#cancel linkedin job posting

[cubicalone]

How to remove promoted job postings from LinkedIn Recruiter.

Hi Everyone, Hope you are doing well, and welcome back to my blog. I hope you are looking for a solution to remove promoted job postings on LinkedIn. In this article, I will discuss deeply to canceling and managing monthly spending limits on the LinkedIn job posting. I will explain the changes you can make on your computer or laptop for a particular job posting on LinkedIn and you can follow the…

[iww-gnv]

Seattle’s Threshold Games, a remote-first independent game developer, has shut down due to “extenuating circumstances.” The announcement was made via Threshold’s LinkedIn page on Feb. 9. The 12-person company was founded in 2019 by Jessica Bean and June Saphry, and billed itself as an “indie, queer-led studio” that made games “that tell diverse stories set in helpful, defiant futures.” It included developers from Riot Games, Warner Bros. Games, and Bellevue, Wash.-based Sucker Punch. GeekWire has reached out to the studio for comment. Threshold’s official X account has posted a thread that lists all the affected employees, in an attempt to get them new jobs as expediently as possible. Threshold was headquartered in Seattle, but had members in Austin, Toronto, New York City, Boston, Los Angeles, and Florida. Producer Astra Ebonwing described the circumstances on her own LinkedIn as a “very sudden and very unexpected turn of events.” Threshold had previously planned to unveil its debut project at some point in March, according to Ebonwing. No details have been released regarding its now-canceled project. Threshold Games is one of several indie game studios that have shut down in 2024, which has come alongside a flood of layoffs at larger companies. Other closures this year include Threaks (Battle Planet), Little Red Dog Games (Rogue State Revolution), and game recruitment agency One Player Mission.

[puncromancer]

personal shit

 but i got laid off last year right before the holidays which is the shittiest time in the world to lay someone off because absolutely nobody hires you at the end of the year because that’d be wild to hire before the new budget and also everyone’s just out for the holidays. My boss was very respectful about it and gave me privacy and like blocked the window to my office with his body so nobody could look and see me crying which was very nice. But the CEO had a stick up his butt about there had always only ever been two IT people before and he felt that having three was a waste of money. Ben the other sysadmin had been with the company (not in IT though another department) for 5 years which left only me on the chopping block. Even though I consistently closed the most tickets and put the most work in. And he said it was nothing about my work and that he’d recommend me to any contact that asked for a sysadmin and he’d be happy to answer any reference calls for me. And honestly a week after new years, i got a very sexy new job making 20k more than i was and doing like 10% of the work? so it worked out very much in my favor but it was a very deeply shameful fact for me that I was unemployed for two months. it felt like i failed my wife and it was awful for my mental health i couldn’t sleep i was straight up hallucinating and had trouble telling what was cooked up by my depression soup brain and what was real. Looking back on it I think I might have schizophrenia or something that emerges due to stress because things were not good during those two months. 

And also the unemployment website said to keep track of all work search activities because they might randomly request a history of your work search activities but to not upload it unless specifically requested. So it was the week of new years and new job postings were still pretty slow so I spent deadass a whole day of 12+ hours making an excel spreadsheet and going back through dice and linkedin and all the other random job applications and documenting every single job I applied for and every interview I went on. There were fucking 500 entries. Not even 2.5 months unemployed and I had 500 work search activities. The minimum to claim unemployment is 3 a week. And I was doing 50 a week (just a cool 17 times more than required) like I was putting the work in on searching for work. It was a major point of pride that I was going so far above and beyond but it also fucked me up that I was putting myself out there so much and not getting any traction. And I remember thinking wow it’d be funny if now that I put all this time into documenting all my work search activities if i would get a job offer because then obviously i wouldn’t claim the unemployment any longer and thus wouldn’t need the list that the work search commission nebulously may or may not ever call for. 

And literally the next day I had an interview go extremely well (all my stories and answers were well honed by the hundred other interviews at this point) and they were in a rush to hire someone by next monday so literally a few hours after the interview they sent me a job offer on like a wednesday and asked if there was anyway to go ahead and do the paperwork and drug test by the end of that week. And I was like well hey i won’t have to interview any more so getting to cancel those freed up my days. So the next day I did all the paperwork online and went in peed in a cup that morning and then had a follow up interview with them that afternoon and they were so impressed that I helped them get this done in their accelerated timeframe that they game me like a $5k raise. I had already signed and submitted the job offer but they voided and sent over one with the increased salary. It’s with an MSP so it’s a company that just does IT for other companies. But it has like the most room for growth possible for someone like me. They have a team of 500k app developers so if i want to start doing that they’ll show me how. But the gig I have right now is a 5 year contract to be the helpdesk guy on site at this union. But we’re outsourcing all the mundane remote helpdesk stuff so I literally just have to do the onsite support but it’s an office of like 20 people. It’s the cushiest gig I’ve ever had. 

First IT job was doing everything for 150 users, then I asked for a raise after 5 years of the same salary and was denied so I moved to that last company and was there for 1 year. It was 250 users that I had to do everything for (that also had a history of ransomware attacks and I overhauled their whole security and then they fucking laid me off that same year wild) but for 10k more. And now it’s 20 people for 20k more. So anyway I’ve been here for a month now. The first couple weeks were really hectic settling in so that’s why I’ve been offline mostly. But incredibly grateful for this opportunity. The whole point of this was to actually say that since I’m working for a union right now the mindsets of my coworkers is such a heelturn than what I’m used to. All my users before have been very entitled old white dudes. So I’m used to having to have them spew random vitriol out of nowhere and having to pretend that their incredibly hurtful words is totally fine. But working for a union is great everyone here is very pro worker. You can leave early if you need to. We were watching a senate hearing and everyone’s rooting for the worker’s rights side and it’s just such a liberating feeling to work somewhere that shares your point of view.

[rustedhearts]

rant. blah.

financial freedom is something i think we take for granted when we have it, but having the ability to just…buy things! like whenever you want! is something i miss and not having makes me feel like? not a person? like i can’t just go get in my car (because it doesn’t work) and drive to the store and buy something i need. i can’t take my car to go get fixed. i can’t decide i want something for dinner and then go buy it. i can’t get myself something small and disposable just to feel a little joy. i can’t replenish things i’ve been slowly running out of since may. i can’t repurchase things that broke. and sure, i never had a lot of money to begin with to just buy whatever, whenever—but i’ve never truly been at such a low point as this one where i can’t even get around and function. i cannot make doctors appointments without making sure i have a ride, so i have to wait and ask my mom which makes me feel like a child again, waiting around for someone else to pick me up, because i don’t have uber money and they’re so expensive to go even 20 minutes away which is where most things are. i’ve had to cancel so many appointments that i *needed* because i 1) have no way there or 2) have no way to pay the copay because my insurance honestly sucks

my physical health is beginning to mimic the mental and i feel so out of my own body and so trapped in it and most of the time even if i *can* go anywhere, i don’t want to because i don’t really want to be seen! and it sucks seeing my friends/classmates get such great jobs and go out on weekends and have a fun summer postgrad and while i’m happy for them, i’m a little bitter! because i haven’t really had a single good day since may. and every linkedin post someone i went to school with makes about their new position at a new company makes me literally want to choke, because i’ve gone on so many interviews, sent so many applications, so many follow up emails and phone calls—only to get ghosted or rejected. and then to be told i’m “interviewing” wrong by the people who are supposed to be supporting me and have no idea what it’s like to go to school for 4 years and not be able to find work?! ooooooh it makes me mad

but then i’m so angry and sad and tired all the time and i really don’t like how it feels in my body and i don’t like how it makes me feel at home, where i’ve been stuck for months, because i begin to resent my own space where i’m supposed to relax but really i also feel guilty and resent that “relaxation” because i worry every time that i sit and breathe and feel a little easy that i’m subconsciously my own problem for not trying harder when really i’ve been trying harder than i ever have in my entire life

[jcmarchi]

Lightforge Games Suffers Significant Layoffs, D&D Inspired Project ORCS Development Paused

New Post has been published on https://thedigitalinsider.com/lightforge-games-suffers-significant-layoffs-dd-inspired-project-orcs-development-paused/

Lightforge Games Suffers Significant Layoffs, D&D Inspired Project ORCS Development Paused

Lightforge Games is indefinitely pausing work on its upcoming RPG Project O.R.C.S. The team has been reduced to a skeleton crew as the few remaining staff members look to determine their next course of action.

In a message posted to the game’s website and social media channels yesterday, Lightforge cites a lack of publisher funding as the reason it no longer has the means to continue work on Project O.R.C.S. To minimize any prolonged struggle, the team decided to immediately pull the plug. 

“We’re making this call now so that we can provide support to our wonderful team of devs: providing them with time to stabilize, working together to help folks as they re-enter the job market, and finding new positions to continue our passion for making games,” says Lightforge in the statement. 

In the coming days, the team will shut down its Discord and social channels. After that, the remaining staff will “determine what a viable path may be for the project and studio.”

[embedded content]

Lightforge was formed in 2020 as a remote-only studio made up of former Blizzard and Epic (mainly Fortnite) developers. According to its LinkedIn page, it hired between 11 and 50 staff members with a goal to “change how the world plays RPGs.”

Project O.R.C.S. was Lightforge’s first project, first revealed only three months ago in February. The ambitious RPG aimed to combine world-building and collaborative storytelling of tabletop role-playing games with traditional co-op gameplay. Players crafted their fantasy world using a built-in game editor and then embarked on quests within it. It was more or less a “build-your-own Dungeons & Dragons”, dice rolls and all, hence why “O.R.C.S.” stood for “Online Roleplaying with Collaborative Storytelling”. With the game all but canceled, it’s unclear if Project O.R.C.S. will ever see the light of day. 

Unfortunately, Lightforge isn’t the only small studio to suffer from the drying well of video game investment funding. Deliver Us Mars developer Keoken Interactive was recently forced to lay off nearly its entire staff for the same reason. The industry has been a wounded state over the past year and a half, with Microsoft shuttering Tango Gameworks and Arkane Austin earlier this week and over 10,000 layoffs occurring this year alone. 

[hiringjournal]

Top 5 Platforms for Finding Ruby on Rails Developers for Hire

As we all know software development is a highly competitive landscape where there are multiple frameworks for web application development. Being reputed for its efficiency and ease of use, there is a proliferating demand for Ruby on Rails developers for hire. 

However, to bring your web application vision to life you need to find the right talent which can be daunting. Attracting the right talent is a challenge for 76% of the managers out of which knowing where to begin the search for potential candidates is half the battle. In this article, we will look at the 5 leading platforms that you can use to streamline your search for a skilled candidate.

Streamlining Your Search for Expert Ruby on Rails Talent

Beyond understanding your needs for a web app development project, knowing exactly where to look for the right talent is the biggest painpoint. With a plethora of options available, knowing which is the right platform to source candidates is the trick. To ease this process, here is a list of the top 5 platforms you can consider to hire top-tier Ruby on Rails developer:

Uplers

Uplers is one of the reputed talent networks with over a decade of experience serving 7,000+ global clients. With a 1M+ professional network, Uplers can get you the top 3.5% of AI-vetted Indian remote talent for the job. At up to 40% cost-savings Uplers matchmakes an ideal candidate profile from across 5+ time zones.

It will streamline remote recruitment with a hassle-free process. Prepare a well-outlined job description for a Ruby on Rails developer for hire and pass it on to Uplers. This one-stop hiring partner will take it from there and get you top-tier talent in less than 48 hours with a 4-step rigorous vetting process. Additionally you can ensure the candidate’s suitability with a 2-weeks risk-free trial and a 30-days talent replacement policy with zero cancellation fees.

GitHub

GitHub is not just limited to being a repository hosting service but is a goldmine for discovering Ruby on Rails skilled talent. By browsing through the list of projects and contributions you can identify developers with the skills and experience that your project demands. Engaging with developers directly on GitHub gives you insight into their coding style and collaborative approach. 

Upwork

Upwork also offers a vast pool of Ruby on Rails developers. This platform connects you with freelancers and agencies depending on your project requirements and recruitment budget. With its robust filtering options, you can easily find candidates that align with your goals. The Upwork review and rating system functions as an extra layer of confidence in choosing the right developer for your project.

Stack Overflow

Stack Overflow is reputed for its community of developers who share knowledge and resolve coding challenges. The careers section allows you to hire a plethora of software developers skilled in distinct programming languages and frameworks. Look for developers who often contribute to Ruby on Rails topics, as it’s often a reflection of their passion and expertise.

LinkedIn

This globally renowned professional networking platform is an incredibly rich source to connect with potential job seekers. You can post your job listing and get in touch with a global pool of Ruby on Rails professionals. With the use of specific search filters, you can reach out to potential candidates directly. Moreover, you can also view recommendations and endorsements to be confident about your the credibility of the chosen candidate profile.

You would be surprised to know that apart from sourcing talent if you choose Uplers it will also assist you with a comparative salary analysis. You can compare the salary of a local hire in your region with that of an Indian remote talent by using the Uplers salary analysis tool for free. This will help you formulate a competitive compensation package to attract and retain top-tier specialists.

Closing Thoughts

Finding the right Ruby on Rails developer for hire requires you to look in the right places and understand the current market trends. By exploring these top platforms and conducting thorough research, you can streamline the hiring process with the right qualified talent to propel your project forward. 

[hammadchauhdary]

Boost Your Talent Acquisition Strategy with the Best Candidate Sourcing Tools

In today’s highly competitive job market, finding and attracting top talent has become a crucial challenge for organizations. To overcome this hurdle, companies are increasingly turning to candidate sourcing tools to enhance their talent acquisition strategies. These tools offer a range of features and functionalities that streamline the process of finding and evaluating potential candidates, ultimately leading to better hiring decisions. In this article, we will explore the importance of an effective talent acquisition strategy and provide an overview of some popular candidate sourcing tools that can help you boost your recruitment efforts.

These tools have lots of helpful features. They can quickly go through the candidate profiles using different built in filters to find important words and give feedback on how good a candidate might be. They even use smart candidate sourcing strategies to guess if someone would be a good fit for the company’s culture. This makes it easier for companies to make smart choices when hiring.

The Importance of an Effective Talent Acquisition Strategy

A strong talent acquisition strategy is vital for organizations to stay ahead in the race for top talent. It involves not only finding and attracting qualified candidates but also engaging and retaining them in the long run. By implementing an effective talent acquisition strategy, companies can ensure a steady pipeline of skilled individuals who align with their organizational goals and values.

Overview of Popular Candidate Sourcing Tools

There are numerous candidate sourcing tools available in the market, each offering unique features and benefits. Let’s look at some of the most popular ones:

LinkedIn: A Professional Networking Platform

LinkedIn is a helpful website where people can make connections for work. You make a profile that talks about your job history and skills. It’s good for finding jobs and talking to companies. Companies also use it to find new workers and show what they do. You can share things and learn new stuff too. LinkedIn is great for meeting people, finding jobs, and learning new things for your job. LinkedIn boasts a membership exceeding 700 million users.

LinkedIn offers recruiters a big group of professionals to find talented people. Recruiters can use filters to find candidates in specific industries, with certain skills and experience. Posting and messaging in real-time make it easier to connect with potential hires, making LinkedIn a useful tool for finding candidates.

LinkedIn Recruiter Lite: Features and Benefits

LinkedIn Recruiter Lite is a powerful tool that enables recruiters to tap into LinkedIn’s extensive network of professionals. It provides advanced search filters that allow recruiters to narrow down their search based on specific criteria such as skills, experience, location, and more. Additionally, LinkedIn Recruiter Lite offers InMail credits, which enable recruiters to directly message potential candidates, even if they are not connected on the platform. This feature is particularly useful for reaching out to passive candidates who may not be actively seeking new opportunities.

Recruiter Lite can be purchased online as a monthly or yearly subscription. It also offers a free 30-day trial. You can cancel your subscription at any time. Free trail requires a credit/debits card.

Indeed

Indeed, is one of the largest job search websites globally and offers a comprehensive suite of tools for both job posting and candidate sourcing. Employers can post job ads, set specific criteria for their ideal candidates, and receive applications directly through the platform. Additionally, Indeed provides advanced search functionality, allowing recruiters to proactively search for qualified candidates based on various parameters. The platform also offers analytics and reporting features that provide valuable insights into the performance of job ads and the effectiveness of different sourcing strategies.

Hireez: Leveraging AI for Efficient Candidate Sourcing

Hireez is a candidate sourcing tool that leverages artificial intelligence (AI) to automate and streamline the recruitment process. It uses machine learning algorithms to analyze job descriptions and match them with suitable candidates from its extensive database. Hireez also offers features such as resume parsing, which extracts relevant information from resumes and automatically populates candidate profiles. With its AI-driven approach, Hireez significantly reduces the time and effort required for candidate sourcing, allowing recruiters to focus on more strategic aspects of the hiring process.

Github: Targeting Tech Talent

For organizations seeking tech talent, Github is an invaluable candidate sourcing tool. Github is a platform where developers collaborate on open-source projects and showcase their coding skills. Recruiters can search for developers based on programming languages, contributions to specific repositories, and other relevant criteria. This enables recruiters to assess candidates’ coding abilities and evaluate their fit for technical roles. Github also provides a platform for recruiters to engage with developers, fostering a community-driven approach to talent acquisition.

Boolean Searches

Boolean searches are like special instructions that recruiters use to find the perfect job candidates. Recruiters can make their searches very specific, finding candidates with the exact skills and experience needed by using Boolean strings. This saves them valuable time by avoiding irrelevant results. With Boolean searches, recruiters can quickly pinpoint the most suitable candidates and connect with them efficiently. This makes the hiring process smoother and more effective, allowing companies to fill their job openings with the right people. Ultimately, Boolean searches help streamline recruitment efforts and lead to better hiring outcomes.

Recruiters with any budget can use these advanced search features to find the right candidates. The simplicity of using Boolean searches also makes them easy to access, which is important for recruiters. It’s like having an essential tool in a recruiter’s toolkit, helping them find the best candidates without any extra cost.

Factors to Consider When Choosing Candidate Sourcing Tools

When selecting candidate sourcing tools for your organization, there are several factors to consider. Firstly, you need to assess the specific needs and goals of your talent acquisition strategy. Are you targeting a specific industry or skill set? Do you require advanced search filters or AI-driven automation? Additionally, it is crucial to evaluate the ease of use and scalability of the tool. Will it integrate seamlessly with your existing systems? Does it offer customization options to align with your branding and messaging? Lastly, consider the cost and return on investment (ROI) of the tool. While some tools may have higher upfront costs, they may provide significant long-term benefits in terms of time saved and quality of hires.

How to Integrate Candidate Sourcing Tools into Your Talent Acquisition Strategy

Integrating candidate sourcing tools into your talent acquisition strategy requires careful planning and implementation. Here are some steps to consider:

Identify your recruitment goals and align them with the capabilities of the candidate sourcing tools. Determine which tools will best help you achieve your objectives.

Train your recruitment team on how to effectively use the selected tools. Provide them with the necessary training and resources to navigate the tool’s features and functionalities.

. Develop a standardized process for using the candidate sourcing tools. Establish clear guidelines for searching, evaluating, and engaging with potential candidates.

Continuously monitor and evaluate the performance of the tools. Use analytics and reporting features to track the effectiveness of different sourcing strategies and make data-driven decisions.

Regularly update and optimize your talent acquisition strategy based on the insights gained from using the candidate sourcing tools. Adapt your approach to ensure you are attracting the right candidates and meeting your recruitment goals.

Best Practices for Maximizing the Effectiveness of Candidate Sourcing Tools

To maximize the effectiveness of candidate sourcing tools, consider implementing the following best practices:

Regularly update and optimize your job descriptions to attract the right candidates. Use relevant keywords and clear, concise language to communicate the role and its requirements effectively.

Leverage social media platforms to expand your reach and engage with potential candidates. Share job postings and company updates to create brand awareness and attract passive candidates.

Use data analytics to identify trends and patterns in candidate sourcing. Analyze the sources that consistently produce high-quality candidates and allocate your resources accordingly.

Foster a positive candidate experience throughout the recruitment process. Ensure timely communication, personalized interactions, and transparency to create a favorable impression of your organization.

Continuously evaluate and improve your candidate sourcing strategies. Stay up to date with industry trends and emerging tools to remain competitive in the talent acquisition landscape.

Conclusion: The Right Candidate Sourcing Tools

In today’s competitive job market, having an effective talent acquisition strategy is crucial for attracting and retaining top talent. By utilizing the right candidate sourcing tools, organizations can streamline their recruitment processes and make data-driven decisions. Whether it’s leveraging LinkedIn Recruiter Lite for targeted messaging or using Hireez’s AI capabilities for automated candidate matching, these tools can significantly enhance your talent acquisition efforts. However, it is important to carefully evaluate the features, scalability, and ROI of each tool to ensure it aligns with your specific needs. By integrating candidate sourcing tools into your talent acquisition strategy and following best practices, you can position your organization for success in attracting and hiring the best candidates.

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[violetsystems]

Went to bed with some severe light sensitivity that's ebbed a bit since I've had coffee. Still kind of been a shitty month over all but I'm glad it's almost over. Some weird movements on the job front including a lot of bogus offers and some strange updates on some other positions I applied for. Some reconnections with some people from my old place of employment on LinkedIn. I hope that helps my narrative a bit since I volunteered for a satellite community center for about a year on the deep west side for at risk urban youth. It wasn't part of my job description but I built out and provided tech support for a lot of urban workshops out there. Once I lwas let go that disappeared. So I think there was a hesitation to reconnect with me in terms of professional networks. Can't tell if there's bot activity flagging stuff I posted on here instead of reblogging it from source. It isn't really my intention to use my Tumblr as anything as a private place to communicate to friends. I get that people make memes and want ownership over things. If Tumblr treated it more like GIPHY where it flagged the original owner instead of making it personal. I reblog things from people sometimes because that's my way of staying in contact. There's blogs on here that explicitly ask in the tags that you don't follow them for whatever reason and that's something I respect. But acting like your content gets seen on my blog when it has absolutely zero notes is understandable. But I'm on a level of shadowban that doesn't even register in the real world. I cast no shadow in the real world. So I just delete the content and move on. I'm not making any money here. But I understand your point. If I don't reblog something from the source it's because I want to stay anonymous. I watched Kamikaze 89 last night on Midnight Pulp. If there's a gifset of a movie I watch and I don't know the source I treat it like reblogging an animated gif from GIPHY. I don't know the person and they aren't a mutual. But if you are stalking me on here for years to try and catch me in some cancel trap on the internet you need to take a number. I know people on here from real life that have turned my activity on here into a protest march. There's people stalking me in the neighborhood because I reblogged a saw gif about cutting off your foot. I thought that was a funny euphemism for having my entire identity destroyed by making footwork music. But somehow that translates into me being insensitive to people with foot injuries. And they arrange for those people to follow me around in the street to prove some point about surveillance I guess. If that's the way we're headed? Just remember people like me come from the darkness. It's nothing new to me. Shadowban country visa is somewhere on my passport. See page 27.

[jake2282]

social media- Jake Ogni

Social media is a way to connect people throughout the world.  Many people use their social media as a way to connect and communicate with people such as friends and family like the apps Facebook, Instagram, Snapchat and much more. “Weather a word-of-mouth forum including blogs, discussion boards, chat rooms, consumer-to-consumer e-mail, consumer product or service rating websites and forums, Internet discussion boards and forums these are all examples of ways social media can be used to” (Freberg, Karen. Social Media for Strategic Communication. Available from: Yuzu Reader, (2nd Edition). SAGE Publications, Inc. (US), 2021). Many people say social media allows people like celebrities, influencers, or regular people to create their own content to share with others in the online community which is why it is so popular in today's age. 

I'd like to think of myself as a Wanna-Be social media influencer. I think that just because I have TikTok’s that have a lot of views means I am famous. When in reality I get like 20 views on my TikTok then delete after 5 minutes. For me, id categorize myself as a few things while using social media such as a stalker, researcher, detective, listener, or troller. I use my social media accounts whether TikTok, Instagram, Facebook or even safari to find anything out! Need to find out information? Ask me! Weather its finding out someone's Facebook or any of their social media usernames, their full name, their job and how much they make ill find out for you! I also like to listen to stuff like following along with all my favorite celebrities. Such as following their life like what they do in a day in their life or the drama that’s going on behind the scenes. 

I would say my biggest strength in understanding social media is how to use it and following the newest and hottesst trends currently out there. Since I'm young and was born in the same generation where social media was just starting to get big, and technology was growing I also grew with it so I was able to understand early on unlike people who are older who may have a tough time figuring how to use and navigate their accounts. Same things go with the trends too. Since I'm always on my phone I know what is in and what is out older people might not get the trends unless it's something from their time that’s trending again. My challenge when it comes to social media is not thinking before I comment or post anything because everything stays on the internet even once deleted. I have no filter so I need to think twice before I say anything since people can twist your words. Especially when it comes to politics no matter what party you support. If I get famous one day (which I hope soon) people who will hate on you and try and cancel you will find something from your past weather, you still act or think just like you did when you were younger, they will use the information against you. Which is why I try and always think twice before I put something out in the universe. 

What I would like to learn from this course is how to grow my social media. And learn skills that will help me one day such as using LinkedIn. How to use it and how to make it appeal to others and make them want to click mine and learn more about me and what I do. I'd also like to learn how to make content or using communication skills just in case I choose a path like being in the pr jobs and working for brands whether working for their social media team or making content for them. 

[ceiling-karasu]

You ever just see some drama about to unfold that will probably affect you?

I work in the travel field because I don’t have enough references to get a permanent position in my niche of a field. I keep finding nice people who are retiring and can’t be used, and that’s a whole other can of worms.

This new place only wants references from the past TWO years instead of further back like the others, which cuts out almost everyone reliable. And I really want this position.

After I sign the contract, the next day I see an ad for my old supervisors job on Indeed. I was laid off there when they downsized. He occasionally drops into my Facebook DMs (won’t talk to me anywhere else) to complain about how he hates the job because he’s so overworked and wants to leave. So, naturally, I ask him if he is leaving or if they are finally getting him some help in the lab.

Turns out he is on medical leave for the next few weeks, starting the day before the ad was posted. He had NO idea about the ad. And we have no idea if he’s getting some help in the lab or if they are going to fire him when he gets back, which is completely on brand for that place.

He was not supposed to know about the ad.

I’m now worried that my contract might get cancelled because the supervisor is so upset he doesn’t want ME to continue in the field and won’t give a reference, and the doctor I worked for may be upset that I told the supervisor about the Indeed ad, but might also not give a reference in order to deliberately sabotage me to try and force me to work with him again. Which is also on brand with the place.

On LinkedIn there are supposedly important people who complain about young people not sticking to one job. I really should have left after a year or working at my place like other people suggested. This is what happens if you stick with one workplace I guess.

[rickztalk]

'I have work permit': Amazon cancels job offer after Bengaluru techie reaches Canada

‘I have work permit’: Amazon cancels job offer after Bengaluru techie reaches Canada

Tech and e-commerce giant Amazon has delayed the onboarding of hundreds of new recruits across the world by over six months. The company has also rescinded some offers, Business Today has learned. An Indian engineer, Arush Nagpal, claims that Amazon rescinded his job offer after he moved to Vancouver from Bengaluru. In a LinkedIn post, Nagpal wrote, “ I decided to move to Vancouver to join…

[phantomtutor]

Resumés and cover letters are 2 ways writing is used in the professional world. These documents are often a potential employee’s introduction to a prospective employer and can be key in career advancement. For this assignment, you will identify an employment opportunity you are interested in. This might be a job you are currently considering or a job you hope to obtain in the future. You will create both a cover letter responding to your desired job opportunity and a reflection about the process you used to gather information about that job and the company.  This assignment shows how effectively you are able to construct a piece of writing appropriate for a career- or discipline-specific situation. Locate a job opportunity that interests you.   Research key information about your chosen job opportunity and the company (e.g., mission statement, hiring manager, past accomplishments, etc.). You may find this information by visiting the company’s website and searching social networking sites (e.g., LinkedIn®) or job boards.  Before you complete your cover letter, consider these questions:   What duties might this position require?  What education or experience is expected of applicants?  What is the company’s reputation, goal, or mission? How would hiring you help the company achieve that goal or mission?  What salary might you expect? Is it comparable to the same position within other companies?  Is there a possibility to grow or advance within this organization? Before you complete your letter, consider these questions about your unique qualifications and work history: What makes you an effective employee and person that others want to work with?  What qualities, habits, and career skills make you a good candidate for this position?  How might your cover letter reflect any of the following traits: curiosity, openness, engagement, creativity, or metacognition (self-awareness)? Complete a minimum 350-word cover letter for your identified job opportunity that incorporates the suggestions, format, and tone from the Cover Letter Guide you reviewed at the beginning of this assignment.  When your cover letter is complete, use 1 of the following methods to create space at the end of your cover letter: Insert a page break at the end of your cover letter. Use the keyboard’s enter/return button to create several spaces at the end of your cover letter. Complete a reflection addressing the following questions in at least 1 sentence each: What was your research process? What did you find and how did you find it?  How did you determine the credibility of your sources?  How did your research influence the cover letter? When you looked at websites, job postings, and other resources related to this career field, what did you notice about how people in this profession communicate? Were any words, ideas, or phrases prominent?  To whom did you address your letter? Why did you select this person?  What are some examples from your letter that demonstrate a respectful and professional tone? ORDER THIS PAPER NOW. 100% CUSTOM PAPER CategoriesNursing homework help Leave a Reply Cancel replyYour email address will not be published. Required fields are marked *Comment * Name * Email * Website Save my name, email, and website in this browser for the next time I comment. Post navigation Previous PostPrevious Writing a training plan for my staff for a 5yr old transgenderNext PostNext write a response to the following post. I believe that what goes on in another p

[radjust]

Id superego and ego

Just kidding, I’m white!” The fallout was as swift and punishing as you might imagine with this kind of exercise in ‘social Id.’ And there isn’t room in this piece to discuss how our current President utilizes his primal need to use the social platform.įacebook addressed the societal impact it has in a blog post late last year. The talk featured the now infamous 2013 story of Justine Sacco, the PR exec, who as she was leaving for an 11 hour flight to South Africa from London, tweeted ‘Going to Africa. Jon Ronson gave a TEDTalk a few years back on how ‘one tweet can ruin your life,’ despite the fact that the platform initially gave voice to the voiceless, but was now growing into a steady stream of epithets and dehumanizing colloquy. There have been many other moments where jobs have been lost, lives altered and online “angry mobs” formed as a result of what was tweeted. “Roseanne’s Twitter statement is abhorrent, repugnant and inconsistent with our values, and we have decided to cancel her show,” ABC Entertainment president Channing Dungey wrote in a statement. What makes it so hard for people to control their pleasure principle, or “social Id” on Twitter? Sigmund Freud himself wrote: “The first human who hurled an insult instead of a stone was the founder of civilization.” It took ABC mere hours to respond to Roseanne Barr’s racist and Islamophobic tweet about Valerie Jarrett by firing her and canceling the recent Roseanne reboot. friends or colleagues) to see who we want to believe we are: a “social SuperEgo” that symbolizes our ideal self. LinkedIn on the other hand, is a platform where we define who we are professionally, but also enables the user to carefully construct who they want others (more often than not, strangers vs. What’s the correlation to social media? Well, as we’ve seen in the three major social networks, the instantaneous nature of Twitter – or our “social Id” – lends itself to both real-time moments of delight, humor and shared event-driven experiences, but also gives voice to regrettable bursts and limited character shots of insults, sexism, racism, and other streams of consciousness that might have better been left unsaid (or at least, unwritten).įacebook, with its shared connections, photos, posts and ‘likes’ between friends, family, schools, businesses and our everyday lives, is a reflection of our self (our “social Ego”) …demonstrating on a near daily basis who we actually are as a person and member of society or defined group. All the while, resting both above and below the surface, you strive to reach your own ideal (‘SuperEgo’) by controlling the Id, and balancing your Ego, and who you actually are as a person. As you grow older, your personality develops, and you grow to control these ‘Id’ based urges, and your true self (your ‘Ego’) matures. But given the progression of some of his famed theories including the belief that the human psyche is structured into three parts the Id, the Ego, and the SuperEgo, he might have had a field day equating these systems to the way individuals seem to approach modern day social media.Īs Sigmund Freud’s model of the psyche – or personality – lays it out, these three components can be viewed like an iceberg – the tip of the iceberg above water represents conscious awareness (Ego), while the larger mass of the iceberg below the surface represents the unconscious mind (Id), where the innate desires, urges, needs are met, and the ‘pleasure principle’ initiates the human need for instant gratification. So that might not be *exactly* what he would have said back in the late 1800s and the early 1900s during the rise of psychiatry. After a measured beat, the famed neurologist and founder of psychoanalysis Sigmund Freud leans in and gently asks: You see an oddly familiar face of a slight older man with a silver-grey beard, cigar delicately balanced between his fingers, and he asks you to sit down. You walk up to Berggasse 19 in Vienna, Austria, and enter a dimly lit room filled with thousands of books, odd antiquities and hear the dull tick of an unseen clock. Posted on July 1, 2018, Written on JBy Chris Broyles

[agentnushie]

Chapter 1~ a stucky fanfiction (name tbd)

Meet Cute

Fic pairings- Steve Rogers x Reader x Bucky Barnes.

Chapter pairings- Bucky Barnes x Reader.

Warnings: Nothing major. This is basically just an introduction to how the reader is introduced to Bucky. Some mentions of reader being anxious, mentions of masturbation at a young age (15, and it's like two lines). I think that's about it. Let me know if I missed something <33.

Special Appearance: Wanda Maximoff.

Word Count: 2,046.

The blender whirred breaking your daydream. Without your caffeine fix for the day you were still groggy and disoriented. Running your fingers up and down the zipper of your jacket, you wondered how much longer it was going to take for the barista to call your name so you could get out of here and go home to start your Saturday in peace. You had already started to make a to-do list in your head-

1. Clean countertops.

2. Listen to lecture recordings for class.

3. Buy new kitchen towels.

4. Buy-

"A small peppermint latte for Y/N", the barista called. Clutching the cash in your hand you made your way to the counter.

"Thank you, come again."

And with that, you were out of the door. Your apartment was just across the street and so you quickly rushed inside with your favorite winter drink.

No mail. That's fine, you never really received any mail, but your mom was supposed to send you the books you had wanted. Maybe it was just getting stalled at the post office. You made another mental note-

5. Stop by the post office to check on the parcel.

Once inside, you quickly took off your jacket and hung it up by the door. Thank god, Mrs. Arther had told you to turn on your heat before the morning coffee run, so you returned to a toasty warm apartment. You were still in your pajamas from last night, sweatpants and a tank top so curling up on the sofa and pulling the blanket over your feet, you opened your mail, looking through and replying to your friends and family. Your childhood best friend Rita was miserable with her job and was bitching to you about how her boss had wanted her to sort through all his Christmas party invitations and RSVP to each and every one of them only to jet off to Mykonos at the last minute, leaving her to cancel each and every one of them. Your dad had bought a new camera and wanted to know how to zoom in. Your mom had seen a blouse yesterday which she thought you would absolutely lllooovveee (cue attachment). She had also apparently sent you the books you had wanted a week ago, so did you receive them? There were a couple of promotional emails here and there, a few Christmas party invites, and one from LinkedIn. You had signed up a couple of months ago because your internship at the last publishing house was getting too time-consuming and you needed a change of pace.

S.H.I.E.L.D Publishing House is interested in your profile and attached to it was an email asking you to come in tomorrow for an interview. Although no particular job description was mentioned, you were extremely excited. S.H.I.E.L.D Publishing was the biggest publishing house in New York City and where you had wanted to work since you had decided you wanted to study literature at 13 years old. Being in your last year of university, this was probably the best thing that had happened to you all year. You quickly typed a reply accepting the interview and with the 'woosh' of the computer, unknown to you, sealed your fate.

------------------------------------------------------------------------------

Standing in front of the huge thirty-storeyed building, you felt like you could throw up. This interview would either make your entire life or break it. You were debating whether you should run away and fake your own death, when your phone rang, pulling the brakes on your plan.

"Hi Ri, I'm just about to go in."

"Girl, you are going to be amazing and you are going to get this internship! I believe in you!" Your bestie's cheery voice put a smile on your face. Since you guys were eight, she had always been like this. She could always anticipate when you needed to talk to her.

"You are not thinking about going off the grid again, are you. Because if you get murdered in all your bullshit shenanigans, I am going to hunt your ass down and kill you for not calling me when you needed to talk to someone." Ri threatened.

"No, Ri. I am not going to run away without you, you know that."

"Damn right you won't, who else is going to bear with me for the rest of my life."

"Alright, I gotta go try not to puke my guts all over the floor. Bye bub."

"Bye baby. And remember head high, tits out. Your gonna kill it!"

And with those words of encouragement, you pushed through the revolving glass doors trying not to stumble and fall flat on your face.

"Hello, I have a meeting with Mr. James Barnes today."

The receptionist smiled and handed you a clipboard with various documents.

"Of course, just fill these out and I'll call you in a moment."

You had handed back the forms and were waiting patiently, when Hilda, the receptionist, called you to go up to the 28th floor and showed you to the elevators.

Small dings sounded your ascend to probably the most important moment in your life, other than being accepted to your dream college and receiving a barbie dreamhouse for your fifth birthday. It was on the 17th floor that the elevator first stopped since you had got on. The doors opened to reveal a heart-faced redhead, clutching her bag tightly and shuffling inside with 'tension' written all over her. She looked as though one wrong move and her skin would rip right off.

"Hi," you said, softly.

She looked up and gave you a shy smile.

"Hi."

"I am Y/N."

"I am Wanda."

"So, do you work here, Wanda ?"

"First day. I am kinda nervous," she said tucking a lock of her hair behind her ear. "Do you work here too?"

"Well, hoping to. I have an interview with Mr. Barnes in about six more floors you say, pointing to the LED numbers above the steel doors."

"Well, I am in HR. All the best. I hope you get the job," she said giving you a thumbs-up. "Then I can call you my first friend from work."

"Thanks. Looking forward to being your first friend from work."

Wanda got off on the 25th floor and the click-clack of her black heels faded away, leaving you alone with your thoughts once more.

It's just three more floors. You can do it. No turning back now.

As you were finishing your mini pep-talk, the elevators doors opened once again signaling your arrival at your destination. You stepped out and ran a nervous hand over your silk blouse and buttoned your blazer, smoothening away imaginary wrinkles from your pants (your outfit or you can imagine something else if you don't like this :D), you made your way to the receptionist sitting on that floor.

"Hello, I am Y/N Y/L/N. I have an interview with Mr.James Banes today."

"Just a moment ma'am," the young boy picks up the phone and notifies the man who is about to change your life about your presence.

Putting the phone down, he says, "Go right in."

You smile, muttering a thank you.

You raise your hand and knock on the door gingerly.

A deep voice from the other side of the door ushers you in.

You force your arms to push open the door and step into Mr. Barnes' office.

------------------------------------------------------------------------------

You know how in movies when a very important scene is being played out, everything happens in slow motion, yeah this was the exact opposite of that. One minute you were looking at a dark-haired man sitting behind a desk, with the New York skyline visible behind him through the glass wall, speaking of the immense power he held, and the next, you were holding his large, warm hand in yours as he shook it welcoming you in. His touch sent electric sparks through your body. You felt absolutely mortified to be acting like such a teenager. You hadn't felt like this since you were about 15 and you had read your first smutty book, Blue Velvet. You had spent the night rubbing yourself through your cotton panties, muffling your sounds in your pillow imagining being ravished. The man looked like pure sex and power. Although he had a strong persona, he appeared friendly enough. Maybe he wouldn't indulge in a heartfelt chat about your favorite rom-coms but he would smile at you if your eyes met across a room at a party. You held your bag carefully and confidently walked to the seat in front of his desk. You were an absolute mess inside ut on the outside you maintained your poker face with only one thought running through your mind- I am going to get this internship.

Bucky had heard a soft knock on his door and called out a 'come in.' You had walked in demurely, but confident as if you were ready to take on whatever he was going to throw your way. You had shaken his hand and made your way to the chair and as you sat in front of him, a soft smile gracing your features, he couldn't help but be impressed. You seemed like a focussed woman, who had achieved quite a bit for being only 23. He wanted to dig beneath the surface and see what was underneath your picture-perfect record.

Bucky was the first to speak.

"So, Y/N. You have quite an impressive resume for someone your age. You are in your last year of your master's at NYU, you were working for Maddison and Third Publishing House as an intern in Marketing and Advertisement, and your previous boss has described you as a driven woman who gets the job done.' Why did you want to study literature?"

"Well, Mr.Barnes, I am a good communicator and I know how to get my point through when I represent myself on the page. I might not be the chattiest person in the room, but I can do a good job of helping change someone's mind if I write someone a speech."

Your answer was perfect from a corporate point of view. Clean, straight to the point with just the adequate touch of dry humor.

Bucky didn't want the perfect, corporate answer. He wanted to know what had driven you into this industry. So he prodded further.

"So, why literature? What you want could easily be achieved through journalism or even marketing."

You had never expected him to ask that question. You had rehearsed your answer to this exact question a million times in the mirror, but You had never expected a follow-up. You thought hard.

"Because since I can remember, I have been mesmerized by the way someone can change your whole life by stringing together words on a page or transport you to entire worlds that exist in their minds and I have always wanted to know what it feels like to be on the other side of it. To be the one creating the worlds and changing lives and making something that people can find comfort in. That is why I study literature."

As you were speaking, your face lit up, your eyes were sparkling and it was as if you were falling in love. The way you spoke about literature and books, made Bucky absolutely animated. It was as if he was twelve again, reading Huckleberry Finn underneath the covers with a flashlight, wanting to experience the thrill of what happens next. That is when he knows that you are who he needs to employ.

A content smile spreads over his face and you instantly know that you have managed to secure your internship.

------------------------------------------------------------------------------

A couple of questions later, you come out of the office grinning widely.

He offered you the internship! On the spot! You were going to work right underneath him and report to him directly. You were his Personal Assistant/Trainee Executive Editor. The best part was that this internship actually paid fair wages unlike the last one you had, where you had to work over ten hours a day on top of having classes just to make ends meet. Here you were to come in after classes at 12pm and leave work at 6pm.

You started Monday.

------------------------------------------------------------------------------

(A/N: Hey guys. So this is literally the first fic that I am writing after a brief attempt when I was 14. I hope you guys like it and I know that I stank in some places and dragged on a bit, but I hope you guys will stick through for this series. Also, I promise some smut in the next chapter which I will be uploading in two days' time cause it's Christmas at home. Happy Holidays. Sending you sm love <333.)

[retorioworld]

Taylor Swift is Leading the Candidate Experience Revolution (Really)

An applicant may not be a pop star, but word travels quickly in this digital age. Twitter. Glassdoor. Reddit. LinkedIn. Word on the street about a poor interview experience and a company could be trending hashtag.

Taylor Swift at the American Music Awards (AMA) may be now the new record holder for most wins (29) at the awards ceremony (surpassing Michael Jackson’s 24), but she’s become a defacto candidate experience coordinator of sorts. 

Swift’s kerfuffle with music mogul Scooter Braun backlights her current war with her former music label, Big Machine: she’s not legally allowed to redo her old songs. In an unprecedented move, Swift took to social media, notifying her fans of the legal stand-still and its effect on upcoming projects. Her experience in the music industry showcases how serious an issue it is that big industries continue to fail to prioritize candidates and their overall interaction with a company.

Swift’s publicized legal battle drew the attention from all different areas, including politicians, like Senator Elizabeth Warren. The saying, “any publicity is good publicity” may be popular, but also certain publicity could be the death knell of companies. Remember viewing the flight passenger that got dragged off a United Airlines flight? The airline's stock price fell after the and CEO Oscar Munoz was forced to issue two public apologies.

Companies must fundamentally understand this modern phenomena: the customer is the candidate.

As much as companies believe they prioritize customer service, they are failing to miss the biggest blindside: the people they hire. Ask Richard Branson’s Virgin Media. They calculated they lost more than $5 million in revenue due to poor candidate experience. Individuals coming in for an interview were met with inconsiderate interviewers, unclear interview procedures, and more. In turn, a considerable amount of applicants, 6%, canceled their Virgin Media subscriptions. Disgruntled applicants and former employees (like Swift) are looking for a candidate experience coordinator---a person or a system that respects the time and work it takes to apply to a position, work at record label, or wait years to re-record some tunes.

What can companies do now?

Create a transparent interview process

We understand what abuse of power is. It’s when a person of authority uses their position to prey on or demean those in less-powerful positions. Could it also not be termed to be an “abuse” when applicants are kept in the dark about the whole recruiting and hiring process? In each stage of the pipeline, individuals should be told in advance what the hiring manager is looking, what the role’s expectations are, and how the entire interview process shall proceed. Some HR departments fail to meet this standard, withholding valuable information from an applicant. Candidates may prepare for an interview by focusing on the wrong area; or they may be unaware of the person or department they’ll be working for.

Companies need to create a consistently transparent and easy recruiting process. Enhance and streamline HR functions like pre-screening assessment, mobile-friendly application process, and a “roadmap” of action items and hiring decision timelines. Edelman found that 1 in 3 employees don’t actually trust their employer. If a first interaction with an employer is confusing or humiliating, the relationship suffers, even if the employee signs on the bottom line. Hiring managers must build transparency into their employee experiences, which is the gateway to a trusting relationship.

Invite the digital experience

Taylor Swift swung a mean punch by taking her Scooter Braun feud to Instagram. Not only did that provide a rare insider peek into the world of music celebrity, it highlighted how fundamental that an easy, digital experience is for applicants. Candidates want convenience, ease, and piece of mind. Think of LinkedIn’s Easy Apply feature. Thousands of job postings are listed daily on the global networking site. Companies, from big corporations to one-person agencies, are hunting for the most qualified talent. With LinkedIn, applicants can upload their resume (CV), save it, and then hit “Easy Apply” to certain job listings. With only a few clicks, a company tore down a huge barrier in creating a broad talent funnel. Technology could be considered the back office candidate experience coordinator: it could exponentially improve the lives of both hiring managers and candidates.

Integrate AI-powered chatbots to quickly answer candidate's common questions, like IBM does. Or make sure that interviews can be held via a video phone call. Or better, use a convenient tool like Retorio to have candidates record short video clips of their responses to interview questions, anywhere and at anytime. Pre-employment assessment does not have to be dull or reminiscent of a 1970s office tool. It can be convenient, intuitive, and streamline the entire interaction.

Keep it human

Most people just want to speak to a human. The ease of smart phones, the beauty of near-instant delivery services (hey Instacart!), and how we can sit in our pajamas to watch the latest blockbuster is all pretty useful. However when we’re making a life change or a key career move, like deciding whether to work at a company, we crave human interaction. We need the assurance that someone is invested in their work to find the best fit and because of that, we’ll receive humane and thoughtful treatment.

Taylor Swift at the AMAs revealed her need for fan support and how she wants to be treated fairly. Companies should take note of building trust with personable interaction. It could be training the assistant to greet applicants with warmth when they arrive for their in-person interviews. At Boston Consulting Group, candidates receive a little note telling them a bit about the person sitting across the table from them. All these little steps to add in the “human touch” means plenty to a candidate.

Companies are awaking how key a positive full-cycle is for their bottom-line. Many are creating a new position, that of a candidate experience coordinator. This person is in charge of creating and managing the entire interaction and operations in the candidate search funnel. They strategize with marketing to figure out how to reach candidates via social media, email, or other venues. They look to emanate personalization and authenticity to candidates with each and every touchpoint, even the undesired rejection email. A candidate experience coordinator can be a linchpin in securing the “good feeling” a candidate has about a company. Even if candidates are not offered a job, they’ll be able to walk away feeling valued and respected. This kind of trust can pay dividends in the future.

If trust is not delivered...well, ask Taylor Swift.

Retorio is a video-based behavioral assessment powered by AI. It uses facial expression, language, gesture, and voice to create a Big 5 Personality profile. Companies like BMW and Lufthansa use Retorio.

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[hopeshoodie]

Ok so in light of the Independent article (see my tag #fusebox layoffs for more info), I’ve been trying to piece together the sequence of events that lead to FB Going to Shit™. 

All of the below is based on articles, tweets from the staff, and dates from screenshots. Especially with the Matchmaker stuff, I’m using the dates I personally accessed the stories- that might not be accurate to when they were actually released to an international audience, just when my phone updated the app. In hindsight, I’m not a great person to do this because I have a shit memory and don’t keep receipts, so if you have any corrections PLEASE lmk either in the dms or replies. 

In sum, the timeline appears to be:

1. Key players left Fusebox in early 2020. 

The one that people are probably most familiar with is David Gallopim, one of the artists who helped define the S2’s distinct style, leaving sometime before March 2020. He seemed to indicate that there was conflict over the new art style of S3, and released assets he’d designed of Harry in his own style (notably way prettier than Harry looks in-game). 

But probably more important to the direction of the company, Michael Othen, one of the co-founders and former CEO, left in July of 2020 (I had thought it was earlier in the year but according to LinkedIn it was July). It’s much more unclear why he left, but it’s notable because he was a huge force in making the game inclusive of LGBTQ characters. 

So all in all, not a great sign when employees who had a huge hand in creating the content and direction of a game that defined its success jump ship. Especially after the game was seemingly hitting its stride, with the host of Love Island (the TV show) doing a sponsored Let’s Play of S3 and projects in the works like Boat Party and CMM.

2. It seems like Fusebox‘s CEO/executives hired new management, either in 2020 or early 2021. Employees complain that the executives don’t understand what it takes to make a game and are pulling the studio in the wrong direction. It’s unclear if the newly hired execs had experience. 

Wil Stephens, the CEO/founder, has been with FB since its inception but also appears to have only founded game distribution ventures and not worked in any development or employment capacity. If that’s the case, maybe the complaints about lack of experience/knowledge about the mechanics of making games work are about him. If not, then some of the newly hired execs would likely be to blame. 

Paul Virapen, COO, was brought on in November of 2020. He’s worked with Disney’s gaming division, Big Pixel studios, Wooga. The quality of that experience is dubious since he headed up the ‘let’s make apps for Apple watches, it’ll be the next big thing’ department… Lol. Notably also, all of his roles had been in the executive/managerial realm, not the development teams, so the complains might have been about him. THIS IS SPECULATION, but I’m willing to bet that Virapen was a if not THE driving force in switching Fusebox’s focus entirely to matchmaker. All the studios he’s worked with have primarily produced and promoted Match 3 games, and he has a background working with big studios that produce games for large international audiences, not small studios making narrative games for limited audiences.

A new Manager of Finances, Ruth Erskine, was brought on in December of 2020

Rob Goddard, a new producer, was brought in January of 2021

Several key operations positions were filled by existing employees being promoted to management- 2 as far as I can tell. But as a whole it seems like December 2020 was a huge shift in leadership for the upper management while a lot of the other teams expanded but kept their old players as well.

3. At some point in late 2020- mid 2021, the executive team made the decision to switch LITG’s focus from a narrative pass-based game to a Match 3 incorporating romance narrative cut scenes. In early 2021, Fusebox teased more content to come while releasing S3 (seemingly referring to Matchmaker and not S4). In the interim between S3 endings and Boat Party’s release they put out an interview confirming the new game will be Match 3 but did seem to indicate that the plan at that time was for Matchmaker to be a side project with a different development team and not replace the main game. Notably, the LITG writers and artists were reassured that their roles will continue to exist (according to the independent article) as they’re working on S4.

3. In September of 2020, Matchmaker became briefly available in the US. That’s when I first downloaded it, at least. It would be added/removed from the google play store multiple times before having a unilateral release in July of 2021. 

Throughout 2020, Matchmaker is available to Asian audiences solely with LITG S1 getting rolled out in incremental updates. 

Eventually, Beanie Quinn is released (March 2021)

LA Noir is released (May 2021)

Seduction Games is released (late May or June 2021- I got the update and played it June 3rd, but hadn’t opened the app for a month or so. It might have come out before then, which is unfortunate for this timeline since it’s so inextricably linked to the open letter and layoff dates)

LITG S2 is released (only like 20 levels of it) the same month- June 19th for me. Notably, all of these stories are only released to an international audience, with the UK and USA still not having access to the app.

4. At the same time, Fusebox’s internal affairs are pretty quiet from 2020-2021, at least on social media. 

S3 comes out in 2020, Boat Party comes out later in the year and finishes in 2021. Post S3 in October of 2021, a survey goes out gauging player interest in new art styles and representation, which was pretty in keeping with past actions and seemed promising for S4. 

Boat Party features a promising cross promotion implementing irl brands into the game. It’s unclear if enough money was made from this on FB or the sponsor’s end to make that strategy viable, but that might’ve impacted management’s outlook for the profitability of LITG.  

Fusebox teases more content for the summer on Instagram, and then follows up and confirms it’ll be a proper season.

5. More key players leave in early 2021

Ed Sibley is still listed as Narrative Direction on LinkedIn, but he’s not credited as a writer on Season 4 (he was on 3,2,and 1) and started work with NetSpeak games in May of 2021, so we can assume he left around then or at least transitioned away from Fusebox then.

Fred Francis, another writer who had been on the team since S1, turns in his resignation ‘weeks’ before the layoffs were announced in late June. So we can assume he made his exit sometime early June or late May.

6. Prior to the release of Seduction games in May/June, staff expressed concern about the biphobia in Seduction Games. No sources have given a specific time when this took place. They were reassured that the problem would be corrected prior to release, but then the story was released as is to an international audience in June. The article released by the Independent is unclear- there might have been discussion prior to the open letter where staff expressed concerns and then were reassured before the game going live. OR the open letter might have been the first expression of concern by the staff. I tend to think the former, and the open letter was a response to Matchmaker going live with Seduction Games anyways, but I have no proof for that. On May 24th, 31 employees sent an open letter of concern regarding the problematic content in Matchmaker. This letter isn’t public, so we don’t know the scope of the employees' concerns or who the employees were.

7. To resolve the situation, a meeting between the staff and at least the COO (likely more than just him though) was held sometime after May 24th. Allegedly, Virapen was disrespectful to the employees who had questions, refused to answer, and ended the meeting early before any resolution was had by closing his laptop and leaving the room. At least 4 HR complaints were made in the wake of that meeting, we do not know the nature of those complaints. 

8. Some time mid-July (maybe July 26th? A writer tweeted about their job ending soon on that date), employees were made aware that the LITG app would move into ‘sunset mode’. It’s unclear what was communicated, but it seems as though S4 will be heavily delayed or cancelled altogether and no future seasons would be made. Writers begin to post about looking for work on Twitter

9. June 30th- The majority of Fusebox writing staff announce on twitter they’re out of work. In addition to the entire writing staff, unity engineers and producers are also let go.

10. July 5th - Fusebox executives respond to an article by MCVUK with a statement asserting they were “consulting with [their] employees on a proposed change to its business model” that would focus on producing Matchmaker content. They also expounded that the move was to secure “cash injections and and continued support from respected investors across the media and gaming industry”

11. July 6th- Fusebox announces that S4 will be delayed from the summer release date and that there is no fixed release date. 

12. August 2nd- three jobs are posted to Fusebox’s careers page on their website, one being Head of Narrative Content. In the job listing, it specifies that they’ll be maintaining existing properties as well as new ones, and that because of the co-development model (re:fusebox outsourcing Matchmaker to another studio) the new Narrative Lead must collaborate with external content creators.

Hopefully posting this timeline gives players a better understanding of how radically Fusebox has changed in the course of 2021 (and how royally they screwed over the people who made LITG what it is). Again, please let me know if you have receipts showing dates are different or things to add.