I work at a small company, 7 people total.
I have been at this company for 3 years, we usually have a holiday party (fancy dinner, expensive cocktails, “order whatever you want” & a company paid hotel stay). We also do a summer event, more of a daytime thing but similar to the holiday party.
We are doing something new this summer; in prior years we’ve had an outing at what (to prevent doxxing myself) I’ll describe as a seasonal, outdoor “sporting” event that has been around for a very long time.
This year, we are doing a golf outing. I tried golfing many times & don’t enjoy it, nor do I own clubs. Im also reluctant to spend time around my coworkers & superiors outside of work itself. This is due to differences in personality, interests, and dislikes for how I am treated sometimes.
I don’t want to go, but I’m worried not attending will bring trouble for me. I’m a high performing employee & have seen many people in my position come and go throughout my tenure. If I don’t go, I’ll probably have to work, which I’d have to anyway if there was no event.
Is declining the invite a bad idea? If the event is 8/1, how long should I wait to formally decline the invite?
Thanks!

5 Ways Music Or Lose It Supports And Encourages Music Creators

With a belief that individual songs are the best way to connect a music creator to music fans, this community is uniquely focused on fostering discussions about great songs individually. You may be at a professional yet lesser known status. You may be an amateur recording at home, in an automobile, or in a field. Everyone has to start somewhere. You are welcome here.

1) Welcoming Self-Promotion

Self-promotion by sharing your individual songs is absolutely welcome here within the bounds of the community rules and Reddit’s terms of service, after you are approved by the community moderator for self promoting.
• Available flairs for music creators to self promote:

• "🎛️ My Song" flair ➢ for creators to share your own songs.
• "🎚️ My Beats" & "📦 “Free Music Resources" flairs ➢ for creators to share your own beats.

• Available flairs for music creators to self promote, in coordination with community moderator:

• "📰 Press Release” flair ➢ for creators to announce an album release.
• "Introduction 😎 I'm A Creator" flair ➢ for creators to tell their story of becoming a music maker directly to this community.
• "🔎 Ask A Music Creator" flair ➢ for creators to avail themselves to answer questions from this community regarding your insights on making and performing music.
• "🎤 Interview" flair ➢ for creators to interview one another akin to the “Variety Studio: Actors on Actors” series. Select creators will be offered interviews by the moderator.

2) Awarding Music Creators

Just for fun, Music Or Lose It organizes a month and yearly contest. If you win, you can mention the achievement when promoting your song on social media, music distribution venues, and at your website.
Here are the online awards offered for special recognition of music creators’ excellence:
🏅Best Song Of The Month By Community Vote
At The Music Or Lose It Community
🏆 Best Song Of The Year By Community Vote
At The Music Or Lose It Community
🏅 Best Community Song Of 2024 1st/2nd/3rd/4th Quarter
☆ ─── ⋆⋅ Founder’s Choice ⋅⋆ ── ☆
From A Creator At The Music Or Lose It Community
🏆 Best Community Song Of 2024
☆ ─── ⋆⋅ Founder’s Choice ⋅⋆ ── ☆
From A Creator At The Music Or Lose It Community
🌟 Founder’s Choice • Creator Most Likely To Succeed
At The Music Or Lose It Community

3) Connecting You With Music Fans

Music Or Lose It (MOLI) proactively tries to get your music in front of the eyes and ears of this community’s above-average music fans. By requiring music creators to engage in the community (not just post then ghost), MOLI has you e-mingling in the comments section of posts by music fans and other creators. The more you become visible to this community, the more music fans tend to find their way to your channel. The more potential new members see posts with lots of upvotes and plentiful replies, the more they are likely to join this community. The more new people join this community, the more the things you post are likely to be upvoted and replied to.
• Available flair for music creators to e-mingle here:

• "⚙️ My Gear" flair ➢ share a photo of your gear. Explain how it’s valuable to you in your process of creating music.

• Available flair for music creators to e-mingle here, in coordination with community moderator:

• "🔢 Countdown" flair ➢ share a list of your top 10 favorite songs or 10 favorite music entertainers.
• "🗯️ Let’s Discuss This Topic" flair ➢ lead a conversation about an important topic impacting both music fans and creators. Hot topics these days are the potential shutdown of TikTok; artificial intelligence (AI); the “7 year rule” regarding music contracts; and the proposed Living Wage for Musicians Act.

Other useful flair:

• "🔎 Ask A Music Fan" flair ➢ select music fans will avail themselves to answer questions from this community (including music creators) regarding their perspectives on how they find, enjoy, and connect with music, similar to the above-mentioned “Ask A Music Creator” flair. This is a great opportunity for music creators to get insights directly from music fans.

4) Distinguishing You As The Creator You Are

Creators like you are provided a profile flair that reads “▶️ Hi. I’m Here As A Creator,” after you are approved by the community moderator for self promoting. When you interact in the comments section, curious music fans will be more prone to checking out your profile with that flair – especially if you share some interesting insights in the comments section.

5) Moderator Personally Spends Time With Creators

• Attentiveness To Your Songs
I will personally listen to your song, if you are a music creator here and your post complies with community rules. I personally do not have time to listen to albums and I am not an album reviewer. I am a single-songs reviewer and fan. I won’t be mean and overly critical to amateur and lesser known creators who don’t have access to fancy studios. We all gotta start somewhere. I might offer what I hope is constructive feedback if I have time and if I feel I have something useful to suggest. I always try to comment, if I have time. If your music brand represents a vision I am comfortable being associated with, I’ll follow you on YouTube, X/Twitter, Instagram, or anywhere else we’re both at.
• Ensuring Your Posts’ Accompanying URL Images Are Visible
I ensure creators know the importance of the “Title & Link Share Only” posting method on Reddit. It’s better to post this way using the Reddit smartphone app. Posting using this “Title & Link Share Only” posting method best ensure the accompanying image for your URL link will be visible. Failing to do this results in the accompanying image for your URL link not being visible to desktop viewers – making your post less attractive. To prevent that from happening to you, I will teach you how to do this. It’s easy.
👍 Title & Link Share Only method
👎 Title & Text Body With Link method

➤ Additional Resources:

This Music Or Lose It subreddit community is a place to primarily share and discuss songs. It cannot meet every need a music creator has. Yet I will share with you the following subreddit communities that seem to be useful for music creators learning skill improvement and behind the scenes knowledge. Tip: when people make claims at online communities, never be afraid to ask for source citations.

• singing
• needvocals
• songwriting
• musicmarketing
• musicproduction
• musicproducerspot
• musicproducers

➤ Final Thoughts

• I hope every music creator here has a great time and is able to connect with music fans you might not otherwise meet. I constantly study other subreddit communities (music and non-music) and participate in subreddit communities for moderators, in order to do my best to make this community as lively as possible.
• This musicorloseittv subreddit online community was founded by me – The Music Fan Man. I am a creator making videos as a music reviewer and commentator. I feel lesser known creators are too often inexplicably hindered by video venues not providing a reasonably fair chance at getting seen by viewers. I don’t want to hinder creators. Therefore any rule I implement here is thoughtfully considered. I suspect many other music subreddit communities are less thoughtful regarding how their rules (or sometimes lack thereof) hinder lesser known creators from connecting with potential fans. I always weigh pros and cons when making a community rule. In the context of my role as a subreddit community moderator, I strive to foremost serve the music fans. That in mind, all rules here have been created to ensure the music fans here have the best experience.
• There’s no promise of sudden virality here. However, if you can win them over, the music fans here tend to be thoughtful, above-average, quality people. Because I am selective to invite only upbeat music fans and promising music creators, this online community has good vibes.
• After ≈ 1.5 years of this community being active, without exaggeration, I truly feel some of the creators sharing music here could seriously land on the Billboard 200/Hot 100 charts and even at the Grammys stage. It gives me so much joy to play a role in bringing music fans and music creators together.
The Music Fan Man,
Music Or Lose It founder

Previous
First Series Index Galactic Map State of War Map RoyalRoad Patreon Discord

MNS Oengro

“How’s the fuel status of the Oengro?” Grionc asked.
Vastae, eyes glued to his console, replied without hesitation. “We have just enough blink fuel for one jump, but we aren’t going anywhere once we get to the other side without a refueling ship.”
“One blink is all we need. And if the Oengro is good to go, the other, smaller ships should be fine too then,” Grionc responded, bringing up the system map on screen with her paws. “Four minutes to blink limit. Have the ship’s crew secure themselves for the blink and get ready for shift change to execute post-blink procedures when we arrive.”
“Yes, High Fleet Commander,” Vastae acknowledged with a brisk nod.
Suddenly, three quarters of the sensor readings on her sensor board disappeared, and the fidelity on the remaining took a nose-dive in accuracy. A low murmur ran through the sensor stations, which she waved away with a paw. “No need to panic. It looks like our friends jumped before we did, as arranged. Our sensors are on their own for now.”
Vastae swallowed hard. “Are you certain about this plan, High Fleet Commander?” Vastae asked nervously. “Not that I don’t trust what Sphinx— Speinfoent cooked up, but this is a last-minute plan modification we haven’t rehearsed. And with our fuel situation, we only get one chance here.”
Grionc put a calm smile on her face. “Remember that exercise we did with the Grass Eaters a while back?”
“Which one?”

4 months ago

“Since it’s New Years, it’s time to have some fun,” Mark announced with a grin to Grionc and the rest of the curious bridge crew. “I’m going to show you guys a fun teambuilding exercise we did on Terra.”
“Teambuilding exercise?” Grionc asked suspiciously.
Mark didn’t let her skepticism color his enthusiasm. “Well, I’m not sure how much teambuilding it does, but it is fun. And I have never seen aliens do it. In fact, this might be the first time this has ever been done outside of Sol!”
“Fine, fine. What are we doing?” she relented.
“This exercise is what we call the trust fall.”
“The trust fall?” Grionc repeated. “It’s about building trust? Like trust in your crew?”
Mark nodded vigorously. “It’s supposed to. I’m not sure if it truly works, but it truly is fun. You and I can demonstrate for the crew.”
Grionc sighed. “Sure. What do I do?”
“Come stand over here,” Mark pointed to a spot on the floor, and then stood in front of her with his back to her. “What I’m going to do is I’m going cross my arms… like this… and on the count of three, I’m going to fall backwards, and you have to catch me when I do.”
“Huh. That seems dangerous. What happens to you if I don’t catch you?” Grionc asked, mild concern creeping into her voice.
“Traumatic brain injury, probably. Something similar for your species too, I assume,” Mark shrugged nonchalantly. “But don’t worry about that. We have good medical facilities on the Nile, and you will catch me. That is the point of the exercise. Alright, you ready?”
Sensing his insistence, Grionc sighed and held her paws out, bracing herself. “Ready.”
“One, two, three…” Mark did as he described, crossing his arms, and falling backwards into Grionc’s outstretched arms. She grunted with slight effort as she intercepted his fall and then gently lowered him onto the ground, “Oomph. Huh. You Terrans are lighter than you look.”
“Yeah, my bones are nano-grafted,” Mark grinned, bounced up to full height, and circled around her back. “Okay, now it’s your turn.”
Grionc crossed her arms and held her breath for a moment. “One, two…”
She didn’t move. A few seconds later, she let go of her held breath. “I can’t.”
“What? Why not?”
Grionc muttered excuses. “No, it’s just— my tail— our balance mechanisms are different, I can’t just fall backwards on purpose—”
Mark insisted. “It’s not that difficult. Just let go. Don’t worry. I’m right here. I promise I’ll catch you.”
She held her breath once again, psyching herself up for a few more moments.
“One, two… doh, I can’t.”
Mark lightly patted her on the shoulder. “That’s okay… don’t worry… Hey, Speinfoent, come over here and give her a light shove. Alright, on the count of three. One, two—”
“Oh, no. Don’t you dare! No! Don’t touch— Yowwwwwww!”
Grionc continued, “And now… we fall. And we trust that our new friends will be there to catch us.”

ZNS 2228

“They’ve blinked,” the computer officer reported.
“Did we catch their blink vector?” Skvanu asked urgently.
“Calculating… got it! We triangulated their blink vector and probable destination! Entering it into our fleet navigation computers,” she responded, paws flying over the controls.
“How long before we can execute the blink?” Skvanu pressed.
“Two minutes before we hit the limit ourselves,” she replied, not looking up.
“Good, get the crews ready and start the countdown. I want to blink the millisecond we are clear of the system limit. And get all systems ready for what’s on the other side. They almost definitely have an ambush waiting for us. I’m guessing that’s where the remaining nine or so squadrons of Sixth Fleet are waiting for us,” Skvanu said confidently. “Twelve Lesser Predator squadrons to twenty-six of ours. Doesn’t matter how many upgrades they have, we will defeat them, especially since the first three will be within railgun range. Get those gunnery crews and point defense computers ready.”
“Blinking in seventy seconds,” she announced. “Sixty-five seconds—” Suddenly, she stood up, “Eight Whiskers, our FTL communications are open again! Both Datsot and Gruccud have just responded to our last message!”
Skvanu spun around to face her. “That makes sense. Whatever device they used to stop our communications must have been on one of the ships that just blinked out. Is there any priority intelligence from either?”
“Yes! Datsot has an emergency transmission for us. It’s from Ten Whiskers Ditvish!”
“What is it?” Skvanu asked, his voice serious.
She began to read. “Lesser Predators have entered Datsot system in force. Nine squadrons spotted so far. They may attempt to engage our garrison force there… His guidance is that we return immediately to trap these aggressor ships, but leaves the decision up to you…”
Skvanu absorbed the information with shock. If those ships are really in Datsot, they must not be on the other side of wherever the Oengro is blinking. And with that context, this now smelled exactly like a planned trap.
He thought out loud. “This must be what the Lesser Predators planned from the start. If we chase, we have no idea what they have on the other side. There may be refueling ships. They may have already gotten away. By the Prophecy, they may even be sacrificing three squadrons to get us to blink through a singularity or anomaly. But wait… If we return to Datsot immediately, we might catch those squadrons split from the rest of their ships and cripple their fleet!”
Having made up his mind, he shouted urgently at the navigation station, “Navigation, hold the blink!”
“Halting the blink procedures.”
“A handful of ships have already completed the blink!” the computer officer reported, almost in a panic.
“Cease blink procedures! Fleet-wide, cease the blink!”
The order went out immediately, and it was a testament to the discipline of the Znosian Navy that most squadrons managed to stop the countdown just seconds before it went through.
“How many ships went through?” Skvanu asked urgently.
“We managed to stop most of our ships, Eight Whiskers. Only five combat ships from Squadron 6 went through.”
He sighed in relief. “Only the Prophecy can help them now… Turn us around. Let’s get back to Datsot.”

TRNS Nile

“I think we are in sufficiently deep space,” Captain Gregor Guerrero said to his crew. “Drop us out.”
“Yes, captain. Emergency drop-out in five… four… three… two… one… now.”
The ship shuddered and creaked as the emergency-stop was activated. The blink engine wound down, forcing the ship back into normal space.
Gregor turned to his navigation officer. “How far from Plaunsollib did we travel, in regular space?”
“Two months on their Alcubierre drives if they combat burn with all their fuel. Four if they plan on stopping,” she replied immediately. “They’d be going too fast to aerobrake anyway.”
“Good,” Guerrero said, gluing his eyes to his sensor board. Ships in FTL are difficult to detect, even on gravidar, but the state-of-the-art technology on the Nile gave them a few seconds of warning.
A few seconds later, the sensor officer’s voice cut through the tense silence. “I’ve spotted the Puppers in blink! All of them, tight formation. They’ll pass us in about fifteen seconds.”
Guerrero nodded his pleasure. “Good, let them pass. Tell me when they’re out of range.”
The seconds ticked by. “Ten… five… they’ve passed our position… and now they’re out of range.”
“Now, switch on the blink disruption field,” he ordered.
The hum of the ship’s ambient noise went up an octave, signaling maximum power drain as the ship’s thirstiest system kicked in.
Gregor looked at his information panel. “Full emissions control. EMCOM Alpha. Deploy the FTL jammer drone and then shut off our engines. If things go well, we’re about to be joined by half the fucking Bunny Navy in a minute.”
“Aye, Captain. EMCOM Alpha.” The rest of the crew nodded, working their controls with practiced competence.
“Jammer drone out. You think they’ve got wild weasels, captain?”
“Unlikely, but we take no chances. If they don’t…” He shrugged. “… we’ll just get our drone back later.”
A tense minute passed, then the sensor officer reported, “Captain, Znosian ships spotted on gravidar! Two… three… five in total… They’ve just been forced out of blink.”
“Five squadrons?”
“No, Captain, five ships.”
Gregor furrowed his brow, surprised, and took another glance at his console. “Only five ships?”
“Yes, sir.”
“Alright, keep the disruption field up, and analyze the drive signatures on them. Maybe one of them is this Skvanu guy we’re supposed to hit,” he speculated hopefully.
After half an hour, Guerrero finally called it quits. “No more guests are showing up. Looks like they must have wizened up at the last moment.”
“Aye, sir,” the executive officer said, shaking her head in disappointment as well. “It was a good plan. Could have stranded their whole fleet out here.”
“Well, bad luck— these things happen in war, Lieutenant. Don’t worry. We’ll get them next time. How are the guests we did get doing?”
“Out of blink fuel, as expected. They’ve been dumping cargo in an organized fashion. I think they’re planning to see if they can reach Plaunsollib with their subspace drives in a reasonable amount of time and call triple A.” Then, she asked, “Where do you think the rest run off to?”
“Probably Datsot,” Guerrero guessed. “Phone Sphinx and tell him he’s probably got the whole shit storm heading his way, ETA about a couple days. Get the estimates to him.”
“Yes, sir.”
“Now, we just need to silence the witnesses so we can use this trick again. Bridge to CIC: let’s keep it simple. One Kestrel for each of the targets. We’ll swiss-cheese them with railguns after. Just in case.”
“Aye, Captain. We’re not dropping off those TRO drones here, are we?”
“Nah. Too much work. No one is finding these guys ever again anyway.”

MNS Trassau

“I just got off a call with the Nile,” Loenda announced. “Looks like the Grass Eaters have discovered our ruse in the other system. The main enemy fleet is heading our way right this second.”
Speinfoent sighed, and suggested, “If we burn closer for just half a day more—”
“No more,” Loenda declared. “We are already risking nine squadrons coming this far into the Datsot system limit.”
“Alright,” Speinfoent agreed reluctantly. “We can still give them a present they won’t forget any time soon.”
“That, we will. That we will.” Loenda turned to her console. “All ships in Battlegroup 2, dump your payloads as quietly as you can. Then wait half an hour to change your vector and make your way to the system blink limit.”
“Yes, Battlegroup Commander.”

ZNS 1841

“Ten Whiskers, the Lesser Predators are turning around,” the computer officer declared, doing her best to hide her relief.
“What? Where are they heading now?” Ditvish asked, confounded.
“Towards the shortest path to the system blink limit, I think.”
“That’s it? They’re just leaving now?”
“Combat computer speculates that they might have seen that Eight Whiskers Skvanu is heading back to Datsot, so they are breaking off the attack,” the officer offered.
“That’s… not very Lesser Predator of them, but very logical,” he admitted. “They must have realized their plan failed and are now cutting their losses.”
He didn’t mention that his fleet was the one that came out behind, losing yet another precious supply convoy and then sending the whole combat fleet on a wild predator chase for nothing. That State Security goon might start to become a problem if he didn’t spin this well in his after-action report.
A few hours later, a foreboding feeling coloring his mood, he ordered, “Sensors, boost our radars towards where they changed vectors. I want to check to see if they dropped any drones or traps.”
“Yes, Ten Whiskers.”
The 1841 boosted its radar towards the direction, blaring out signals on maximum strength and—
“Incoming… missiles? Ten Whiskers, many missiles! Dozens! Over a hundred! They’re well within our minimum abort range!”
“By the Prophecy!” Ditvish exclaimed. “All ships, execute combat burn away from them! Countermeasures and fire counter-missiles, at the ready! Track those missiles!”
Fortunately, the garrison fleet was still in high readiness from before. Their engines were ready to light up to full acceleration immediately.
Unfortunately, the missiles were already close. In desperation, his ships began dumping their entire loads of radar chaffs and flares into space behind them as they maneuvered away from the threat. Counter-missiles sped out of their tubes towards their rear, relying on their motherships’ sensors and radars to find the tiny alien missiles for them to engage.
Quietly gliding through space towards the enemy on inertia inherited from their motherships was the sizable swarm of Terran-made missiles. Obsolete for military purpose in Sol but still produced for the civilian and gray market, they were an easy addition on the TRO’s shopping list. Vast quantities of them had found their way into various shell corporations and dead drops all over Sol, then onto hastily constructed exterior pylons on Sixth Fleet ships.
While they were indeed several times outside of the maximum effective range of the Znosian ships at launch, missiles technically did have unlimited ballistic ranges in space — if their enemies were not moving and they did not need to constantly fire their thrusters to adjust course. Relying on a short first burn and then inertia, they flew most of the way towards the stationary enemy fleet completely undetected. By the time they were spotted, it was too late; the Znosians were well within their effective ranges.
Their intelligence chips might not have been super-Terran state-of-the-art computers, but the Pigeons had no problem realizing that they were discovered. They had been tracking the enemy targets using passive infrared sensors that did not alert enemy threat sensors to their presence. But the second that the targets started dropping flares to blind them, they activated their primitive late twenty-first century radars and homed in onto the priority targets they’d been given. Their main thrusters began their burns, adjusting their vectors to intercept the now-finally-moving enemy ships.
Then, they saw the incoming counter-missiles — fired by the enemies sporadically, obviously in panic.
The makers of the Pigeons might not have bothered to include next-generation electronic dazzlers on them, but penetration aid on missiles had been standard in Terran warfare for a century. They littered the space they were in with chaff and their own bright flares, coordinating with the other missiles in the area with short range laser communication to ensure that none in the swarm would confuse or disrupt each other.
The Znosian counter-missiles were certainly confused and disrupted though. Many veered off into phantom signals. Some lucky ones did manage to find their targets. When a few of their comrades dropped off their impromptu mesh net, the Pigeons constantly corresponded with laser communications to re-prioritize their targeting.
At the top of the list was the fattest, easiest target of them all: the enemy flagship 1841.
Seconds before impact, the missiles finalized their targets, and they spent every drop and fume of their remaining fuel on terminal maneuvers.
The Znosians’ close in weapons systems had milliseconds to engage the incoming threats. They performed admirably… for trying to deal with this unknown alien threat for the first time. A couple dozen more missiles were plucked out of space, but it was not enough.
Not nearly.
The rest slipped through the net.
Miraculously, the 1841 managed to survive initially. Despite it being the primary focus of the Pigeon mob, the other ships did their best to shield its most vital components in its rear with their own point defense. And the Pigeons — like most missiles of its era — were loaded with just enough firepower to destroy much smaller Terran ships. The larger hulls of the Znosian ships gave their obsolete mid-century intelligence chips a slightly more interesting exercise in module identification and targeting.
The massive Thorn-class battleship took fourteen hits to varying systems that the missiles visually identified as “that looks pretty important” on their final approach: its primary missile and gun tubes were trashed, venting atmosphere to space in those compartments. A proximity hit near the stern took out four of its eight massive main thrusters and several system modules at the rear of the ship. And perhaps worst of all, one Pigeon managed to zero in on its vulnerable front bridge, the explosion emptying its contents and occupants into vacuum.
Luckily for Ten Whiskers Ditvish, none of them hit the armored flag bridge where he was in the belly of the ship, vindicating the Znosian Navy’s practice of separating the two for redundancy.
Nonetheless, Ditvish fell to the ground as the simultaneous impacts temporarily overloaded the inertial compensators and shook the ship to its core. Sparks flew around him, and he smelled a pungent stink as the automated fire suppression systems kicked in to save as much as they possibly could.
He slowly climbed to his feet and looked at the scene around him. A sensor officer was spraying foam at a small fire with a handheld device, successfully extinguishing it in seconds. Several other of his crew were recovering and returning to their stations with remarkable calm. After all, they were elite, well-trained spacers and officers of the Znosian Navy.
Ditvish did the same, propping himself back into his command chair with slight effort. He operated his console in a concussed daze. One glance at the status board told him that the 1841 was a write-off. It wasn’t going to be combat effective ever again. At least its life pod systems were working, and he watched in relief as dozens then hundreds of crew members in the damaged sections of the ship climbed into theirs and ejected into the relative safety of vacuum.
He checked up on the other ships: several others were hit. Six had outright detonated: no survivors nor signals came from them. Two were irreparably damaged, their remaining crews also abandoning their ships in an orderly fashion. And another six had visible fires or scorch marks on their damaged hulls, but those crews were still valiantly fighting to keep their ships alive.
Ditvish noticed that the missile didn’t go for all his ships, just the ones on the outer edge on his sensor board— wait, the missiles—
To his horror, several more dozen missiles they’d detected were still active, and they were going for—
He looked at his computer officer’s station and yelled, “We have to warn them!”
She yelled something back at him, but he realized that he couldn’t hear her. Hitting the floor must have injured his hearing organs. He yelled again, hoping that she could still hear. “Warn the orbital support fleet! The logistics and fire support ships! Evasive maneuvers and take cover in the atmosphere!”
Her lips moved again. He got out of his chair and stumbled over to her in a daze, trying to hear what she was saying.
She was saying something.
It must be important.
“… not reach them. Our communication array… destroyed! Ten Whiskers, we need to get… We don’t have much time!”
Ditvish finally understood her from reading her lips. He didn’t respond. Just numbly watched the planetary battlemap of Datsot on the main screen.
It didn’t take long. They were completely defenseless.
The remaining missiles plucked every last orbital fire support and logistics transport ship out of the skies of Datsot. Most detonated; a few left behind trails of black smoke as they sank uncontrollably towards the planet’s surface.
Then, Ditvish’s hind legs gave out and he crumpled onto the bridge floor.
He was dimly aware of one of his subordinates dragging him towards the bridge escape pod as he blacked out.

MNS Trassau

“Don’t worry, Speinfoent,” Loenda said, putting her paws around the junior commander looking glumly at the image of Datsot retreating from their view as the rest of the bridge cheered the better-than-anticipated success of the raid. “We’ll come back, and next time, we’re coming back for everything.”
“That we will, Loenda. That we will.”

Meta

There is no research that shows the effectiveness of trust falls for building trust in a team and plenty of research showing that falling backwards from a full standing position without adequate bracing or padding can lead to serious brain, spinal, and back injuries.
Coercion or retaliation against Malgeir employees who refuse to participate in trust fall exercises may be considered investigable or actionable violations of workplace safety regulations by the Republic Office of Occupational Safety or anti-discrimination regulations by the Office of Equal Opportunity.
Whistleblowers are entitled to up to 25% of monetary penalties recovered. If you see something, say something.
Previous
Chapter 53: Apostasy

Coming from someone that, if you rated my experience with a bios to tweak my processor, I'm probably a 3-4/10...
For the love of God, with all of this confusion as far as "Intels Baseline profile" debacle.... How in the hell is a basic PC Gamer like myself, supposed to navigate around this damn mess, just so I could have a gaming experience that matches the money I paid for my CPU, WITHOUT MY FU**ING CPU degrading and becoming worthless!!!!!!
The motherboard manufacturers like Asus, are still running what they thought was the BIOS fix for this issue from April. Intel is telling customers to set the settings they recommend ourselves. But that's not FU**ING good enough.... Because I don't know what the hell that chart means and where to adjust them in my BIOS, because every motherboard's bios looks different.
I've had my 14,900k for 5 months and I have no idea if it's degraded or not, but I know for a fact that it crashes with the out of memory error as well, when playing certain games or when it's caching shaders.
So number one... What am I supposed to do with my CPU where my performance isn't getting f***** into becoming an i7... And it won't degrade (if it hasnt already after 5 months of running a bios from December)
Number two, can I RMA my chip to get a fresh one for wheN motherboards release a proper bios for whatever the hell schizoid Intel decides their chips should run at.

I work in a small office and the boss is a bit of an unaware, strong personality-type. I've heard from multiple people that she's called me names behind my back like "entitled, and never told 'no' because I'm a white male". And more recently, she began scheduling team lunches where she talks the whole time about work. I believe this was in response to a few of us turning down "happy hours" because work talk gets forced upon us. During the last team lunch, I said I'd rather not be there and rather spend my unpaid break elsewhere, while everyone else remained silent.
Anyhow, one of my coworkers who is the type to put his head down and work, has vocalized the same issues when it's just us talking, but is extremely good at avoiding confrontation. Every time the boss texts him off hours, or calls for 5pm happy hours to discuss work, he passively agrees. He works beside me and I can hear him mutter to himself when he's upset about the poor management. He never speaks to anyone unless spoken to, which may be interpreted by some as an ideal costar, or pretentious to others (I can't decide).
I can't help notice myself feeling angry and annoyed at him for avoiding confrontation. Is he being a level-headed, mature employee, or is it reasonable for me to feel pissed off that I don't get some backup in this situation? There have been a few times that I've had to be confrontational with the boss and I'm always standing alone; like to the point I would't be shocked to be fired if my job performance wasn't good. AITA for some reason feeling more bitterness and resentment towards this fellow employee than I do towards my boss?

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Computers are an important part of business. They help make a business’s processes and tasks more efficient, as well as more accurate. When a corporate computer, such as a Dell laptop in Sri Lanka or Lenovo desktop in Sri Lanka, breaks down, the response typically depends on the organisation's IT policies and procedures.

Here is a general outline of what usually happens:
· Reporting the Issue: The user whose device has malfunctioned will usually report the problem to the IT helpdesk or support team. This could be done through a ticketing system, email, phone call, or an online portal depending on the organisation's protocols.
· Diagnosis: The IT team will then diagnose the issue to determine whether it is a hardware or software problem. They may ask the user some questions to understand what happened before the breakdown occurred.
· Remote Troubleshooting (if possible): If the issue seems to be software-related or if the IT team suspects it can be fixed remotely, they may attempt to troubleshoot the problem remotely. This could involve guiding the user through some troubleshooting steps or remotely accessing the device to fix the issue.
· In-Person Support (if necessary): If the problem can't be resolved remotely or if it is a hardware issue, the IT team may schedule an appointment for the user to bring the device to the IT department or arrange for an IT technician to visit the user's location.
· Repair or Replacement: Depending on the severity of the issue, the IT team will either repair the device or replace it with a new one. If the device is under warranty, repairs may be covered by the manufacturer. Otherwise, the organisation may have a service agreement with a third-party provider for repairs.
· Data Recovery (if applicable): If the device needs to be replaced, the IT team will usually attempt to recover any important data stored on the malfunctioning device. This could involve transferring files from the old device to the new one or restoring data from backups.
· User Support and Communication: Throughout the process, the IT team will keep the user informed about the status of their device and provide any necessary support or assistance. They may also provide temporary devices or alternative solutions to ensure the user can continue their work while their device is being repaired or replaced.
· Documentation and Follow-Up: After the issue has been resolved, the IT team will typically document the problem, the steps taken to resolve it, and any follow-up actions that may be necessary to prevent similar issues in the future.

The main goal is to minimise downtime for the user while ensuring that the corporate device is back up and running as quickly as possible.

When is it time to visit the repair shop with your corporate computer?
Visiting a repair shop with a corporate computer typically depends on the severity of the issue and the organisation's IT policies. Here are some situations where it might be necessary to take your corporate computer to a repair shop:
· Hardware Failure: If your computer is experiencing hardware issues such as a malfunctioning hard drive, faulty RAM, or a damaged screen, it may need professional repair. Hardware problems often require specialised tools and expertise to diagnose and fix.
· Physical Damage: If your computer has been physically damaged, such as being dropped or exposed to water, it is advisable to take it to a repair shop. Attempting to fix physical damage yourself could cause further harm to the device.
· Persistent Software Issues: If your computer is consistently experiencing software problems despite attempts to troubleshoot them, it may be time to seek professional help. This could include issues such as frequent crashes, software errors, or malware infections.
· Warranty Coverage: If your computer is still under warranty and the issue is covered, it is often best to take it to an authorised repair shop to avoid voiding the warranty. Authorised repair centres have the expertise to perform repairs while maintaining warranty coverage.
· Data Recovery: If your computer has experienced a catastrophic failure or data loss, a professional repair shop may be able to help with data recovery efforts. They may have specialised tools and techniques to recover lost or corrupted data from the hard drive.
· Expert Diagnosis: If you are unsure of the cause of the problem or if DIY troubleshooting hasn't been successful, taking your computer to a repair shop can provide expert diagnosis. A professional technician can accurately identify the underlying issue and recommend the appropriate course of action.
· Time Constraints: If the issue is urgent and needs to be resolved quickly to minimise downtime, a repair shop with expedited service options may be the best solution.

Before taking your corporate computer to a repair shop, it is important to check with your organisation's IT department or follow any internal protocols for handling computer repairs. They may have specific procedures or preferred repair vendors that you should follow to ensure compliance with company policies.

What are the challenges to claiming warranty on your corporate laptop or desktop?
Claiming warranty on a corporate laptop or desktop can sometimes come with challenges, though the extent of these challenges can vary depending on factors such as the manufacturer, warranty coverage, and the organisation's internal processes. Here are some common challenges:
· Verification of Warranty Coverage: Ensuring that the device is still under warranty and eligible for repair or replacement can be a challenge. It requires verifying the purchase date, checking the warranty terms and conditions, and confirming that the issue is covered by the warranty.
· Documenting Proof of Purchase: Most warranty claims require proof of purchase, such as an invoice or receipt. Ensuring that the necessary documentation is readily available and in good condition can be a challenge, especially if the device was purchased some time ago.
· Navigating Warranty Terms and Conditions: Warranty agreements often have specific terms and conditions that dictate what is covered and what is not. Understanding these terms and conditions and ensuring that the issue qualifies for warranty coverage can be challenging, especially for complex issues or ambiguous language in the warranty agreement.
· Dealing with Manufacturer Support: Contacting the manufacturer's support service and navigating their warranty claim process can be time-consuming and frustrating. Long wait times, language barriers, and unhelpful support agents can all contribute to the challenge of claiming warranty on a corporate laptop or desktop.
· Shipping and Handling Costs: Some warranty agreements require the device to be shipped to a repair centre for servicing, which can incur additional costs and logistical challenges. Ensuring that the device is properly packaged and shipped securely can be a concern, especially for organisations with multiple locations or remote employees.
· Downtime and Productivity Loss: Waiting for warranty repairs or replacements to be processed can result in downtime for the user and productivity loss for the organisation. Minimising downtime and ensuring that users have access to alternative devices or solutions while their device is being serviced can be a challenge.
· Quality of Repairs: Even if warranty repairs are covered, there is no guarantee that the quality of the repairs will meet expectations. Issues such as incomplete repairs, recurring problems, or damage caused during the repair process can be challenging to address and may require additional follow-up with the manufacturer or repair provider.

Addressing these challenges often requires proactive communication and collaboration between the user, the organisation's IT department, and the manufacturer's support team. Having clear processes and procedures in place for handling warranty claims can help streamline the process and minimise disruptions to productivity.

For businesses it is always best to purchase computers from reputed brands and vendors, such as HP, Dell or Lenovo laptops in Sri Lanka. In this modern age, when computers are a much needed and used accessory for any executive, branded computers come at a lower overall cost compared to unbranded ones, due to their durability, dependability etc. For example, when considering a computer for your business, rather than consider the high Dell desktop price in Sri Lanka, it would be better to consider the long term returns you will receive, when purchasing a high-quality product.

Coming from someone that, if you rated my experience with a bios to tweak my processor, I'm probably a 3-4/10...
For the love of God, with all of this confusion as far as "Intels Baseline profile" debacle.... How in the hell is a basic PC Gamer like myself, supposed to navigate around this damn mess, just so I could have a gaming experience that matches the money I paid for my CPU, WITHOUT MY FU**ING CPU degrading and becoming worthless!!!!!!
The motherboard manufacturers like Asus, are still running what they thought was the BIOS fix for this issue from April. Intel is telling customers to set the settings they recommend ourselves. But that's not FU**ING good enough.... Because I don't know what the hell that chart means and where to adjust them in my BIOS, because every motherboard's bios looks different.
I've had my 14,900k for 5 months and I have no idea if it's degraded or not, but I know for a fact that it crashes with the out of memory error as well, when playing certain games or when it's caching shaders.
So number one... What am I supposed to do with my CPU where my performance isn't getting f***** into becoming an i7... And it won't degrade (if it hasnt already after 5 months of running a bios from December)
Number two, can I RMA my chip to get a fresh one for when motherboards release a proper bios for whatever the hell schizoid Intel decides their chips should run at.

Please look into this YT channel that for years and years has devotedly tested the pH and TDS of any water in a bottle!
Test Aqua
After learing all about spring water from Martin I was frequently searching for more deets about the water I was purchasing. I came across this helpful resource with 4k subs and 1.3M views. A child performs two matter-of-fact tests on bottled water; one with a TDS meter comparing the results on a safe level chart (although we've learned from Martin that a high TDS isn't necessarily bad.) and another on the pH balance. It consistently provides the same info on each video and since its creation in 2018 has now built a library of over 500 tests on different products.
Anyone with this much commitment to water and consistency on YouTube is deserving of a spotlight! P&L

Safety Pro family, I need your help. Long story short- current job has an end date as company is changing direction, need a new job.
Option 1- job close to home (10-15 minute drive), lots of benefits (employer is really selling this aspect of the compensation package, although I know I won’t use most benefits), job security, kinda corporate and I expect (based on interview) red tape, bureaucracy, politics and overall not a lot of motivated people. Job comes with option of going down pension path or 401k, this job will have some aspect of flex working (hybrid 1 day a week, or 9/80 schedule or 4/10s, etc. job otherwise has a set schedule (9-5 or similar) with minimal “emergency responses”. Pay is considerably much less than I currently make ($20K+). Raises are based on yearly performance reviews.
Option 2- job further away (commute of roughly 1 hour each way), job will have emergency responses to attend to, job will have travel at times to other cities using a company vehicle, job has some duties that I despise, employer doesn’t have a great reputation with regards to business practices but would be shielded from that as this position is in the corporate office. Compensation is where I am currently and offers a yearly bonus, raises based on annual performance reviews.
Option 3- keep looking.
I do not have any BCSP certs (work schedule was all over the place and never had time), just lots of experience and classes I have taken. I have a good reputation with my work ethic and my resume demonstrates that I am a valuable employee with skills/experience. My area is tough and there are never any jobs around here as it is just not an area with a lot of industry/manufacturing/construction/etc. I cannot move for family reasons.
TIA!!!

In the dynamic world of business, adaptability is crucial. The concept of ATM Adaptation (At the Moment Adaptation) emphasizes the need for businesses to be agile and responsive to real-time changes and opportunities. Integrating ATM Adaptation into your Blue Ocean Marketing Strategy can help you stay ahead of the curve, continuously innovate, and maintain a competitive edge in an uncontested market space. Here's how to strategically plan and implement ATM Adaptation within your Blue Ocean Marketing Strategy.

Understanding ATM Adaptation

ATM Adaptation involves making real-time adjustments based on immediate feedback and market conditions. It is about being proactive and responsive, ensuring that your strategies remain relevant and effective in a rapidly changing environment.

Steps to Implement ATM Adaptation

1. Establish a Real-Time Feedback System

Customer Feedback Channels

• Utilize various channels such as social media, customer service interactions, and surveys to gather immediate feedback.
• Implement chatbots and live chat options on your website to capture customer inputs instantly.

Data Analytics Tools

• Employ advanced analytics tools to monitor market trends, customer behavior, and competitive actions in real-time.
• Use sentiment analysis tools to gauge customer emotions and opinions about your brand and offerings.

2. Create a Flexible Organizational Structure

Agile Teams

• Form cross-functional agile teams that can quickly respond to changes and implement new strategies.
• Encourage a culture of collaboration and continuous improvement.

Decentralized Decision-Making

• Empower employees at all levels to make decisions that align with the company's strategic goals.
• Implement a decentralized decision-making process to reduce bureaucracy and speed up response times.

3. Integrate Real-Time Data into Strategy Development

Dynamic SWOT Analysis

• Regularly update your SWOT analysis to reflect current market conditions and emerging opportunities or threats.
• Use real-time data to adjust your strengths, weaknesses, opportunities, and threats promptly.

Continuous Market Research

• Conduct ongoing market research to stay updated on industry trends and consumer preferences.
• Utilize real-time data to identify shifts in the market and adapt your strategy accordingly.

4. Develop Adaptive Marketing Tactics

Personalized Marketing Campaigns

• Use data-driven insights to create personalized marketing campaigns that resonate with individual customers.
• Leverage automation tools to tailor messages based on real-time customer interactions and behaviors.

Real-Time Content Marketing

• Create and distribute content that is relevant to current events and trending topics.
• Use social media and other digital platforms to engage with your audience in real-time.

5. Implement a Continuous Innovation Process

Innovation Sprints

• Conduct regular innovation sprints to brainstorm and develop new ideas quickly.
• Test new concepts and prototypes in real-time to gather immediate feedback and iterate.

Pilot Programs

• Launch pilot programs to test new strategies, products, or services in a controlled environment.
• Use the feedback from these pilots to refine and improve before a full-scale launch.

6. Monitor and Measure Performance

Real-Time KPIs

• Establish key performance indicators (KPIs) that can be tracked in real-time.
• Use dashboards and reporting tools to monitor these KPIs continuously.

Adaptive Metrics

• Develop metrics that can adapt to changing market conditions and business priorities.
• Regularly review and adjust these metrics to ensure they remain aligned with your strategic goals.

Benefits of ATM Adaptation

Increased Agility

• By integrating ATM Adaptation, your business can quickly pivot and respond to new opportunities and challenges.

Enhanced Customer Satisfaction

• Real-time feedback allows you to address customer needs and concerns promptly, leading to higher satisfaction and loyalty.

Sustained Competitive Advantage

• Continuous innovation and adaptability help you stay ahead of competitors, even in a rapidly changing market.

Improved Efficiency

• Agile teams and decentralized decision-making processes enhance operational efficiency and reduce time-to-market for new initiatives.

Case Study: Netflix

Netflix exemplifies ATM Adaptation by continuously evolving its content and services based on real-time viewer data. By analyzing viewing habits and preferences, Netflix can recommend personalized content, develop new shows that cater to emerging trends, and adjust its offerings to maintain subscriber engagement. This adaptability has helped Netflix remain a leader in the streaming industry, consistently creating a blue ocean of uncontested market space.

Conclusion

ATM Adaptation is a vital component of a successful Blue Ocean Marketing Strategy. By establishing a real-time feedback system, creating a flexible organizational structure, integrating real-time data, developing adaptive marketing tactics, implementing a continuous innovation process, and monitoring performance, businesses can enhance their agility, customer satisfaction, and competitive advantage. Embrace ATM Adaptation to ensure your blue ocean strategy remains relevant and effective in a constantly evolving market landscape.

Writing a post about what strongly seems like a scam ( I don’t want to say it’s a scam for legal reasons but…) I am seeing a lot of my CS peers fall for this on linkedIn and I wanted to warn others to be weary.
The company goes by the name of Radical AI and was ALLEGEDLY (more on this below) founded by
Joseph F. Krause, LinkedIn: https://www.linkedin.com/in/josephfkrause/
&&
Jorge Colindres, Linkedin:
https://www.linkedin.com/in/jcolindres/
&&
Gerbrand Ceder:
https://www.linkedin.com/in/gerbrand-ceder-9b1b5721/
This the company website:
https://lab.radicalai.app/
company linked in page:
https://www.linkedin.com/company/radicalai-li/about/
Job postings on their website (all unpaid):
https://lab.radicalai.app/careers/ai-engineer
https://lab.radicalai.app/careers/software-engineer https://lab.radicalai.app/careers/ai-product-manager
https://lab.radicalai.app/careers/ai-product-designer
Here is a LinkedIn job posting for an intern position (unpaid of course):
https://www.linkedin.com/jobs/view/ai-engineer-intern-at-radical-ai-3921496808/
Allegedly claim to be a part of radical ventures which are a legit business:
https://radical.vc/teams/
But not listed as part of Radical Venture's companies:
https://radical.getro.com/companies
One of the "cofounders" of RadicalAI (Joseph F. Krause) posted this:
link to post: https://www.linkedin.com/feed/update/urn:li:activity:7193987173241520129/
"
Big update: I have co-founded a new company with Jorge Colindres and Gerbrand Ceder that is changing the way materials are designed, developed, and discovered through the integration of artificial intelligence, engineering, materials science, and applied research. Jorge and I bring deep expertise in materials science, engineering, and building technical teams, and Gerd is world-renowned for his pioneering research in high-throughput computational materials design, and in the development of autonomous labs for materials discovery. Radical’s goal is to build self-driving labs: from AI-generated materials to autonomous, high-throughput experimentation.
We are thrilled to be supported by Kevin Ryan and the AlleyCorp team, who bring world-class experience in starting, building, and investing in startups. We incubated Radical AI at AlleyCorp, and are excited to remain in their portfolio.
We are hiring: if you work at the intersection of machine learning and materials science, please reach out.
“
Interesting 😒 that they created this company recently but so did another guy: Talha Sabri (more him below) several years prior.
It seems this company use to go by the name of RadicalX but they became known for their scam and had to rebrand with new faces as the CEO. Here are some posts on the original company:
Here’s a post talking about how they used to be Radical x: https://www.reddit.com/csMajors/comments/1cno28c/radical_ai/
Some past reddit posts discussing RadicalX:
https://www.reddit.com/nyu/comments/wuclrb/what_is_radicalx/
https://www.reddit.com/csMajors/comments/1856knw/radicalx/
https://www.reddit.com/webdev/comments/17akjvh/wtf_has_this_ever_happened_to_you/
The radicalX CEO: Talha Sabri (typing out names so that if someone googles any of them, they see this post and are aware)
Seems to work with:
Areeb Tariq
Ines Prates
Yunus Jamal
some info I found on Talha: https://theorg.com/org/radicalx/org-chart/talha-sabri
AND Here is his linked in with RadicalAI as his job Listing himself as chairman and CEO: https://www.linkedin.com/in/talhasabri/
Interesting that Joseph, Jorge, and Gerbrand claim they started the company yet Talha also started it 7 years ago…. and yes it is the same company Talhas page links to the same company page as Joseph and Jorge. They have the same logo and they use the same shitty AI art (you would think 7 years would give them more time to better their blender skills).
Note that Talha continues to say he works there, but he also now works at a new company RealityAI. I’m guessing now Talha felt the need to expand his scamming under the name RealityAI. I don’t know if we will be seeing unpaid job postings for reality or if it is the final product under a different name so that people who will use the service will not know its background.
Here is Reality AI’s website: https://www.realityai.tech/
(Notice the same art as RadicalAI)
Also I found this. But, I am nsure if it has anything to do with any of this: https://listingspy.net/token/0x8b762ca4746b342d131b64670a3a3a866326fb46/
In conclusion, this honestly all seems really scammy and predatory. A friend told me they are promising visa’s and college credit to foreign workers/ students, I don’t know if they are actually going through with it, but if they aren’t it is extremely messed up and all of these people should be black listed.
As an aside i found this comment in another post about radicalx and thought it was good advice to keep this in mind
Taken from a comment by u/beginning-comedian-2:
Red flags in job interviews (and sometimes dating):

• They ask you to send money.
• They won't talk on the phone.
• They are very interested but never want to meet you.
• They require a 2-day take-home assignment before they'll get on the phone.
• "We're a fast-paced shop." (meaning you'll be working all hours.)
• When you ask what they like about working there, they say "the insurance".
• They want to pay you all in stock.
• All the devs have been there less than a year.
• Beds in the office.
• When you talk to ex-employees and they start with "It might be different now, but when I was there..."
• They say, "We're like family" (meaning, we'll likely expect more from you than 9-5 work.)
• "We often buy dinner for everyone as a perk." = you'll be working late.

[HIRING] Customer Service Rep / Front Desk / Cashier & Range Marshalls - Coyote Valley Sporting Clays

Customer Service Rep / Front Desk / Cashier / Range Marshall - Coyote Valley Sporting Clays
Great pay, fun place to work.
Part Time - Please only apply if you can work both Saturday & Sunday Only!
Coyote Valley Sporting Clays is seeking an energetic candidate to provide customer service at our upscale shooting range and event facility in Morgan Hill. We are female and family friendly and welcome all applicants for this opportunity providing great service to the best customers in the world.
We welcome applications with no firearms experience. Prior work in retail, hospitality, sports or firearms is preferred. This position is ideal for a self motivated person who is detail oriented and enjoys fast pace and high workload. Friendly, personable and energetic qualities are highly desired. Presentable appearance and great personal skills are required. College students are welcome and we are able to work with your schedule. You must be able to lift and carry 25 lbs and have good basic math skills. You must be able to obtain an California COE (able to own a firearm) to be considered.
*Availability on Saturdays AND Sundays is required.
Job Duties Include:
Greeting and engaging customers in a pleasant and professional manner.
Answering questions about our facility, products, and services.
Cashiering on our POS system
Merchandise display, restocking, store upkeep and cleaning.
Instruct customers on proper and safe firearm handling.
Providing customer service, events, and reservations in the retail environment.
Compensation:
Pay $22-$32/hr depending on performance and experience. Benefits include paid vacation after one year, discounts on employee purchases and 401k. Come meet us and out team, we’re a “customer first” culture!!
The work hours for this position range from 7:30 am- 5 pm on Saturday & Sunday.
To Apply: www.cvsc.webcorp.com
Our Interview Process
-Telephone interview
-On site interview, approx 1 hr
-Operational work shadow, approx 4 hrs.
-Follow up interview
-Written Employment Offer
Any offer of employment may be conditioned on the results of a professional and personal reference checks, which we will not conduct without prior approval of the candidate. Candidates with a disability who may require special assistance in any phase of the application or assessment process should advise us upon submittal of an application. Documentation of the need for accommodation must accompany the request. Coyote Valley Sporting Clays is an equal opportunity employer.
Thank you for your application, We appreciate it!

Writing a post about what strongly seems like a scam ( I don’t want to say it’s a scam for legal reasons but…) I am seeing a lot of my CS peers fall for this on linkedIn and I wanted to warn others to be weary.
The company goes by the name of Radical AI and was ALLEGEDLY (more on this below) founded by
Joseph F. Krause, LinkedIn: https://www.linkedin.com/in/josephfkrause/
&&
Jorge Colindres, Linkedin:
https://www.linkedin.com/in/jcolindres/
&&
Gerbrand Ceder:
https://www.linkedin.com/in/gerbrand-ceder-9b1b5721/
This the company website:
https://lab.radicalai.app/
company linked in page:
https://www.linkedin.com/company/radicalai-li/about/
Job postings on their website (all unpaid):
https://lab.radicalai.app/careers/ai-engineer
https://lab.radicalai.app/careers/software-engineer https://lab.radicalai.app/careers/ai-product-manager
https://lab.radicalai.app/careers/ai-product-designer
Here is a LinkedIn job posting for an intern position (unpaid of course):
https://www.linkedin.com/jobs/view/ai-engineer-intern-at-radical-ai-3921496808/
Allegedly claim to be a part of radical ventures which are a legit business:
https://radical.vc/teams/
But not listed as part of Radical Venture's companies:
https://radical.getro.com/companies
One of the "cofounders" of RadicalAI (Joseph F. Krause) posted this:
link to post: https://www.linkedin.com/feed/update/urn:li:activity:7193987173241520129/
"
Big update: I have co-founded a new company with Jorge Colindres and Gerbrand Ceder that is changing the way materials are designed, developed, and discovered through the integration of artificial intelligence, engineering, materials science, and applied research. Jorge and I bring deep expertise in materials science, engineering, and building technical teams, and Gerd is world-renowned for his pioneering research in high-throughput computational materials design, and in the development of autonomous labs for materials discovery. Radical’s goal is to build self-driving labs: from AI-generated materials to autonomous, high-throughput experimentation.
We are thrilled to be supported by Kevin Ryan and the AlleyCorp team, who bring world-class experience in starting, building, and investing in startups. We incubated Radical AI at AlleyCorp, and are excited to remain in their portfolio.
We are hiring: if you work at the intersection of machine learning and materials science, please reach out.
“
Interesting 😒 that they created this company recently but so did another guy: Talha Sabri (more him below) several years prior.
It seems this company use to go by the name of RadicalX but they became known for their scam and had to rebrand with new faces as the CEO. Here are some posts on the original company:
Here’s a post talking about how they used to be Radical x: https://www.reddit.com/csMajors/comments/1cno28c/radical_ai/
Some past reddit posts discussing RadicalX:
https://www.reddit.com/nyu/comments/wuclrb/what_is_radicalx/
https://www.reddit.com/csMajors/comments/1856knw/radicalx/
https://www.reddit.com/webdev/comments/17akjvh/wtf_has_this_ever_happened_to_you/
The radicalX CEO: Talha Sabri (typing out names so that if someone googles any of them, they see this post and are aware)
Seems to work with:
Areeb Tariq
Ines Prates
Yunus Jamal
some info I found on Talha: https://theorg.com/org/radicalx/org-chart/talha-sabri
AND Here is his linked in with RadicalAI as his job Listing himself as chairman and CEO: https://www.linkedin.com/in/talhasabri/
Interesting that Joseph, Jorge, and Gerbrand claim they started the company yet Talha also started it 7 years ago…. and yes it is the same company Talhas page links to the same company page as Joseph and Jorge. They have the same logo and they use the same shitty AI art (you would think 7 years would give them more time to better their blender skills).
Note that Talha continues to say he works there, but he also now works at a new company RealityAI. I’m guessing now Talha felt the need to expand his scamming under the name RealityAI. I don’t know if we will be seeing unpaid job postings for reality or if it is the final product under a different name so that people who will use the service will not know its background.
Here is Reality AI’s website: https://www.realityai.tech/
(Notice the same art as RadicalAI)
Also I found this. But, I am nsure if it has anything to do with any of this: https://listingspy.net/token/0x8b762ca4746b342d131b64670a3a3a866326fb46/
In conclusion, this honestly all seems really scammy and predatory. A friend told me they are promising visa’s and college credit to foreign workers/ students, I don’t know if they are actually going through with it, but if they aren’t it is extremely messed up and all of these people should be black listed.
As an aside i found this comment in another post about radicalx and thought it was good advice to keep this in mind
Taken from a comment by u/beginning-comedian-2:
Red flags in job interviews (and sometimes dating):

• They ask you to send money.
• They won't talk on the phone.
• They are very interested but never want to meet you.
• They require a 2-day take-home assignment before they'll get on the phone.
• "We're a fast-paced shop." (meaning you'll be working all hours.)
• When you ask what they like about working there, they say "the insurance".
• They want to pay you all in stock.
• All the devs have been there less than a year.
• Beds in the office.
• When you talk to ex-employees and they start with "It might be different now, but when I was there..."
• They say, "We're like family" (meaning, we'll likely expect more from you than 9-5 work.)
• "We often buy dinner for everyone as a perk." = you'll be working late.

I built a bar chart race showing starleague performances over time https://public.flourish.studio/visualisation/17299585/
I didn't put a ton of thought into the scoring, but a player's score at any given time is their performance in the last 6 chronological starleagues (6 is an arbitrary number, easily changed if anyone's curious about other amounts). The scoring, also arbitrary and somewhat tennis inspired. It is 1 point for a champion, 0.75 for 2nd, 0.625 for 3rd if there was a 3rd, otherwise 0.5 for 4th or semis, 0.25 for quarters, 0.125 for ro16, 0.075 for ro24, 0.05 for ro32. If you want to see this altered let me know!
At the end it shows total (self-explanatory), peak (the best 6 tournament run a player had) and average (average score in all ASLs qualified for, I'm not sure this is meaningful, it hurts greats that stick around while not still at their peak).
This flash fellow is pretty good. I think oov stands out as someone who is not talked about as much as other Bonjwas but really impresses here. It only shows 10 players at a time so I'll list the next placers in the total category with over 5 total points here: July, Soulkey, YellOw, rA, hero, Mini, Rain, ChoJJa, BeSt, Fantasy, Xellos, Reach, Mind, Snow.

I am asking a question in relation to my employee rights.
I work for a multinational retail company (one of the top 3 supermarket chains in Ireland), the past 8 years. The past 3 years I reduced my working to part time due to a chronic and progressive disease. I am a hard worker and always do my best and stayed loyal to this company close of a decade.
Recently I have been getting into big power struggles at my employment due to the management guilt shaming me for being out sick (4 days so far this year)
I was told by the HR manager that I’m out too much and that a “work performance review” will have to be assessed. They were sarcastic and made comments such as “ I wonder if you worked more hours, would you be out sick more” even through I explained why I was out, supplied sick certs, and followed company policy.
She then tried to Instill fear into me by quoting “if it was me and my health, I’d be very worried and get checked out”
Extremely passive aggressive.
Most recently, I caught a stomach bug off one of my sons, and quite ill the past 12 hours. When I rang this morning to phone in sick, I was met with “you are out a lot and me need to have a sit down and talk when you are in next”
So I know I’ll be in there to get more verbal abuse and guilt tripping.
I am doing everything by the book and am legally entitled to 12 paid sick days per year
What are my rights as an employee & how much can management be held accountable for the way they are treating me?
Thanks in advance

Back in March, I was let go from my job at a local car dealership. No write ups, no warnings verbal or written. I live in Texas, so unfortunately it wasn’t illegal for them to do so, but it’s still not making sense. I was told “performance” was an issue, but I always hit my numbers or went over, showed up on time or early every day, and made sure I was doing what needed to be done (Which is a lot compared to most other employees there). As immature as it sounds, I always had a feeling my manager didn’t like me, only proven when I was let go and she had another manager tell me and she didn’t say a word or even look in my direction. I always tried to be extra friendly with her just to keep on her good side. Tbh, I wasn’t a fan of her myself, I found her to be lazy, out of touch with what our day-to-day processes looked like, and an extreme micromanager, a feeling that was shared by my two coworkers (who both went on to quit a few weeks later). Pretty regularly, she would decide on a whim to rework our job description, commission scale (my personal commission went from roughly $800/mo to $400/mo), and positions as a whole, then a week later have a “meeting” where she would tell myself and the two other agents that we needed to follow the new guidelines closer, then a little bit later say something that completely contradicted herself (ex: “it takes 30 days to form a new habit” a few days after saying that a week in we should have it down perfect). As infuriating as it was, any frustration or feelings I needed to get out were always saved for outside of work and only said to my two coworkers or best friend. I tried to relate to her, show her tik toks, talk about movies and music that we both liked, and I thought that was at least keeping us on good terms with each other until I was let go seemingly out of nowhere. I’m not sure what I did wrong, after I left that day she told my coworkers that it was actually because I had a “bad attitude”. I understand that psychologically, our true feelings always show one way or another, but I felt that I was keeping control of my negative feelings towards her. Now I have found out that when the jobs I apply to call to verify employment, she is telling them horrible things about how I am a bad employee and shouldn’t be hired. I’ve done 200+ applications, at least 30 interviews, and I usually get ghosted after the interview, which I feel is a result of her bad mouthing me. I’d love to pursue a defamation case against her, especially because she is retaliating against my two coworkers in the same way, but without a job I don’t have the funds to consider that right now. I’m really just trying to get a job so I can pay my rent, I live in a smaller city so we don’t have as many employment resources available but I have been using the ones we have, still with no results. Any suggestions on where to go from here?

I am asking a question in relation to my employee rights.
I work for a multinational retail company (one of the top 3 supermarket chains in Ireland), the past 8 years. The past 3 years I reduced my working to part time due to a chronic and progressive disease. I am a hard worker and always do my best and stayed loyal to this company close of a decade.
Recently I have been getting into big power struggles at my employment due to the management guilt shaming me for being out sick (4 days so far this year)
I was told by the HR manager that I’m out too much and that a “work performance review” will have to be assessed. They were sarcastic and made comments such as “ I wonder if you worked more hours, would you be out sick more” even through I explained why I was out, supplied sick certs, and followed company policy.
She then tried to Instill fear into me by quoting “if it was me and my health, I’d be very worried and get checked out”
Extremely passive aggressive.
Most recently, I caught a stomach bug off one of my sons, and quite ill the past 12 hours. When I rang this morning to phone in sick, I was met with “you are out a lot and me need to have a sit down and talk when you are in next”
So I know I’ll be in there to get more verbal abuse and guilt tripping.
I am doing everything by the book and am legally entitled to 12 paid sick days per year
What are my rights as an employee & how much can management be held accountable for the way they are treating me?
Thanks in advance

I am asking a question in relation to my employee rights.
I work for a multinational retail company (one of the top 3 supermarket chains in Ireland), the past 8 years. The past 3 years I reduced my working to part time due to a chronic and progressive disease. I am a hard worker and always do my best and stayed loyal to this company close of a decade.
Recently I have been getting into big power struggles at my employment due to the management guilt shaming me for being out sick (4 days so far this year)
I was told by the HR manager that I’m out too much and that a “work performance review” will have to be assessed. They were sarcastic and made comments such as “ I wonder if you worked more hours, would you be out sick more” even through I explained why I was out, supplied sick certs, and followed company policy.
She then tried to Instill fear into me by quoting “if it was me and my health, I’d be very worried and get checked out”
Extremely passive aggressive.
Most recently, I caught a stomach bug off one of my sons, and quite ill the past 12 hours. When I rang this morning to phone in sick, I was met with “you are out a lot and me need to have a sit down and talk when you are in next”
So I know I’ll be in there to get more verbal abuse and guilt tripping.
I am doing everything by the book and am legally entitled to 12 paid sick days per year
What are my rights as an employee & how much can management be held accountable for the way they are treating me?
Thanks in advance