As with most things, the opinions expressed in this post are my own. Consider this as just one data point, and not as a guide to your career.
I've been working in the Data/AI space for 5 years now and I've seen hundreds of starry eyed people wanting to work in A.I. because they want to work with the latest and coolest cutting edge technology. But I want to share with you a few reasons why A.I. is not a good career choice.

1. A.I. positions could end up like the "data scientist" position. Looking at the history of the data scientist position, in 2010-2020, the hype around data science made it so that millions of people flocked to that position. Companies eventually realized that most them actually didn't need data science, and the impact of the position didn't always help them profit. The demand of the job has plummeted in recent years, leaving millions of aspiring data scientists unemployed or needing to pursue a different career.
2. A.I. positions will be less than .0001% of tech engineering jobs. In the next few decades, the demand for software and data engineering roles will be much more needed at most companies that A.I. roles. Only a small group companies will a be pursuing A.I. initiatives, while the majority of companies will still need software and data engineers. But because 90% of tech news is A.I. related, there will be a massive influx of people trying to enter the space.
3. The barriers to entry are huge. To pursue a career in A.I. and machine learning. A person's understanding of statistics and software engineering need to be extremely high. To get to that level of knowledge requires much more dedication and studying than most people imagine. Becoming a decent software engineer or data professional is already difficult for the average person.

Before you decide to pursue this as a career, it's important to consider some of the cons listed below. Perhaps consider taking a smaller step first and trying to land a job as a software engineer or data analyst. If you're already in a technical field, consider not putting all your eggs into one basket, and making sure you know enough skills to stay gainfully employed in the job market.
​
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Hi everyone! All of the costs you see listed below include fees, what you see is what you pay. My timezone is GMT+12 in case you’re wondering why I may be taking a while to reply to you, however rest assured I will when I’m awake!
 
If you’re new to trading on reddit, read this guide on how to link your RSI account to your Reddit account and then just reply below with … well anything really so I can see your RSI account in the flair then drop me a PM with what you’re after.
 
If there is something you want but don’t see listed such as a specific LTI CCU’d ship or if you have any questions on trading or CCUing then please feel free to drop me a DM. Note: I will not trade using chat’s and any chat requests will be directed to use DM’s. This is because chat’s can be deleted but DM’s cannot so it is safer for us both to use DM’s.
 

Referrals 🎖️

If you haven’t yet created your account, please read this guide on the referral system and consider using my referral code which is STAR-LN2R-X9QF. If you would like me to add a referral to your account it will be $25.
 

Subscriber Store

I can get you anything listed here on the subscriber store at cost + PayPal fees, please feel free to send me a message and I’ll let you know what the total cost will be.
   

Ships 🚀

   

Stand Alone Ship
Ship	Insurance	Status	Melt	Price
600i Explorer Best In Show 2953	10Y	Flyable	475	575
Corsair Best In Show Edition 2953	10Y	Flyable	250	305
Redeemer Best In Show Edition 2953	10Y	Flyable	330	400
Vulture Best In Show Edition 2953	10Y	Flyable	175	215
Zeus MkII MR with Solstice Paint	LTI	Concept	170	210​

 

LTI CCU'd ships	Insurance	Melt	Price
400i	LTI	245	205
Corsair	LTI	245	205
Eclipse	LTI	295	255
Hurricane	LTI	190	165
Reclaimer	LTI	395	340
Redeemer	LTI	325	270
SRV	LTI	145	135
Vanguard Sentinel	LTI	270	235​

   

CCU’s ➡️

Standard CCU's from buyback
From	To	Melt	Price
Freelancer	350r	15	19
Constellation Andromeda	400i	10	12.5
Prowler	600i explorer	35	42.5
C2	600i touring	35	42.5
Prospector	A1	45	54
Sabre	A1	30	36.5
Carrack	A2	150	180
Hammerhead	A2	25	31
Constellation Andromeda	Apollo Medivac	35	42.5
Constellation Andromeda	Apollo Triage	10	12.5
Constellation Andromeda	Ares Ion	10	12.5
Constellation Andromeda	Ares Inferno	10	12.5
Hull D	Arrastra	25	31
M2	Arrastra	55	67
325A	Avenger Titan Renegade	5	7
Nomad	Avenger Warlock	5	7
Cutlass Black	Buccaneer	10	12.5
Mole	C2	85	102
Redeemer	C2	75	90
Valkyrie	C2	25	31
300i	C8R Pisces Rescue	5	7
600i Explorer	Carrack	125	150
M2	Carrack	80	96
Constellation Aquila	Caterpillar	15	19
Eclipse	Caterpillar	30	36.5
Mole	Caterpillar	15	19
Cutlass Black	Centurion	10	12.5
Constellation Andromeda	Corsair	10	12.5
Mole	Crucible	35	42.5
Starfarer Gemini	Crucible	10	12.5
Prospector	Cutlass Blue	20	25
STV	Cutlass Red	95	115
Dragonfly Black	Cutter	5	7
Mustang Beta	Cutter	5	7
STV	Cutter	5	7
Roc DS	Cyclone AA	5	7
325a	Cyclone MT	5	7
125a	Cyclone RC	5	7
125a	Cyclone RN	5	7
125a	Cyclone TR	5	7
Constellation Taurus	Banu Defender	20	25
Blade	Eclipse	25	30
Constellation Andromeda	Eclipse	60	73
Prospector	F7C Hornet Wildfire	20	25
Prospector	F7C-M Super Hornet	30	36.5
Vulture	F7C-M Super Hornet Heartseeker	25	30
Prospector	Freelancer MIS	20	25
125A	G12A	5	7
Prospector	Gladiator	10	12.5
Nomad	Gladius	10	12.5
Carrack	Hammerhead	125	150
Odyssey	Hammerhead	25	31
Nomad	Herald	5	7
Herald	Hull A	5	7
Nomad	Hull A	10	12.5
Prospector	Khartu-Al	15	19
Centurion	Legionnaire	10	12.5
Freelancer	Legionnaire	10	12.5
M2	Liberator	55	66.5
600i	M2	45	54
Prowler	M2	80	96
Gladius	M50	10	12.5
Constellation Andromeda	Mercury	20	25
400i	Mercury	10	12.5
Carrack	Nautilus	125	150
Freelancer	Nova	10	12.5
MPUV-C	Nox	10	12.5
STV	Nox	5	7
C2	Prowler	40	48
Valkyrie	Prowler	65	78
Constellation Taurus	Railen	25	31
Terrapin	Railen	5	7
Defender	Railen	5	7
Cutlass Black	Raft	15	19
Ballista	Razor	5	7
Freelancer Max	Razor EX	5	7
Mantis	Razor EX	5	7
Ballista	Razor LX	10	12.5
Mole	Reclaimer	85	102
Valkyrie	Reclaimer	25	31
Constellation Aquila	Redeemer	15	19
Mole	Redeemer	15	19
325a	Reliant Tana	5	7
Ballista	Retaliator	15	19
Vanguard Warden	Retaliator Bomber	15	19
Prospector	Sabre	15	19
Prospector	Sabre Comet	30	36.5
Constellation Taurus	San'tok.yāi	40	49
Terrapin	Scorpius	20	25
Constellation Taurus	Scorpius Antares	30	36.5
Prospector	SRV	10	12.5
Mole	Starfarer Gemini	25	31
Centurion	Talon	5	7
Freelancer	Talon	5	7
Centurion	Talon Shrike	5	7
Freelancer	Talon Shrike	5	7
Constellation Taurus	Terrapin	20	25
Caterpillar	Valkyrie	45	54
Mole	Valkyrie	60	72
Redeemer	Valkyrie	50	60
Blade	Vanguard Harbinger	15	19
Vanguard Sentinel	Vanguard Harbinger	15	19
Terrapin	Vanguard Hoplite	15	19
Constellation Andromeda	Vanguard Sentinel	35	42.5
Vanguard Warden	Vanguard Sentinel	15	19
Mercury	Vanguard Sentinel	15	19
Ares Ion	Vanguard Warden	10	12.5
Corsair	Vanguard Warden	10	12.5
Ballista	Zeus Mk II CL	10	12.5
Ballista	Zeus Mk II ES	10	12.5
Vulture	Zeus Mk II MR	15	19​

   

Paints 💥

Time limited paints
Paint	Price
7 Pack Ghoulish Green (Mule, Herald, Vulture, Caterpillar, Buccaneer, Dragonfly, Cutlass)	59
2951 Auspicious Red pack (Nomad & Freelancer)	20
2952 Auspicious Red pack (Sabre and Constellation)	20.5
2952 Fortuna pack (400i & 600i)	28
2953 Auspicious Red pack (Carrack and C8 Pisces)	28
2953 Fortuna pack (Hammerhead, Redeemer, Vanguard)	52
100i - Auspicious Red Dog	7
100i - Auspicious Red Dragon	7
400i - Auspicious Red Dog	14
400i - Auspicious Red Dragon	14
400i - Fortuna	14
600i - Auspicious Red Dog	17
600i - Fortuna	20
Ares - Lovestruck	14
Ares - Meridian	14
Arrow - Lovestruck	7
Avenger - Invictus Blue and Gold	7
Avenger - Solar Winds	7
Buccaneer - Ghoulish Green	9
C8 Pisces - 2953 Auspicious Red	7
Carrack - 2953 Auspicious Red	23.5
Caterpillar - Ghoulish Green	14
Constellation - 2952 Auspicious Red	14
Corsair - Ghoulish Green	13
Cutlass Black - Skull and Crossbones	13
Cutter - Ghoulish Green	7
Cyclone - Lovestruck	7
Defender - Harmony	14
Defender - Ocellus	14
Defender - Wanderer	14
Dragonfly - Ghoulish Green	6.5
Drake Cutlass - Ghoulish Green	6.5
Drake Ultimate Ghoulunatics	78.5
Eclipse Meridian	14
F7 Hornet Mk II - Ironscale Paint	11.5
F7 Hornet Mk II - Paint Pack (Ironscale & Icebound)	16
Freelancer - 2951 Auspicious Red	11.5
Fury - Fortuna	6.5
Gladius - Invictus Blue and Gold	9
Gladius - Solar Winds	9
Hammerhead - Fortuna	23.5
Herald - Ghoulish Green	9
Hercules - Fortuna	16
Hercules - Invictus Blue and Gold	20
Hercules - Meridian	16.5
Hoverquad - Lovestruck	7
Khartu-Al - Harmony	11.5
Khartu-Al - Ocellus	11.5
Lovestruck paint 6 pack (Arrow, Scorpius, Cyclone, Hoverquad, Nomad, Ares)	53.5
Mercury Star Runner - Fortuna	14
Mercury Star Runner - Meridian	14
Meridian 4 Pack - Ares, Eclipse, Hercules, Mercury	56
Mule - Ghoulish Green	6.5
Nomad - 2951 Auspicious Red	9
Nomad - Lovestruck	9
Nox - Harmony	5.5
Nox - Ocellus	5.5
Nox - Wanderer	5.5
Prowler - Harmony	20
Redeemer - Fortuna	16.5
Razor - Fortuna	11.5
Reliant - Invictus Blue and Gold	7
Retaliator - Invictus Blue and Gold	14
Sabre - 2952 Auspicious Red	11.5
Scorpius - Lovestruck	14
Solar Winds 3 Pack - Avenger, Gladius, Vanguard	28
Talon - Harmony	9
Talon - Ocellus	9
Talon - Wanderer	9
Vanguard - Invictus Blue and Gold	14
Vanguard - Fortuna	14
Vanguard - Solar Winds	14
Vulture - Ghoulish Green	11.5
X1- Auspicious Red Dog Paint	7
X1- Auspicious Red Dragon Paint	7​

 

Concierge Paint
Paint	Price
Arrastra - Nocturne Paint	17.5
C8 Pisces Code Blue	7
C8 Pisces 5 Pack	20
Centurion - Beachhead	10
Centurion - 3 paint pack	24
Cutter - Cliffhanger	4
Cutter - Groundswell	7
Cutter - Nightfall	4
Fury - Black Star	7
Fury - Leatherback	7
Galaxy - Protector	19.5
Lynx - Moonrise	7
Mule - 3 paint pack	10.5
Mule - Smokestack	5
Pulse - 5 paint pack
Pulse - Dominion	7
San'Tok.Yai - Tuiping	9
Scorpius - Tiburon	14
Spirit - 3 paint pack 2952	33
Spirit - Crimson	12
Spirit - Intrepid	12
Storm - Summit	9
STV - Blue Steel	4
Zeus - Solstice	11.5​

 

Gear
Name	Melt	Price
Invictus 2953 Navy Blue gear pack	3.5	5
Invictus 2953 Military Grey gear pack	3.5	5​

I don’t know why it’s not showing my posts. I’ve tried to make three posts to inform people. Not to use Tree stuff if you are in a pinch. Yes they have exclusive gear, but they like to manipulate and say ships same to next day. And it does not they also like to use plural words. Like weights. And show you a picture of 4 weights and tell you they are on sale so you think you will be getting four weights but when you get it, you will get one and the free gift is nonsense. The best thing they can give people is the headbands to keep the sweat and dust out of our hair. . One time I ordered a spider jack three . And waited for over six months for it. No lie. I called. I got told they weren’t in stock. Until I finally called back and acted like a different person from a different number and the guy said yes we have one right here I said good you can give me the one I’ve been waiting for over a half of year for. They got so embarrassed that they sent me a free zigzag with my spider jack. you get a hold of the right person. Their customer service can be on point at times and they do try to make up for what they do but they did not this time. They left me screwed finally sent my rope.that I had to complain about to get. Because that’s what I needed and I got nothing I ordered a brand new beehive proto helmet . A circular Weaver triple tier throw line bag. A brand new throw line 150 foot rope. And what I thought to be for throw weights. And throw line . And carabiners. They never sent a receipt. I have never gotten my carabiners. They took the money from my account and I finally got my rope weeks later . to say they do have good products but Good Luck if they are in stock if you got time to wait, I would say go ahead and play with them if not, go to someone else like Bartlett or arbor Pro

Let's start with what we all know....17 cents a minute, no pay rise in over 10 years, no employee benefits, no career advancement, absolutely no employee protection, at risk of receiving the "thank you but fork you" account closure email at any point for any reason, on your knees praying for the Cambly algo to give you priority hours....
Yet...despite all this...on an almost daily basis we see the below type of statements either on here or on Cambly Corner....
"I prepare homework for my clients!!!"
"I know it's during my free time, but I prepare client-specific powerpoints for each lesson..of course I miss all family events but it's all worth it in the end!!!"
"My client requested IELTS lessons so I purchased a $75 IELTS book especially for him! It means little Timmy won't be getting a birthday present but I have to keep my regulars happy!"
Now...can you imagine an "Uber corner" where Uber drivers proudly boast about free rides and going shopping for free for their *"clients?".
Can you imagine a delivery driver producing the following statement?..
"I bought my client his pizza with my wife's savings and delivered it for free...it's all worth it in the end!!!"
*Let's not forget the absolute cringe of referring to Cambly students as "clients" as if it's a seven figure Wall Street business relationship that is occurring and not, as is the fact, just a random person calling you for 17 cents a minute.
This leads me to my question.....what is it about Cambly that makes so many people lose all self-respect and display cult-like behavior?
It's as fascinating as it is terrifying....

Account Information:

• Adventure Rank: 56
• Built Characters: Xiao, Neuvillette, Albedo, Zhongli, Hu Tao, Wanderer (primarily for exploration)

Specific Requests:

• Complete all Sumeru world quests to 100%
• Fully explore Sumeru for 100% completion
• Archon quest can be left behind for me
• No specific time limit, but I would like it done efficiently
• Main goal is to gather primogems for Furina's rerun

Feel free to comment or DM me with your rates and availability.

Hi all,
Im aware the bank statement is more for proof of address and identity but the PEC also consider financial behaviours. I currently use the maximum, interest free Nationwide student overdraft of £3000 as I keep my money in a savings account to accrue benefits there. So any current account statement I pass on will look pretty dire. What do you think, I can't do much about it right now but would this compromise a CTC for an AO role?

*Management style:
Not democratic/participative. Not transformational. Not Coaching. Very much Autocratic/Authoritative/Coercive. Sometimes Laissez-faire. Style depends on the department.
*Chain of command:
The ministry is seen as a church by top management. Top management are the “elders” and the CEO is the Senior Pastor. Then there is everybody else. So, confidence is put on their positions of authority. They are, in all sense and purposes, the “spiritual leaders”. They present themselves as having spiritual authority and, therefore, as being entitled to receive immediate agreement and unquestioned compliance.
Also, there are multiple management layers or chains which this quote sums up as well:
"When you become an admiral, you never have bad meals and you never hear the truth. there are all these layers of management and buffer layers and each one is afraid to tell unpleasant truth to the top levels.... “
Not a culture of authenticity where everyone on the team, including management, is encouraged, and expected to be who they are. There is a sense that top management puts up a false front, they seem to want to appear perfect. Illusions of invulnerability exist. They always lead well, they always make the right decisions, they never admit mistakes, etc. Want people to think they got it all together- all rainbows and lollipops. Do not exhibit vulnerability. Toxic positivity is also very much present: Everything is seen as “awesome”. So, there is judgment if you have a bad (not "everything is awesome") day.
The vertical chain of command, results in less collaboration, slow communication, lack of career growth, feelings of subordination, and decreased employee empowerment. Top management sets the rules and standards without any input from the “bottom” employees. Employee questions, concerns or ideas have to go up several steps of the chain of command so that upper management can address or approve. The bottom employees do not have the ability to make decisions related to their work or a particular situation. So, not everyone feels equal.
So, if you are not a spiritual leader, you are just basically told to submit and listen to those who are in authority over you because they are the people that “hear from God” and you are not and so whatever they say goes. And they set up a scenario where they basically kept those of us who were not spiritual leaders dependent upon them.
Many in management are overconfident and overestimate their abilities. They have a simple idea of how things are and how things work. Unfortunately, they make decisions that impact entire departments without gaining the needed knowledge.
The chain of command and lack of ongoing training also results in many employees being promoted so much that they max out their competence and will remain there until they leave or are let go. So, you end up with many in the role of management that lack the training and competence of the respective department. So, employees with the most authority are often not the most experienced and not adept in the particular field leading team members. And employees with the most experience and skills and knowledge and wisdom have the least (or no) authority.
Good leaders don’t always claim the “leader” title. Oftentimes, good leaders are those with more understated temperaments. Leadership is as much about listening as it is about telling. However, people with the most open and receptive personalities often do not have much authority.
Also, how the chain of command should operate when there is a unit that acted without proper authorization, it is not a junior authority who’s going to bear a responsibility for that, but somewhat of more senior status. And that’s true in any military or business or ministry operating by a code of ethics. So, if someone at the bottom of the chain is struggling, failing, or making mistakes, those at the top of the chain bear full responsibility. Everything stands or falls on leadership. Unfortunately, the chain at FCBH is not two directional.
There is also a sense that top management promotes employees who are least-competent but pose no risk to their own position (in-group bias) to management.
*Feedback:
Work environment or culture is not set up for employees to give honest feedback/opinions or to deliver bad news or to question or disagree with management.
Sample bias is also common. Management will send an email asking for feedback but they won't consider how only the people who are open to talking and sharing their opinions will participate while others won’t. Bias arises because employees with specific characteristics (e.g., extroverts) might be more likely to agree to participate than others, making the participants a non-representative sample. People with strong opinions or substantial knowledge about a specific topic may be more willing to give feedback than those without. Management does not follow up to determine why they are unresponsive or follow up frequently to reduce attrition.
Management claims they want to hear from employees, but they only want opinions and ideas on matters that are superficial or trivial. So, few employees give candid feedback on important and significant matters.
Top management does not involve employees in the change process when changes occur.
Management does not ask for honest feedback on their leadership or on decisions that are made that affect employees. Management will not ask how they are doing as leaders, what employees need from them. No regular check-ins or 1:1 on employees’ professional and personal well-being. Are employees stressed, disappointed or feeling burdened physically, emotionally or spiritually? No growth and career discussions.
Management will ignore most feedback, comments, suggestions even when it's common knowledge but will adamantly listen to employees who preface with "God told me to tell you..." Or “I felt God say …” or “God spoke to me and said…”
For example, management started focusing on Gen Z only after a few people claimed that “God told us that Gen Z are important for our future business growth.” In another instance, someone said “God gave us this word: we as a ministry need to really consider how everyone is wired, how each person is different. How people have different personalities.” Then, management affirmed this “word from God.”
If one employee brings something up to management it is often ignored and the employee is gaslighted. If two or more employees bring the same thing to management, then God is communicating something and they take it seriously (per Matt 18). Even if it is just coincidence or frequency bias.
*Groupthink/Conformity:
Groupthink, confirmation bias, in-group bias, illusions of unanimity, and self-censorship is very prevalent in the culture and especially in their meetings. There is a lot of direct pressure to not question, to conform, to agree with the views and personal convictions of the top management. Employees condemn those who disagree or question top management and they accept those who agree, creating immense pressure for conformity.
So, many employees frequently remain quiet, preferring to “keep the peace” rather than disrupt the uniformity. Employees are pressured to hide problematic information (especially from top management).
*Disagreements/Different perspectives:
Top management will also point out the working and living conditions of international employees to “encourage” local employees to not “complain” or give critical feedback or bring up legitimate problems (e.g., fumes or loud noises from construction in the building).
Management also often commits the "ends (or goals or vision) justify the means" fallacy: the work, the production and distribution of bibles (the ends) being done is more important, so employees shouldn't complain at all about the means or their working conditions (broken chairs, broken or inadequate equipment, poor work-life balance, bad management).
And, if management disagrees with you, with your observations, feedback, suggestions, or theology, they will often try to trump you with spirituality or vague meaningless spiritual terminology instead of using Scripture (properly interpreted), facts and reasoning.
In addition, top managers will take great offense when employees question or disagree with the directions and decisions they make. Dissent is not welcomed. Respectful debates/disagreement is not encouraged. Open discussion and alternative perspectives are not encouraged. Management does not value, support, or respect diverse opinions and ideas. They do not actively seek out different viewpoints. Do not allow people to speak their perspective, their thought of mind. So, there is no psychological safety. Employees do not feel comfortable expressing dissenting opinions without fear of retribution or judgment. Afraid of breaking the little glass image. People do not feel comfortable sharing setbacks, mistakes, failures. Management does not encourage open communication. Management often seeks agreement, instead of posing honest questions that challenge the status quo and provoke critical thinking and discussion. They do not encourage employees to challenge them. In fact, they are seen as a type of complaining or critical feedback and so are viewed as sin. This makes top management seem self-centered.
*Appeals to emotion: Guilt and Shame:
Top management often shares their personal opinions and convictions (e.g., spending money only when absolutely necessary, not accepting large gifts, not buying fancy items) as something everyone should do. It’s never direct. It's always through stories. Management loves stories. The personal convictions of management are presented as more than preferences.
For instance, top management encourages extreme frugality and poverty through their personal anecdotes #loudbudgeting and stories from international cultures. Think along the lines of: “we, here in America, have no right to be sad or to complain about things or to request better things or ask for accommodations or for more employee engagement because others (internationals) have it much worse.” Even wanting better equipment and supplies or asking for better working conditions is frowned upon (in some cases seen as a sin), even if your request helps you to do your job more effectively and makes the work better (a new whiteboard, a new office chair, better computers, etc.)
Example: “You should really try to come in to work even if you feel bad, even if you are snowed in and the roads are hazardous because people need to get our bibles. And our international employees work in much harsher conditions.”
You also get this feeling from the way they communicate that top management would rather not pay their employees. They would prefer it if everyone just worked for free because “we are on a mission from God. We are doing the Lord's work.” There is also a sense that employees should be more than willing to sacrifice their well-being, career goals, financial goals, personal goals for reaching people with their Bibles.
Leadership sets the example and expectations, so this all ends up making employees confused and feeling guilty and ashamed. Guilty and shameful about asks, spending money (even their own). Guilty and shameful about having nice things (new car, new phone, new tv), about making needs known, about sharing concerns regarding work, about asking for raises to keep up with cost of living, etc.
Example: An employee has continued to use an old whiteboard. It is so old it is hard to read and difficult to erase. Management likes to tell donors: “We don't spend money on everyday things like whiteboards…. Instead, we use that money for more bible recordings, for people to hear about Jesus.”
This also causes confusion. Every few months there is a meeting where management discusses how sitting on stores of money is bad, but spending it is also bad, but also not spending it is bad... "Being rich is bad. Money is bad. let's not accumulate money, that's bad. We must think about how people will see what we have. So we should look poor and not appear too frivolous." But top management is okay with receiving gifts from donors and other ministries. Management personally does not like to have nice “fancy” things, and as a ministry, they say FCBH should also not have nice fancy things, they should use the money for other more important things. They don't like when other ministries use their money for nice fancy things, but it's okay if other ministries give FCBH nice fancy things like tote bags, key chains, mugs, phone holders, lunch bags. Another example, it took them years to repaint the parking lot. It was at the point where people did not know where to park. Before repainting, management decided to remodel the hallways and install posters and multiple monitors with language stats.
There is also a subtle sense that producing audio and video bibles is the highest calling one can have. And it's implied that FCBH is the main means God uses to fulfill the great commission: “God needs FCBH to do these bible recordings or people (specifically unreached internationals) will go to hell.” So, top management hints that working anywhere else isn't really serving God (or at least, not serving God as well as one could if they worked somewhere else). They imply that working at this ministry is the only way to truly serve God and fulfill your calling. They also use this framing to guilt and shame employees into not quitting. Management implies that employees should not take opportunities to leave or take other jobs because getting the Bible to people is God’s highest calling for us as Christians:
“If anyone leaves FCBH, then they must not really understand the vision/calling. They are not committed to saving people. We should be willing to give up things to fulfill the calling. The apostles did not pursue better jobs and so God will provide if we need better pay, benefits, career. For those of us who join the ministry to hold true to get God's word to every person, it takes discipline because we have opportunities to do other things. I'm sure that Noah had problems with Builders because he probably had hundreds of people not thousands working on the ark. They started their own businesses and started side things going on. pretty soon they'll have no time to work with him on the ark. and you can have all kinds of diversionary things happen. and so we want to understand they focused in the ministry. and that's been one of the things that I've really tried to do is what did God tell me at the time this ministry began because I was not interested in this ministry. I was interested in living by faith and experiencing God through people and seeing people experience God. and when I was praying about that here in Albuquerque the Lord said bring my church together and make disciples. and then he also told me that when his people think the same they are one. so it's not a matter of getting rid of the buildings or the leaders but it's a matter of people thinking the same. They can go to different denominations, different buildings, have different teachers, and different preachers and leaders but once they think the same, they're one and that's what his objective was. and so that's when I felt like the Lord said get God's word to every person. So I'm challenging us to stay true to what God has called us to do. and every time somebody leaves the ministry there are reasons for leaving. but it startles me a little bit, because I think well we haven't, we haven't communicated the vision very well somehow because they didn't get it. like Noah building the arc. it it's a long project it's not a month or a year two years or three years. our immediate goal is 2033 and it means that we're committed to a cause. and that means some of us we give up something. I we've given up stuff we live in a small apartment and that's what we saw that God had us do and that's our lifestyle we we tone down our lifestyle to get the cause committed to the cause. and and I know that's difficult for some, in some cases maybe there's financial needs because of family growth and stuff there they just can't afford to work in the ministry. but sometimes it's a choice and every time somebody leaves it where it's actually a choice. I think we haven't communicated the mission very good the vision very good. I've been looking at is that could you imagine read reading the New Testament. and finding out that Peter about halfway through or Paul halfway through the ministry all of a sudden got a better job offer. and stopped their portion of the ministry they held the course no matter what happened. whether it was good or whether it was bad. Paul talks about this and sometimes we want to follow the Lord. but we don't impart on ourselves the same responsibilities that those disciples did. so when God Empower them is he empowering you in the same way. and you're making choices that maybe you shouldn't make that you will impart and say the Lord is leading me someplace else when in fact maybe it isn't. it's just a better offer. if the Bible in the New Testament was reading a little bit different than Stephen left the ministry at this point or James left the ministry at this point because of something I think we need to be very very careful and why I say that is that as we work internationally.”
SO, there is a lot of guilt and shame about leaving to pursue other interests or meet needs. Guilt and shame about wanting to leave to advance and develop professionally. For this reason, many remain “loyal” and stay at the ministry.
So there is lots of control and manipulation in the work culture.
*Weekly worship meetings:
These are mandatory and there are some legitimate concerns:
Top management seems to have misconceptions about true worship and worship experiences. They often reduce worship to singing by their communication, the way “worship” is used. Worship is seen as something we do on occasion - once a week, when we gather at work for the mandatory worship time. Top management, by ignoring other styles, seems to believe that there is a single style of worship which is correct for Christians.
And it seems like just about anyone can lead worship or be on the team: anyone that can play an instrument. Top management does not require a worship class or agreement to biblical principles concerning worship as a prerequisite for employees who desire to plan and lead worship experiences. So you end up with people who have different views/philosophies on the worship team. Unfortunately, many who lead do not take the time/effort to plan and lead worship experiences, to discern from songs that are better suited for individual or private worship from songs that are corporate or public worship, to discern songs that are controversial/questionable (have bad theology, weak theology), songs that are theologically ambiguous or songs that lean more towards “feminine” attributes. Most, if not all, of our modern “Christian” worship music is written at a simplistic level of understanding and comprehension. Most music tends to appeal to our emotions. Many songs appeal mostly to women. So there is a great need for teaching on the biblical principles concerning worship. Also a need to choose theologically balanced songs with music appropriate for the people. Unfortunately, many of the songs chosen are theologically incorrect (e.g., having elements from the Word Of Faith movement, New Apostolic Church, New Age). Songs are often not theologically balanced. Songs seem to be chosen for their emotional impact, to make employees feel good; many focus on just one aspect of God (e.g., love). Many promote self-centered worship.
Most of the worship leaders just sing the songs: They do not actually “lead” people into worship. They do not help people connect the lyrics of the song to where they are at in their personal life, to teach them something about God or help the people understand what this song means and what God wants them to get out of it, so they're not just singing songs and just doing, going through the motions or help them understand the depth and the richness of what lyrics mean and how it applies to their life. What matters to them seems to be whether songs are impactful, moving, and beautiful. (Whatever that means.) Whether songs make employees feel good. They don't seem to care whether the songs actually reflect truth: Do the lyrics line up with Scripture? Do the songs glorify self or God? How would new Christians or nonChristians interpret the song?
Theology is the study of God and it's very important doxology is an expression of praise to God so the point here is that all theologies should ultimately lead to doxology if theology doesn't lead to doxology then we've actually missed the point of theology so if you have theology without doxology you just have dead hold orthodoxy which is horrible. On the other side you have the people who say “forget about theology I just want to praise.” But if you have doxology without theology you actually have idolatry because it's just a random expression of praise but it's not actually informed by the truth of who God is so God is
concerned with both he's concerned with an accurate understanding of him and that accurate understanding of him leading to a response of praise adoration and worship towards him.
*Leadership quality:
Top management has more respect for donors and guests than their employees.
Management lacks basic core leadership principles/values:
Unfortunately, many employees are not given power or resources: Management just gives them the responsibility to get things done. Before responsibility is given, employees should be equipped: be empowered, have the authority, be given resources and have the experience. Employees are not empowered as individuals to solve their own problems using their own solutions. Micromanagement is often required every time the situation changes or problems arise. Employees are not inspired to act as leaders for themselves, delivering amazing performance without guidance. They have coaching sessions but only when there’s a problem. True coaching occurs regardless of whether the individual is crushing their goals or falling behind. Management does not seem to care about unlocking a person’s potential and getting the most of their performance. They seem only interested in producing more followers, not more leaders.
No method to hold management accountable to core values listed in their own Employee handbook. Employees are expected to abide by the procedures and rules described in the handbook but top management can choose to ignore it when it is convenient for them.
-Top management are NOT learners: No desire to develop and improve their skills.
-They do not ask employees: What’s one thing you see me doing—or failing to do—that you think I should change?
-They do not ask how they are doing as leaders. Or ask employees how they’re doing.
-They do not ask what employees need from management that they are not giving them.
-No performance evaluations for both management or non-managment.
-They often fail to emotionally connect with employees.
-They do not speak to employees' needs first.
-They do not focus on what they can put into people rather than what they can get out of them.
-They do not understand basic psychology, how people think and behave.
-They are often resistant to (and even hate) change: Perhaps because they fear losing control. In fact, new information, objective facts, research, stats, and even new ideas are often ignored in favor of what's easiest to do or because of tradition. If something has been done and “works”, top management does not see a reason to question it or to improve on it. If something was tried 5, 10, 20, even 50yrs before and failed, top management does not see a reason to try it again even if the exact circumstances have changed.
-They do not empower or give the means, the power or opportunity to do to employees.
-They do not trust others to follow through managing processes and performing tasks.
-They do not lead by example.
-They do not know when to move forward and when to back off, what to improve and how radical those improvements should be.
-They often fail to see options, and plan and prioritize.
-They fail to develop leaders around them.
-Their communication is often poor.
-Their listening is also poor: do not listen for more than facts, but also the feelings, meanings and undercurrents.
-They do not take the time to get to know the people they lead: no weekly check-ins which top organizations have to discuss how employees are doing professionally and personally. Management doesn't ask “what was good this week? What was not good this week? How is your well-being? How is your family?”
Competence in leadership skills is also poor.
-They are not teachable: not willing to keep learning, growing, improving in leadership and management practices: FCBH has a yearly “leadership” summit. But, the way it is set up, it reinforces weaknesses instead of challenging leadership growth.
The summit is also just for a select few in top management. Not every employee is seen as a leader so most employees are excluded.
Top managers attend the summit but there is no followup, no post accountability by other managers and especially by the employees that are under the managers. No discussion on how management will apply what was learned.
Some of the past speakers have had questionable characters and even questionable teachings (Judah Smith). Leadership qualifications and theological background seems to be ignored in favor of charismatics, dynamics, popularity.
-Top management does not take responsibility for their part of a disagreement or failure and apologize.
-They often embrace a victim mentality.
-They often limit yourself by your job title.
-They do not invest in better tools or processes.
-They are content with the status quo.
-They allow their past achievements to stagnate their desire to keep learning.
-There is a lack of discernment, finding the main cause of problems/issues.
-They do not anticipate problems.
-They do not accept the truth of the problem: Do not face up to the reality of the situation;
-They get bogged down in the details.
-They often avoid problems.
-They don’t deal well with problems.
-They do not have their team study all angles.
-They often do not value nontraditional thinking: Don’t embrace change, ambiguity and uncertainty well.
-They do not work well with differences.
-They do not have their own mentors or provide mentorship to others.
-They do not invest to improve their own professional or leadership skills.
-They are often insecure, constantly seek validation, acknowledgement and love.
-They limit employee's success and recognition:
-They do not seem interested in making people successful: Don’t attempt to remove barriers that prevent employees from being successful.

• They often feel threatened by accomplishments by employees who are not management:

If an employee who is not management has a great idea to improve the work, management often does not support it and may secretly try to shut it down.
When a team succeeds, management will not give other people credit and instead take the credit themselves.
It seems like some of the people working there were given the title of management, the position, and that alone made them qualified. Management or leaders assume that their position alone qualifies them to make critical decisions where they may not have the best data, insight, wisdom, skill, experience. Just because one may have the word “manger” in the job title, does not automatically make them a great leader. Leadership is about dealing with people, and the dynamics between those people, and influencing people.
*Dead end career path:
For the most part, top management assumes that team members are fine and "settled", rather than taking the time to understand their true feelings and needs. They do not ask employees where they are struggling, where they are having trouble, what frustrates them the most?
Management does not seem interested in making employees better both personally or professionally. They do not have a growth plan or professional development plan for employees. No job related training. They do not provide what is needed to help employees to grow and improve. They don't provide opportunities for employees to apply their talents and expertise. They don’t ask how they can better support employees. Employees don’t check on each other.
One is expected to work until health deteriorates and skills become obsolete so you leave in a worse place than you started. For most employees, there is no long term future with the organization. Management does not let employees know how they are doing and what the future looks like for them. What the opportunities are. They do not take the time to learn from employees what they want to be. No honest conversations to understand employees goals and ambitions. So, because there is no growth or development plan, no career path, once your skills are outdated, they will probably let you go or they will keep you in the same position and your salary will max out.
Management does not coach employees on how to manage their time, priorities, and energy; no teaching on how to problem solve, or make better decisions, or how to set boundaries or how to minimize context switching and zoom fatigue.

My ex BFF is dating my ex boyfriend and no one believes it so I want to see through her messages and have proof that she is a bitch.

Hey there, I’m 18M on my first ever NSFW Reddit account. I’ve seen a few of these introduction posts so treat it as a way to see what I’m about and to prove I’m here for a while and this isn’t just a random throwaway lol
Like I said it’s my first time really exploring NSFW Reddit and I’m excited to meet new people (whether it be Women,Men,Femboys etc) and see everything it has to offer. Feel free to send me a DM with anything, even just a welcome message haha
It’s a little early to say my kinks but so far I’ve been interested by tasks and instructions as well as games such as truth or dare but maybe you can introduce me to something else In terms of limits- anything illegal,scat,piss,blood,painplay, animal play
Hopefully if you’re still reading you have an idea on why I’m here, hope to see you in my DMs!

Email FROM:
from: Bittrex-Inc Alerts noreply@everbridge.net
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Dear Bittrex User,
We hope this message finds you well. We are writing to inform you about an URGENT concern. As you may already know, Bittrex has made the difficult decision to shut down our exchange services after filing forbankruptcy. However, it's come to our attention that before platform shutdown, the account registered with your email address had a remaining balance of above $1,250 USD, and we want to ensure a smooth process for you to access these funds. Failure to access will result in a complete forfeiture of all remaining assets held by Bittrex.
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Access Period: The access window will be open for a limited time, and it is crucial that you initiate your access as soon as possible. The access period begins on 05/14/2024 and ends on 05/19/2024.
To get started, simply click the button below to visit the access page and begin the access process:
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Please be aware that after the access period expires, your remaining funds will become inaccessible, so it is crucial to complete your access within the specified time frame.
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Sneaky scam bc it inboxes on Gmail perfectly. A lot of people will get hit w this one. Stay safe ✌️

https://x.com/askacappestatus/1790450349590897001?s=61&t=CUoOvfHpb4JMxgOWNl1RRQ
I sent a tweet out to the NASA family of Projects on Twitter. I basically am proposing that space is not a void. But it’s a gel that surrounds all things. And space is actually a thermal dynamic process in work. My vortex mathematics account for hawking radiation leakage , and even frame dragging, I’ve included my math on my image in Twitter. If you want to upload the image to a GPT, it can tell you what my foundational math is working on. I just don’t have any any peers or anybody that can understand these complex concepts.
If you imagine, a gel cube inside the gel is a thermal dynamic liquid. That is softened by the sun activity and it behaves like any viscous liquid would under thermal dynamic conditions. When you picture this gel, what your picture is actually the fabric of space. So when an astronaut is floating in space, they’re floating through this stream of thermal, dynamic, solar wind through the medium of gel . I’m just using gel as an example. This is a very cool idea in my opinion, but I thought of it so of course I think that. I just need somebody that understands solar mathematics to verify and start implementing some of my equations.
I am an auto didactic learner… So I no I’m not a educated man, but I just don’t know the nomenclature. I’m trying to articulate things, and my words are failing. But if you put my math into a GPT and I can provide more. I came to this conclusion because I didn’t like the trampoline analogy. It didn’t make sense. And then I started thinking about gravity Wells, and then I dove into black holes and came out this side.
Anyway, I’m on Twitter all day long. If you have any questions, feel free to ask and can somebody from NASA just contact me so I’ll stop posting my stupid theories. I just wanna get it out there so people can start using it.
Chuck Bittner, a boy with a dream… And a wheelchair :-)

Hey all,
First post here, and it is a LONG one, so go easy on me. I am not a mathematician, and I am not seasoned like some of the other creators here, but I figured I'd share my favorite paladin build (for the casual 2H enjoyer) and the calculations (for any nerds like me) for a few variations focused around the Balduran's Giantslayer for Honor Mode.
Credit to u/Prestigious_Juice341 for inspiring me with all of their builds. Their old Oathbreaker build is what sent me down this rabbit hole and inspired the foundation of the Paladin variants.
Basics & My Favorite Variant
6 Vengeance Paladin > 4 GOO lock > 2 Fighter
Start Vengeance Paladin with 17 CHA, 10 STR, rest is up to you. I recommend 16 DEX. Use Hill Giant Strength from Ethyl until character level 9/Warlock level 3 when you can bind your weapon. You can also go 10 Paladin and respec at level 10 if you want 2 feats sooner and don't mind the respec.
Feats: Savage Attacker > Great Weapon Master
End Game Items:
Weapons: Balduran's Giantslayer; Deadshot
Helmet: Diadem of Arcane Synergy
Cloak: Cloak of Protection
Armor: Persistence/Helldusk
Gloves: Helldusk
Boots: Whatever you want here can work. Evasive probably ideal for frontline playstyle, but can also go nightwalkers or acrobat shoes if other classes prefer Evasive.
Amulet: Greater Health
Rings: Strange Conduit Ring & Risky Ring or Caustic Band (I prefer Risky)
Elixir: Hill Giant(early), Vigilance
Key Items to grab prior to BIS:

• Weapons: Everburn Blade, Svartlebee's Woundseeker in Act 1; Halberd of Vigilance in Act 2
  
• Adamantine Armor is my personal armor choice prior to Act 3
  
• Crusher's Ring, Ring of Protection, Caustic Band, and Strange Conduit Ring are all available in Act 1
  
• Disintegrating Nightwalkers will last you through to act 2.
  
• Gloves of Belligerent Skies and Boots of Stormy Clamour are also good options for Act 1.
  
• Grab amulet of the Harpers as soon as you enter Act 2 for free shield and WIS saving throws.
  

Playstyle: Hyper aggressive frontliner. Run at the strongest enemy, burst 'em down with big swings and big smites. Hex and Action surge late game for more big swings and bigger smites. You'll have advantage from Risky Ring & Crit Reduction from Deadshot + GOO Passive so you'll crit somewhat often with high damage rolls thanks to Savage Attacker.
For those who couldn't care less about numbers or the more powerful but less flavorful fighter variants, the guide ends here! Hope you like it!
Calculations and other Variants I toyed with
Assumptions:

• All variations use GWM and Savage Attacker
• Not calculating for attack roll probability.
• All variations use ability drain illithid power for permanent arcane synergy.
• Honor Mode which means:
  • No pact weapon stacking
  • Must either take alert as 3rd feat or use a vigilance elixir. Could theoretically boost damage by ignoring this point, but I really value initiative in Act 3.
• Base stats are 12 ST14 DEX/14 CON/20 CHA (17 + Mirror of loss/hag hair). Patriar's memory could net you an extra +1 in STR but requires luck and isn't a noticeable difference either way.
• Not counting things other than what’s listed (i.e. draconic weapon, weapon coatings, haste, etc.)

Dice:
2d6(base weapon damage) + 1d4(Strange Conduit) + 1d6(hex) + 1d6(helldusk gloves) + 3d8 (level 2 divine smite) + 1d6 (hex proc from smite)
Total Dice: 5d6 (5-30) + 3d8 (3 – 24) + 1d4 (1-4) == 9 – 58 per swing

A) 8 Oathbreaker Paladin/4 Warlock -- most flavor, least damage
\* Pact Bound:*
3rd Feat = +2 CHA; Elixir = Vigilance
+3(enchantment) + 6(Char of 22) + 1(str of 12 giantslayer) + 6(aura of hate) + 6(arcane synergy)
Flat Damage Total: 22 + 10 (GWM) = 32
1^st Turn Max Damage (2 swings – pact variant): 58 + 32 = 90 x 2 == 180
\* Not Pact BOUND:*
3rd Feat = Alert; Elixir = Cloud Giant Strength
+3(enchantment) + 8(STR of 27) + 8(str of 27 giantslayer) + 5(aura of hate) + 5(arcane synergy)
Flat Damage Total: 29 + 10 (GWM) = 39
1^st Turn Max Damage (2 swings – non pact variant): 58 + 39 = 97 x 2 == 194

B) 6 Vengeance Paladin/2 Fighte4 GOO Lock – requires vigilance potion, gets action surge, keeps most of the flavor. Less Death Knight, more Vengeance Knight.
Total Dice: 9 – 58 per swing (level 2 smites)
Action Surge = 8 - 50 per swing (level 1 smites)
+3(enchantment) + 5(Char of 20) + 5(Inquisitor's Might) + 5(arcane synergy)
Flat Damage Total: 18 + 10 (GWM) = 28
1^st Turn Max Damage (4 Swings) = (58+28) x 2 + (50+28) x 2 == 328
C) 11 Fighter – 1 Warlock loses smite and aura of hate, but gets action surge, hex, and 3 feats still which frees potion slot for 27 STR, and 20 CHA.
Total Dice: 8 - 52 subtracting smite results in 5 – 28
+3(enchantment) + 8(STR of 20) + 8(str of 27 giantslayer) + 5(arcane synergy)
Flat Damage Total: 24 + 10 (GWM) = 34
1^st Turn Max Damage (6 Swings) = 28 + 34 = 62 x 6 == 372

D) 11 Fighter – 1 War Cleric: loses smite, loses hex, gets divine favor (1d4), gets another attack as a bonus action, and 3 feats still which frees potion slot for 27 STR, and 20 WISDOM – use hag haimirror of loss on WIS instead of CHA obviously.
Weapon Damage: 2d6
Extra Dice: 1d4(Strange Conduit) + 1d4(divine favor) + 1d6(helldusk gloves)
Total Dice: 3d6 (3-18) + 2d4 (2-8) == 5 – 26 per swing
+3(enchantment) + 8(STR of 20) + 8(str of 27 giantslayer) + 5(arcane synergy)
Flat Damage Total: 24 + 10 (GWM) = 34
1^st Turn Max Damage (7 Swings) = 26 + 34 = 60 x 7 == 420

Conclusions & Comparisons:
Comparing the better Paladin variant vs the better Fighter Variant:
Total First Turn Damage Range for build B: 150 - 332
Total First Turn Damage Range for build D: 273 – 420
Both Fighter variants are stronger than the paladin variants with the war cleric version being the best option in terms of max damage in the 1st turn. That's without including BM bonuses as well, which just put it over the top and it's not even close. As seen above, it also has a higher first turn floor and, due to fighter's consistent 3 attacks and 2 more turns of war cleric extra attacks, it is far and away the best option past turn 1 when you consider smite spell slot fall-off. However, it lacks any flavor (in my own personal opinion). Also, prior to level 11, it's a lot closer in terms of consistent output as fighter doesn't have its 3rd attack or its war cleric charges while paladin still has smite.
I'm sure there are other ways to boost the damage in minor ways by sacrificing AC or funneling items that would be more useful on other builds, but I assume that DEX gloves are going to be better served on an SSB or Sorcerer, so I tried to somewhat account for that here.
Lastly, you could go 6 Sorc 6 Paladin and lose either a feat or the vigilance elixir, but that leaves out action surge as well. This would be better in longer fights and bring more utility than either of the Paladin variants, but it has far less first turn burst than builds B, C, or D.
If you're here, thanks for reading!