#HR Email Lists Provider

[mlgindia01]

HR Heads Database India | All India HR Email Lists Provider

Best HR Heads, HR managers database provider in India. MLG is a leading HR manager lists service provider. Buy our HR Heads and managers database and Connect with human resource heads across India along with their validated email lists.

[evelyn-art-05]

WAYS TO HELP PALESTINE 🇵🇸

uscpr.org

USCPR has ways for you to donate to Palestinians in need, plenty of information about the crimes against Palestine if you are uninformed or want to know more, along with protest information and pre-written scripts you can use to call your officials with

linktr.ee/MedicalAidforPalestinians.org

Site for donating for medical aid for Palestinians, along with a few other links to help take action and stay informed. Remember that even if you can't donate a lot, just a bit helps

matwprojectusa.org

Donation site for medical, food, and water aid in Palestine and other areas as well.

palestiniansocialfund.com

Unconditional funding for food growth in Palestine through grassroots

Not a link but something that can help: test "resist" to 50409 in reference to bill HR 3103, it is a bot that will help you write out a letter on your phone to send to congress, senate, and president if you'd rather not make a call!

Here is a list of some very major brands to boycott, which DOES MAKE A DIFFERENCE:

McDonalds, Starbucks, Disney, especially Disney+, Coco Cola, Victoria Secret, Puma, Nike, Walmart

There are MANY more brands that support the genocide, but these are the most major. Research is good!!

doctorswithoutborders.org

You can donate here to help provide support to the standing hospitals and health facilities in Gaza

pcrf.net

A children's relief fund that helps to provide crucial life-saving medical relief and aid

unrwausa.org

Medical support, trauma relief, and food assistance in Gaza! They also have an easy way for you to email congress

If you're unsure of how to check if something is false news or misinformation or not, apnews.com/ap-fact-check is a site that is stepping up to the misinformation given about Gaza and correcting other news sources!

[macgyvermedical]

Virtual Offerings for Humans and Writers

I am a Registered Nurse, have a Master of Public Health and experience in hospital floor nursing, outpatient nursing, public health nursing, and education. I am establishing a base of virtual offerings for anyone who is interested. Thanks for perusing my wares!

Note that everything here can be done via videocall, phone call, discord message, email, or text, as appropriate for the situation.

My contact email for this work is consultingwhumper@gmail.com.

You can pay me for things like:

New Condition Education (Did you just get diagnosed with something the doctor didn't have time to explain well? I am happy to schedule some time with you to help you better understand.) - Sliding Scale from $10-30/hr

Basic Health Education (Did the public school system screw you or your child over when it came to health ed? I can provide a basic (queer-friendly and non-fat-phobic) health education curriculum over 3 or more 1:1 videocalls.) - Sliding Scale from $10-30/hr

Nurse Troubleshooting (need some advice on setting up your living space so it is accessible for you? I would be happy to help!) - Sliding Scale from $10-30/hr

NCLEX Tutoring (Are you about to graduate nursing school in the USA? Feel like you need some extra help? I have been teaching medical and nursing students for the last 4 years and just finished a course on the new NCLEX, so if you're interested in some 1:1 help, hit me up!) - $20/hr

Historical Medicine and Nursing for Fiction (Are you writing something cool and historical that takes place less than 150 years ago? Need someone who has been quietly researching medical and nursing history for years and has a library of contemporaneous sources? I would be happy to help!) - $30/hr

Contemporary Medicine and Nursing for Fiction (yes I know you can get it from this blog for free, but then you have to use the tumblr search feature and potentially wait a long time. A 1:1 meeting would be much faster, don't you think?) - $30/hr

Medical Accuracy Review (did you write something you hope was medically accurate? Would you like someone to check it over and give advice to improve?)- $0.05/word for the portion reviewed

New! I also teach physical exam skills online. Great for if you missed them in nursing or medical school (I taught exam skills for 4 years to med students) or if you’re just interested as a lay person. I promise I am nicer than the last person who taught them to you!

Need something that's not on the list? Just ask!

[arishatistic]

As a long time artist in the Harry x Hermione fandom, I am heartened to announce this community’s first ever Art Raffle for Charity: Harmony for Humanity! This is a huge initiative where 18 Harmony Artists from around the globe have graciously offered their time, effort and skills to the cause.

Each Raffle Ticket is 5 USD. 1 winner will be randomly drawn for each Artist. Winners will get to decide the prompt for an H/Hr scene they want drawn. The full list of artists can be viewed and tickets can be purchased on our website.

All donors will be emailed an exclusive digital art book with all the created art prizes after the event!

100% of proceeds will be donated to CareForGaza and the PCRF, both of whom are charities providing direct humanitarian aid to displaced families and orphans in need.

Please share and reblog this post, even if you are not part of the fandom or unable to donate at this time! More eyes on the charity equals more donations and aid available for displaced families.

For full transparency: receipts and a spreadsheet document will be made available to everyone where all donations are tracked and updated regularly.

Important Links

Official Website: Harmony for Humanity

Our Fundraiser Page on the PCRF Website (for direct donations)

Official Instagram and Twitter

If you have any questions, feel free to comment below, DM me or @hms-harmony-discord, or email harmonyraffle@gmail.com!

[theweirdwideweb]

we want the work blowout deets

I'll give you the tea but it will be lengthy and I'm going to cry.

Thank you for asking anon. To be honest with you I've been crying in bed about it for the past couple hours. I stood up just now and went to the bathroom and saw two big wet patches on my smiley face tshirt and it sucks so much. I'm so sad.

I could really use some feedback on this situation to be honest. OK. So the long story short is that I got a new supervisor a year ago and my work life has been hell ever since. First off, she doesn't understand what I do. She's never done my job. And she is THE micromanager from hell. For the first 7 months of the year she had me turning in a time card every week showing everything I did down to 5 minute increments. I turn the spreadsheet in on Friday, then every Monday we'd have a meeting where she'd tell me she just doesn't understand how I use my time. Why did it take so long to do X amount of invoices? She estimates it should take 2 minutes per invoice, but it took me 4 minutes per invoice. Like I said she knows nothing about my job and as many times as I've explained it she still "doesn't get it." It was demoralizing, nerve wracking, and frankly so insulting to my competence that I went to her boss (my old supervisor who I love). When she did nothing I went to HR with serious concerns about discrimination----it's no coincidence that I was granted some medical leave at the beginning of the year to address mental health concerns.

Yada yada yada, we made some changes and I don't have to turn in the spreadsheet anymore, but she is still making me email her every week with a list of tasks I didn't complete from the week before. It's still insulting but at least she agreed I'd only have to do it for another 3 months. Actually she said 1 month, but she's such a bitch that by the next HR meeting she claimed she never said 1 month and switched it to 3 months. She's a fucking moron, reader. She's dead fucking stupid. I really can't stress that enough. Dumb. It took her 15 years to get the position I got within 3 years of starting. The only reason she's where she is is seniority, personal relationships with management, and being a fucking bully. A dumb bully! Telling you how to prioritize your work! She's accused me recently of being unprepared for a meeting---a meeting that I hosted, provided all the material for, wrote all the notes on, fleshing out a new process she told me to start implementing but had zero idea how. She just tosses ideas at me and I'm left to figure out any kind of practical way to do it because---AGAIN---she doesn't know how to do my job. There've been other things too. She's a sneak humiliator. She's a button pusher. She's a moron. A big fat ugly moron who looks like Roz from Monster's Inc.

So on Thursday at 4:30pm, end of the day, suddenly a meeting with HR and this cunt appears on my calendar for 10am Friday (yesterday). I'm like---well here we go. She's either going to fire me or put me on a formal PIP. I'll be honest with you, I'd already decided to quit but I was holding out for my bonus in December. I entered the meeting feeling tranquil. I thought, "Do it. Pull the trigger. I'm ready for the end. Just fire me. Let me go. Release me."

But when the meeting starts it's just a touch base with our HR rep to see how everything is going. Are YOU fucking KIDDING me. Anyone would have thought the same thing I did. Of all the things my supervisor sucks dicks at, communication is the worst of all. She can't even spell. She can't string a sentence together. I mean it's shocking she writes at like a 6th grade level. I've seen emails she sent that are so garbled they are literally incomprehensible.

So I'm PISSED. I express how nerve-wracking the previous evening and all morning had been. We're off to a great start. She lets me know she's going to try to end the email process early. OK good. She tells me she's concerned because I haven't been providing personal feedback to her when prompted. Easy enough to explain: I hate your fucking guts, I'm trying to be a grey rock until I can quit. But I can't say that so I'm just like Alright.

Now here comes the bullshit! 1) She now wants me to ask permission in advance to work on weekends. I'm so overworked and stressed out I work like every weekend and now she wants me to ask her permission for the privilege of working on my day off. Guess who's never working a weekend for this company again. 2) The emails that just contain a list of tasks, right? Was 1 month, now 3 months, etc. She also changed the rules so that I have to provide a count of all the claims I processed across multiple platforms. And well---she just doesn't understand how I processed X number of claims and it took this long. In fact, she said, she counts 8 hours reported on my timecard she can't account for last week.

I lost it. I was openly hostile and belligerent. Fuck this fucking bitch. I cannot work for this vile idiot anymore. I actually used my IRL voice to poke holes in what she was saying and pointing out how fucking stupid it all is. Then she comes at me for not respecting her authority. As a reminder, just minutes before she'd complained about me having no feedback for her.

I left the meeting by refusing offers for additional time with the HR rep. I was in no place. I barely worked the rest of the day I was so upset and I didn't send my email, didn't complete my tasks, and didn't ask her permission to finish it up on the weekend (lol). I don't have another job lined up but this is the last time she's going to question whether I'm just straight up lying on my timecard or some kind of moron. That's it. This is her 100th strike for me.

Now here's why I'm so conflicted. 1) My previous supervisor (now my boss's boss) is going on a leave of absence like THIS WEEK for about a month and a half to treat her cancer. I care about her very much. I don't want to stress her out at the last second like this. 2) My bitch boss is also having a sudden serious health problem requiring her to be at the hospital multiple times a week. 3) On top of that, this stupid fucking cow has to take over my boss's boss's work while she's out for cancer. 4) They are absolutely fucked without me. For me to leave right now is a disaster. Add to that---the one person I manage and have a 100% rock solid relationship straight up told me that she's going to quit at some point and that if I quit she's walking out right behind me. She said this to me unprompted and I discouraged her from quitting. 5) I have a heart. The boss and the boss's boss are both having life problems that are more important than work. I think it's immoral to leave them in the lurch right now. They have serious health problems. As much as I hate my boss, at one point we were friends. My heart is breaking.

So I'm crying in bed. I can't live this way anymore. Toxic work stress has taken over my life. I get so miserable, but then some days it's just a job. It's a job I know how to do. I've been here 6 years. The health insurance is spectacular. I've got nothing lined up. I have adequate savings to get through a couple months of unemployment, but it's no guarantee I'll find a position that suits me in that timeframe. I have all these personal relationships at work (a mistake I will not repeat). I've let this job become part of my identity. I'm getting older. I'm 37 and I'm tired and I'm crazy and I just want peace. This position is fully remote---what if the next guy makes me work in person? My whole life will change. I just want this job to work like it has been for the 5 years before she took over. I'm so sad. I've felt this way so many times.

I want to quit first thing Monday. But I want to offer them the option of staying on until good boss gets back from cancer leave, so long as I don't have to work with illiterate cunt boss any more than is absolutely critical in the meantime. What do you think guys? My heart is breaking.

[pintadorartist]

Bill H.R. 9495 Update

Democrat Representative Schneider of Illinois has added a provision that: " Adds an exception for humanitarian aid provided with OFAC (Office of Foreign Asset Control) approval to ensure legitimate organizations providing aid are not wrongfully designated as a terrorist supporting organization."

This is not good enough; it's still too broad and would still allow the Government to remove the non-profit status of any non-profit organization considered "terrorist supporting" just because they aren't approved by OFAC.

I ask that you all continue flooding the Phones and Emails of your representatives, telling them to vote against HR 9495 and bills like it.

Here's the FFTF link, it will cycle you through a list of phone numbers:

Here's where you can find your Representative:

Fax them too as well:

If you have a Dem Rep here's a good script for email and calling:

"I am calling to urge my representative to vote no on H.R. 9495 . This is a dangerous bill would give the Trump administration unilateral power to label any non-profit as terrorist supporting and shut it down without due process. I am calling on my representative to defend civil rights organizations and oppose this bill. Thank you.”

If your Rep is one of the Dems that voted "Yes" on this, tell them this is their chance to stop this bill and not give Trump more powers. Tell them you'll vote for them in the next election if they vote "no" on this bill.

If your Rep is Republican, tell them that this bill would also affect the Salvation Army as it is nonprofit.

If your Rep previously voted "No" on this bill,encourage them to keep their stand and stick to their "No",and thank them for this.

[anonsally]

Shitty week at work

Boring chronicle below. I just needed to rant.

My week started off badly.

So, in early autumn of 2023, I'd applied for a promotion (which I was required to do), to be effective July 2024. In my job title, the promotion case is extremely similar to a professor applying for a promotion from Associate Professor to Full Professor. In particular, in addition to my CV, list of publications, and self-statement, external letters need to be solicited from objective scientists (at ranks equivalent to full professor) assessing my work. Five letters are required, at least half of which need to be from people on a list provided by the department/my supervisor; the rest can be from a list I provided but cannot include former collaborators or mentors.

I had initially provided 7 names; these were a mix of people I was slightly acquainted with and people I was not acquainted with at all. Unfortunately, only one of them agreed to write the letter (not surprising; several of the others were in leadership roles and probably didn't have time for this). Two declined and four didn't even bother to respond to the emails HR sent soliciting the letters.

So, in November 2023, HR asked me for more names. At this point, having pretty much exhausted the senior scientists I knew who were in a position to assess my work, I started searching the internet for full professors who work in my field. I provided 6 more names, 4 of whom were total strangers I'd never even heard of before I started searching, and one of whom I don't think I've met but he had collaborated with my supervisor. (My supervisor was also asked for more names.)

At some point several months later, I was informed that I had been told the wrong review period, so that my self-statement didn't include everything it should've. Argh. So there had already been a snafu with this process. But they promised that this would not affect my review.

The department made several hires last year, so my promotion case was a lower priority; the letter from the Dean's office in support of my promotion was finally provided about 4 months late. HR then sent the whole file to the central campus academic personnel office (APO), which is known to have a backlog, in August 2024. (The promotion, if it is ever approved, will be retroactive to July 2024.)

On Monday, I was told that APO had discovered that the case was submitted incorrectly: not enough of the external letters were from people on the department list (i.e., too many were from my list). They had received 7 letters (2 more than the required 5), but at least half must be from the department list. I don't know whether this means they got 4 from my list and 3 from the department list (in which case HR should've just dropped one of the ones from my list! If this is what happened, then I am being penalised for having too many recommendation letters, which is absurd.), or if it was even worse than that... But the upshot is, they have now asked my supervisor for more names. Which means that some important professors are going to be asked to write a letter of recommendation for someone they don't know. In December. I venture to predict that it will not be easy to find someone to do this.

Basically, if I ever get this promotion, it's going to be at least a year late. Like... they are soliciting letters over a month after when they would have solicited them for a promotion to be effective in July 2025, and I was supposed to get my promotion in July 2024. I am furious, too, because I did nothing wrong, this was a bureaucratic snafu (that should've been caught about a year ago), and yet there's a substantial amount of money I have earned that I have to wait several more months for.

So that's how my week started.

The week also ended badly. On Friday, the TA for the class I've been teaching asynchronously this semester said that he suspected academic misconduct. After reviewing the evidence, it looks like 3 of our students cheated... poorly... on an optional quiz (!)... and then two of them lied, unconvincingly, about it. So.

I hate everything.

[mariacallous]

Engineers for Elon Musk’s so-called Department of Government Efficiency, or DOGE, are working on new software that could assist mass firings of federal workers across government, sources tell WIRED.

The software, called AutoRIF, which stands for Automated Reduction in Force, was first developed by the Department of Defense more than two decades ago. Since then, it’s been updated several times and used by a variety of agencies to expedite reductions in workforce. Screenshots of internal databases reviewed by WIRED show that DOGE operatives have accessed AutoRIF and appear to be editing its code. There is a repository in the Office of Personnel Management’s (OPM) enterprise GitHub system titled “autorif” in a space created specifically for the director’s office—where Musk associates have taken charge—soon after Trump took office. Changes were made as recently as this weekend.

So far, federal agency firings have been conducted manually, with HR officials combing through employee registries and lists provided by managers, sources tell WIRED. Probationary employees—those who were recently hired, promoted, or otherwise changed roles—have been targeted first, as they lack certain civil service protections that would make them harder to fire. Thousands of workers have been terminated over the last few weeks across multiple agencies. With new software and the use of AI, some government employees fear that large-scale terminations could roll out even more quickly.

While DOGE could use AutoRIF as the DOD built it, multiple OPM sources speculated that the Musk-affiliated engineers could be building their own software on top of, or using code from, AutoRIF. In screenshots viewed by WIRED, Riccardo Biasini, a former engineer at Tesla and a director at The Boring Company, has seemingly been tasked with pruning AutoRIF on GitHub, with his name attached to the repository. “Remove obsolete versions of autorif,” one file description authored by a user with Biasini’s username on GitHub says.

Biasini has also been listed as the main point of contact for the government-wide email system created by the Trump administration from within OPM to solicit resignation emails from federal workers.

OPM did not immediately respond to requests for comment from WIRED.

In order to conduct RIFs, government HR officials are required to create lists ranking employees who may be subject to firings. AutoRIF does that automatically, a former government HR official tells WIRED. “However, even with the use of any automated system, the OPM guidance says all data has to be confirmed manually and that employees (or their representative) are allowed to examine the registers.” It’s not immediately clear if AutoRIF’s capabilities have been altered either by the Defense Department or DOGE.

The revelation that DOGE is working on AutoRIF comes as it seemingly prepares for its second major round of firings. On Saturday evening, government workers received yet another email purportedly from OPM demanding that they reply detailing what they accomplished in the last week. Some agencies, like the FBI, asked that employees not respond to the message. In a meeting with HR officials on Monday, OPM told agencies they could ignore the email.

In these emails, government workers were asked to lay out five bullet points explaining their top work achievements of the last week. On Monday, NBC News reported that this information would be fed into an unspecified large language model that would assess whether an employee was necessary.

Before the first round of probationary firings, Centers for Disease Control managers were tasked with marking workers they deemed as “mission critical” and then sending a list of them up the chain of command ahead of firings, a CDC source tells WIRED.

“CDC went through a very, very deliberate effort to characterize our probationary employees as mission critical or not, and that way we could keep those that would have real impacts to the mission should they get terminated,” they say. “None of that was taken into account. They just sent us a list and said, ‘Terminate these employees effective immediately.’”

[altschmerzes]

augh. the fuckening continues. Some More Stuff has gone down with my shitty shitty dad. yes. the one that died. It Continues To Go Down, Some Fucking How.

if you saw me talk about this somewhere else already sorry lmao. i don't even know why i'm like. i know there are people who i want to know things about how my life is going and who are invested in how i'm doing who follow me here and wouldn't have seen this elsewhere so it's like. sort of a bulletin and also i'm still just. it's circling around in my head kind of inescapably so. here's this. sorry for the continued oversharing re: The Fuckening, hopefully this'll be the last of it but apparently there is no way to remotely guarantee that he will stop pulling shit like this despite literally no longer being alive.

theres been a whole Thing where my dad had a life insurance policy through his work and the people from his job contacted our family and said that my sister and i were listed as the beneficiaries on the policy and so they needed the death certificate and our information to get that taken care of. i have been the one primarily in contact with the lady handling it, we emailed and talked on the phone a few times. and then recently my sister got something in the mail from the insurance people and i didn’t and we wondered if it was a problem with my address being canadian or my name change and so i called the insurance company today to get that sorted. according to them, based on the information provided by his work, I Am Not A Beneficiary. it’s just my sister, im listed as a contingency in case something happened to them before him or whatever i guess. so now there’s. that. going on. which, like. it makes sense, my sister is the one he had a relationship with and that’s a choice i made and it’s not like im owed anything but it’s still like. once again my sister is everyone’s favourite and im Nobody to my family unless they’re directly reminded i exist. except that like. he did remember i existed. he deliberately and specifically listed me as the backup and it was like- i felt weird about the whole thing already. Really Weird about it but this did not. make me feel Less Weird.

and it's like i just. why couldn’t the HR person from his job have read the fucking form correctly if that’s what it said this whole time. why was i listed as a CONTINGENCY beneficiary in the first place. i knew that man, i knew how his mind worked, i remember how every time i saw him when we WERE speaking he would inevitably bring up my brother and how my brother wouldn’t talk to him and how much that sucked. listing my sister for this policy and then adding me as a Backup Plan was like. this wasn’t about wanting to take care of my sister and just not thinking of me at all. so it’s like all the rest of it and now just. knowing, like knowing this was a choice he made to Punish Me for not being involved in his life. because his focus was never on what he had it was always on what he didn’t and how unfair and horrible it was that he didn’t have it. if he just hadn’t thought about me at all his partner of 11 years would be listed as the contingency if they Needed him to have one, the only reason to have put my name down like that was to Make A Point and to get back at me for walking away from him and it just?

like who does that. i cant get my mind around it. there is literally no reason for my name to have been included the way it was except to make a point and that’s what im upset about, not the inheritance stuff, it’s just. he was a vicious, petty, vindictive person and he got one last shot in to hurt me the only way he could because i wouldn’t talk to him. that letter he sent last year to my grandmothers house, this, he like. he hated me, i think. some part of him was so angry at me that he hated me and wanted to hurt me in any way he could even just by writing my name down like Not You Though, The Other One Is The One I’m Acknowledging As My Child Who I Want To Care For And Protect In The Event Of My Death, But I Need It To Be Clear It’s NOT You on paperwork he probably never thought anyone else would see. how pissed and resentful do you have to be for that to be something you think to do.

just like. was it not enough. was what he did to me when i was a kid not enough. why do things have to KEEP happening. why does he KEEP needing to find ways to hurt me as bad as possible because that is the outcome he wanted. was to hurt me as bad as he could in whatever way he could. just. what the fuck.

yknow in my like. ninth grade english class there was this one super insane day after it was made extremely clear that my teacher had no control over the class and wasn’t gonna try and rectify that where these two kids who hated each other got in this big fight like. mid-class. and the way this fight took place is one of them was shouting across the room and the other was, and this is not a joke, repeatedly changing the name of a wifi hotspot on his phone, as a way of responding to her. this is about that level of petty, immature bullshit. conducting a fight with someone by changing the name of a wifi hotspot. getting back at your bitch of a daughter who won’t talk to you by filling out HR paperwork so that it’s SUPER clear you only meant the other one and NOT this one SO THERE. etc. what a fucking child.

[tiikerikani]

"I feel that it is time for me to pursue another opportunity that is more aligned with my career goals and values"

I’m 100% quitting my job if they require us to use Gen AI

They did, so I quit. I gave my one months' notice today and will start New Job near the end of next month. Of course I have to credit random Recruiter Guy for showing up in my life at exactly the right time; I wouldn't have left without an exit plan.

I try to be a principled person and there aren't always opportunities to safely stay true to those principles.

-----

When Recruiter Guy messaged me on LI last month, I was intrigued that it actually seemed like he'd read my profile (unlike the spammy messages I usually get). I've never worked with a recruiter before, so it was interesting having a sort of agent pitching you to the company and liaising with them instead of having to be persuasive and do all the arrangements on your own.

Since the technical writer role is a new position in this company, I figured that it would mean they would be open to ideas on how to do things and wouldn't be forcing me to use AI things.

When Recruiter Guy asked for my salary expectations, I gave him a number in the middle of the range that was in the job description. The entire salary range is a significant increase over what I'm earning now[1], so I had literally nothing to lose and everything to gain trying for this. He said he'd ask for a bit more than my figure. (And that's what I'll be getting.)

The role would be a massive step up in responsibility for me and I know it's going to be a challenge; as the in-house writer I'd be responsible for maintaining the entire documentation library[2]. In-house writer is actually the role that many technical writers aspire to. You get to work closely with and really know the products you write about, and you can give feedback during the product development process.

I would have asked about it anyway, but the interviewer wanted my thoughts about using AI, and I said something along the lines of "I know people who do, but I do not because I trust my writing skills and good writing that gets taken seriously needs to have a touch that only a human writer can provide." She agreed that AI text sounds really obviously fake, so I took this as a good sign.

There was a small sample task that I had to do on my own time (given a list of specs, write a brief product description). Not a huge fan of copywriting but a product description is still very factual and not usually trying to sell stuff to people who don't want it. I returned the assignment along with a thank you note for the interview.

The interviewer wanted to speak with one of my references, so I directed her to talk to my master's thesis supervisor. He made such a good impression that she wanted to read my thesis (which IS, in the end, the only formal writing sample I can provide because I can't divulge who I've done work for) and had Recruiter Guy set up a chat for me with their HR person. Whom I spoke to on Good Friday because it wasn't a public holiday in their country and I didn't have big plans for the Easter weekend anyway and I just really wanted to move the process forward as quickly as possible. They were also extremely impressed and went back to Recruiter Guy right away, who then called me that afternoon. I'm sure he would not have done this if he wasn't optimistic about my application since he was very well aware that it was a public holiday for me.

So yeah, I got the offer email just as I was about to leave for the concert last Thursday, and I wrote back immediately to accept it. Recruiter Guy called me as I was getting out of the metro and I really hate talking on the phone in public, but THIS WAS IMPORTANT ENOUGH for an exception. We discussed the start date and agreed that I could have a gap week in between to just...catch my breath and rest a bit.

New Job is a hybrid workplace and they expect people to come to the office at least a couple of times a week, so I hope some social life and networking can actually happen??? Their products include hardware devices so it also makes sense that I need to physically be there to examine the things to document them properly.

__________

[1] With the amount of experience I have now, with a job that requires a university degree and specialized language skills, and living in the Helsinki area, I should NOT be earning BELOW the national median wage (across all industries)!!!

[2] A recurring theme in my art and what I try to do with it is wanting to be seen, so it would mean a lot to me to be able to point to my work and say "I did this," rather than writing anonymously as a contractor.

[saadiq12]

HRMS System: 7 Powerful Ways It Can Transform Your Business Operations

In today's fast-paced business environment, efficiency and productivity are paramount. One way businesses are achieving these goals is by leveraging Human Resource Management Systems (HRMS). These systems have evolved from simple employee databases to comprehensive tools that can revolutionize how businesses operate. In this blog, we'll explore seven ways an HRMS system can transform your business operations.

1. Streamlined Recruitment Process

Recruiting top talent is a critical function of any HR department. An HRMS system can significantly streamline the recruitment process by automating many of the tasks involved. From posting job ads to tracking applications and scheduling interviews, an HRMS can handle it all.

Automation of Administrative Tasks

HRMS systems can automate repetitive administrative tasks, freeing up HR professionals to focus on more strategic activities. For example, an HRMS can automatically screen resumes based on predefined criteria, schedule interviews, and send out automated emails to candidates.

Enhanced Candidate Experience

A streamlined recruitment process not only benefits HR but also improves the candidate experience. An HRMS system provides a seamless application process, timely communication, and easy access to information, enhancing the overall candidate experience.

Data-Driven Decision Making

HRMS systems provide detailed analytics and reporting capabilities that can help HR professionals make data-driven decisions. For example, an HRMS can track the source of the most successful hires, helping HR to focus their recruitment efforts on the most effective channels.

2. Improved Employee Onboarding

Employee onboarding is a crucial step in the employee lifecycle. A well-structured onboarding process can lead to higher employee satisfaction and retention rates. An HRMS system can revolutionize the onboarding process by automating and streamlining it.

Personalized Onboarding Plans

An HRMS system can create personalized onboarding plans for new hires, ensuring that they receive the training and resources they need to succeed in their roles. This can include automated workflows, task lists, and access to relevant documents and training materials.

Seamless Integration

An HRMS system can integrate with other systems used by the company, such as payroll and benefits administration, ensuring that new hires are set up in all necessary systems from day one. This reduces the administrative burden on HR and ensures a smooth onboarding process.

Ongoing Support

An HRMS system can provide ongoing support to new hires through self-service portals and access to training materials. This helps new employees quickly get up to speed and feel supported as they transition into their new roles.

3. Enhanced Employee Engagement

Employee engagement is a key driver of productivity and retention. An HRMS system can help improve employee engagement in several ways.

Performance Management

An HRMS system can provide tools for continuous performance management, including goal setting, performance reviews, and feedback. This helps employees stay aligned with company objectives and receive regular feedback on their performance.

Employee Recognition

An HRMS system can include employee recognition programs, allowing employees to recognize and reward their peers for their contributions. This can boost morale and create a positive work environment.

Employee Surveys

An HRMS system can facilitate regular employee surveys to gather feedback on various aspects of the workplace. This feedback can be used to identify areas for improvement and take action to address employee concerns.

4. Efficient Payroll and Benefits Administration

Payroll and benefits administration can be time-consuming and complex. An HRMS system can streamline these processes and ensure accuracy and compliance.

Automated Payroll Processing

An HRMS system can automate payroll processing, ensuring that employees are paid accurately and on time. This includes calculating wages, taxes, and deductions, and generating pay stubs.

Benefits Administration

An HRMS system can simplify benefits administration by providing a self-service portal where employees can enroll in and manage their benefits. This reduces the administrative burden on HR and ensures that employees have easy access to their benefits information.

Compliance

An HRMS system can help ensure compliance with various labor laws and regulations by automating compliance-related tasks and providing regular updates on changes in legislation. This reduces the risk of non-compliance and associated penalties.

5. Data Management and Analytics

Data is a valuable asset for any business. An HRMS system can help manage and analyze HR data to provide valuable insights.

Centralized Data Management

An HRMS system provides a centralized repository for all HR data, making it easy to access and manage. This includes employee records, payroll information, benefits data, and more.

Advanced Analytics

An HRMS system can provide advanced analytics capabilities, allowing HR professionals to analyze data and identify trends. For example, an HRMS can track employee turnover rates, identify the causes of turnover, and develop strategies to improve retention.

Data Security

An HRMS system ensures the security and confidentiality of HR data by implementing robust security measures. This includes data encryption, access controls, and regular security audits.

6. Regulatory Compliance

Compliance with labor laws and regulations is a critical aspect of HR management. An HRMS system can help ensure compliance and reduce the risk of non-compliance.

Automated Compliance Reporting

An HRMS system can automate compliance reporting, ensuring that all necessary reports are generated accurately and on time. This includes reports related to payroll, benefits, and employee records.

Regular Updates

An HRMS system provides regular updates on changes in labor laws and regulations, ensuring that HR professionals are always informed about the latest requirements. This helps to ensure that the company remains compliant with all relevant laws and regulations.

Audit Trails

An HRMS system provides audit trails for all HR activities, making it easy to track and verify compliance-related tasks. This can be especially useful during audits or investigations.

7. Scalability and Flexibility

As businesses grow and evolve, their HR needs change. An HRMS system can provide the scalability and flexibility needed to support this growth.

Scalable Solutions

An HRMS system can scale to accommodate the growing needs of a business. This includes adding new users, expanding functionality, and integrating with other systems.

Customizable Workflows

An HRMS system can provide customizable workflows to meet the unique needs of the business. This includes creating custom workflows for recruitment, onboarding, performance management, and more.

Adaptability

An HRMS system can adapt to changes in the business environment, such as changes in labor laws or shifts in business strategy. This ensures that the HRMS system remains relevant and effective over time.

Conclusion

Implementing an HRMS system can revolutionize your business operations by streamlining processes, improving efficiency, and providing valuable insights. From recruitment and onboarding to payroll and compliance, an HRMS system can transform how your business manages its human resources. By leveraging the power of an HRMS system, businesses can create a more productive, engaged, and compliant workforce, driving long-term success.

[xxxjarchiexxx]

"A Google employee protesting the tech giant’s business with the Israeli government was questioned by Google’s human resources department over allegations that he endorsed terrorism, The Intercept has learned. The employee said he was the only Muslim and Middle Easterner who circulated the letter and also the only one who was confronted by HR about it.

The employee was objecting to Project Nimbus, Google’s controversial $1.2 billion contract with the Israeli government and its military to provide state-of-the-art cloud computing and machine learning tools.

Since its announcement two years ago, Project Nimbus has drawn widespread criticism both inside and outside Google, spurring employee-led protests and warnings from human rights groups and surveillance experts that it could bolster state repression of Palestinians.

Mohammad Khatami, a Google software engineer, sent an email to two internal listservs on October 18 saying Project Nimbus was implicated in human rights abuses against Palestinians — abuses that fit a 75-year pattern that had brought the conflict to the October 7 Hamas massacre of some 1,200 Israelis, mostly civilians. The letter, distributed internally by anti-Nimbus Google workers through company email lists, went on to say that Google could become “complicit in what history will remember as a genocide.”

“Strangely enough, I was the only one of us who was sent to HR over people saying I was supporting terrorism or justifying terrorism.”

Twelve days later, Google HR told Khatami they were scheduling a meeting with him, during which he says he was questioned about whether the letter was “justifying the terrorism on October 7th.”

In an interview, Khatami told The Intercept he was not only disturbed by what he considers an attempt by Google to stifle dissent on Nimbus, but also believes he was left feeling singled out because of his religion and ethnicity. The letter was drafted and internally circulated by a group of anti-Nimbus Google employees, but none of them other than Khatami were called by HR, according to Khatami and Josh Marxen, another anti-Nimbus organizer at Google who helped spread the letter. Though he declined to comment on the outcome of the HR meeting, Khatami said it left him shaken.

“It was very emotionally taxing,” Khatami said. “I was crying by the end of it.”

“I’m the only Muslim or Middle Eastern organizer who sent out that email,” he told The Intercept. “Strangely enough, I was the only one of us who was sent to HR over people saying I was supporting terrorism or justifying terrorism.”

The Intercept reviewed a virtually identical email sent by Marxen, also on October 18. Though there are a few small changes — Marxen’s email refers to “a seige [sic] upon all of Gaza” whereas Khamati’s cites “the complete destitution of Gaza” — both contain verbatim language connecting the October 7 attack to Israel’s past treatment of Palestinians.

Google spokesperson Courtenay Mencini told The Intercept, “We follow up on every concern raised, and in this case, dozens of employees reported this individual’s email – not the sharing of the petition itself – for including language that did not follow our workplace policies.” Mencini declined to say which workplace policies Khatami’s email allegedly violated, whether other organizers had gotten HR calls, or if any other company personnel had been approached by Employee Relations for comments made about the war.

The incident comes just one year after former Google employee Ariel Koren said the company attempted to force her to relocate to Brazil in retaliation for her early anti-Nimbus organizing. Koren later quit in protest and remains active in advocating against the contract. Project Nimbus, despite the dissent, remains in place, in part because of contractual terms put in place by Israel forbidding Google from cutting off service in response to political pressure or boycott campaigns."

[buckybarnesevents]

It's!!! Finally!!! Upon us!!!

Claims are happening at 6:30PM EST. If you're unsure what time that is for you, here is a time converter. You can also see the end of our Rules FAQs for an overview.

Please make sure we're on your safe senders list! Emails have gone out with the next steps.

Missed claims/submissions but still want to participate? We have our LATE SIGN UPS open! This is for pinch hitters and support roles.

Pinch Hitter: you are essentially an “on-call” writer or artist (you will select). By selecting this role, you agree to be included in future emails throughout the event if a fic or art piece needs to be claimed due to unforeseen circumstances

Beta & Support: you would like to specifically offer beta-reading services, cheerleading, brainstorming, characterization help or sensitivity reading. Please provide what you are willing to provide from this list, or anything else we have missed.

Your Mods,

HR (@buckyismybicycle) & Kam (@mxaether)

[ablyworks]

Revolutionize Your Hiring Process with a Powerful Applicant Tracking System

Recruiting top talent is no longer just about posting jobs and waiting. In today’s competitive job market, companies need smart tools to attract, engage, and hire the best candidates efficiently. That’s where a modern applicant tracking system (ATS) becomes essential.

What Is an Applicant Tracking System?

An applicant tracking system is a digital platform that helps HR teams and recruiters streamline the hiring process from start to finish. It allows organizations to manage job postings, filter and track applicants, schedule interviews, and communicate with candidates—all in one centralized dashboard.

Unlike outdated methods like spreadsheets or email chains, ATS software automates repetitive tasks and organizes applicant data, making recruitment more efficient and less stressful.

Why ATS Software Is a Game-Changer

Here’s why thousands of businesses are making the switch to smart applicant tracking software:

1. Simplifies Recruitment Workflow

A well-designed ATS applicant tracking system helps manage everything from job listings to onboarding. With automated resume parsing, application tracking, and status updates, your team can focus on making quality hires rather than handling paperwork.

2. Improves Candidate Quality

An ATS helps identify the best candidates by filtering resumes based on predefined criteria such as experience, skills, and keywords. This reduces bias and ensures a fair, merit-based shortlisting process.

3. Enhances Team Collaboration

Hiring managers and recruiters can leave notes, share feedback, and score candidates collaboratively. A centralized system improves communication and speeds up decision-making.

4. Provides Actionable Insights

With built-in analytics, applicant tracking software can show you which job boards work best, how long it takes to hire, and where candidates drop off—so you can continuously improve your hiring process.

Choosing the Right Applicant Tracking System Software Provider

When looking for an applicant tracking system software provider, it’s important to consider features, scalability, support, and ease of integration with other tools like email platforms and HR software.

Look for a provider that offers:

User-friendly interface

Customizable workflows

Job board integrations

Automated communication

Data privacy and compliance

Why Ableqworks Is a Top Choice

As a trusted applicant tracking system software provider, Ablyworks delivers a powerful, intuitive, and scalable ATS software solution for modern hiring teams.

Whether you’re managing a small team or hiring across departments, Ableqworks offers everything you need to:

Streamline your hiring workflow

Find better candidates, faster

Improve communication and collaboration

Make data-informed hiring decisions

Deliver an exceptional candidate experience

With the Ablyworks ATS applicant tracking system, companies reduce hiring time, increase productivity, and elevate the quality of their talent pipeline.

Final Thoughts

Recruitment is evolving—and so should your hiring tools. A modern applicant tracking system isn’t just a tool; it’s a strategic advantage. With the right ATS software and a trusted applicant tracking system software provider like Ablyworks, you can stay ahead of the competition and build a stronger team.

Ready to transform your recruitment process? Try Ablyworks' intelligent applicant tracking software today and experience smarter hiring from day one.

[guildhallagency]

The Ultimate Guide on How to Get a Job in Dubai in 2025

If you're curious about how to get a job in Dubai, you're not alone.Dubai is still one of the most attractive places in the world for professionals, providing tax -free wages, global career exposure and unmatched lifestyle benefits. In 2025, with a boom in industries and increasing competition, it is more important to follow a clear, proven job search strategy.

Why choose Dubai for your career in 2025?

Dubai's labor market is expanded, the government -hilled innovation, Expo is run by the Legacy Projects and Vision 2030 Initiative. These are the sectors that are in high demand include:

Technology and AI

Renewable Energy and Sustainability

Finance and FinTech

Healthcare and Pharmaceuticals

Construction and Real Estate

The city also offers high salaries, zero income tax and a multicultural, English -speaking environment.

Step by step guide to getting a job in Dubai

Step 1: Understand the Dubai Job Market

Before applying, research the industries with the highest hiring demand. In 2025, employers are seeking:

Data analysts and software engineers

Marketing and sales professionals

Project managers and engineers

Healthcare specialists and nurses

Green energy consultants

Understanding the job landscape helps you tailor your application to local employer needs.

Step 2: Create a Dubai-Ready CV

To improve your chances of landing interviews:

Keep your CV 1–2 pages long

Include a professional photo (nice to have but mandatory in the UAE)

List your experience, achievements, and skills clearly

Add UAE-friendly sections like visa status and nationality

Include LinkedIn profile link

Tailor your CV for every role, using keywords from the job posting.

Step 3: Use the Right Job Portals

The Best Online Platforms to Apply for Jobs in Dubai:

LinkedIn (with "Open to Work" enabled)

Bayt

Naukrigulf

GulfTalent

Monster Gulf

Ensure that your profile is finished and current. Make a practice of applying every day and checking email for messages from recruiters.

Step 4:Participation with best recruitment agency in Dubai

Working with a well -known recruitment can make your job detection more effective. Best recruitment agency in Dubai:

Match your skills with relevant vacancies

Provide feedback on your CV and interviews

Connect you directly to HR decision-makers

Keep your job search confidential if needed

Well-known names include Robert Half, Michael Page, Adecco, Guildhall, and BAC Middle East. Select an agency that corresponds to your experience level and field.

Step 5: Prepare for an interview as a supporter

Whether it’s in person or online, Dubai employers expect you to be confident and well-prepared. To stand out:

Research the company thoroughly

Dress formally, especially for video calls

Practice common questions (e.g. "Why Dubai?" or "What are your salary expectations?")

Speak clearly and stay concise

Be sure to send a thank-you email to demonstrate your professionalism.

Step 6: Sort Out Your Documents

After receiving a job offer, you will need to make the necessary preparations:

Passport with 6+ months validity

Degree certificates (attested if required)

Passport photos (white background)

Experience letters or reference contacts

Updated, signed employment contract

Most companies will process your work visa, but make sure you're aware of legal requirements before relocation.

Bonus Tips to Get Hired Faster in Dubai

Optimize Your LinkedIn

Use keywords like “seeking job in Dubai”

Join Dubai-specific job groups

Post value-based content to increase visibility

Network Strategically

Attend webinars and industry events

Engage with recruiters and professionals on LinkedIn

Ask for informational interviews or referrals

Watch for Scams

A legitimate best recruitment agency in Dubai never asks job seekers for money. Always verify offers and employers.

Final Thoughts

To find out how to get a job in Dubai, it can seem heavy at first - but with the right strategy, clear goals and support from reliable recruitment experts, it is perfectly achieved. Follow these steps, be consistent, and do not hesitate to work with the best recruitment agency in Dubai to provide an advantage in the competitive labor market in 2025.

[sranalytics50]

Top Power BI KPI Dashboards: Metrics That Drive Business Success

Power BI empowers businesses to transform raw data into actionable insights, and Key Performance Indicators (KPIs) are central to this transformation. Whether you're leading a startup, managing an enterprise, or driving decisions as a business analyst, understanding and implementing the right KPIs in Power BI can elevate your strategic performance across departments.

This refreshed guide presents an updated, comprehensive, and highly actionable list of Power BI KPIs for every key business function — designed to help you track what matters most and make real-time decisions with clarity and confidence.

🔍 What Are KPIs in Power BI?

Key Performance Indicators (KPIs) in Power BI are measurable values that reflect how effectively a business or department is achieving key objectives. In Power BI, these KPIs are not only calculated through advanced DAX formulas but also visualized using rich, interactive visuals that provide deep insight at a glance.

🧠 Why KPIs Matter in Power BI Dashboards

Instant clarity on organizational performance

Actionable insights based on real-time data

Alignment between goals and execution

Accountability through visibility

🧭 Essential KPIs by Business Function

We’ve categorized the most impactful KPIs to help you track performance across various departments efficiently.

🛍️ Sales KPIs in Power BI

1. Monthly Revenue

Tracks total revenue generated per month. Helps monitor growth trends and seasonal patterns.

Formula: SUM(Sales[Revenue])

Visualization: Line chart with YoY comparison

2. Sales Target Achievement

Measures actual sales against the target set for the period.

Formula: (Actual Sales / Sales Target) * 100

Power BI Visual: KPI visual with goal and trend indicators

3. Average Deal Size

Indicates the average value of closed deals.

Formula: SUM(Sales[Revenue]) / COUNT(Sales[Deals])

4. Lead Conversion Rate

Tracks the ratio of converted leads to total leads.

Formula: (Number of Leads Converted / Total Leads) * 100

📢 Marketing KPIs in Power BI

1. Customer Acquisition Cost (CAC)

Measures the cost to acquire a new customer.

Formula: Total Marketing Spend / Number of Customers Acquired

2. Return on Marketing Investment (ROMI)

Shows the return generated from marketing activities.

Formula: (Revenue Attributed to Marketing - Marketing Spend) / Marketing Spend * 100

3. Website Traffic Trends

Visualize visits by channel, source, or campaign.

Visualization: Area chart with filters by source (organic, paid, social, etc.)

4. Email Campaign Engagement

Tracks open rate, click-through rate (CTR), and conversion rate.

⚙️ Operations KPIs in Power BI

1. Order Fulfillment Cycle Time

Measures the average time taken from order placement to delivery.

Formula: AVERAGE(Order[Delivery Date] - Order[Order Date])

2. Inventory Turnover Ratio

Shows how many times inventory is sold and replaced over a period.

Formula: Cost of Goods Sold / Average Inventory

3. Downtime Analysis

Analyzes the time during which a machine or system is not operational.

Visualization: Donut chart with reasons for downtime

👥 HR KPIs in Power BI

1. Employee Turnover Rate

Tracks the rate of employees leaving the organization.

Formula: (Employees Left / Average Number of Employees) * 100

2. Time to Hire

Measures the average time taken to fill an open position.

Formula: Average(Days Between Job Posted and Hired Date)

3. Training Completion Rate

Shows the percentage of employees who completed mandatory training.

💼 Finance KPIs in Power BI

1. Net Profit Margin

Indicates how much net income is generated as a percentage of revenue.

Formula: (Net Income / Revenue) * 100

2. Accounts Receivable Turnover

Measures how efficiently a company collects receivables.

Formula: Net Credit Sales / Average Accounts Receivable

3. Operating Expense Ratio

Evaluates operational efficiency.

Formula: (Operating Expenses / Total Revenue) * 100

KPI Visualization Best Practices in Power BI

KPI Visuals: Use the dedicated KPI visual for trend and goal analysis

Conditional Formatting: Highlight metrics based on thresholds

Drill-down Options: Allow deeper investigation behind top-line metrics

Bookmarks & Tooltips: Enable storytelling within reports

Mobile Optimization: Adapt visuals for small screens using responsive design

🔄 Real-Time KPI Monitoring

Leverage Power BI’s integration with Power Automate and streaming datasets for real-time dashboards:

Trigger alerts when thresholds are breached

Refresh dashboards using APIs or DirectQuery

Distribute updates through Teams, Outlook, Slack

✅ KPI Selection Checklist

Before implementing a KPI in Power BI, validate it against the following:

🎯 Is it aligned with strategic business goals?

📏 Is it clearly defined and measurable?

⏱️ Is it updated frequently and timely?

📊 Is it visualized in a digestible format?

🧩 Does it support decision-making and improvement?

📎 Integrating Data for KPI Dashboards

Power BI supports a wide range of data sources for dynamic KPI dashboards:

Microsoft Excel & SharePoint

SQL Server / Azure SQL

Google Analytics, Facebook Ads

Salesforce, HubSpot, Dynamics 365

SAP, Oracle, and other ERP platforms

Data can be pre-processed in Power Query and enhanced using DAX to create precise KPIs.

🎯 Conclusion

Implementing powerful KPIs in Power BI gives businesses an edge in strategic execution and operational awareness. By tracking the right metrics and visualizing them effectively, decision-makers can move from reactive to proactive — turning data into real business value.