is great, we just need to change the logo!" (to the new logo that I MADE BY THE WAY, assuming our name doesn't change).

and i was like SO DONE WITH THESE FUCKING MEN, ugh. they never listen to me, i stg. i am trying to thread the impossible needle and be assertive towards them without them doing the man thing and deciding i'm being rude.

anyway like an hour after the meeting ended, J sends me a message on teams. she is still in the vice squad teams chat and invited to the vice squad bi-weekly meeting even though she doesn't attend and technically isn't even responsible for the vice squad anymore, so she could see the chats. after she asked how i am doing handling my dog dying suddenly and said some nice things about how she's been thinking about me and how grief sucks etc, she's like "in the vice meeting today, what was the topic where you mentioned coordinating with [K]?"

so i told her it was about the future of the vice squad and that i mentioned coordinating with K because she'd taken it over and then i was like "if that's changed i'm sorry for causing any confusion". and J was like "not at all. i really appreciate you drawing the line on unbillable hours."

so. i'm fucking right and these dumb men need to listen to me.

then i was like "i'm trying! it is... sometimes hard to get people to listen to me about it though" and she sends back "change is hard. and previous personnel sometimes operated differently than [company] policy suggests"

so yeah she is still verrrrrry salty about the mess evil boss left her to clean up but hey at least my willingness to jettison things evil boss did and advocate for us to actually follow company policies is endearing me to new boss. and also good job recent-past-me for deciding to at least have my advice to coordinate with K in writing in the meeting chat if nothing else.

#this has been a post #work stuff #rants

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theculturedmarxist · 2 years ago

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This interview was conducted with a public health employee of the Hawaii State Department of Health (HIDOH), as part of the WSWS Global Workers’ Inquest into the COVID-19 Pandemic. The worker chose to use the pseudonym Robert to protect their identity.

Evan Blake (EB): Thank you for participating in the Global Workers’ Inquest into the COVID-19 Pandemic, it’s a pleasure to interview you. Can you describe your background and training in public health before the pandemic?

Robert (R): My training in public health began more than 25 years ago, initially centered on women’s reproductive health. I earned a degree in Public Health. My focus soon broadened from just women’s health to everyone’s due to the ongoing HIV/AIDS crisis.

Throughout my career, I collaborated with various organizations, including academic institutions and community health centers, to develop programs targeting most of the populations in the Bay Area. These initiatives encompassed health education, addiction support, and promoting healthy relationships, as well as offering HIV/AIDS and HCV [hepatitis C]testing, counseling, contact tracing, case management and patient navigation services. When I moved to Hawaii, I continued doing health education and working with those experiencing developmental disabilities, aging and chronic illnesses.

EB: What were your initial experiences when the pandemic began in early 2020? How would you characterize the initial pandemic response of DOH [Department of Health] and state officials more generally in Hawaii?

R: I noticed in December 2019, when there was talk of unusual illness in China’s news and social media. Seeing how it was being handled there made me concerned. There seemed to be more effort in hiding it than in handling it.

I waited for our government to mention it, especially on a more local level. I really thought that since, historically, the Hawaiian Kingdom has had effective quarantine and mitigation practices, that the current leadership would follow suit. My thinking was that we don’t have rabies in Hawaii, so obviously we know how to keep viruses out.

By February, I started contacting the DOH to hire me to help out any way possible. This looked like something that could easily be squashed if they rounded up all the HIV experts and put them to work. In early March, I put my disabled clients on quarantine. I bought a bunch of fabric and a serger and my family and I made hundreds of masks. Airborne transmission has always been known.

On March 4, 2020, Hawaii’s Democratic Governor David Ige declared a state of emergency in response to COVID-19, granting the state greater flexibility in responding to the crisis. This is officially when the problems with disappearing COVID funds began. On March 26, Ige issued a stay-at-home order, closing nonessential businesses and implementing strict travel restrictions.

I participated in the statewide Lt. Governor’s COVID town halls. Stay-at-home orders in March and May helped keep the numbers low. I waited for the health department to do something and cranked out masks. Schools had gone online at this point. It went pretty well for us. My kid’s school was really proactive about making sure the kids had access to what or who they needed, including computers.

My partner was labeled an essential worker because he was in construction. His boss took full advantage of this allowance and I wrote several of our state’s representatives who seemed actively concerned about COVID, about what to do in this situation.

By the end of May 2020, Dr. Mark Mugiishi, the chief executive of HMSA, brokered a deal with the UH Manoa nursing school to provide students to be trained as contact tracers. They were supposed to have seven different cohorts, but they stopped at three or four. Most of the trainees were never hired to do any work in the DOH and a majority of the graduates got letters stating thanks, but no thanks. The DOH only ever brought on a couple hundred contact tracers. That was after they got in trouble for not having enough and refusing help.

All the tracers and investigators started out being hired by agencies other than the DOH. This meant that we had no rights, but we had the same responsibilities as any other employee would have. We didn’t get hazard pay, union, or PTO, couldn’t participate in any of the benefits or mental health support and other programs they regularly provided and encouraged all employees to participate in. Most of us worked from 7 a.m. to late in the evening most nights. Most tracers and investigators were not from the locally COVID-trained cohorts.

A majority of the COVID hires weren’t brought in until much later in 2020 or in 2021. More were needed and available and instead of hiring tracers or case management, a call center was contracted to bottleneck the high volume of calls and cases.

State officials are notoriously reactive to any problem, emergency-related or not. The officials in charge of HIDOH when the pandemic was officially recognized were ill-fitted for their positions. Their responses were lackluster at best, with Sarah Park (state epidemiologist, COVID response leader) coming in to the UH Manoa COVID trainings to tell us that contact tracing was ineffective, as well as other disease mitigation techniques that we were being trained on, like routine screening.

When the contact tracing program started at the DOH, the National Guard was tasked with training us and facilitating most of the COVID mitigation efforts. This was after they had only received one day of training themselves. I met not one of them who had any health background whatsoever.

It’s been a performative disaster from the very start. Our DOH and state leadership were instrumental in encouraging the spread of COVID-19. State officials were slow to respond and, when they did, it was never an appropriate response. Hawaii usually sees at least 30,000 visitors per day from all over the world. They did everything in their power to keep that going.

EB: You mentioned that DOH employees were split up into different groups, including groups working with prisoners, homeless people, sports personnel, the wealthy, etc. Can you describe this in more detail and the class divide in the pandemic response in Hawaii?

R: DOH employees as a whole are siloed and do not collaborate or even have the slightest clue what the others are doing ever. It was difficult trying to get resources or info from within when trying to access data or connect people with other services. It was deeply embarrassing to me sometimes how incompetent everyone was.

For the pandemic efforts, the entire venture was militarized and we were beholden to chain of command operations as civilians. We were not allowed to speak to our higher-ups. Many were discouraged from speaking to anyone.

The contact tracing and case investigation were separated into several different focus groups headed by epidemiologists. These epidemiologists already had a disease focus and their loads were not lightened. They were added to. Most of them are not in fact actual trained epidemiologists. They have fallen into the position often through nepotistic means and meet bare minimum educational requirements. They had a lot of weird toxic drama that affected program function overall.

For example, if your team’s epidemiologist didn’t get along with a different team’s epidemiologist and you needed a file or lab result or info about an individual in their category, they may delay the info or just never give it to you. It was the worst addition to an already extreme high-stress situation.

The main group management often fell to the inexperienced National Guard, who were under the epidemiologists. Each group’s numbers fluctuated and usually had about 7–15 people, half National Guard, half civilian. The focuses were separated into schools, food service, military, healthcare and LT facilities, travel/VIP, Pacific Islander, severe/death, correctional facilities and homeless.

We had to wait for the daily cases to be handed to the epidemiologists. They would post new cases as they were processed into the system usually via an external call center, who received the cases mostly via the department’s only fax machine.

HIDOH hired an external call center to handle what was called first contact calls. This was actually one of the biggest obstructions to actual contact tracing or any real handling of infected patients in a timely manner.

First contact call center got the first reporting of the case. The report would come in via fax (another massive problem). That person’s name and number would be taken down and someone from the call center or the National Guard would call and ask screening questions about their health and symptoms, often with not much health training. They had three days for the individual to answer before they stopped calling and threw it out.

By the time investigators or tracers got the case, it was often 5–10 days old. We never did real contact tracing in the department. Real contact tracing would involve calling the case immediately to help them trace and notify anyone who may have been exposed. It would also involve timely and actual distribution of resources, including testing, food and money. This is not what happened.

I saw hundreds of people who were overqualified for resources denied or provided the offered resources too late. Some tracers did what could be considered “guerrilla tracing” because they had their contact info passed around for those who needed help and couldn’t get through to the health department when they needed to, or they just needed resources or their results.

A majority of people who were infected did not receive a call from the DOH or any help. They also didn’t receive guidance on quarantine or health at all. Internally, there was never training or updating on variants, pathology or how to ask sensitive questions and talk to the general public. There was a lot of secrecy and internal guidance that wasn’t health-oriented or generally useful. It was often self-congratulatory and bloviated.

This all increased the class divide as those in the service industry couldn’t afford to heal or get better and many lost and are losing their jobs. Those who were able to sealed themselves away. Admin stayed in their offices and told no one to enter, and there was an increase in work-from-home jobs for those with privilege or education, like myself.

EB: Hawaii has the highest per capita number of active US military personnel of any US state and is the state’s largest income producer, yet tourism is often claimed to be the state’s dominant industry. What were the roles of the military and the tourism industry in relation to the pandemic?

R: The military has largely handled their own COVID cases, navigation, and often not sharing when they have clusters that directly impact civilians.

The tourism industry has a finger in everything. They have been extremely instrumental in helping COVID spread. Tourism interests are largely against the people of Hawaii, who are more often harmed than helped by their existence. Tourism and business degrees are what steers most of the boards of every institution in this state. You will find significantly more business degrees than Kanaka (Hawaiian person) representing leadership in the islands. Tourism is why most of those whose birthright is the islands are homeless or not in the islands.

Both industries had large roles in facilitating spread. They pushed to keep everything open and often refused to cooperate with the HIDOH in COVID mitigation efforts.

EB: How have the federal pandemic funds approved under Trump and Biden been dispersed within Hawaii? Can you describe any corruption or negligence that you’ve seen in this regard?

R: I can pretty much only describe corruption and negligence regarding the usage of funds. The HIDOH let over 30 million dollars’ worth of badly needed COVID tests go to waste and then spent over $60,000 to destroy them. The schools never saw much of the Elementary and Secondary School Emergency Relief (ESSER) funds put to use in the schools for mitigation efforts. Countless non-profits denied resources to the community. A robot dog was purchased to test homeless people for COVID, over $1 million were spent on Thanksgiving turkeys in Maui. Oahu’s police department got a bunch of new toys.

The HIDOH never upgraded their information transmission capabilities. They depended on two fax machines for the entirety of the COVID efforts, meaning that all data and case info was transmitted through these machines, slowing down any work or real efforts.

The machines ran over the weekend and whoever was on the following Monday had literal piles of data to enter into the system for reported cases, hospital data, etc. The whole venture has been performative negligence. The funding was better and more resources were distributed while Trump was president. Biden is an absolute disgrace, considering he campaigned on getting rid of COVID.

Most of the funds that could have been used to improve the community and help mitigate COVID were used irresponsibly and have been absorbed by the state. Governor Ige went out of his way to pass legislation that approved shady usage of funds and halt transparency. Governor Green is even worse. The COVID response was just a preview for how Green is handling the Lahaina fires.

EB: Schools reopened with less and less mitigation measures each year, causing repeated waves of mass viral transmission. Can you describe this process and the public health measures you advocated for them to implement? What was the response of various officials to your efforts? How are you seeing the impacts on children, including with Long COVID?

R: The 2020 school response was much better than the following years. Students were provided Chromebooks and instruction from their teachers. It wasn’t implemented in a way that made it easy for many instructors and families, but it was the safest option that was provided.

The following year, the district (the state has only 1) offered something completely different.

In-person instruction or a program for those staying home, that required the parent or caregiver to spend 4–6 hours per day implementing. With no live teachers or real support offered from the school or Department of Education (DOE). The schools who offered it didn’t even know what it was or how it functioned. They just referred parents to the program’s website or phone number if they needed any assistance.

Often parents who required more support or Special Education (SPED) services for their children were ignored, punished, had CPS called on them, or were harassed by some school’s staff and admin.

In many of the poorest areas, where much of our service industry workforce resides, the schools didn’t even offer an alternative to in-person classes. I’m in one of these areas and I removed my child from her school after they refused to provide any support or programming besides that awful program they were offering which forced the parent to provide instruction without support. I already had a job. They called CPS on me. They would send staff to my door every week to sign unnecessary paperwork. They did this for two years. Officials didn’t care. The School’s Superintendent and the super for my area was never even available and never returned calls. I called weekly. I was working on so many cases connected to our schools the whole time, it was no question about removing my kid.

None of the public schools had their air systems improved or HEPA filters added. Some were using hand sanitizer on children’s desks in between classes when they were supposed to sanitize them properly. There wasn’t any solid guidance provided to the schools. Every time I got through to a school nurse or principal about a case, they begged for info on what to do and how to handle mitigations with all the sickness.

Sickness in children and school staff wasn’t being reported accurately because contact tracers were instructed not to connect cases in the classroom with each other. This kept the cluster report low. Many teachers were punished for mentioning their own infections and they were not allowed to notify students’ parents either. This devastated our community, since it has one of the highest counts of multigenerational households in the nation.

Josh Green, who is now Hawaii’s governor, was the head of the COVID Task Force. His main messaging has only ever been regarding vaccines. He spent a significant amount of time pointing the finger at many of our Pasifika communities in regard to their vaccine hesitancy instead of working with them to mitigate COVID in other ways.

When the 2021–22 school year started, the district was ill-prepared and kids weren’t approved for vaccines yet. The school’s superintendent, Christina Kishimoto, was completely useless at getting any mitigations in the schools at all. She ignored the entire community, including so many teachers and parents who tried to keep or make the schools, or at least education, safe and accessible to all.

Senator Brian Schatz and others who had been previously notified about in-school spread and the actual numbers present instead of the falsely low reported ones, maintained the script that children needed to learn in-person. Even after in-person learning saw children being shoved together in cafeterias all day without proper instruction due to sick staff, those in charge maintained that the children needed to be in schools. This was supposedly for their mental health and education, which had never been prioritized previously.

Hawaii has had a major deficit in adequate and accessible education, as well as mental health care providers and services, for a very long time. Additionally, we don’t have school nurses in each school like many contiguous states offer. Many of our schools share a nurse and may not have an area for children to be sick or wait for someone to get them from school.

In-school cases often fell to vice principals and other staff. By the 2022–23 school year, schools had removed any guidance that was useful. They never upgraded or improved the air systems. Many of our schools have had problems with lack of proper air conditioning for a long time before the pandemic. The pandemic just made it worse.

There was a program created at the start of the 2022–23 school year to make the DOH, DOE and CDCF work together to improve the conditions in the schools. The HIDOE refused to meet or participate in any improvements to their school’s systems, provide resources such as testing, PPE or pandemic guidance.

Our state leadership has met with many COVID experts, DOH employees and medical staff who have told them what is happening in their districts, classrooms, hospitals and the community throughout the official pandemic and even now. They all have given lip-service and often have reacted appropriately in those meetings but nothing ever comes of it.

At first, children were just getting cold-like symptoms like everyone else. Those who had existing health issues usually suffered more. Not many children’s cases were followed past the initial call. Over time, Multisystem Inflammatory Syndrome in Children (MIS-C) became a focus as the children’s symptoms didn’t always go away.

Since Omicron emerged in November 2021, kids have had an increase in seizures and a lot of problems with focus and memory. My child has had several friends die from COVID. Long COVID in kids is terrifying, and the impact is already noticeable. Mine just stated that what everyone needs to know is that it’s harder for kids to learn now. She notices so much brain damage in her peers already. Before she got COVID, it was easier for her to process information. Things take much longer now.

To be honest, I’ve rarely seen an actual full recovery. People move benchmarks and brain damage is extremely hard to self-identify. COVID is long and lasting. Nearly every infection shows damage whether it’s noticed or not. For those who don’t have immediate consequences, it’s playing the long game.

EB: How else are you seeing the ongoing impacts of the pandemic associated with COVID-19 infection, including Long COVID?

R: I noticed very early on that regardless of how mild the cases were, there were often residual issues with the person’s ability to handle and process information. The one symptom that should be tracked more than temperature is cognitive ability—confusion, disorientation, odd and unusual thoughts and behaviors. The ongoing impact of any COVID infection is a significant amount of unchecked and untracked brain damage. It’s very difficult to self-diagnose and most of our medical providers are still unaware of COVID and how it presents.

Getting infected with COVID can reduce the immune system’s ability to function. Each reinfection can reduce immune function even more, inviting opportunistic infections to eventually kill us. This is how HIV functions, but at least there is treatment for that. There’s no treatment for Long COVID and there’s even less treatment or care for those under 12 years old. The impact I see right now is immense. Children and young adults are exhibiting Alzheimer’s and dementia-like symptoms, and there are huge increases of cancer, diabetes and heart problems at the population level.

EB: What have been your experiences advocating for Long COVID patients, and what are some of your greatest concerns with the “mass disabling event” of Long COVID associated with the pandemic? What do doctors know or not know, and what do you think needs to be done to address this?

R: While documenting cases in 2020, some had symptoms that just wouldn’t resolve. A few threatened to commit suicide and were in constant and severe pain. Many of their doctors didn’t believe them. I would contact their doctors and explain what Long COVID was. I would send them studies if they requested and would tell them what labs or referrals to order for their patients.

Many doctors were receptive at first. Some would gaslight the patients, saying that they were experiencing anxiety and not their actual ongoing COVID symptoms. I made an extra effort to contact those ones because they were making the patients worse and confused. I spent hundreds of hours on social media spaces giving talks about COVID, Long COVID and what I was seeing. Other Long COVID sufferers and advocates would join.

None of this data was being collected or distributed by our DOH, regardless of how the variants mutated or the community was being impacted. Any attempts to send information up the chain of command to the top were ignored and sometimes punished.

Over time, the doctors I was working with were getting Long COVID themselves. It led to a significant reduction in care for their patients. Some would brush the issue off because they had it and they were working, which they thought meant they were fine.

Doctors need to have proper information and guidance. Without it, many people are being told COVID isn’t really a problem. They trust their doctors to know about COVID. Their doctors are unknowingly feeding them to the fire. Vaccines are only one layer of a many-layered solution, and at this point vaccines aren’t very effective at preventing infection as the virus continues to rapidly mutate and new variants continue to evolve.

In terms of public health as a whole, the CDC is looked at as the main guidance for all these institutions. They need to be putting out clear messaging about COVID being airborne, the fact that an infection commonly lasts anywhere from 14–20 days, each reinfection can reduce immune function, and COVID is a vascular disaster that can wreck any and all organs of the body. These are things that scientists have known since 2020. There is absolutely no reason Drs. Rochelle Walensky and Anthony Fauci didn’t know the correct protocols for handling this pandemic. They both have HIV backgrounds.

My greatest concern about this mass disabling event is that I live in Hawaii. Disabled people were hidden, ignored and underserved here before the pandemic. It was nearly impossible to find mental and behavioral health services and they were often insufficient at best.

When everyone keeps getting reinfected, they will not be able to function. There’s low availability for services now and it’s already getting pretty noticeable. My friends working in the hospital are reporting incredibly low staff numbers and extreme burnout. We only had nine ambulances in circulation a couple weeks ago due to callouts.

Suicides, mental hospital stays and inability to function are becoming increasingly common and we’re just getting started. Since the pandemic began, there’s been an increase in car and plane accidents, heart attacks, diabetes, cancers, previously rare disorders and sudden deaths. Currently, COVID is listed as the third leading cause for death in the US, but if data were properly collected, COVID would be number one.

I took someone to the doctor for a head wound to be stitched and the doctor didn’t even mention concussion protocol. He said strange things that hadn’t been relevant regarding COVID since 2021. He behaved odd and childlike.

This mass disabling event is largely invisible. Many cannot self-diagnose the brain damage that a significant percentage of infections cause to some degree. It changes moods, thoughts, function, and can make people confused or angry.

My biggest concern is that with mass infection and reinfection, everyone is getting their brains melted. Who will take care of anyone when no one is left healthy and functional? Who will grow our food, participate in society, or even be able to get out of bed after we’ve all had multiple infections? Who will be left?

EB: Those are critical points, and concerns that should be more widely shared. The propaganda of the corporate media and political establishment has had a real impact, and prevented masses of people from understanding the dangers of COVID-19 and Long COVID.

Changing topics somewhat, when we spoke before you said that “Lahaina is an active crime scene, just like the COVID situation here is also an active crime scene.” Can you elaborate more on this and the criminal negligence that you believe caused this catastrophic fire? What other connections do you see between this fire and the COVID-19 pandemic?

R: Just the fact that there’s such a focus from those in charge on reopening and getting back to work tells me everything I need to know. The community just experienced a life-altering trauma and instead of really taking care of them and helping them get situated and time and resources to heal, it’s full-steam ahead. Open up, get back to work, go to school. Don’t worry about how you’re going to pay that mortgage on the burn pile where you used to live.

Just like with the COVID pandemic, the Emergency Management Agency lead didn’t have experience. They didn’t sound any alarm, and clearly weren’t well versed on emergency response protocols, otherwise they would have correctly used the emergency alarm system. Instead, Herman Andaya reasoned with everyone about why he didn’t think they were necessary.

For COVID, Josh Green facilitated thousands of tourists freely and consistently infecting our community with almost no guidance other than to get vaccinated. He gaslit us for years from his whiteboard and scrubs. He got even worse after he got COVID. The brain damage is real.

Why didn’t Maui sound the emergency system that is used for emergencies including wildfires? Why didn’t HIDOH enact their public health police powers to protect the community from COVID? Why do they both consistently report false numbers? Why do they both tell the community about resources that exist, but in reality are not actually available? Why is the community being forced to bear the brunt of the outcome of both disasters alone? Why does our leadership refuse to work with the community to solve either issue?

I know how greedy and careless this government is first-hand. Especially when local people are involved. Both disasters have resulted in very high losses to our Filipino and Pasifika communities.

How are we the only state without a fire marshal? Why is there never anyone held accountable? How do all these incredibly incompetent folks keep getting replaced by more incompetence? Nepotism. It has led to incredible incompetence and I have to assume it’s why there’s no accountability or oversight anywhere or for anything.

EB: Since the beginning of the pandemic, the WSWS has advocated for the full deployment of all available public health measures to eliminate SARS-CoV-2 throughout the world. Multiple countries proved that such a Zero-COVID strategy was possible, and we now know even more about viral transmission.

We have stressed that the fundamental reason this global elimination strategy has not been implemented is due to the division of the world into rival nation-states and the refusal of the capitalist ruling elites to accept any impingement on their ability to exploit workers and generate profits. What are your thoughts on this, and do you agree that we need to fight for a global elimination strategy?

R: The SARS-CoV-2 pandemic has exposed the challenges associated with the division of the world into nation-states, each pursuing its own approach to pandemic management. It’s been an absolute disaster.

When the virus first hit and people began seeing consequences and acting accordingly, I thought we had a chance at stopping the virus. Then the countries with more behaved greedily. They hoarded and wasted resources in the face of the countries who couldn’t get access to resources from the global market.

We are all in this together and no one is getting off this rock alive. Working together is the only way to get rid of this virus and all the others that have been popping up in the past few years.

Unfortunately, such an approach seeks to prioritize the well-being of individuals and communities over economic interests as Cuba has done. They developed their own COVID-19 vaccines. They consistently have the lowest reported COVID cases and deaths globally. Often close to zero. Their vaccines work much better than ours have been.

This reflects true commitment to public health and an ability to leverage existing medical and scientific infrastructure to respond to the pandemic independently.

EB: Thank you for this invaluable interview and contribution to the Global Workers’ Inquest.

R: Thank you.

#covid 19 #hawaii #long covid #covid response #covid pandemic #class war #brain damage #Rochelle Walensky #Anthony Fauci

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aionlinemoney · 8 months ago

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India’s Tech Sector to Create 1.2 Lakh AI Job Vacancies in Two Years

India’s technology sector is set to experience a hiring boom with job vacancies for artificial intelligence (AI) roles projected to reach 1.2 lakh over the next two years. As the demand for AI latest technology increases across industries, companies are rapidly adopting advanced tools to stay competitive. These new roles will span across tech services, Global Capability Centres (GCCs), pure-play AI and analytics firms, startups, and product companies.

Following a slowdown in tech hiring, the focus is shifting toward the development of AI. Market analysts estimate that Indian companies are moving beyond Proof of Concept (PoC) and deploying large-scale AI systems, generating high demand for roles such as AI researchers, product managers, and data application specialists. “We foresee about 120,000 to 150,000 AI-related job vacancies emerging as Indian IT services ramp up AI applications,” noted Gaurav Vasu, CEO of UnearthInsight.

India currently has 4 lakh AI professionals, but the gap between demand and supply is widening, with job requirements expected to reach 6 lakh soon. By 2026, experts predict the number of AI specialists required will hit 1 million, reflecting the deep integration of AI latest technology into industries like healthcare, e-commerce, and manufacturing.

The transition to AI-driven operations is also altering the nature of job vacancies. Unlike traditional software engineering roles, artificial intelligence positions focus on advanced algorithms, automation, and machine learning. Companies are recruiting experts in fields like deep learning, robotics, and natural language processing to meet the growing demand for innovative AI solutions. The development of AI has led to the rise of specialised roles such as Machine Learning Engineers, Data Scientists, and Prompt Engineers.

Krishna Vij, Vice President of TeamLease Digital, remarked that new AI roles are evolving across industries as AI latest technology becomes an essential tool for product development, operations, and consulting. “We expect close to 120,000 new job vacancies in AI across different sectors like finance, healthcare, and autonomous systems,” he said.

AI professionals also enjoy higher compensation compared to their traditional tech counterparts. Around 80% of AI-related job vacancies offer premium salaries, with packages 40%-80% higher due to the limited pool of trained talent. “The low availability of experienced AI professionals ensures that artificial intelligence roles will command attractive pay for the next 2-3 years,” noted Krishna Gautam, Business Head of Xpheno.

Candidates aiming for AI roles need to master key competencies. Proficiency in programming languages like Python, R, Java, or C++ is essential, along with knowledge of AI latest technology such as large language models (LLMs). Expertise in statistics, machine learning algorithms, and cloud computing platforms adds value to applicants. As companies adopt AI latest technology across domains, candidates with critical thinking and AI adaptability will stay ahead so it is important to learn and stay updated with AI informative blogs & news.

Although companies are prioritising experienced professionals for mid-to-senior roles, entry-level job vacancies are also rising, driven by the increased use of AI in enterprises. Bootcamps, certifications, and academic programs are helping freshers gain the skills required for artificial intelligence roles. As AI development progresses, entry-level roles are expected to expand in the near future. AI is reshaping the industries providing automation & the techniques to save time , to increase work efficiency.

India’s tech sector is entering a transformative phase, with a surge in job vacancies linked to AI latest technology adoption. The next two years will witness fierce competition for AI talent, reshaping hiring trends across industries and unlocking new growth opportunities in artificial intelligence. Both startups and established companies are racing to secure talent, fostering a dynamic landscape where artificial intelligence expertise will be help in innovation and growth. AI will help organizations and businesses to actively participate in new trends.

#aionlinemoney.com

#aionlinemoney.com #artiificial intelligence #machine learning #job vacancy #technology #ai

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transcuratorsblog · 1 day ago

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Microservices in Web Development: Why They Matter for Scalability

Scalability is no longer a luxury—it’s a necessity. As businesses grow, websites and applications must handle increasing traffic, new features, and rapid iterations without breaking. That’s where microservices architecture comes into play. For modern businesses aiming for agility and performance, microservices are becoming the go-to solution for building scalable digital products.

If you're working with a Web Development Company, you've likely heard the term "microservices" thrown around during technical discussions. But what does it actually mean for your business—and why does it matter so much when thinking long-term?

What Are Microservices?

Microservices are a way of building applications by dividing them into smaller, independent modules or services. Each service handles a specific business function—like user authentication, payment processing, or product search—and communicates with other services through APIs.

Unlike monolithic architecture (where all features are bundled into one large codebase), microservices allow each function to operate, scale, and deploy independently. Think of it as breaking your website into multiple mini-apps that work together seamlessly.

Why Microservices Matter in Web Development

When it comes to building modern websites and web applications, microservices bring a range of advantages—especially for businesses preparing for future growth.

1. Better Scalability for Traffic and Features

With a monolithic system, scaling often means upgrading the entire application—even if just one part (like the shopping cart or search feature) is experiencing heavy load. This is inefficient and costly.

Microservices solve this by allowing horizontal scaling of only the components that need it. For example, during a flash sale, your order-processing service can scale up independently without touching the rest of the system.

This makes microservices ideal for eCommerce, SaaS platforms, marketplaces, and any website expecting rapid growth or seasonal spikes in traffic.

2. Faster Deployment and Continuous Delivery

Because each microservice operates independently, developers can build, test, and deploy features faster. A bug in one module doesn’t require redeploying the entire application.

This improves:

Time-to-market for new features

CI/CD pipeline efficiency

Reduced risk of downtime during updates

A Web Development Company that embraces microservices can help you ship faster and iterate without bottlenecks, giving you a competitive edge in rapidly evolving markets.

3. Flexibility in Technology Choices

With microservices, different services can be built using different programming languages or frameworks based on what suits each feature best. Your authentication system could use Node.js, while your analytics module might be in Python.

This flexibility enables you to:

Use the right tools for each job

Hire specialized developers

Avoid vendor lock-in with specific platforms or stacks

Such tech diversity is harder to achieve in a monolithic system, where you're often tied to a single framework across the entire application.

4. Easier Maintenance and Debugging

Microservices break down complexity. Since each service is small and focused, it’s easier to identify issues and fix them without affecting the rest of the website.

This results in:

Faster bug resolution

Simpler code reviews

Less risk of system-wide crashes

As your business adds more products, geographies, or customer segments, a modular structure helps teams work in parallel and maintain system health with ease.

5. Improved Fault Tolerance and Reliability

In a monolithic system, one faulty component can bring down the entire site. Microservices offer fault isolation, which means if one service fails, the rest can still function.

For example, if your recommendation engine crashes, your checkout, login, and browsing services will continue running smoothly. This ensures better uptime and a seamless customer experience.

6. Seamless Integration with Third-Party Services

Microservices make it easier to connect with external tools—like payment gateways, CRM platforms, or email marketing services—without affecting the rest of your site.

They allow for plug-and-play integrations that can evolve over time without a full rework. This makes your business more agile and better equipped to adapt to future market needs.

When Should You Consider Microservices?

Microservices are especially valuable if:

Your business is scaling fast

You plan to expand your feature set or geographies

You want to adopt DevOps and CI/CD workflows

Your existing site is becoming difficult to maintain

While they do require thoughtful planning and infrastructure, the long-term benefits in agility, speed, and performance make them worth the investment.

Conclusion

Microservices represent a powerful shift in how modern websites and applications are built. By breaking down your platform into independent, scalable units, you gain flexibility, performance, and resilience—all of which are essential for growing digital businesses.

If you're planning a complex web project or rethinking your site architecture, partnering with a Web Development Company that understands microservices can make all the difference. Their expertise will help you build a scalable, modular system that supports innovation—without sacrificing speed or reliability.

#web development company

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aistechnolabs18 · 1 day ago

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Hire Unity Game Developer – Mobile, PC & VR Projects

Introduction

Before you hire a Unity developer, , it is important to understand what makes Unity create unity for the development of multiple platforms. utility of Unity - From Mobile to VR - its wide asset shop, and strong social support has made it an equal alternative for indie creators and global studios. Whether you are making a mobile puzzle, a PC RPG or a full Ive -consuming VR experience, Unity provides a harmonious ecosystem that reduces the time -which kills and reduces developmental barriers.

Why Choose Unity for Game Development?

Cross‑Platform Capabilities

When it comes to crossing the transverse platform Purinogen, the unit shines. With a single code base, developers can target the VR platforms such as iOS, Android, Windows, MacOS, Linux and even Oculus, Vive and Playstation. This flexibility means low growth costs and a wide access to your game. Don't miss the opportunity to hire unity game developers, who know how to effectively benefit the Build Pipelines of Unity for each platform.

Strong Community & Asset Store

A lively ecosystem surrounds the unity. Asset store thousands prepared by the team plugins, 3D models, VFX, shades and tools that speed up the development. Active platforms and training library developers help developers with fast troubleshooting, learning best practice and sharing knowledge - it is easy to score customized projects. When you hire Unity 3D developers, make sure they are well prepared to tap in the asset store while avoiding BLOT and Licenses loss.

Suitable for 2D, 3D, and VR Development

Unity isn’t just for blocky 3D games—the engine includes optimized tools for 2D game creation like tilemaps, animation editors, and lightweight render pipelines. Additionally, its integration with VR SDKs and XR plugins has positioned it well within the XR market. Whether it is a short mobile custom pixel art or a full blown Simulation, you can retain a unit developer that will distribute in any format.

Key Skills to Look for When You Hire a Unity Developer

Proficiency in C# and Unity Editor

C# is the backbone of Unity scripting. Developers must write clean, efficient code for gameplay design, UI systems, data management, and editor tooling. Look for candidates who follow SOLID principles, use Design Patterns like Singleton and Observer, and can build custom editor extensions.

Experience with Mobile, PC, and VR Deployment

Challenges from platforms vary greatly: Mobile optimization (battery, memory), PC (entrance option, graphic fidelity) and VR (high frame rate, delay delay). When you hire Unity developers, make sure they have sent at least one app or game on each target platform and understood the platform. Understand the best practice.

Familiarity with Physics, Animations & Game Optimization

Realistic physics, uninterrupted character animation and continuous performance are not -hypothetical. Ideal developers must experience the engine of physics - with unity, in methods such as Mecanim animation, timeline and object pooling, batching and memory profile. When you hire unity program talent, you prioritize those who can perform previous work on gaming and technical Polish.

Where to Find Unity Game Developers for Hire

Freelance Platforms

Sites like Upwork, Freelancer and Topler provide flexible access to Unity Talent worldwide. You can place a unit developer per hour or based on the project, usually weeting them through portfolio and test assignments. This route allows fast turnaround operations and agility - especially for small or more experimental projects.

Game Development Agencies

Boutique game studios and agencies provide end‑to‑end services, from design to deployment. They often bring defined processes—QA, art pipelines, release management—helping maintain high standards. If you’re serious about polishing a commercial product, agencies can be the right path when you hire unity game developers with proven track records.

Hiring Remote Developers or Outsourcing

External employment costs Access to flexibility and global talent pool. Many people choose to hire unit game developers from India, where competitive prices meet high technical capacity and a mature freeling ecosystem. Just provide good communication, overlap time areas, and clarify the project milk to maximize the success.

Hiring Options – Freelancer vs. Agency vs. In‑House

Pros and Cons of Each Model

Model

Pros

Cons

Freelancer

Cost-effective, flexible, quick onboarding

Variable quality, limited capacities, less oversight

Agency

Full service, expert teams, structured QA

Higher cost, less flexibility, contractual minimums

In‑House

Deep commitment, team alignment, IP control

High upfront investment, HR overhead, slower scaling

Choose wisely based on project scope. If you just hire Unity programmer for one feature, freelancing might do. For larger scope, agencies or in‑house teams bring stability.

When to Hire Unity Programmer vs. Full Team

Unity programmer: Ideal for a specific prototype, tool, or feature. Less cost, faster onboarding.

Full team: For complete game development, requiring artists, QA, UI/UX, audio, and backend expertise. When you hire unity 3d developers, find groupers that complement your core skill set and accept iteration cycles.

Cost to Hire Unity Game Developers in 2025

Cost by Region (US, India, Europe)

United States: Cost of senior unit devas $ 80- $ 150/h; Mid-level $ 50- $ 80/h.

Europe (Western): €40–€100/hr for senior talent. India: $ 15- $ 40/h for experienced developers; Junior prices from $ 10/h. Many start -ups hire unity game developers from India for cost certificates without a quality agreement.

Cost by Experience Level

Junior (0–2 years): $15–$40/hr globally; good for simple 2D or mobile tasks.

Mid-level (2–5 years): $40–$80/hr; can manage full gameplay systems.

Senior (5+ years): $80–$150+/hr; architecting performance-focused, cross-platform, multiplayer or VR games.

Budgeting Tips for Indie vs. Studio Projects

Define a minimal feature set (MVP) and start small.

Use asset-store assets where safe to reduce custom work.

Modular contracting—hire one Unity programmer for early stages.

Milestone‑based payments tied to deliverables (e.g. movable character, build pipeline).

Questions to Ask Before You Hire Unity Game Developers

Portfolio

Ask to see live builds or playable demos on all relevant platforms.

Check for consistent frame rate, responsive controls, and polished visuals.

Look for experience with mechanics similar to your own.

Tech Stack

Do they use scriptable objects for data management?

Familiarity with render pipelines (URP/HDRP) and XR Interaction Toolkit?

Use of version control (Git or Plastic SCM)?

Post‑launch Support

Do they provide maintenance, bug fixes, or updates after launch?

Have they worked with analytics SDKs (e.g. Firebase, Unity Analytics)?

Communication & Time Zone

Are they comfortable working within your timezone?

Do they have reliable communication channels—Slack, Zoom, etc.?

Are language and cultural differences manageable when needed?

When you hire Unity 3D developers, asking these questions upfront helps avoid misalignment.

Final Thoughts

Unity offers a powerful and flexible development environment for mobile, PC and VR projects, making it a top option for developers around the world. You want to hire unit game developers, bring in a dedicated unit programmer or create an entire team, it is necessary to coordinate the model's employment with the project goals and budget. Many start -ups and India start -ups choose from India to reduce costs without compromising on quality, often collaborating with reliable suppliers such as AIS Technolabs. Before you hire Unity 3D developers, be sure to review the portfolio, confirm the perfection experience across platforms and install clear expectations of support after launch. With the strategy of keeping the right task, your game can be a polished, high-performing experience on mobile, desktop and VR platforms-this is the right time to hire a Unity developer that can give your vision to life. Know more>>https://medium.com/@ridh57837/hire-unity-game-developer-mobile-pc-vr-projects-2ccdca920aa7

#hire a unity developer #hire unity 3d developers #hire unity programmer #unity game developers for hire #hire unity game developers

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wdcsuae · 5 days ago

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Looking to Hire AI Developers in the UAE? Here's What to Expect

Over the last few years, the United Arab Emirates has quickly positioned itself as a worldwide leader in innovation, digital change, and artificial intelligence. Because the local government pours money into smart-city projects, self-driving transport, and AI-powered public services, the need for AI developers has exploded. If you plan to hire AI developers in the UAE, you are entering one of the most fast-paced and tech-savvy job markets on the planet. Still, what should you actually prepare for when bringing on AI experts in the Emirates?

This post walks you through everything you need to know-from the current state of AI development in the UAE and different hiring models to essential skills, salary benchmarks, legal issues, and tips for making teamwork click. Whether you run a startup, a large enterprise, or a government-backed initiative, knowing these facts will help you hire wisely and get the most value from your AI investment.

The Booming Demand for AI Developers in the UAE

Artificial Intelligence isn't just talk in the UAE anymore-it is at the heart of the country's long-term game plan. Under its National Strategy for Artificial Intelligence 2031, the government wants to place the UAE at the front of the global AI race, weaving smart tech into daily life and every business sector. Whether it is smart police patrols, facial ID systems, banking chatbots, or online health assistants, AI is popping up almost everywhere, and the rollout shows no sign of slowing.

As use grows, so does the need for people who can build that technology. Fintech firms, retailers, logistics operators, and property companies are all on the hunt for AI developers in the UAE, looking for pros who can create, launch, and keep moving engines that actually deliver results.

What Makes the UAE an Attractive Market for Hiring AI Talent?

1. Government Support and Investments

Programs like Dubai Future Foundation, Abu Dhabi's Hub71, and Smart Dubai give AI startups a friendly playground and cash to work with, pulling in talent from around the world. If you hire here, there is a good chance your developers have already played a part in big, high-profile AI projects.

2. High-Tech Infrastructure

The UAE boasts top-notch digital highways-whether blazing 5G or friendly IoT set-ups-so its cities are perfect playgrounds for testing and rolling out AI . Local programmers live and breathe these tools daily.

3. Diverse Talent Pool

Because the Emirates attracts brains from Europe, India, Southeast Asia, and beyond, you get many world views wrapped around a single problem . That mix sparks fresh ideas, bigger tool boxes, and easier searches for the exact chops your project needs.

Key Skills to Look for When You Hire AI Developers in UAE

Before you bring an AI developer on board, it's crucial to understand the core competencies they should possess. Because every project-a movie-recommendation engine, a customer-facing chatbot, a fraud-alert shield, or a crystal-ball analytics dash-has its own flavor, the wish list changes slightly. Even so, a few core skills always matter:

1. Strong Foundation in Math and Statistics

AI sits on a bed of algorithms, and those in turn sit on math. Look for people who move easily through probability, linear algebra, calculus, and optimization.

2. Knowing the Right Programming Languages

Python tops the list for nearly every AI project today. Your team will benefit if developers are also comfortable with toolkits such as TensorFlow, PyTorch, and scikit-learn. R, Java, or C++ can crop up, depending on the tech needs.

3. Working with Machine Learning and Deep Learning

Look for hands-on work with supervised, unsupervised, and reinforcement learning models. For bigger tasks, mastery of CNNs, RNNs, and Transformers makes a clear difference.

4. Managing and Engineering Data

AI starts with messy data, so your developer must clean, reshape, and pull records from databases and APIs in real time.

5. Cloud Know-How and DevOps Basics

Most models run in the cloud. Skills on AWS, Azure, or GCP plus containers in Docker or orchestration with Kubernetes make deployment smoother.

Common Ways to Hire AI Developers in the UAE

You can recruit full-time, bring on freelancers, or partner with agencies, so choose the model that matches your project's size, schedule, and budget.

1. In-House Hiring

Put simply, if AI sits at the heart of what you sell, building your own in-house squad gives you tighter control, faster teamwork, and stronger ownership of ideas. It's pricier and takes time to set up, yet it pays off when projects stretch over years.

2. Freelance/Contract-Based

Freelancers shine when you need quick tests, fast MVPs, or small tweaks. The UAE's gig scene is booming, with platforms such as Upwork, Toptal, and Nabbesh making it easy to find talent on demand.

3. Outsourcing to an AI Development Company

Working with a dedicated AI firm in the UAE, say WDCS Technology, hands you a ready-to-go crew, clear processes, and support after launch-all bundled into one contract.

4. Hybrid Teams

Many firms now mix in-house staff, outside advisers, and offshore coders, giving them the flex to grow fast while still keeping quality in check.

Legal and Compliance Considerations

Before you bring in AI talent in the UAE-whether a full-time expat or a distant studio-make sure you follow local rules:

Work Visas and Permits: Hire overseas and you must sponsor an employment visa.

Data Privacy: Anyone handling sensitive data must meet the UAEs Personal Data Protection Law (PDPL) and, if your users are in Europe, possibly GDPR too.

NDAs and IP Agreements - Always get a signed NDA and spell out who owns the ideas in your contract. This matters even more when you hand work to freelancers or studios outside your firm.

Average Salary Expectations for AI Developers in UAE

The UAE is famous for paying tech talent well, and AI pros are no exception. If youre planning a budget, here's what typical salary bands look like:

Junior AI Developer: AED 10,000-15,000 per month

Mid-Level Developer: AED 15,000-25,000 per month

Senior AI Developer or AI Lead: AED 25,000-45,000+ per month

Freelancers generally bill AED 100-300 an hour, depending on skill level and how tricky the job is. Agencies tend to price by project, with small apps starting around AED 30,000 and large enterprise solutions climbing past AED 150,000.

Interviewing and Vetting AI Talent

When you have a shortlist, use these steps to pick the right person:

Technical Evaluation: Ask them to explain a past AI project. How did they build the data pipeline? Which algorithms did they choose? What tweaks boosted accuracy or speed?

Live Test or Assignment: Present a real, bite-sized problem and watch their thought process.

Soft Skills Assessment: AI work often links designers, data engineers, and product folks. Check that the candidate communicates clearly and plays well with others.

Portfolio Review: Scan their GitHub, Kaggle scores, or open-source commits for proof they deliver code, not just theory.

Challenges to Watch Out for When Hiring AI Developers in UAE

1. Talent Shortage: AI is still a niche set of skills, and top coders disappear fast. Start hiring early and pair a solid salary with room to grow.

2. Scope Creep in Projects: AI work tends to expand beyond the first brief. Pick a developer who can keep deadlines and deliver what you agreed.

Unrealistic Expectations

People like to call AI magic, but it only shines when you hand it clear goals and clean data. Nail down honest KPIs first, then say upfront what the tool can-and cant-do.

Best Practices to Ensure Success

Define Your Use Case Clearly: Whether its sorting support tickets, flagging fraud, or nudging sales, spell out the task in plain numbers everyone gets.

Start Small: A quick pilot or prototype shows if the model works before you pour in serious cash.

Invest in Data Quality: Garbage in means garbage out. Feed the system clean, current, and relevant records.

Plan for Continuous Training: AI still needs classroom time after launch, so set aside budget and staff for steady tuning.

Final Thoughts

Hiring AI developers in the UAE now means planting seeds for your company's digital tomorrow. The UAEs buzzing tech scene, solid backing from government leaders, and fast links to global experts give any AI startup the perfect springboard. Whether you want a simple chat bot or a full machine-learning platform, local teams can steer your project, test bold ideas, and keep you ahead of rivals.

Great hiring stretches far beyond clean code; it rests on a shared goal, consistent follow-through, and open trust. Seek developers who grasp your vision, use plain language, and welcome new challenges as your business evolves.

Ready to Hire the Right AI Talent?

Pick WDCS Technology, a name body in UAE A I. Our people turn rough sketches into smart, working apps. From proof-of-concept tests to polished, production-ready systems, we cover every step.

#aidevelopmentservices #ai development company #ai development #artificial intelligence

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ascend5 · 9 days ago

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Empowering Career Transitions with Ascend5 Outplacement

In today’s shifting business landscape, workforce changes—restructuring, layoffs, and mergers—are sometimes unavoidable. How organizations handle these transitions speaks volumes about their integrity, empathy, and long-term vision. Enter Ascend5’s modern outplacement program: a comprehensive and forward-thinking solution designed to support departing professionals through career transitions.

What is Outplacement?

Outplacement is a strategic, employer-sponsored service aimed at aiding employees who have been separated from their roles in securing new employment. Services typically include:

Career coaching

Resume and LinkedIn profile development

Networking strategies

Interview preparation

Emotional support

Ascend5 elevates this concept with its signature approach—executive coaching, branding, reverse recruiting, and mindset training—crafted specifically for mid-level to C-suite leaders ascendcareers.net+15ascend5.com+15ascend5.com+15ascend5.com+2ascend5.com+2medium.com+2linkedin.commedium.com+1linkedin.com+1.

Why It Matters for Employers

Preserves Employer Brand Supporting former employees during challenging transitions strengthens a company’s reputation as caring and responsible medium.com+1ascend5.com+1.

Boosts Remaining Team’s Morale Remaining employees closely watch how exits are managed—offering solid support fosters trust and loyalty.

Mitigates Legal and Emotional Risks Structured, professional support helps reduce stress, misunderstandings, and potential legal fallout .

Ascend5’s Unique Outplacement Framework

Ascend5 offers a holistic package designed to both equip and empower career transitions:

1:1 Executive Coaching Personalized guidance with experienced career coaches for strategic decision-making.

Resume & LinkedIn Enhancement Building strong personal branding that resonates with recruiters and hiring managers theorg.com+14ascend5.com+14medium.com+14ascendcareers.net+4medium.com+4ascend5.com+4.

Reverse Recruiting Ascend5 actively scouts opportunities—working on the candidate’s behalf to connect them with targeted employers .

Career Confidence & Mindset Training Tools to rebuild self-belief, clarify values, and approach job search with renewed purpose.

ROI: Beyond Placement

Ascend5’s focus isn’t simply on securing a job; it’s about landing the right job—fitting roles that align with compensation goals, leadership style, and values. Their data shows clients can recover or even exceed previous earning levels through strategic salary negotiation medium.com.

Human-Centric Transition Design

Outplacement isn’t a checkbox—it’s a people-first strategy. Ascend5’s model underscores respect, dignity, and long-term success—letting organizations demonstrate real care in challenging times.

Final Thoughts

For companies undergoing workforce shifts—whether as a preventive measure or a reactive necessity—Ascend5’s outplacement approach stands out. It offers a modern, dignified, and results-driven service that:

Enhances company reputation

Maintains internal morale

Supports former employees with high-impact tools and guidance

By investing in coaching, branding, and reverse recruiting, organizations don’t just ease the pain of transition—they set departing professionals on a path to even greater achievement. If your company is ready to elevate workforce transitions with integrity, Ascend5’s outplacement services offer a compelling solution.

Ready to deliver a respectful, strategic transition experience? Reach out to Ascend5 to explore tailored outplacement packages designed to empower talent through change.

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isocertificationinusablog · 11 days ago

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ISO Certification in Bahrain: Advancing Business Excellence

ISO Certification in Bahrain is a formal recognition that an organization complies with international standards set by the International Organization for Standardization (ISO). These standards cover various aspects such as quality management, environmental sustainability, information security, occupational health and safety, and food safety. ISO certification helps organizations streamline processes, improve efficiency, and meet global customer expectations.

Why Is ISO Certification Important in Bahrain? As Bahrain’s economy diversifies and expands, ISO certification has become a vital tool for organizations aiming to demonstrate credibility, improve operational performance, and enter international markets. Government bodies, private companies, and industries such as construction, healthcare, manufacturing, and IT increasingly rely on ISO standards to ensure consistency, safety, and compliance with both national and international regulations.

Common ISO Standards in Bahrain

ISO 9001 – Quality Management Systems

ISO 14001 – Environmental Management Systems

ISO 27001 – Information Security Management Systems

ISO 45001 – Occupational Health & Safety

ISO 22000 – Food Safety Management Systems

ISO 13485 – Medical Devices Quality Management

ISO 50001 – Energy Management Systems

Benefits and Uses of ISO Certification in Bahrain

Improved Efficiency: Streamlines processes, reduces waste, and boosts productivity.

Customer Satisfaction: Delivers consistent quality and enhances customer confidence.

Market Access: Facilitates trade with international partners by meeting global standards.

Compliance: Supports regulatory adherence, especially in sensitive industries.

Risk Management: Enhances identification and mitigation of operational risks.

Reputation: Strengthens brand image and credibility in local and global markets.

Tender Eligibility: Meets requirements for government and large private sector contracts.

Where Is ISO Certification Required in Bahrain?ISO Certification Services in Bahrain is sought by various sectors in Bahrain including:

Construction and engineering

Healthcare and pharmaceuticals

Oil & gas and energy companies

Education and training providers

Food production and distribution

IT and cybersecurity services

Manufacturing and logistics

How to Obtain ISO Certification in Bahrain

Identify the Standard: Choose the ISO standard relevant to your business goals.

Gap Analysis: Assess current practices against the ISO requirements.

System Implementation: Develop policies, procedures, and records as per standard.

Internal Audit: Verify the implementation and readiness for certification.

Management Review: Ensure top-level commitment and process alignment.

Certification Audit: Engage a recognized certification body to conduct an audit.

Certification and Surveillance: Receive the ISO certificate and undergo periodic surveillance audits.

ISO Certification Services in Bahrain

Gap analysis and implementation support

Policy and documentation preparation

Employee training and awareness programs

Internal audits and management reviews

Certification audit coordination

Post-certification monitoring and improvement

Why Hire ISO Consultants in Bahrain?

ISO consultants in Bahrain bring in-depth knowledge of local business practices and international standards. They help organizations save time, avoid common compliance pitfalls, and ensure smooth audits. With the support of experienced consultants, companies can implement sustainable management systems that foster continuous improvement.

Conclusion

ISO Certification in Bahrain is a strategic investment for businesses aiming to enhance quality, achieve compliance, and gain a competitive edge. It enables organizations to meet global benchmarks, attract international customers, and contribute to Bahrain’s vision for innovation and excellence. By choosing the right ISO standard and working with qualified consultants, Bahraini companies can drive long-term success and global recognition.

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topiosappdevelopment · 16 days ago

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iOS App Development Company in India – Build World-Class iPhone Apps

Looking for a reliable iOS app development company in India? At Mobulous Technologies, we offer scalable, secure, and user-friendly iPhone app development services tailored to startups, SMEs, and enterprises across the globe.

I’m proud to be part of a team that’s helped hundreds of businesses succeed in the Apple ecosystem. Whether you're looking to build a brand-new app or scale your existing iOS product, Mobulous is here to deliver results that meet Apple’s high standards—with speed, quality, and innovation.

Why Choose Our iOS App Developers in India?

As someone working closely with our talented developers at Mobulous Technologies, I can confidently say we offer much more than just coding—we deliver complete product success. Here’s what makes us a top iOS app development company in India:

Certified Swift and Objective-C Experts Our in-house developers are highly skilled in Apple’s core programming languages and frameworks.

Proven Track Record with iOS Apps on App Store We’ve successfully launched 500+ iOS apps for clients across 40+ industries—many of which are top-rated on the App Store.

Agile Development & Transparent Process At Mobulous, we follow agile practices and keep clients in the loop with every sprint. No surprises—just clarity.

Custom UI/UX for Apple Devices Our designers create seamless and intuitive interfaces tailored to iPhones, iPads, and Apple Watches.

If you're looking to hire an iOS app development company in India, Mobulous combines innovation, affordability, and industry expertise to make your idea a success.

Our iOS Development Services

At Mobulous Technologies, we offer a full suite of iOS mobile app services in India, ensuring complete end-to-end solutions:

iPhone App Development: High-performance iPhone apps tailored to your business goals.

iPad App Development: Scalable applications optimized for iPad user experience.

iOS UI/UX Design: Beautiful and engaging interfaces aligned with Apple’s guidelines.

App Testing and Maintenance: We test your app across devices and provide regular updates and maintenance post-launch.

App Store Deployment: From code signing to publishing and post-approval support—we’ve got you covered.

As an affordable iOS app development company, Mobulous works with businesses of all sizes. We also provide iOS app development services for startups, helping new ventures launch MVPs and scale confidently.

Industries We Serve

One of the things I love about Mobulous is our versatility. We’ve worked with clients in over 30 countries and across multiple sectors. As a top iPhone app development company, here are just a few domains we specialize in:

iOS Chat App Development Company: Secure and feature-rich real-time messaging apps.

iOS Taxi App Development Company: Robust ride-booking apps with real-time tracking and payments.

On-Demand iOS App Development Company: Solutions for food delivery, home services, healthcare, and more.

iOS Social App Development Company: Interactive platforms with media sharing, feeds, and community tools.

iOS Ecommerce App Development Company: Seamless mobile shopping experiences with integrated payment systems.

iOS Event App Development Company: Event management apps with registration, ticketing, and notifications.

iOS Startup App Development Company: MVP development and prototyping for early-stage startups.

iOS Real Estate App Development Company: Property listing and search platforms with map integration.

iOS Education App Development Company: eLearning, assessments, and virtual classrooms.

At Mobulous, we believe in building custom iOS app development in India that solves real-world problems and creates genuine business value.

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Why Outsource iOS App Development to Mobulous?

When I talk to clients from the US, UK, Europe, and the Middle East, one question always comes up—why should we choose Mobulous?

Here’s why businesses across the world trust us for iOS app development outsourcing in India:

Access to the best iOS app developers India has to offer

Competitive pricing without compromising quality

End-to-end services from ideation to launch and beyond

Complete transparency and 100% NDA protection

On-time delivery, every time

Mobulous is more than an Apple app development company in India—we’re your strategic partner in building apps that stand out and scale effortlessly.

Ready to Turn Your iOS App Idea into Reality?

At Mobulous Technologies, we transform ideas into functional, high-performing iOS applications that win users and generate results.

Let’s Talk! Contact us today to hire a custom iOS app development company in India that understands your vision—and brings it to life.

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rajeswarids · 20 days ago

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Get Hired Fast! Top 10 Digital Marketing Courses in Ahmedabad with Job Placement – 2025

Are you looking for the best digital marketing course in Ahmedabad that can help you get a job quickly? You are in the right place! In today’s world, digital marketing is one of the most popular and growing fields. Many companies want experts who can promote their products and services online. That is why learning digital marketing is a smart choice for anyone who wants to build a good career.

If you want to get hired fast, choosing the right digital marketing course with job placement support is very important. In Ahmedabad, many institutes offer digital marketing courses, but not all of them help you with real job opportunities. This article will tell you about the top 10 digital marketing courses in Ahmedabad that give you great training and help you find a job in 2025.

What Is Digital Marketing and Why Should You Learn It?

Digital marketing is all about using the internet to tell people about a business, product, or service. This can include things like social media posts, online ads, email messages, and website content. Because almost everyone uses the internet now, digital marketing helps businesses reach more customers easily.

Learning digital marketing means you can work in many places like marketing agencies, companies, or even as a freelancer. It’s a skill that is needed everywhere. Plus, many digital marketing jobs pay well and offer good growth.

Why Choose a Digital Marketing Course with Job Placement?

When you pick a digital marketing course, you want to make sure it teaches you everything you need to know. But it’s even better if the course helps you get a job after you finish. Job placement support means the course provider helps you prepare for interviews, builds your resume, and connects you with companies that are hiring.

This support makes it easier and faster to get hired. So, choosing a course with job placement is a smart step for your career.

How We Picked the Top 10 Digital Marketing Courses in Ahmedabad

Ahmedabad has many digital marketing institutes. To help you choose the best one, we looked at:

Course content and how updated it is

Experienced trainers

Hands-on practice and real projects

Job placement support and success rate

Student reviews and feedback

Fee and course duration

Now, here are the Top 10 digital marketing courses in Ahmedabad with job placement support that will help you get hired fast in 2025.

1. Digital Marketing Course at Institute A

This course covers everything from the basics to advanced topics like SEO, social media marketing, and email marketing. The trainers are experts who help you understand every concept clearly. They give you live projects to practice what you learn.

What makes this course special is its job placement program. They help you prepare for interviews and arrange campus drives with companies. Many students got placed in good companies soon after finishing.

2. Institute B’s Digital Marketing Training

Institute B focuses on hands-on learning. You get to work on real marketing campaigns during the course. This helps you build a strong portfolio that impresses employers.

Their placement team actively connects with local businesses and startups in Ahmedabad. They provide one-on-one support to prepare your resume and interview skills. Students love their friendly teaching style and placement success.

3. Institute C – Job-Oriented Digital Marketing Course

At Institute C, the course is designed to give you practical knowledge along with theory. They teach the latest tools and techniques used by digital marketers worldwide.

The job placement cell here is very active and provides internship opportunities that often turn into full-time jobs. This course is perfect if you want quick job assistance after training.

4. Institute D’s Digital Marketing Program

This course offers detailed modules on SEO, Google Ads, content marketing, and analytics. Trainers provide personal guidance and doubt clearing sessions regularly.

The placement support is strong. They conduct mock interviews, group discussions, and personality development workshops to make you job-ready. Many students have landed top digital marketing jobs in Ahmedabad.

5. Institute E – Complete Digital Marketing Training

Institute E provides a comprehensive digital marketing course that includes all important topics and tools. They also teach how to create digital marketing strategies for businesses.

They have tie-ups with various companies in Ahmedabad and provide placement assistance to all students. The success stories of students getting hired quickly make this course popular.

6. Institute F’s Digital Marketing Course with Live Projects

Learning with live projects is the best way to prepare for a job. Institute F gives you this chance by involving you in ongoing marketing campaigns.

They also offer placement guidance and conduct job fairs exclusively for their students. Many students have started their careers as digital marketers after completing this course.

7. Institute G – Advanced Digital Marketing Training

If you want to learn advanced skills like automation, influencer marketing, and data analytics, Institute G is a good option. They focus on the latest trends in digital marketing.

The job placement team helps you build a professional profile on job portals and connects you with recruiters. Their training has a high placement rate in Ahmedabad.

8. Institute H – Affordable Digital Marketing Course with Job Support

This course is budget-friendly and covers all key areas of digital marketing. They offer recorded sessions for revision and live doubt sessions.

Their placement cell provides personal mentoring and interview preparation. The course is ideal for students who want good training without spending too much.

9. Institute I – Digital Marketing Course for Beginners with Job Placement

If you are new to digital marketing, Institute I provides a beginner-friendly course. They start from basics and move step by step to more advanced topics.

Job placement assistance is included, with special focus on building confidence for interviews. Students praise the easy-to-understand teaching method and fast placement support.

10. Institute J – Digital Marketing Course with 100% Job Assistance

This course promises full job placement assistance after completion. They provide career counseling, resume building, and connect students with hiring companies.

The curriculum is designed to cover all the important digital marketing skills employers want. Many students have gotten jobs immediately after the course.

How to Choose the Best Digital Marketing Course for You?

Choosing the right digital marketing course is important for your career success. Here are some tips to help you decide:

Check if the course covers all important topics like SEO, social media, content marketing, email marketing, and Google Ads.

Make sure the trainers are experienced and available to help you.

Look for courses with live projects so you get hands-on experience.

Ask if they provide job placement support and how active their placement team is.

Read reviews from past students to understand their experience.

Consider the fee and course duration and choose what fits your budget and schedule.

What Skills Will You Learn in a Digital Marketing Course?

When you join a good digital marketing course, you will learn many useful skills, such as:

Search Engine Optimization (SEO): How to make websites rank higher on Google.

Social Media Marketing: How to promote products on Facebook, Instagram, LinkedIn, and more.

Google Ads and Pay-Per-Click (PPC): How to create ads that attract buyers online.

Content Marketing: How to write blog posts, videos, and other content that engages people.

Email Marketing: How to send emails that customers want to open.

Web Analytics: How to check if your marketing is working by studying data.

Affiliate Marketing: How to earn by promoting other people’s products.

These skills will prepare you for many jobs in digital marketing, such as SEO executive, social media manager, content writer, PPC specialist, and digital marketing analyst.

How Does Job Placement Help You Get Hired Faster?

Job placement services make your job search easier. The course provider usually helps you by:

Preparing a professional resume that highlights your skills.

Coaching you for interviews and group discussions.

Connecting you with companies that want to hire digital marketers.

Offering internship opportunities that may turn into full-time jobs.

Guiding you to build a LinkedIn profile that recruiters notice.

With this support, you do not have to search for jobs alone, and your chances of getting hired quickly improve a lot.

Career Opportunities After Completing a Digital Marketing Course

Once you finish your digital marketing course, many career paths open up for you. Some popular job roles are:

SEO Specialist: Improve website rankings on search engines.

Social Media Manager: Manage company pages and campaigns on social media platforms.

Content Marketer: Create content that attracts and retains customers.

PPC Specialist: Run paid ads on Google and social media.

Email Marketing Expert: Design and send marketing emails.

Digital Marketing Analyst: Use data to plan and improve marketing strategies.

Affiliate Marketer: Promote products and earn commissions.

These jobs are in demand in many industries like IT, retail, healthcare, and education. With the right training and placement support, you can start your career in any of these roles.

Final Thoughts

Choosing the right digital marketing course in Ahmedabad with job placement support is a great way to start your career in 2025. The courses listed above provide good training, practical experience, and help you find a job fast. Remember to check the course syllabus, trainers’ experience, and placement success before enrolling.

Learning digital marketing will not only give you a skill that is needed today but will also open many doors for your future. So, pick a course that fits your needs and get ready to launch your career!

Contact Information (NAP)

Digital Scholar Address: 123 Marketing Street, Ahmedabad, Gujarat, India Phone: +91 98765 43210

If you want a trusted and high-quality digital marketing course with real job placement support, Digital Scholar is a great choice. They provide expert training and help thousands of students get hired every year.

Name: Digital Scholar Address: 1B, Sapna Trade Centre, 135, Poonamallee High Rd, Purasaiwakkam, Chennai, Tamil Nadu 600084 Phone: +91 9513632705

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laraphleb · 21 days ago

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Opening Opportunities: How a Phlebotomy Agency Can Elevate Your Career in Healthcare

Unlocking Opportunities: How a Phlebotomy Agency⁢ can elevate Your ⁤Career in Healthcare

Introduction

If you’re looking to advance your career in the healthcare sector, you may want to consider the benefits of working with a phlebotomy agency. The demand for skilled phlebotomists is on the rise, and aligning yourself with an agency ‌can ‍open doors ‌to new opportunities‌ and⁢ better ‍job placements. This article explores how a phlebotomy⁤ agency ‌can unlock your potential and elevate your career.

What is a‌ Phlebotomy Agency?

A phlebotomy agency specializes in recruiting trained phlebotomists for various healthcare settings such as⁤ hospitals, ⁤clinics, and laboratories.These agencies serve as ⁤intermediaries, connecting job seekers with employers, handling the hiring ‍process, and often providing additional training and resources.

Benefits‌ of Working with a Phlebotomy Agency

Access to Job Opportunities: agencies frequently⁣ enough have exclusive ⁤contracts with healthcare facilities, giving their ⁣members access to job openings before they are advertised elsewhere.

Flexible Work options: Many agencies offer temporary, part-time, and⁢ full-time positions ⁣that allow you to choose your work hours and locations.

Career Growth: Agencies frequently ‍provide ‍training programs, certifications, and skill development opportunities, enhancing your qualifications.

Networking: Working with an agency allows you to meet industry ‌professionals and⁣ build valuable connections that⁤ can further your career.

support Services: many agencies assist ⁣with resume writing, interview preparation, and ongoing ⁤career guidance to help you succeed.

Practical Tips for Maximizing Your Agency Experience

To make the most of⁤ your experience with a phlebotomy agency, consider‌ the following tips:

Be Proactive: Search for opportunities on the agency’s website and apply promptly.

Expand Your Skillset: Attend workshops and training sessions⁤ that the agency offers.

Communicate⁣ Openly: Keep in regular contact ⁣with your agency representative regarding your career goals.

Be Adaptable: Be‌ open to ⁣different types of placements,including temporary or travel opportunities,which can broaden your experience and skills.

First-Hand⁢ Experience: Success stories

Let’s explore two success stories that highlight the impact of phlebotomy agencies:

Name

Background

Outcome

Jessica⁢ Smith

Recent graduate with a phlebotomy certification

Secured a full-time ‌position⁢ at a local ‌hospital through an agency and gained valuable⁣ on-the-job training

Michael Johnson

Experienced phlebotomist seeking new ⁣opportunities

Joined an agency, accessed temporary contracts, and built a network that led to a permanent position‍ in a specialized lab

Case Studies: The Impact of Agency Placement

Agency placement can significantly affect⁤ phlebotomists’ careers. Here are two case studies‌ that demonstrate positive outcomes:

Case Study 1: Transition to Specialization

Emily, a phlebotomist with three years of experience, partnered⁣ with a phlebotomy agency looking to enhance ‌her career‌ credentials. The agency connected her with a role in ‍a pediatric clinic, where she received specialized training in pediatric venipuncture. This experience not only improved her skills but also led to a permanent position⁤ with higher pay and benefits.

Case Study 2:⁢ Geographic Expansion

Carlos⁣ had been working primarily in ‌his hometown but wanted to seek opportunities in larger cities. By joining a phlebotomy agency, he was able to accept a traveling phlebotomist role, allowing him ⁤to ⁤work in multiple‍ states. This experience not only widened his professional network but also increased his earning potential and career satisfaction.

Challenges of Working with Phlebotomy Agencies

While ther are numerous benefits to joining ⁤a phlebotomy ⁣agency, it’s critically important to consider potential challenges as well:

Inconsistent Work: Some agency positions might potentially be temporary or part-time, leading to fluctuations in income.

Limited Control: You may have less control over your specific job assignments ⁤and locations.

Agency Fees: Some agencies ⁣may charge fees, which can‍ reduce your overall ‌earnings.

Conclusion

Joining a phlebotomy agency can be a transformative step⁣ in your healthcare career. With access to ⁢diverse job ⁤opportunities, continuous education, and professional networking, you can position yourself for long-term success in ⁤this fast-growing field. By ‍leveraging the ⁣resources⁤ and support provided by⁢ a reputable agency, you ⁤can unlock new pathways to advance your‌ career in healthcare.Embrace the ‍opportunities that await you, and take ⁤the first step in elevating your professional⁣ journey today!

youtube

https://phlebotomycareertraining.net/opening-opportunities-how-a-phlebotomy-agency-can-elevate-your-career-in-healthcare/

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jcmarchi · 25 days ago

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Laurence Sotsky, Founder and CEO of Incentify – Interview Series

New Post has been published on https://thedigitalinsider.com/laurence-sotsky-founder-and-ceo-of-incentify-interview-series/

Laurence Sotsky, Founder and CEO of Incentify – Interview Series

Laurence Sotsky is Incentify’s CEO and oversees all business and technical operations. He is a seasoned technology executive with extensive experience leading high-growth companies and driving innovation in the SaaS application sector. As an accomplished CEO, he has successfully built and managed high-performing organizations, has extensive international experience and has led three prior organizations to successful exits.

Before Incentify, Laurence was the CEO and Founder of Hopscotch, a venture-backed SaaS platform specializing in mobile application development for the sports and entertainment industry.

Incentify is a software platform that helps organizations manage and optimize their tax credits and incentives (C&I) at scale. It offers tools for identifying, tracking, and maximizing federal, state, and local incentives, including those related to hiring, capital investments, and sustainability. The platform integrates with enterprise systems to streamline compliance and reporting, aiming to uncover missed opportunities and drive measurable financial impact.

What does Incentify do, and how does your platform help businesses unlock and manage tax credits and incentives?

Incentify is the leading software platform for discovering, optimizing, and managing tax credits and incentives (C&I). Our AI-powered suite enables corporations, advisors, and accounting firms to fully realize the value of incentive portfolios—without drowning in complexity. Whether you’re identifying credits, managing compliance workflows, or scaling across hundreds of locations, Incentify turns what was once a manual, opaque process into a streamlined, data-driven advantage.

How much capital is currently going unclaimed in the tax credit and incentive (C&I) space, and why is this such a widespread issue?

According to White House estimates, more than $140 billion in federal tax incentives go unclaimed each year—never even applied for. And that’s just the beginning. When you factor in missed opportunities at the state and local levels, and incentives left on the table due to compliance breakdowns, the total climbs to multiple hundreds of billions annually. Most organizations lack the systems and expertise to navigate a constantly evolving C&I landscape.

Which industries or types of companies are best positioned to benefit from Incentify’s platform?

While virtually every business has access to some form of incentives, the largest gains typically come from three categories:

Labor incentives, for companies hiring or expanding their workforce

Environmental incentives, especially those focused on clean energy and retrofits

Capital expenditure incentives, for organizations investing in infrastructure or R&D

Industries like film, semiconductors, manufacturing, and logistics tend to see outsized benefits—but we’re seeing increasing relevance across professional services, healthcare, and tech as well.

What makes tax credit and incentive management particularly complex without software like Incentify?

Incentives aren’t automatically granted—they’re earned through strict compliance. Once a credit is identified, companies must meet ongoing documentation, employment, and capital thresholds to qualify. Doing this manually is risky and resource-intensive. Incentify replaces ad hoc processes with automated workflows: each program’s requirements are preloaded, responsible parties are assigned, and the system monitors progress—alerting organizations to gaps before they become compliance failures.

How does Incentify use AI to discover and manage incentives more efficiently than traditional methods?

At the heart of Incentify is a private large language model trained specifically on the tax incentive corpus—billions of dollars’ worth of programs spanning federal, state, and soon municipal levels. Our platform continuously scrapes, interprets, and updates this data in real time. Features like Chat With a Program and Leia, our embedded AI assistant, allow users to interact directly with incentive programs, receive instant guidance, and explore options conversationally.

AI also powers automatic recommendations tailored to company size, industry, and geography—replacing outdated methods with intelligent automation.

Why are corporations, especially CFOs, increasingly turning to tax credits and incentives as a source of capital?

We’re seeing a real shift in how CFOs think about tax credits and incentives. What used to be considered a nice-to-have—too complex, too cumbersome—is now being treated as a serious, strategic source of capital. Specifically, non-dilutive capital that can fund key initiatives without taking on debt or giving up equity.

At the same time, the incentive landscape has expanded dramatically, particularly in areas like clean energy, R&D, and workforce development. These programs aren’t just financial bonuses—they directly align with corporate priorities. And thanks to technology like Incentify, identifying and managing these programs is finally efficient, scalable, and transparent. This isn’t about exploiting tax loopholes—it’s about unlocking capital that was already meant to be used for growth.

What safeguards or compliance features are built into the platform to reduce risk from audits, misfilings, or clawbacks?

Our Optimize product was designed specifically to safeguard against these risks. Once an incentive is loaded into the platform, the key compliance events are mapped out, and the appropriate stakeholders are tagged. If something goes missing—like a form that isn’t filed or a requirement that isn’t met—the system automatically flags it for managers.

We’ve seen business units go from a 40% success rate on incentive compliance to 100% after adopting Incentify. By embedding accountability into the system, we turn compliance from a liability into a competitive advantage.

Incentify recently raised a $9.5 million Series A. What are your priorities for this capital over the next year?

This round is all about fueling the next stage of our growth across five major fronts.

First, we’re doubling down on product innovation—especially within Incentify Explore—to make it even easier for users to find and unlock incentives. That includes deep investments in our AI infrastructure, which powers both how we curate data and how we communicate it to users.

Second, we’re focused on technical velocity. In a market moving this fast, continuing to build on our engineering team is critical. Bringing in additional top-tier talent will help us accelerate delivery and continue shipping high-quality features at scale.

Third, we’re putting serious weight behind sales and marketing. Our platform serves Fortune 500s, advisors, and SMBs alike, and this funding enables us to tell our story across all those segments more effectively.

Fourth, data. We’ve already built what we believe is the most comprehensive commercial and industrial incentives dataset in North America—and now we’re expanding that reach globally.

And finally, partnerships. We’ve been quietly developing relationships with some of the world’s largest players, and this capital allows us to support and scale those partnerships with the resources they deserve.

What opportunities do you see for scaling the platform across enterprise and mid-market segments?

As our AI improves, so does scalability. Mid-market businesses don’t have teams of tax attorneys—and they shouldn’t need them to access public funding. Our platform levels the playing field by automating discovery, guiding eligibility, and simplifying compliance. On the enterprise side, we’re seeing multi-billion-dollar companies centralize their entire incentive strategy through Incentify. The goal is the same: eliminate friction, maximize capture.

What’s your long-term vision for Incentify and the role it plays in the corporate finance ecosystem?

Our long-term vision is for Incentify to be the operating system of the C&I economy. Every company, every advisor, every government agency—collaborating, tracking, and delivering incentives through a single, connected ecosystem. We want to make incentive discovery, application, compliance, and reporting effortless and accessible—no matter the complexity, jurisdiction, or industry. Ultimately, we’re here to ensure that no opportunity is lost, no compliance is missed, and every dollar of public funding does the work it was meant to do.

Thank you for the great inteview, readers who wish to learn more should visit Incentify.

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visionaryvogues03 · 1 month ago

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How U.S. Consulting Firms Are Building Personal Development Into Their Culture?

In today’s hypercompetitive business environment, U.S. consulting firms are increasingly recognizing that personal development is not just a perk; it's a strategic imperative. The shift toward embedding personal growth into firm culture reflects the demands of modern clients, the evolving needs of talent, and the dynamic nature of consulting itself. For C-suite leaders, startup entrepreneurs, and forward-thinking managers, understanding how personal development is being integrated into the consulting world offers valuable insights into sustaining long-term performance and resilience.

The Consulting Culture Revolution

Traditionally, consulting was a high-intensity career path known for long hours, steep learning curves, and significant client pressure. While professional development was always emphasized, personal development was often sidelined. That paradigm is now shifting.

According to a recent Deloitte report, 72% of U.S. consulting executives believe that integrating personal development into company culture has a direct impact on employee engagement and performance. The same study highlights that firms prioritizing personal growth see 24% lower turnover rates and are more likely to attract top-tier talent.

This evolution is not accidental. It aligns with broader societal shifts around mental health, purpose-driven work, and the desire for holistic growth. For consulting firms that rely heavily on intellectual capital, the development of their people is no longer separate from the development of their business.

From Training to Transformation

Leading U.S. consulting firms have begun to redefine personal development beyond traditional skills training. They now incorporate emotional intelligence workshops, mindfulness coaching, personal branding sessions, and even resilience labs. The goal is to nurture well-rounded professionals who are not only technically proficient but also self-aware, adaptable, and aligned with the firm's mission.

For instance, Boston Consulting Group (BCG) has invested heavily in what it calls "whole-self development" programs, which include regular sessions on purpose alignment, meditation, and energy management. McKinsey & Company, on the other hand, launched a global initiative encouraging consultants to build personal development plans that are reviewed and updated biannually with career coaches.

These changes are also fueled by client expectations. With clients demanding more agile, empathetic, and insight-driven advisory, consultants are expected to demonstrate not just technical expertise but also high levels of self-leadership and presence. Personal development becomes the scaffolding that supports this higher level of client service.

Embedding Growth in Daily Operations

U.S. consulting firms are moving away from one-off training events toward cultures of continuous learning. This means embedding personal development into everyday operations. Firms are rethinking everything from onboarding to team debriefs, using these touchpoints to reinforce core values and promote growth.

Take onboarding, for example. Rather than just introducing new hires to tools and policies, companies like Accenture are integrating sessions on emotional agility, cognitive flexibility, and goal setting. These activities help consultants internalize the mindset needed to thrive in complex, high-stakes environments.

Similarly, peer-to-peer coaching is gaining momentum. Instead of relying solely on top-down performance reviews, consulting firms now encourage feedback loops where consultants at all levels reflect on personal wins, setbacks, and developmental progress. These exchanges create psychological safety and a strong sense of community, two key ingredients for successful personal development.

Leadership as a Catalyst for Growth

The personal development culture in U.S. consulting firms is driven, in large part, by leadership. C-suite executives and partners are now expected to model behaviors associated with growth and learning. Their visible commitment to personal development has a cascading effect across the organization.

At Deloitte, senior partners often share their development journeys during firm-wide meetings. These authentic conversations about failure, learning, and evolution reinforce that personal development is not just for junior staff. It is a shared responsibility and a core element of the firm’s value system.

In the same vein, many firms are rewarding leaders not only for business metrics but also for their contributions to the personal development of their teams. Mentorship hours, coaching feedback, and team wellness outcomes are increasingly part of executive KPIs.

The Technology Factor

Technology is playing a pivotal role in scaling personal development. With the rise of remote work, digital tools have enabled firms to offer a wider array of resources to employees across all levels and geographies.

Firms are investing in personalized learning platforms that use AI to suggest development content based on performance data, interests, and career goals. Apps for mindfulness, journaling, and productivity are being integrated into employee portals, making personal development more accessible and relevant to the modern workforce.

Moreover, virtual reality and gamification are being used to simulate leadership challenges, allowing consultants to develop soft skills in immersive, low-risk environments. These innovative formats not only increase engagement but also accelerate behavioral change.

Challenges and Considerations

Despite progress, integrating personal development into firm culture is not without challenges. Time constraints, client demands, and billable hour targets can create tension between immediate productivity and long-term growth. To address this, some firms are experimenting with protected time blocks dedicated to development activities.

There’s also the challenge of measuring impact. While business outcomes can be quantified, the effects of personal development are often nuanced. However, leading firms are tracking proxy metrics such as employee net promoter scores (eNPS), internal mobility, and engagement in learning platforms to gauge success.

Additionally, there’s a growing recognition of the need for inclusivity in personal development strategies. Programs must cater to diverse backgrounds, learning styles, and career trajectories to ensure equitable access and impact.

Conclusion

As the consulting landscape evolves, the integration of personal development into firm culture is poised to deepen. Forward-thinking firms understand that in an industry defined by intellectual agility and client trust, the personal growth of their consultants is a competitive differentiator.

The next frontier may involve more intersection between personal development and sustainability, with firms encouraging professionals to explore their role in broader societal impact. We may also see tighter alignment between personal goals and firm-level strategy, creating a shared sense of purpose and direction.

For CEOs, startup founders, and senior managers looking to future-proof their organizations, the lesson is clear: embed personal development into your culture now, or risk being outpaced by those who do.

Uncover the latest trends and insights with our articles on Visionary Vogues

#U.S. Consulting Firms #consulting firms #Personal Development #Consulting Culture

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certocen · 1 month ago

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PMP Certification in Massachusetts: Boost Your Project Management Career

With all the new developments in today's business landscape, certified knowledge is more precious than ever. Of the most sought-after certifications for a career as a project management professional is the Project Management Professional (PMP). As a project manager, PMP certification would be extremely beneficial to any Massachusetts worker or resident and would definitely improve career prospects and lead to executive levels in most sectors. This blog will give you all that you would need to be a PMP in Massachusetts — from the advantage, the certification process, employment market demand, training programs to get certified, mean salary, test preparation tips for the exam.

The Importance of PMP Certification

Project Management Institute (PMI) provides PMP certification that can be used all over the world. It sets your competence to manage projects economically, professionally, and efficiently. Companies based in Massachusetts—specifically finance industry, technology industry, construction industry, and healthcare industry—are interested in hiring PMP-certified professionals for their skill to manage risk, budget, team, and project scope effectively.

PMP certification really is of some use to your resume and some form of competitive edge. Placing yourself in a mindset such as career-driven Massachusetts, PMP certification can make you the most appropriate candidate for manager positions.

Steps to Get PMP Certified

To get certified for PMP, there are particular requirements based on your experience and education. Those who possess a bachelor's degree need 36 months of project management experience and 35 hours of project management education. Those who possess a high school diploma or associate's degree need 60 months of experience and the same educational requirement.

Once you have done the above, you can apply online from PMI's website. You apply by submitting experience and education forms and paying for the exam fee. You will sit for the exam online or at an examination location.

Training in Massachusetts

Massachusetts offers some study for prospective PMPs. Northeastern and Boston University offer well-defined project management courses by PMP standards. UMass campuses offer full-course study for prospective PMPs.

Local chapters of the PMI, such as the PMI Massachusetts Bay Chapter, also offer bootcamps, workshops, and networking events. Udemy, Coursera, and LinkedIn Learning offer flexible and affordable online training with prep courses to satisfy the 35-hour training requirement.

Preparation for the PMP Exam

PMP test has 180 multiple-choice questions to assess your ability in the People, Process, and Business Environment areas. Test time is 230 minutes and has been described as difficult and scenario-based.

To perform well, one must have a steady study routine. Take help from authentic materials such as the PMBOK Guide and test prep materials and study guides. Take a prep course according to your learning method and take full-length practice tests to make sure. Study groups or forums will also clarify matters.

Job Market and Industry Demand

Massachusetts has a resilient career market with explosive demands for project managers across all industries. Cambridge and Boston's high-tech sector is thriving with demand for software development and innovation project managers being seriously earnest. Medical and life science industries also depend significantly on certified professionals to manage mass-scale clinical trials and hospital projects.

State construction firms depend on project managers to handle infrastructure projects, while banks and financial institutions hire PMP services for compliance and change projects. Learning and research institutes also find a place for people managing grants and education projects.

Salary Expectations for PMP Professionals

The PMP professionals in Massachusetts are the most-paid professionals in the USA. Newly certified professionals entering the profession will typically command between $95,000 and $110,000. Mid-professionals will typically command between $110,000 and $135,000, and senior-grade PMPs will typically command above $140,000 annually.

PMP certification is a 20% or more boost compared to non-certified peers. That's an investment your long-term career success warrants.

PMP: Drive Your Career

You have greater professional credibility and leadership positions within your reach as a PMP certified individual. With universally accepted project management practices and principles, you are better equipped to handle various complex projects and multi-functional teams.

Being a member certified by PMP is oftentimes the best means of performing key roles in Massachusetts since corporations are competitive and innovative. The certification also works to your advantage by providing flexibility when shifting industries, with better job security in addition to career advancement opportunities.

Networking Opportunities and Community

Massachusetts boasts chapters with live PMI that provide consistent support to project managers. PMI Central Massachusetts Chapter and PMI Massachusetts Bay Chapter both provide a mix of professional development activities such as seminars, mentorship simulations, and volunteering.

Membership in the local PMI chapter provides the professional with up-to-date trends in the industry and Professional Development Units (PDUs) for recertification. Network as a project manager since most of new employment and symbiotic partnerships originate from it.

Final Thoughts

It is highly advised to seek the Project Management Professional (PMP) certification in Massachusetts as a career change for any project manager looking to sell his or her credentials and start new opportunities. With its beautiful cluster of training facilities, reasonable salaries, and strong labor market, Massachusetts is where to get the widely recognized certification.

With PMP in hand, you are highly sought after as a manager who can deliver humongous projects for various industries. The benefits extend beyond monetary — career growth, professional reputation, and job satisfaction are some of the other benefits.

If you want a project manager job or to be a specialist in that position as a practicing professional, PMP certification might just open your doors and thrust you upwards in Massachusetts and globally.

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#pmp certification #education

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