https://legalesedecoder.com/unlocking-the-truth-how-ai-legalese-decoder-can-expose-the-risks-of-online-banks-on-the-exchange-network/?utm_source=SocialAutoPoster

So I’ve been playing the finals and absolutely love it I’m hooked. Problem I don’t really have any real life friends who wants to play it. I’ve tried convincing them a couple of times but they weren’t really interested sadly.
Until the other day when one of my friends finally said yes to giving it a shot. I was pretty excited and qued up with him, so I could show him the ropes. He’s pretty good at fps’ and fast pace games so he picked it up really quickly and got some banger casual matches with me. He even got more kills than I did in some of them and plays pretty well objective wise. He of course still has to learn the strategies and game sense of the game, but nothing earth shattering.
So after we had played a like 10 rounds of casual or so, I wanted to introduce him to ranked at my own risk lol (diamond 4). It didn’t seem like a bad idea ,since as stated earlier, he was really good and only needed some more game sense. So when I tried to que up with him it told me that he was not ready for ranked yet. Ok no bother. Maybe we just need to play a couple more rounds of casual or he needs to unlock some more weapons. Not a big deal. I then asked him to see what we needed to do to get him ready for ranked. He looked, and what did he need? Not more weapons, not 5 more rounds of casual, not more rounds as one of the classes. No. He needed to play 40 ROUNDS OF CASUAL!

1. That’s absolutely ridiculous. I get 10, 15 or maybe even 20 but 40?!

This was really a bummer cause I know he likes competitive games and can easily get hooked on those just as I. I’ve been here since launch so I didn’t have to bother with the 40 rounds since I probably already played those by the time ranked came out.
I’m just scared he’ll lose interest if ranked is gatekept this much. And I think it could really hurt the interest of new comers to the game. So please Embark lower it a bit.
Anyway sorry for the long story/rant, and any grammatical errors. English is not my first language.

This morning I was browsing on Reddit on my phone like I normally do and noticed there was a pop-up on the bottom of the screen saying I needed to reset my password. I did it once and the message popped up again, so I did it a second time but the message is still there. Never happened before. Any idea why?
“Password update required Your account has been temporarily locked to protect it from a possible security risk. Check your email for a password reset link to unlock your account. MORE INFO”

I have the base game just need the dlc. Not tryna pirate the game cuz then u won't be able to play multiplayer. Anyway to get just the dlc for free and still be able to play multiplayer?

What is SEMrush and why is it important for SEO research?

SEMrush is a powerful tool that plays a crucial role in SEO research. It provides valuable insights and data that help website owners and SEO professionals uncover untapped opportunities to improve their search engine rankings. With SEMrush, users can analyze their competitors' strategies, identify the best-selling WordPress themes, and discover the keywords that are driving organic traffic. This information allows them to optimize their website content, improve their visibility in search results, and attract more targeted visitors. By leveraging the features and capabilities of SEMrush, website owners can gain a competitive edge in the ever-evolving world of SEO.

Understanding the concept of untapped SEO opportunities

Understanding the concept of untapped SEO opportunities is crucial for any website owner or digital marketer. It involves identifying keywords or topics that have high search volume but low competition, providing a chance to rank higher in search engine results. By focusing on these untapped opportunities, businesses can attract more organic traffic and increase their online visibility. One such untapped opportunity is DIY gym logo design. With the growing popularity of fitness and wellness, many individuals are looking to create their own gym logos. By offering tips, tutorials, or design templates, businesses can tap into this niche market and provide valuable resources for aspiring gym owners. By optimizing their website content and incorporating relevant keywords, businesses can position themselves as experts in DIY gym logo design and attract a targeted audience interested in this specific topic.

Benefits of discovering untapped SEO opportunities

Discovering untapped SEO opportunities can provide numerous benefits for businesses. One of the key benefits is the ability to gain a competitive edge in the online landscape. By identifying keywords and topics that are not yet saturated with competition, businesses can position themselves as leaders in their industry. This can lead to increased visibility, higher rankings on search engine results pages, and ultimately, more organic traffic. Additionally, uncovering untapped SEO opportunities allows businesses to target specific niches and audiences, resulting in more relevant and qualified leads. By leveraging these opportunities, businesses can improve their online presence, attract more customers, and ultimately drive growth. Overall, the benefits of discovering untapped SEO opportunities are invaluable for businesses looking to enhance their online visibility and achieve long-term success.

Identifying High-Potential Keywords

Using SEMrush's keyword research tools

SEMrush's keyword research tools are a powerful resource to discover untapped SEO opportunities. By leveraging these tools, you can gain valuable insights into the keywords that can power your business. With SEMrush, you can analyze keyword search volume, competition, and trends to identify high-potential keywords that can drive organic traffic to your website. Additionally, SEMrush provides comprehensive data on keyword difficulty and related keywords, allowing you to optimize your content strategy and target the right audience. By utilizing SEMrush's keyword research tools, you can stay ahead of the competition and unlock new opportunities for your business.

Analyzing search volume and competition

Analyzing search volume and competition is a crucial step in uncovering untapped SEO opportunities. By understanding the search volume for specific keywords and evaluating the level of competition, marketers can identify areas where they can gain a competitive edge. One such area to explore is the creation of awesome marketing materials. By focusing on this keyword, marketers can develop compelling content and design materials that capture the attention of their target audience. With the right strategy and execution, these marketing materials can drive traffic, increase brand visibility, and ultimately lead to higher conversions.

Identifying long-tail keywords for niche targeting

Identifying long-tail keywords for niche targeting is a crucial step in optimizing your website for search engine optimization (SEO). These keywords are often more specific and less competitive than broader keywords, making them ideal for targeting a specific audience. To identify long-tail keywords, you can use tools like SEMrush to analyze search volume, competition, and relevance. By focusing on these niche keywords, you can improve your website's visibility and attract highly targeted traffic, increasing your chances of conversion and success in the online marketplace.

Analyzing Competitor Strategies

Identifying top competitors in your industry

Identifying top competitors in your industry is crucial for staying ahead in the competitive world of SEO. By analyzing the strategies and tactics of your competitors, you can gain valuable insights and discover untapped opportunities. One effective way to identify your top competitors is by conducting thorough research using tools like SEMrush. With SEMrush, you can analyze their organic and paid search strategies, their backlink profiles, and even their content marketing efforts. By understanding what your competitors are doing well, you can improve your own SEO strategy and uncover new opportunities for growth. So, if you're looking to dominate the search engine rankings and increase your online visibility, make sure to invest time in identifying and studying your top competitors.

Analyzing their organic and paid search strategies

Analyzing their organic and paid search strategies is crucial for uncovering untapped SEO opportunities. By examining how competitors are ranking for keywords related to candidate recruitment, businesses can gain valuable insights into effective strategies and identify areas for improvement. Understanding the organic search tactics employed by competitors can help businesses optimize their own website content and meta tags to improve visibility in search engine results. Similarly, analyzing competitors' paid search strategies can provide insights into the keywords they are targeting and the ad copy they are using, allowing businesses to refine their own paid search campaigns for maximum impact. By leveraging the research from SEMrush, businesses can discover untapped SEO opportunities and stay ahead of the competition in candidate recruitment.

Identifying gaps and opportunities in competitor keywords

Identifying gaps and opportunities in competitor keywords is a crucial step in optimizing your SEO strategy. By analyzing the keywords used by your competitors, you can uncover untapped opportunities and discover new ways to improve your search engine rankings. One such keyword that holds potential is 'healthcare logo'. By focusing on this keyword, you can explore the various aspects of healthcare logo design, including color psychology, typography, and symbolism. This can help you create a strong and visually appealing logo that resonates with your target audience. Additionally, by leveraging the highlights of healthcare logo design, such as the importance of simplicity and versatility, you can enhance your brand identity and establish a memorable presence in the healthcare industry.

Leveraging Content Gaps

Identifying gaps in existing content

Identifying gaps in existing content is a crucial step in optimizing your website's SEO performance. By conducting thorough research using tools like SEMrush, you can uncover untapped opportunities to enhance your online presence. One such opportunity is starting a barbershop on wheels. This innovative concept allows barbers to bring their services directly to customers, providing convenience and flexibility. With the growing demand for mobile services, starting a barbershop on wheels can be a lucrative venture. By targeting relevant keywords and creating high-quality content, you can attract a wide audience and establish your brand as a leader in the industry. Explore the potential of this untapped SEO opportunity and leverage the power of research to drive success.

Creating targeted content to fill those gaps

Creating targeted content to fill those gaps is crucial for boosting your website's visibility and driving organic traffic. One area where you can find untapped SEO opportunities is email marketing tactics. By exploring different email marketing strategies and analyzing the performance of your competitors, you can uncover valuable insights and identify areas where you can outperform them. Implementing effective email marketing tactics such as personalized content, segmentation, and automation can help you engage with your audience and drive conversions. Additionally, optimizing your email campaigns for search engines by incorporating relevant keywords and creating compelling subject lines can improve your email deliverability and increase open rates. With the right email marketing tactics, you can leverage the power of email to attract more visitors to your website and enhance your overall SEO strategy.

Optimizing existing content to target untapped keywords

When it comes to optimizing existing content to target untapped keywords, there are a few key strategies to consider. First, conducting thorough keyword research is essential to identify relevant and high-potential keywords that are currently not being targeted. This can be done using tools like SEMrush, which provides valuable insights into search volume, competition, and related keywords. Once the untapped keywords have been identified, it is important to strategically incorporate them into the existing content. This can be done by updating the title, headings, meta tags, and body text to include the targeted keywords. Additionally, optimizing the content for user intent and providing valuable information can help improve its visibility and ranking in search engine results. Regularly monitoring and analyzing the performance of the optimized content is also crucial to make necessary adjustments and further enhance its effectiveness in targeting untapped keywords.

Exploring Backlink Opportunities

Identifying authoritative websites in your industry

Identifying authoritative websites in your industry is crucial for establishing credibility and gaining valuable backlinks. These websites serve as trusted sources of information and can greatly impact your SEO efforts. When it comes to finding authoritative websites in your industry, one effective strategy is to focus on Texas side hustle. By targeting this specific keyword, you can uncover untapped SEO opportunities and connect with relevant websites that can help boost your online presence. Whether it's a blog, forum, or online community, identifying authoritative websites in the Texas side hustle niche can provide you with valuable insights and networking opportunities. By leveraging these platforms, you can establish yourself as an industry expert and build strong relationships with other professionals in your field. So, don't underestimate the power of identifying authoritative websites in your industry, especially when it comes to Texas side hustle.

Analyzing their backlink profiles

Analyzing their backlink profiles is a crucial step in understanding the SEO landscape of a website. By examining the websites that link to a particular site, we can gain insights into the quality and relevance of those backlinks. In the case of start a bar supply business online, analyzing the backlink profiles can help identify potential opportunities for building high-quality backlinks and improving search engine rankings. By finding websites that already link to similar businesses or relevant industry resources, we can reach out to them and establish mutually beneficial partnerships. This strategic approach can lead to increased online visibility, organic traffic, and ultimately, business growth.

Reaching out for guest posting and collaboration opportunities

When it comes to reaching out for guest posting and collaboration opportunities, content marketing plays a crucial role. Content marketing is a strategic approach to creating and distributing valuable, relevant, and consistent content to attract and retain a clearly defined audience. By leveraging content marketing, businesses can establish themselves as industry leaders, build brand awareness, and drive organic traffic to their websites. To tap into untapped SEO opportunities, it is essential to explore guest posting and collaboration opportunities that align with your content marketing strategy. By collaborating with other industry experts and thought leaders, you can not only expand your reach but also gain valuable insights and enhance your credibility in the market.

Conclusion

The importance of continuous SEO research

Continuous SEO research is crucial for staying ahead in the ever-changing landscape of search engine optimization. By regularly conducting research using tools like SEMrush, businesses can uncover untapped opportunities to improve their website's visibility and rankings. This ongoing research allows businesses to identify new keywords, analyze competitor strategies, and adapt their SEO efforts accordingly. Without continuous research, businesses risk falling behind their competitors and missing out on valuable organic traffic. Therefore, investing time and resources into continuous SEO research is essential for maintaining a strong online presence and maximizing the potential of search engine optimization.

Maximizing the potential of untapped SEO opportunities

Maximizing the potential of untapped SEO opportunities is crucial for any website looking to improve its search engine rankings and increase organic traffic. One such untapped opportunity lies in the home security company industry. By conducting in-depth research using tools like SEMrush, website owners can uncover valuable insights and identify areas where they can gain a competitive advantage. For instance, by analyzing keyword data related to home security companies, website owners can discover high-demand keywords that are currently being underutilized. These keywords can then be incorporated into their content strategy, allowing them to attract more targeted traffic and potentially increase their conversion rates. By capitalizing on untapped SEO opportunities in the home security company industry, website owners can position themselves as leaders in the market and drive significant growth for their business.

SEMrush as a valuable tool for SEO professionals

SEMrush is a valuable tool for SEO professionals. It provides comprehensive insights and data that can help optimize website performance and uncover untapped SEO opportunities. With SEMrush, professionals can analyze keywords, track rankings, and conduct competitor research to gain a competitive edge in the online landscape. Additionally, SEMrush offers a wide range of features, including backlink analysis, site audits, and social media monitoring, making it a versatile tool for all aspects of SEO. Whether you're looking to improve your website's visibility, uncover new keyword opportunities, or stay ahead of the competition, SEMrush is an indispensable resource for SEO professionals.
In conclusion, online marketing can be easy with the right tools and strategies. With Semrush, you can turn the algorithm into your friend and make your business visible online. Our 55+ tools for SEO, PPC, content, social media, and competitive research can help you achieve measurable results. Don't miss out on the opportunity to boost your online presence and drive more traffic to your website. Visit Semrush today and start optimizing your online marketing efforts!

anyone know what’s going on? i’ve 3265 competitive points but the game won’t allow me to buy the gold weapon variant. i go through the screen and click “unlock” but nothing happens. the jade weapon option shows a different menu option where it can only be purchased with comp points but i don’t want to risk trying to buy the jade and be stuck with the variant i don’t want lol

Anyone who wants an easy way to get a few hundred bucks and hasn’t already downloaded these apps you gotta take advantage!
Fanduel Sign up for fanduel and deposit 10$. You need to play 10$ on casino (you can play 1$ hands on blackjack) then you will receive $25 casino bonus. Use the casino bonus and then with what you have left from that you need to place a 10$ bet on the sportsbook. Bet on something that you know will win (so bet on something that has good odds to win). If you win the bet you get $200 in bonus bets but if you lose the bet you still get $50 in bonus bets. Definitely worth the risk since you’re putting in $10 to essentially get $275 that you can turn into more. Sign up with my link in order to get these deals Get $50 on FanDuel Sportsbook and $25 on FanDuel Casino. Terms apply. Make sure to use my invite link! https://fndl.co/2m2boyo
Draftkings Sign up for draftkings through a referral link and deposit $50. Doing this will give you 50$ casino bonus and $50 sportsbook bonus. Then you need to bet $5 and you will receive another $150 in sportsbook bonus bets. You are able to withdraw your $50 right after depositing (minus the $5 you bet to get the $150). Again definitely worth it you are essentially spending $5 on a bet and getting $50 in casino money (which will easily turn into more than your investment if you play games like roulette or blackjack) and also $200 in sportsbook bonus. You my code to unlock these bonuses. https://sportsbook.draftkings.com/sb/NicholasLoBiondo/US-PA-SB
These 2 websites are definitely the 2 best for profiting money. I did this with my parents and a bunch do friends who weren’t planning on getting into sports betting. They all made atleast $500 each through the 2 websites and then just deleted the apps after withdrawing all the money. Definitely worth a shot if you haven’t already used these before. Let me know if you’re gonna give it a try!
Disclaimer you need to be 21 obviously and obviously don’t do this if you have a gambling problem!

*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.

In the world of Japanese candlestick patterns, Marubozu is a rare and powerful formation that can signal a significant trend reversal or continuation. In this blog, we'll delve into the meaning and applications of Marubozu, helping you unlock its secrets and enhance your trading skills.
What is Marubozu?
Marubozu is a Japanese candlestick pattern characterized by a single candle with no wicks (shadows) on either side, indicating a strong and decisive price move. The name "Marubozu" translates to "bald head" or "shaved head," reflecting the candle's lack of wicks.
Types of Marubozu: There are two types of Marubozu:

1. White Marubozu (Bullish): A white candle with no wicks, indicating a strong upward price move.
2. Black Marubozu (Bearish): A black candle with no wicks, indicating a strong downward price move.

Interpreting Marubozu: Marubozu is a powerful pattern that can signal:

1. Trend Reversal: A Marubozu can indicate a reversal of the current trend, especially if it appears at a key support or resistance level.
2. Trend Continuation: A Marubozu can also signal a continuation of the current trend, confirming the strength of the price move.
3. Market Sentiment: Marubozu reflects a strong market sentiment, indicating a high level of conviction among traders.

Trading with Marubozu: When trading with Marubozu, keep the following in mind:

1. Confirm the pattern: Ensure the Marubozu is part of a larger trend or pattern.
2. Use stop-loss orders: Set stops to limit risk, especially if trading against the trend.
3. Set take-profit orders: Place limits at key price levels or target prices.
4. Combine with other indicators: Use Marubozu in conjunction with other technical and fundamental analysis tools.

Marubozu is a rare and powerful Japanese candlestick pattern that can signal significant trend reversals or continuations. By understanding its meaning and applications, you'll be better equipped to make informed trading decisions and navigate market fluctuations. Remember to always combine Marubozu with other indicators and risk management techniques to achieve success in the markets.

MS-ISAC CYBERSECURITY ADVISORY
MS-ISAC ADVISORY NUMBER: 2024-051
DATE(S) ISSUED: 05/13/2024
SUBJECT: Multiple Vulnerabilities in Apple Products Could Allow for Arbitrary Code Execution
OVERVIEW: Multiple vulnerabilities have been discovered in Apple products, the most severe of which could allow for arbitrary code execution. Successful exploitation of the most severe of these vulnerabilities could allow for arbitrary code execution in the context of the logged on user. Depending on the privileges associated with the user, an attacker could then install programs; view, change, or delete data; or create new accounts with full user rights. Users whose accounts are configured to have fewer user rights on the system could be less impacted than those who operate with administrative user rights.
THREAT INTELLEGENCE: Apple is aware of a report that CVE-2024-23296 may have been exploited in the wild.
SYSTEMS AFFECTED:

• Versions prior to macOS Sonoma 14.5
• Versions prior to macOS Ventura 13.6.7
• Versions prior to macOS Monterey 12.7.5
• Versions prior to watchOS 10.5
• Versions prior to tvOS 17.5
• Versions prior to iOS 16.7.8 and iPadOS 16.7.8
• Versions prior to iOS 17.5 and iPadOS 17.5

RISK: Government:

• Large and medium government entities: High
• Small government entities: Medium

Businesses:

• Large and medium business entities: High
• Small business entities: Medium

Home users: Low
TECHNICAL SUMMARY: Multiple vulnerabilities have been discovered in Apple products, the most severe of which could allow for arbitrary code execution. Details of the vulnerabilities are as follows:
Tactic: Execution (TA0002):
Technique: Exploitation for Client Execution (T1203):

• Processing a file may lead to unexpected app termination or arbitrary code execution (CVE-2024-27829)
• An attacker may be able to cause unexpected app termination or arbitrary code execution (CVE-2024-27818)
• An app may be able to execute arbitrary code with kernel privileges (CVE-2024-27804, CVE-2024-27842)
• An attacker with arbitrary kernel read and write capability may be able to bypass kernel memory protections. Apple is aware of a report that this issue may have been exploited. (CVE-2024-23296)
• An attacker may be able to elevate privileges (CVE-2024-27796, CVE-2024-27798)
• An attacker may be able to access user data (CVE-2024-27816)

Additional lower severity vulnerabilities include:

• An attacker with knowledge of a standard user's credentials can unlock another standard user's locked screen on the same Mac (CVE-2023-42861)
• An app may be able to access protected user data (CVE-2023-42893)
• A malicious application may be able to access Find My data (CVE-2024-23229)
• An app may be able to read arbitrary files (CVE-2024-23236)
• An app may be able to access user-sensitive data (CVE-2024-27789)
• An app may be able to elevate privileges (CVE-2024-27824, CVE-2024-27843)
• An app may be able to read sensitive location information (CVE-2024-27810)
• An app may be able to execute arbitrary code out of its sandbox or with certain elevated privileges (CVE-2024-27813)
• A shortcut may output sensitive user data without consent (CVE-2024-27821)
• An app may be able to gain root privileges (CVE-2024-27822)
• An app may be able to bypass certain Privacy preferences (CVE-2024-27825, CVE-2024-27847)
• An app may be able to read arbitrary files (CVE-2024-27827)
• An attacker with arbitrary read and write capability may be able to bypass Pointer Authentication (CVE-2024-27834)
• An attacker with physical access to an iOS device may be able to access notes from the lock screen (CVE-2024-27835)
• A local attacker may gain access to Keychain items (CVE-2024-27837)
• A malicious application may be able to determine a user's current location (CVE-2024-27839)
• An app may be able to disclose kernel memory (CVE-2024-27841)
• A maliciously crafted webpage may be able to distribute a script that tracks users on other webpages (CVE-2024-27852)

Successful exploitation of the most severe of these vulnerabilities could allow for arbitrary code execution in the context of the logged on user. Depending on the privileges associated with the user, an attacker could then install programs; view, change, or delete data; or create new accounts with full user rights. Users whose accounts are configured to have fewer user rights on the system could be less impacted than those who operate with administrative user rights.
RECOMMENDATIONS: We recommend the following actions be taken:

• Apply the stable channel update provided by Apple to vulnerable systems immediately after appropriate testing. (M1051: Update Software)
  • Safeguard 7.1 : Establish and Maintain a Vulnerability Management Process: Establish and maintain a documented vulnerability management process for enterprise assets. Review and update documentation annually, or when significant enterprise changes occur that could impact this Safeguard.
  • Safeguard 7.2 : Establish and Maintain a Remediation Process: Establish and maintain a risk-based remediation strategy documented in a remediation process, with monthly, or more frequent, reviews.
  • Safeguard 7.6 : Perform Automated Vulnerability Scans of Externally-Exposed Enterprise Assets: Perform automated vulnerability scans of externally-exposed enterprise assets using a SCAP-compliant vulnerability scanning tool. Perform scans on a monthly, or more frequent, basis.
  • Safeguard 7.7 : Remediate Detected Vulnerabilities: Remediate detected vulnerabilities in software through processes and tooling on a monthly, or more frequent, basis, based on the remediation process.
  • Safeguard 16.13 Conduct Application Penetration Testing: Conduct application penetration testing. For critical applications, authenticated penetration testing is better suited to finding business logic vulnerabilities than code scanning and automated security testing. Penetration testing relies on the skill of the tester to manually manipulate an application as an authenticated and unauthenticated user.
  • Safeguard 18.1 : Establish and Maintain a Penetration Testing Program: Establish and maintain a penetration testing program appropriate to the size, complexity, and maturity of the enterprise. Penetration testing program characteristics include scope, such as network, web application, Application Programming Interface (API), hosted services, and physical premise controls; frequency; limitations, such as acceptable hours, and excluded attack types; point of contact information; remediation, such as how findings will be routed internally; and retrospective requirements.
  • Safeguard 18.2 : Perform Periodic External Penetration Tests: Perform periodic external penetration tests based on program requirements, no less than annually. External penetration testing must include enterprise and environmental reconnaissance to detect exploitable information. Penetration testing requires specialized skills and experience and must be conducted through a qualified party. The testing may be clear box or opaque box.
  • Safeguard 18.3 : Remediate Penetration Test Findings: Remediate penetration test findings based on the enterprise’s policy for remediation scope and prioritization.
• Apply the Principle of Least Privilege to all systems and services. Run all software as a non-privileged user (one without administrative privileges) to diminish the effects of a successful attack. (M1026: Privileged Account Management)
  • Safeguard 4.7: Manage Default Accounts on Enterprise Assets and Software: Manage default accounts on enterprise assets and software, such as root, administrator, and other pre-configured vendor accounts. Example implementations can include: disabling default accounts or making them unusable.
  • Safeguard 5.4: Restrict Administrator Privileges to Dedicated Administrator Accounts: Restrict administrator privileges to dedicated administrator accounts on enterprise assets. Conduct general computing activities, such as internet browsing, email, and productivity suite use, from the user’s primary, non-privileged account.
• Restrict use of certain websites, block downloads/attachments, block Javascript, restrict browser extensions, etc. (M1021: Restrict Web-Based Content)
  • Safeguard 2.3: Address Unauthorized Software: Ensure that unauthorized software is either removed from use on enterprise assets or receives a documented exception. Review monthly, or more frequently.
  • Safeguard 2.7: Allowlist Authorized Scripts: Use technical controls, such as digital signatures and version control, to ensure that only authorized scripts, such as specific .ps1, .py, etc., files, are allowed to execute. Block unauthorized scripts from executing. Reassessbi-annually, or more frequently.
  • Safeguard 9.3: Maintain and Enforce Network-Based URL Filters: Enforce and update network-based URL filters to limit an enterprise asset from connecting to potentially malicious or unapproved websites. Example implementations include category-based filtering, reputation-based filtering, or through the use of block lists. Enforce filters for all enterprise assets.
  • Safeguard 9.6: Block Unnecessary File Types: Block unnecessary file types attempting to enter the enterprise’s email gateway.
• Use capabilities to detect and block conditions that may lead to or be indicative of a software exploit occurring. (M1050: Exploit Protection)
  • Safeguard 10.5: Enable Anti-Exploitation Features: Enable anti-exploitation features on enterprise assets and software, where possible, such as Microsoft® Data Execution Prevention (DEP), Windows® Defender Exploit Guard (WDEG), or Apple® System Integrity Protection (SIP) and Gatekeeper™.
• Block execution of code on a system through application control, and/or script blocking. (M1038: Execution Prevention)
  • Safeguard 2.5 : Allowlist Authorized Software: Use technical controls, such as application allowlisting, to ensure that only authorized software can execute or be accessed. Reassess bi-annually, or more frequently.
  • Safeguard 2.6 : Allowlist Authorized Libraries: Use technical controls to ensure that only authorized software libraries, such as specific .dll, .ocx, .so, etc., files, are allowed to load into a system process. Block unauthorized libraries from loading into a system process. Reassess bi-annually, or more frequently.
  • Safeguard 2.7 : Allowlist Authorized Scripts: Use technical controls, such as digital signatures and version control, to ensure that only authorized scripts, such as specific .ps1, .py, etc., files, are allowed to execute. Block unauthorized scripts from executing. Reassess bi-annually, or more frequently.
• Use capabilities to prevent suspicious behavior patterns from occurring on endpoint systems. This could include suspicious process, file, API call, etc. behavior. (M1040: Behavior Prevention on Endpoint)
  • Safeguard 13.2 : Deploy a Host-Based Intrusion Detection Solution: Deploy a host-based intrusion detection solution on enterprise assets, where appropriate and/or supported.
  • Safeguard 13.7 : Deploy a Host-Based Intrusion Prevention Solution: Deploy a host-based intrusion prevention solution on enterprise assets, where appropriate and/or supported. Example implementations include use of an Endpoint Detection and Response (EDR) client or host-based IPS agent.

REFERENCES:

The freelancer's existence is a maddening rush between tasks, deadlines, and trying to find new customers. However, one important element often fades against the backdrop of excitement and freedom: time tracking with screenshots.
The freelancer's existence is a maddening rush between tasks, deadlines, and trying to find new customers. However, one important element often fades against the backdrop of excitement and freedom: time tracking with screenshots.
Most freelancers utilize an hourly billing model, forecasting the scope of work for the project and the amount, more or less, of how many hours to devote, believing or not to use intuition to establish rates. It seems simple, but in fact, there are several pitfalls.

The Limitations of the Hourly Grind

Let’s try to explain this with an example: You accept a new project with an estimated turnaround time of 20 hours. You dive in, head down, focused on delivering high-quality work. But as the deadline approaches, you realize with a sinking feeling that you've underestimated the time required by a significant margin. This situation is typical for freelancers relying solely on hourly billing.
The problem with this approach is twofold. First, estimating timelines accurately is challenging with concrete data on how long specific tasks take. This can lead to undercharging clients for your work, which hurts your bottom line.
Secondly, the hourly model doesn't account for the actual value you deliver. Clients increasingly seek freelancers who can solve problems and deliver results, not just clock hours. With data to quantify your time spent on specific project aspects, it becomes easier to justify your rates and demonstrate the value you bring to the table.

Time Tracking for Long-Term Success

This is where time tracking software can be a game-changer for freelancers. Automatically recording your time on different tasks and projects provides invaluable insights that empower you to take control of your workflow and build a more profitable business.
Here's how time tracking software unlocks the power for freelancers to move beyond the hourly grind:
Improved Project Estimation: A time tracker with screenshots enables the user to generate more precise estimates by providing historical data on past projects and time spent on similar tasks. This reduces the risk of undercharging clients, builds trust, and strengthens your professional reputation. A lot of time tracking systems come with features like project templates and historical data analysis, which make the creation of estimates even simpler. Research carried out by Toggl showed that 77% of freelancers who make use of time tracking software testified to have better project estimation.

• Enhanced Productivity and Efficiency: Have you ever been in a situation where the day ended without completing anything? We've all been there. Screen capture as a tool for self-awareness is a powerful way to track the time. Tracking your time spent on different activities throughout the day will offer you the opportunity to learn where your time goes. This way you can single out the time-eaters like distracting social media or ineffective workflow.

With this knowledge as your guide, you can begin to fine-tune your work style. Many time tracking tools offer category and reporting options that show you the exact amount of time spent on emails, calls, administrative tasks and billable work. Another feature is the integration with other productivity apps that helps in streamline workflow and reduce distractions.

• Data-Driven Pricing: Let's face it: it sometimes can be a difficult situation when clients want to know why your hourly rate is what it is without any data to support it. This is the point where the time tracking with screenshots matters the most.

This data allows you to move beyond the hourly model and explore value- or project-based pricing. With value-based pricing, you focus on the value you deliver to the client, not just the hours worked. Project-based pricing involves setting a fixed price for the entire project, giving you more control over your workload and income.

Talygen's Remote Team Monitoring Tools: A Feature-Rich Solution

The selection of a time tracking software, for your freelance business, is not an easy task. However, Talygen's remote team monitoring tools have a lot to offer.

• Detailed Time Tracking: Easily track the time you spend on separate tasks and projects. With Talygen, you can classify your time, put limits on expenses, and make detailed reports for deep data analysis.
  
• Automatic Screenshots (with Privacy Options): Gain valuable insights into your work patterns with Talygen's automatic screenshot feature. However, it understands the importance of privacy. You have complete control over when screenshots are captured and the ability to blur sensitive information.
  
• Project Management Features: Talygen's integrated project management tools simplify your workflow. Create projects, assign tasks, set deadlines, and collaborate with clients seamlessly within the platform.
  
• Invoicing and Reporting: Generate professional invoices directly from your tracked time data. Talygen's reporting tools allow you to create customized reports to impress clients and showcase the value you deliver.
  

In Conclusion

Some freelancers may have more difficulties in the beginning in getting accustomed to time tracking with screenshots because they fear being micromanaged. On the other hand, you need to understand that time tracking is not a means to keep a close watch over all your movements but to supply you with useful data.
Talygen's remote team monitoring tools emphasize trust and self-control, not control over team members.
Most freelancers utilize an hourly billing model, forecasting the scope of work for the project and the amount, more or less, of how many hours to devote, believing or not to use intuition to establish rates. It seems simple, but in fact, there are several pitfalls.

I'm a CRPG fan, and a Pathfinder fan, but I'm having a lot of trouble with Kingmaker and wondering if I'm just doing something wrong or if there's another approach that might smooth out my play experience.
I made it past beating the Stag Lord (and finished off the Artucio sidequest).
At the risk of just being intensely critical, most of the combats feel highly repetitive and lean towards tedious. (Especially the centipede fights.) Combat feels like it's Quantity over Quality, so that fights lean away from tactical battles and turn into number crunching and spamming attacks. (Also, in the Stag Lord fight, it's at least got varied enemies and abilities, but there are other balance issues - the Lord deals way, way too much damage against pcs, but if you recruit the Owlbear, it's so incredibly powerful that it effectively solos the SLord's entire force.)
My bigger issue, though, is with the 'Kingmaker' part. I don't mind kingdom management in theory, but despite an overwhelming amount of tutorializing, I don't understand what I'm doing, and it's way too much of a time investment for my taste, as well as being needlessly complex and requiring the player to make important decisions without having the information to know what the outcome will be.
Based on what I'd seen before playing and from the early game, I thought the management sim would involve completing more traditional RPG quests to unlock resources and help your kingdom, with light sim elements, but it doesn't feel that way.
I don't want to just totally ignore the kingdom management, but at this point I'm wondering if it's just not the game for me.

Are You a DePIN Project Enthusiast or a DeFi Aficionado? Discover This Alpha Project!

What is Omnia Protocol?

Omnia Protocol is a cutting-edge decentralized infrastructure protocol designed to provide secure and reliable access to the blockchain. By ensuring that no single point of failure can disrupt blockchain applications or wallets integrating with it, Omnia Protocol stands out in its field. It allows anyone to earn rewards by hosting and maintaining a node on a specific blockchain, all while placing a strong emphasis on privacy and offering untraceable blockchain access.

What Problems Does Omnia Protocol Address?

Omnia Protocol tackles two critical issues within the blockchain ecosystem:
1. Centralized Blockchain Access:

• Traditional blockchain interactions are often centralized through corporations acting as node providers, which introduces significant risks. The chain's strength is limited by its weakest link.
• Omnia Protocol decentralizes this process, incentivizing nodes to participate and ensuring blockchain access in a trusted and decentralized manner.

2. Off-Chain Privacy:

• Although on-chain privacy has seen advancements with technologies such as Zero Knowledge Proofs and Ring Signatures, off-chain privacy concerns remain largely unaddressed.
• Omnia Protocol bridges this gap by providing a secure and private method for accessing the blockchain, ensuring comprehensive privacy.

Benefits of Omnia Protocol

Omnia Protocol offers several notable benefits:
Decentralized Access:

• It ensures a decentralized method of accessing the blockchain, reducing single points of failure and addressing privacy concerns.

Rewards for Node Hosting:

• Individuals can earn rewards by hosting and maintaining nodes on specific blockchains.

Privacy:

• Omnia Protocol places a strong focus on privacy, offering untraceable access to the blockchain.

High Performance:

• It provides fast, reliable, and customizable RPC nodes with guaranteed 100% uptime and 24/7 support.

Features and Advantages of Omnia Protocol

Omnia Protocol comes with a range of impressive features and advantages:
Secure Endpoints:

• Users can generate secure endpoints for their wallets or applications when accessing the blockchain.

Rewards for Resource Sharing:

• Node owners are rewarded for sharing their resources by running blockchain nodes and/or privacy relayers.

Staking:

• Node providers must stake OMNIA tokens to join the network.

Front-running Protection:

• DEX transactions are protected from being exploited by front-running bots in the public mempool.

High Availability:

• Omnia Protocol offers fast, free, and secure public RPC endpoints with enhanced privacy and high availability guarantees.

Governance Token

The governance token for Omnia Protocol is the OMNIA token. This token unlocks a world of possibilities, showcasing OMNIA’s commitment to innovation by seamlessly integrating DeFi principles with an RPC provider that both protects and rewards its users. Node providers and privacy relayers stake OMNIA tokens to participate in the network.

Learn More

To delve deeper into Omnia Protocol and explore its offerings, visit Omnia Protocol.

What am I doing? Dominick Mason asked himself for the hundredth time that night. It was late on a rainy Sunday evening and Dom, a tall, lanky man-boy of twenty-five with a prominent Adam’s apple and too big eyes, stared out the rain-slicked window of the 905. The big bus swayed and jostled as it lumbered down Central Avenue, the movements strangely comforting, conducive to reflection…and self-doubt.
As if on cue, his phone buzzed, and a pit opened up in his stomach. He fumbled it out with long fingers and read the text. Are u almost here
His thumb hovered over the screen, but he did not reply. Part of him wanted to block the number, slink back home with his tail between his legs, and forget the whole thing. He could boot up his PS4 and play Red Dead Redemption or GTA V like always. Safe. Familiar. The thought, however, stirred a strange feeling in the pit of his stomach.
It was dread.
Every night, he did the same thing. He came home from work to his tiny prison cell apartment. He had a peanut butter and jelly sandwich. He played video games until it was time to go to bed. The worst part of the whole night was when he turned off the TV and saw his murky reflection in the screen. Plaid. Scrawny. Disgusting. He hated being locked in that apartment, with its old smells and white walls, but he hated going out even more. At least in his hole, he was safe, like a mouse. No one hurt or lied to him there. No one gave him funny looks. No one rejected him. He was completely safe in his solitude, a wounded animal hiding in its den and licking its wounds.
He was wounded and he knew it.
And he hated himself for it. Hated that he wasn’t stronger or better. Hated that even though he tried so hard, everything he did fell apart…if it even came together in the first place, which it rarely did.
The phone buzzed again.
Just a question mark this time.
His heart began to race and a steely fist slowly closed around his lungs. He shifted uncomfortably in his seat and took a deep breath. He pictured himself alone in his little apartment. He loved the image, but he hated it too. Most nights, he didn’t mind being alone. He had to not mind it, because he didn’t have a choice. Some nights…some nights he didn’t want to be alone. Some nights he wanted warmth, he wanted tenderness…some nights, he wanted to be human.
Every so often, Dom would get the urge to find those things. They came less frequently than they did before, but unfortunately, they still came. He would create an account on Plenty of Fish and OKCupid, maybe some of the other sites as well. He would agonize over his stupid intro and his stupid list of hobbies. He would spend hours - literally hours - writing and rewriting them, trying at first to be serious, then light and funny, then cool, then aloof, then vulnerable. He would take the best possible pictures from the best possible angles, then upload them, never lingering over them because he hated the way he looked. He didn’t think he was ugly - mid was more like it - but apparently, he was ugly. Too ugly for love, too ugly even to talk to.
The ugly barnacle. So ugly that everyone died. The end.
All of Dom’s pictures were all selfies, of course. Guys he listened to on YouTube said he needed action shots, shots with friends, shots that showed women he had a life, was valued by those around him, and knew how to have fun. Too bad for him, he had no friends and no one valued him, not even his own mother. On the surface, maybe, but she had hurt him so many times over the years in so many ways that even the most devout son would stop and think.
It had to be selfies.
When his profile was in order - or as much in order as he could get it - he would start to browse. Dom knew his place and never messaged women who were too beautiful. He used to, but they never responded. He eventually began to skip their profiles with a pang of loss and a quiet what if? Now, he barely noticed them. Blonde. Petite. Blue eyes. Maybe she was a cheerleader at one time, maybe she was the type of girl who looked down her nose at guys like him. Maybe she was a sweetheart. In any case, he would never find out, so who cares?
He went for women he could realistically obtain…the type of women he’d dated and hooked up with in the past. Some were attractive in their own way, others were hard to look at, he wasn’t picky; he couldn’t afford to be picky. One woman he saw was a good three hundred pounds. She was nice and he liked her enough, but he lapsed into depression while they were dating and he never messaged her back…not that she made a huge effort to message him. Another was a pre-K teacher in her mid-thirties. Overweight with a big nose, glasses, and a plain face when she wasn’t wearing make-up. He liked her a lot and wanted to be with her, but after a month of weekend hookups, she said she didn’t love him. She told him she wanted a family - three kids, to be exact - but “changed her mind.” No, she didn’t. She just didn’t want those things with him.
Now she was in her late thirties, single, and having regrets.
She still wouldn’t settle for him, though.
Another woman he’d seen recently (six months ago) was fifty, but not unattractive. They texted for weeks, hot and heavy. She outright told him that she wanted to have sex with him. Said all sorts of nasty and sexual things. Their first (and only date) was her coming to his apartment. Instead of tender kisses, loving caresses, and intense emotions, they shared an awkward two hours on his couch. When he tried to hold her hand and put his arm around her, she stiffened. Not much, just a little. She said she “wasn’t ready.” He sat there and watched the flowers he’d gotten her wilt as she talked about her ex for an hour and a half, his arms pointedly crossed. He even leaned as far away from her as humanly possible, trying to communicate with his body language what he didn’t have the guts to communicate with his words: I’m uncomfortable, please leave. He planned to take her to a nice restaurant after they made love. Instead, he ordered something after she finally got the hint and left, eating alone like always.
After her, he deleted his profile (again) and resolved to never bother with dating again. Obviously there was something wrong with him. He saw guys who were uglier and more awkward than him with girlfriends, some actually stunning, but there was something about him in particular, something that repelled women…and men too.
Everyone.
It repelled everyone.
Maybe it was his self-loathing. After all, no one likes a sad sack. But that’s the thing: He was like this because of those experiences. It was a what came first, the chicken or the egg situation. Looking back, he had almost normal confidence at one point. Then all of this happened. The hundreds of messages he sent on the dating apps staying on read, unanswered, like he never sent them at all, like he was garbage unworthy of even a hello. The awkward dates. The occasional “success” that eventually fell apart…sometimes because of him, and sometimes because of them. The one girl who ran away from him when he tried to walk her to her car after a date. They didn’t click, he knew that, but he didn’t say or do anything creepy. Why did she do that? The girls who lead him on, talking about sex and sometimes even love but always had a reason they couldn’t meet.
There were other examples - many others - but it was all the same. Who cared?
Dom wanted to crawl back into his hole and stay there, to stop poking his head out and getting hurt. He wanted it so bad…but he was only human. Deep down, buried beneath layer after layer of scar tissue, there was still hope. Hope for love, for companionship, for acceptance, for intimacy and human touch. It was only an ember now, but even an ember is enough to spark a fire.
Some nights, he wanted to be safe. Other nights, he wanted to take a risk.
And this night was one of the latter.
Be there soon, he texted. He swallowed hard and wetted his lips. His heart was pounding faster and his bowels were loose. He really hoped this worked out. He didn’t think he could handle another rejection. If she turned him down, he’d probably go home and kill himself. Why go on like this?
He’d had that thought before…but he never followed through.
Maybe one day he’d actually shut the fuck up and do it already.
Maybe.
Ok :)
Her name was Heather and she was fat. She was not unattractive in the face and she wore her weight well, not that that mattered - he would take what he could get. They started talking on OKCupid last week and very soon, the conversation became sexual. He didn’t start it, though, she did. She was ahem very excited, she said. He liked to think that she was lonely, desperate, and wanted intimacy - any intimacy - just like him.
That really turned him on.
They agreed to meet, and now here he was, on the bus to her apartment on the other side of the city, hoping against hope that she didn’t hurt him too.
He put the phone away and stared straight ahead. The bus was nearly deserted, save for an old bag lady up front and a few Mexican guys in the back. Lights lined the bus’s roof, providing a cold, impersonal light. Dom took a deep breath and forced his dark emotions away. It was all on him to make this work. He would accept her fat, ugly, poor, and crippled, but he had to work to earn her love. He could do it.
When the bus finally reached his stop, he yanked the cord and got off. There was a plexiglass shelter lit by a single, lonely bulb. Trash littered the ground. Beyond the shelter, a park lay in darkness. Behind him, on the other side of the road, a housing project not unlike his own towered into the sky, lit up like a ship at sail. Dom swallowed his nerves and crossed the street. He found the door that she had directed him to use, and climbed the stairs. He expected trash, graffiti, and winos passed out on every landing. Instead, the stairwell was clean and deserted. His nerves welled as he climbed but he forced them down again. On the ninth floor, he went down the hall, battered on all sides by the stale smells of cooking and the murmur of TVs and voices coming from every apartment.
Dom paused at Apartment 237.
Heather’s.
You got this, he told himself.
And really, he did. Their plan - well, Heather’s, really - was simple and straightforward. She told him that she would leave the door unlocked. He was to come in, go to the bedroom, and she would be waiting for him. She said it was a fantasy of hers.
On some level, he knew all along that the whole setup sounded fishy. Was he being set up to get robbed? Would he walk in and get jumped by a bunch of Crips? He hesitated, but his need for love - and, yes, release - pushed him on.
He opened the door.
Inside, the apartment was small and messy, a living room to the right and a tiny kitchen to the left. The only light on was the one above the stove.
Everything else was in shadows.
Dom’s heart skipped a beat.
This didn’t feel right.
That thought was overpowered by the smell, a sickly sweet odor that suddenly seemed to be everywhere. His stomach twisted and he turned his head slightly to one side, as if to spare his nose. It smelled like something spoiled.
A voice spoke from the darkness, startling him. “I’m in here.”
It was light, airy, and cute.
For the last time, Dom hesitated. Some primal sense told him to turn around and leave…
…but he wanted to be loved.
Dom entered and shut the door behind him.
The smell was stronger. The atmosphere darker.
Ahead, he could barely make out an open doorway in the shadows.
He crossed to it.
The smell was overpowering here and Dom felt like he was going to puke. Any desire he had felt was gone, replaced only by revulsion and claustrophobia. It was cold, he realized, so cold that his teeth chattered.
Okay, fuck this.
He started to turn around, intent on leaving, but a small, white hand reached from the darkness. Icy fingertips brushed his cheek and his heart blasted into his throat.
Then she was there, her body pressing against his and her lips fused with his. The smell, the freezer chill, both stronger than ever.
They were both coming from her.
Her tongue hungrily lashed his own, and she pushed him against the wall. Her hands slipped under his shirt and pressed flat against his chest. They were so cold that he almost cried out.
Dom wanted to push her away, to run, but he didn’t. Instead, he froze up and allowed her to push him onto the bed. Was he too gutless to tell her no, the way he’d been too gutless to tell the woman who went on and on about her ex to shut up and leave? Did he secretly want to go through with this? He didn’t know, and he didn’t have time to figure it out. She was on top of him now, straddling him, his legs caged between her ample thighs. She grabbed his hands and pressed them to her bare breasts.
They were as cold as the rest of her.
She leaned down and kissed him again. He hadn’t noticed it before, but her tongue was…dry. Her mouth itself tasted strange. Off.
Heather broke from his lips and peppered kisses on his cheek and forehead, assaulting him with an intimacy that Dom no longer wanted.
Through it all, she was as silent as a tomb. She wasn’t panting or rasping with excitement. In fact, he didn’t think she was even breathing.
She brushed her lips along the exposed curve of his throat, and tingles of revulsion shot down his spine. She found his pulse and kissed it. Trembles of excitement raced through her body and she started to lap his neck like a dog.
Without warning, a fiery pinprick of pain exploded over him and Heather began to shake and pant. Dom cried out and tried to fight her off, but she was too heavy, too much.
With a tiny, mouse-like squeak - a sound of pitiable fear and resignation - Dom blacked out.

Unlocking Email Automation in Excel VBA

Excel's versatility extends beyond data analysis and reporting, delving into the realm of automation that simplifies tedious tasks, such as email communications directly from your worksheets. The integration of Visual Basic for Applications (VBA) within Excel allows users to create custom functions, enabling the automation of creating and sending emails without leaving the comfort of their spreadsheet environment. This capability is particularly beneficial for professionals who rely on timely communication and data distribution, ensuring that reports, notifications, and updates are dispatched directly from their workbooks with minimal manual intervention.
However, navigating the VBA landscape to automate email operations can present challenges, particularly in ensuring the new mail item is prominently displayed in front of the worksheet and is sent after the contact is selected. Addressing this issue not only enhances the user experience by making email management more efficient within Excel but also leverages the full potential of Excel's automation capabilities. By streamlining these processes, users can focus more on their core tasks, knowing that their communication needs are handled efficiently and effectively.

Command	Description
CreateObject("Outlook.Application")	Creates an instance of Outlook Application, allowing VBA to control Outlook.
.CreateItem(0)	Creates a new email item.
.Display	Displays the email item to the user in Outlook.
.To, .CC, .BCC	Specifies the recipient(s) of the email in the To, CC, and BCC fields.
.Subject	Defines the subject of the email.
.Body	Sets the body content of the email.
.Send	Sends the email item.

Expanding Email Automation with Excel VBA

Delving deeper into the integration of Excel VBA for email automation unveils a powerful toolset at the disposal of users aiming to streamline their communication workflows directly from their spreadsheets. This capability is not just about sending basic emails; it's about creating a highly personalized and dynamic communication channel. Through VBA, Excel can interact with Outlook to manipulate various aspects of email creation, from adding attachments to customizing the email body with data directly sourced from the spreadsheet. This level of automation can significantly enhance productivity, especially for those dealing with customer inquiries, periodic reports, or regular updates that require personalization based on spreadsheet data.
Moreover, the automation process extends to handling responses. By automating email operations, users can set up rules within Outlook to sort incoming emails based on specific criteria, such as sender, subject, or keywords. This can be particularly useful for managing feedback or responses to the emails sent through Excel VBA. Such automation ensures that the workflow is not just one-way but creates a loop of communication that is both efficient and manageable. Implementing these advanced features requires a good understanding of both Excel VBA and Outlook's capabilities, highlighting the importance of integrating these powerful tools to maximize efficiency and effectiveness in professional communication.

Automating Outlook Emails from Excel VBA

VBA in Excel

 Dim outlookApp As Object Dim mailItem As Object Set outlookApp = CreateObject("Outlook.Application") Set mailItem = outlookApp.CreateItem(0) With mailItem .Display .To = "recipient@example.com" .CC = "ccrecipient@example.com" .BCC = "bccrecipient@example.com" .Subject = "Subject of the Email" .Body = "Body of the email" ' Add attachments and other email item properties here End With End Sub 

Enhancing Communication through Excel VBA

Integrating email automation within Excel using Visual Basic for Applications (VBA) significantly boosts the efficiency of communication processes, particularly in professional settings where time is of the essence. This integration allows for seamless creation, customization, and sending of emails directly from Excel, leveraging data within spreadsheets to personalize messages. The automation goes beyond mere convenience, enabling users to send bulk emails tailored to each recipient, schedule emails for future delivery, and even trigger emails based on specific events or conditions met within the spreadsheet. Such capabilities are invaluable for marketing campaigns, customer service follow-ups, and internal communication within organizations, ensuring that the right messages reach the right people at the right time.
Furthermore, Excel VBA's email automation can be enhanced with advanced features such as dynamic attachment inclusion, where files relevant to the spreadsheet's data or analysis are automatically attached to the outgoing emails. Users can also implement error handling to manage issues that may arise during the email sending process, such as invalid email addresses or network problems, ensuring that all communications are delivered successfully. With these advanced functionalities, Excel VBA becomes not just a tool for data management but a comprehensive solution for managing professional communications, reducing manual effort, and increasing the reliability and effectiveness of email interactions.

FAQs on Email Automation with Excel VBA

1. Question: Can Excel VBA send emails without Outlook?
2. Answer: Typically, Excel VBA uses Outlook for email automation, but it's possible to send emails via other email clients or SMTP servers with additional scripting and configuration.
3. Question: How do I attach files to an automated email in Excel VBA?
4. Answer: Use the .Attachments.Add method within your VBA script to attach files to your email. You can specify the file path directly in the code.
5. Question: Can I automate emails based on cell values in Excel?
6. Answer: Yes, by using VBA scripts, you can trigger email sending based on specific cell values or changes in the data within your spreadsheet.
7. Question: How do I ensure my automated emails are not marked as spam?
8. Answer: Ensure your emails have a clear subject line, avoid excessive links or attachments, and send emails through recognized email servers. Personalization can also help reduce the risk of being marked as spam.
9. Question: Is it possible to send HTML formatted emails with Excel VBA?
10. Answer: Yes, you can set the .HTMLBody property of the MailItem object to send emails in HTML format, allowing for rich text formatting, images, and links.
11. Question: Can automated emails include dynamic data from Excel?
12. Answer: Absolutely. You can dynamically insert data from your Excel sheets into the email's body or subject line, customizing each message based on the spreadsheet's contents.
13. Question: How do I schedule emails to be sent at a later time using Excel VBA?
14. Answer: Direct scheduling within VBA is complex; however, you can create the email and then use Outlook's Delay Delivery feature to specify a sending time.
15. Question: Can I send emails to multiple recipients using Excel VBA?
16. Answer: Yes, you can list multiple email addresses in the .To, .CC, or .BCC properties, separated by semicolons, to send emails to multiple recipients.
17. Question: How do I handle errors during the email sending process in VBA?
18. Answer: Implement error handling routines in your VBA script to catch and respond to errors, such as using Try...Catch blocks or checking for specific error codes.
19. Question: Is it necessary to have programming knowledge to automate emails with Excel VBA?
20. Answer: Basic programming knowledge is helpful for customizing and troubleshooting your VBA scripts, but many resources and templates are available to help beginners.

Mastering Excel VBA for Efficient Email Management

Excel VBA's email automation presents a transformative approach to managing communications, allowing users to leverage the powerful features of Excel to streamline their email-related tasks. By integrating VBA scripts, professionals can automate the sending of personalized emails, manage attachments, and even handle incoming responses, all within the familiar environment of Excel. This not only saves valuable time but also reduces the risk of errors associated with manual email handling. Furthermore, the ability to customize email content based on spreadsheet data ensures that communications are relevant and timely. As we continue to seek efficiencies in our professional workflows, the role of Excel VBA in automating and enhancing email communications cannot be overstated. It represents a significant step forward in how we manage data-driven communication, providing a robust toolset for professionals looking to optimize their email workflows and enhance their productivity.
https://www.tempmail.us.com/en/excel/automating-email-operations-in-excel-with-vba

I finally got scammed on a phone, and it arrived Softbank locked although it was advertised as unlocked. It seems like UnlockJpn might be no longer active, and I’ve received no response on WhatsApp. Does anyone else have a recommendation for an unlocking service they’ve used that isn’t the price of rent?
Inb4 “scam”: I’m willing to risk it, no need to caution me.

Just got an s22 via Amazon - refurb - totally like new, however, running through a data transfer, after booting up the s22, I get a Virgin media app screen that is just horribly persistent.
The transfer is still happening as I type this, so I'm going to do a search on how to banish this junk once done.
My question is whether it's possible to get hold of a stock Samsung s22 rom and install it _without_ rooting the phone.
I'm about 99.999% confident that doing a factory reset is just going to boot the phone back up with Virgin s bloatware, because the ROM installed on the phone clearly includes that - and goodness knows what other junk.
I don't really want to root the phone, because I have a few banking apps I use on a regular basis, I just don't want to go through the risk and the cat and mouse aspect of installing ROM's.
Been there, had fun with it, no longer interested.
Any ideas would be welcome - I'd really like the phone to be _completely_ unlocked in terms of carriers - right now, it isn't - if I ever have to reset, I still will get vodafone junk.

please no judgment here as I already feel terrible enough. Found out I had hsv2 back in February and then I met my current partner after the fact. I didn’t have sex with him for a while, but then I ended up disclosing to him and we started using condoms and I was taking lysine. I didn’t have an OB for 3 months. One night things got really intense and he wanted to have sex without a condom. I asked him if he was totally sure, and he said yes and we went through with it. LITERALLY THE NEXT DAY I woke up in really bad pain and noticed one sore. I hadn’t noticed any symptoms prior to this and I’m not sure how long it was there. I told him right away and he claims he’s not mad because it was his choice, but at the same time I thought we were good bc of the lysine and not having another OB. I feel awful and wish I never agreed to having unprotected sex because he is most likely gonna get it now, so now it’s just a waiting game. I feel like the guilt is gonna take me out. He’s been so great about it but he doesn’t actually have anything yet, I’m scared that it could be a different story if he shows symptoms. What I could use from this forum is support & advice. I already know I screwed up by agreeing, but to my knowledge he understood his risk. But this is my biggest fear unlocked. Now if he does get it, how do we safely have sex with both of us having HSV2? if any of you are with someone who also has it I would really appreciate some advice. Thank you all and please remember to be kind. I’m going through it rn