My biggest regret in life is not setting high enough goals. Not all things planned turn out exactly the way we would like. When we take risks , we sometimes fail but those failures have lead us to failing forward. With each failure we are moving forward to the ultimate goal LFG

My brother just called in a panic because the SpaceX IPO is on Friday. First of all , he doesn't even know what an IPO means. Then he was trying to get access on his Robinhood app. This clearly means we should short the living shit out of SpaceX on Friday

Dale Earnhardt Jr with a beautiful tribute to Kyle Busch Rest in Peace, Rowdy

Talent is everywhere Opportunity is Not Be thankful for Opportunity

Her: you must be a dude dressed as a mountain lion on a ladder on top of another ladder hitting backwards halfcourt shots if you think we’re fuckin Me:

$ME had a 10000% drop in price They also paid Ethereum NFT influencers to FUD Ordinals Lesson in that

Do you remember when you joined X? I do! #MyXAnniversary

New addition to the collection. Primates Never Give Up @Primatesnft

"it's called solana seeker. got seed vault built in. keys are generated in the chip and don't leave. has its own dapp store with no duopoly tax. 72% of its token staked. you get free cell service from helium just for owning one. costs less than an iphone"

——-////——/-//———///———— My best photo taken on my recent trip to Oahu

2 types of people Those who work to make money Those who work to make a difference

solana changed my life

Last year I posted 500 open positions for my company. We hired 34 people. The other 466 jobs were never real. I'm the Head of Talent Acquisition. That's not what I acquire. What I acquire is data. Resumes, salary expectations, skill sets, market intelligence. 160,000 applicants gave us their career history for free. We used it to benchmark compensation. Not to raise salaries. To confirm we were paying below market and get away with it. I call it "building a talent pipeline." A pipeline is a thing you build and never turn on. Recruiters call this "passive sourcing." There is nothing passive about wasting 160,000 people's time. But it sounds like a strategy. Some of our listings have been posted for 11 months. One has been up for two years. It's for a "Director of Innovation." We don't have an innovation department. We don't have the budget. But the listing makes us look like we're growing. Investors see open roles and think momentum. Our stock went up 8% after we posted 200 jobs in one week. We didn't hire anyone that week. Or the week after. We have an applicant tracking system. It auto-rejects 95% of applicants. Based on keywords. I don't know what keywords. No one does. It was configured in 2019 by a contractor who no longer works here. We've never updated it. Some applicants spend hours customizing their resumes. The system reads them for six seconds. Then it sends a rejection email. "After careful consideration." There was no consideration. Careful or otherwise. I know this because I'm the one who wrote the template. Sometimes I repost the same job with a different title. "Senior Data Analyst" becomes "Data Analytics Lead." Same description. Same salary. Same no one getting hired. But it resets the posting date. Fresh listings get more applicants. More applicants means more data. More data means better benchmarking. Better benchmarking means I present at the quarterly review. I presented last quarter. I showed a slide that said we "received unprecedented candidate interest." 160,000 people applied for jobs that didn't exist. That's the unprecedented interest. The VP of People called it "brand strength." The CFO asked about our hiring efficiency. I said we were "optimizing for quality over speed." Quality means we haven't hired anyone. Speed means we don't plan to. HR asked about candidate experience. I showed them our NPS score. It was 12. Out of 100. I said that was "within industry range." I made up the industry range. No one checked. They never do. Last month a candidate emailed me directly. She said she'd applied to four roles over eight months. Customized every resume. Wrote every cover letter. Never heard back. She asked if the jobs were real. I sent her to the automated FAQ. The FAQ says "We value every application." That's not true. We value every data point. There's a difference. I'm up for promotion. My metrics are outstanding. 500 roles posted. 160,000 applicants captured. Cost per acquisition: $0. I didn't acquire anyone. But the cost was zero. Zero is a good number in a dashboard. Dashboards get presented. Presentations get approved. Approvals get me promoted. I'll be VP of Talent by Q4. I don't find talent. I collect it. Like a jar you never open.

OpenClaw: The Ultimate 6-Hour Course to Build & Automate Anything

FUCK CRYPTO.

Seek and you will find. SKR szn

I just lost 99% of my money on Kalshi Thank God it was $10 , one day wage in the Philippines 🇵🇭

Carl Jung on intuitive introverts 👁️

historical data solved just use helius getTransactionsForAddress

We cannot coexist… Why are we living like this?

Yes, my girlfriend is a model… That’s why I love her!