Podcasts about Harlock

A lot of my clients struggle attracting, hiring, onboarding, and retaining great employees. If you struggle with this, too, then this podcast episode is for you. My guest for this episode is Corey Harlock. He is the founder and principal of KeyHire Solutions©, a small business talent strategy and acquisition consulting firm. KeyHire helps elevate owners' businesses from where they are to where they want to be. He and his team does that by quickly and intimately learning needs, talent gaps, and constraints so roles can be defined. Those roles are then used for recruiting, interviewing, and hiring highly qualified professionals who hit the ground running. Corey takes his clients through proprietary Key Owner Stages©, accelerating effectiveness, efficiency, and profitability in their hiring process. KeyHire does all the hard work, delivering growth-supporting results in a fraction of the time. You can learn more on their website: https://www.keyhire.solutions/. You can also connect and follow Corey on LinkedIn: https://www.linkedin.com/in/coreyharlock/ ******************************************** Want to learn how to attract, hire, and retain top-tier employees? Interested in learning how to scale your business to increase revenue and profit while working less? Then join my Business Success Mastermind group. A new cohort is starting. Now accepting applications: https://ib4e-coaching.com/mastermind ******************************************** Please support this podcast: https://ib4e-coaching.com/podinfo #leadership #leadershipcoaching #business #success #keyhiresolutions #keyhire #coreyharlock #talentacquisition #ib4ecoaching ******************************************** If you like this podcast, consider supporting the effort. Every little bit helps. Thanks.

In questo episodio speciale di Plot Twister, Rudy ci guida in un viaggio tra le stelle, dentro l'universo poetico e malinconico di Leiji Matsumoto. Due opere leggendarie – Capitan Harlock e Galaxy Express 999 – diventano lo specchio di un Giappone in crisi d'identità, sospeso tra progresso e memoria, ribellione e malinconia.Chi è davvero Harlock, il pirata solitario che combatte per la libertà dell'uomo? Quali verità scopre Tetsuro, giovane viaggiatore nello spazio che sogna l'immortalità? Tra personaggi indimenticabili, saghe epiche e musiche senza tempo, esploriamo il cuore di due anime che hanno segnato la storia dell'animazione.Un episodio per chi ama la fantascienza, ma cerca risposte sulla condizione umana.Un'ora tra astronavi e treni intergalattici, per scoprire che forse, da qualche parte nello spazio, c'è ancora un posto dove possiamo essere liberi.

L'Animazione rende ancor di più il Cinema una Fabbrica dei Sogni in piena regola. Specialmente se guardiamo con attenzione un settore assai noto per la sua creatività e passione come quello della produzione animata giapponese. E sarà proprio questo il soggetto di tale rubrica in cui cercherò (o perlomeno ci posso provare) ad esprimere personali opinioni su grandi titoli del cinema animato nipponico. Arcadia! Decollo! Forse però stavolta il leggendario Capitan Harlock potrebbe essere più un pericolo che una speranza per il futuro dell'umanità. O perlomeno è questa la riflessione che vuole suscitare l'incarnazione del noto personaggio di Leiji Matsumoto presente nel film animato del 2013.

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Bienvenidos a Tebeísmos, un podcast de cómics hecho por un grupo de chicos nada expertos pero con muchas ganas de aprender. En esta ocasión hemos hablado de ‘Capitán Harlock', de Leiji Matsumoto, una historia de ciencia ficción protagonizada por un pirata espacial que surca el espacio con su tripulación en busca de aventuras. Nos ha salido el programa más polémico hasta la fecha, a Adri le gustó el manga, a Breixo y a Alfonso no, así que la bronca estaba servida. Esta vez nos ha salido un programa más anárquico de lo normal, pero nos lo hemos pasado muy bien hablando de Harlock y su banda. Esperamos que disfrutéis de este programa y que nos acompañéis en los próximos que vendrán, y donde queremos seguir descubriendo cómics junto a vosotros. Muchas gracias por descargar. Este manga y muchos más los tenéis disponibles en elektracomic.com

Ora Infinita episodio de febrero. En esta ocasión estamos bajo mínimos pero dispuestos a dar caña. Comenzamos el programa con la sección para mejorar tu nivel de juego: conviérteme en Orca, con nuestro amigo Harlock. vamos ha hablar de armas, rangos, enfrentadas y municiones. En la segunda parte, Dieldien y Mikgar harán un repaso de todo lo acontecido alrededor del juego desde diciembre: el no interplanetario, la remodelación de los refuerzos, más novedades... Con la tradicional flema Ora Critika. Que lo disfrutéis.

The gang (Andrew Emily and Degen) are back to talk more Harlock, this time the emotionally devastating and poignant Galaxy Express 999. Get ready to rip!Support this podcast at — https://redcircle.com/no-cartridge-audio/donationsAdvertising Inquiries: https://redcircle.com/brands

Welcome back to another episode!! Stoked to of had a great sit down with Cam Harlock, 2022 South Island Strokeplay Champion and currently playing Division 1 college golf out of Boston College in Massachusetts. Cam talked about his journey in top level golf, the challenges that Covid presented during the heart of the pandemic, and he also talked in detail about his favourite courses here in NZ. Enjoy!! 

Social Worker and Founder of The Flip Side, Hayley Harlock, joins the Glaucomfleckens to talk about how The Flip Side organization came to be during the pandemic and explains how the partners and families of medical professionals need support too. They then have a conversation about how the world can be better about supporting these people that are along for this wild medical journey ride. — Want to Learn About Hayley Harlock?  Instagram: @_theflipsidelife & @hayley.harlock Twitter: @LifeFlipside & @HayleyHarlock Website: www.theflipsidelife.com — To Get Tickets to Wife & Death: You can visit Glaucomflecken.com/live  We want to hear YOUR stories (and medical puns)! Shoot us an email and say hi! knockknockhi@human-content.com Can't get enough of us? Shucks. You can support the show on Patreon for early episode access, exclusive bonus shows, livestream hangouts, and much more! – www.patreon.com/glaucomflecken  -- A friendly reminder from the G's and Tarsus: If you want to learn more about Demodex Blepharitis, making an appointment with your eye doctor for an eyelid exam can help you know for sure. Visit EyelidCheck.com for more information.  This episode is brought to you by PrXcision. To see a demo, Go to http://www.prxcision.com/kkh. Today's episode is brought to you by the Nuance Dragon Ambient Experience (DAX). It's like having a virtual Jonathan in your pocket. If you would like to learn more about DAX, check out http://nuance.com/discoverDAX and ask your provider for the DAX experience. Produced by Human Content Learn more about your ad choices. Visit megaphone.fm/adchoices

In this conversation, David Harlock, one of only two 3-year captains in the 100 year history of Michigan hockey, discusses what real leadership looks like, especially for a reserved personality like his; how college hockey compared to his experience winning a silver medal for the Canadian Olympic team, and playing for his hometown Toronto Maple Leafs in the NHL. Then he compares his career in hockey to his current profession in high-end insurance brokering and risk management. What translates, and what doesn't? What advantages do former athletes have in the workplace? Traits like mutual accountability, teamwork, hard work, attention to detail, and countering failure, inevitable in any field, with persistence. He concludes by reflecting on his favorite teacher and the valuable lessons he learned from him. About our Host:For info about the book or this podcast please visit our website:http://www.letthemleadbybacon.comhttp://www.johnubacon.comYou can connect with John via these platforms:https://www.facebook.com/johnubaconhttps://twitter.com/Johnubacon

In today's episode of Building Texas Business, join me as I welcome Corey Harlock of Key Hire Solutions to discuss his transformational journey transitioning from hospitality management to revolutionizing small business recruitment strategies. We explore Corey's grassroots experience and how reflecting on skills and networking empowered changes benefiting businesses, employees, and communities. From precision management to respectful rejection, Corey shares recruitment nuances and emphasizes reputation's role in success over time. As remote options demand adaptation, Corey relates relatable career anecdotes and perspective-shaping reads. His insights illuminate relationship-building, timing, and vision for seizing opportunities in fluctuating job markets. SHOW HIGHLIGHTS Corey discusses his transition from the hospitality industry to recruitment, highlighting the impact of hiring on small business owners' lives and the broader community. We explore the importance of reflecting on skills and the value of networking in Corey's journey to founding Key Hire Solutions. I emphasize the significance of managing the entire recruitment process to improve hiring success rates for small businesses. Corey explains the importance of treating candidates with respect throughout the recruitment process, including providing clear communication in cases of rejection. We examine the current job market trends, including the scarcity of candidates and the rise of remote and hybrid work arrangements. Corey advises on the critical nature of timely decision-making in the hiring process to secure top talent. We discuss how to hire for future growth, highlighting the need to find candidates who can scale with the company and align with its values and culture. Corey shares personal anecdotes about his early career, his move to Texas, and his reading preferences, such as "The Energy Bus." I recount the importance of meaningful connections in business and how books like "Barbarians at the Gate" await on Corey's reading list for inspiration. Corey offers advice to business owners on upgrading their hiring standards to attract professionals with the capacity to significantly grow their business. LINKSShow Notes Previous Episodes About BoyarMiller About Keyhire.solutions GUESTS Corey HarlockAbout Corey TRANSCRIPT (AI transcript provided as supporting material and may contain errors) Chris: In today's episode you will meet Corey Harlock, founder of Key Hire Solutions. Corey's goal at Key Hire is to improve the lives of business owners by improving the talent they hire, so they can focus on what is important to them. Corey, I want to thank you for taking time to join me here on Building Texas Business. Corey: Oh, great to be here. Yeah, good, good. Chris: So you're the founder of Key Hire Solutions. Tell us a little bit about what Key Hire is and what it's known for. Corey: Key Hire is. It's a business solution for small business owners. So we really target those small business owners five to twenty five million dollars and the reason we kind of the goal and mission of Key Hire is to make the lives of the business owners better by improving the talent and the capacity and the experience inside their business so they have time to focus on the things they want to focus on Whether that's getting a better night's sleep, spending more time with their family, going out and getting more sales, improving their business. And we can improve the lives of the business owners. They can be more focused and more happy at their business. It in turn improves the lives of their people in their business who then can go out and be more successful in their personal and professional lives and in turn that reflects on the community. So we really do see a holistic hesitate to use the word global because it's really community focus. But if we can do right by the business owner, they can do right by their people who can then go out and do right by their community and their families and their surroundings. Chris: It kind of builds each segment, kind of builds on the other right, correct. And when you tell a story that way, it emphasizes how connected it all is. Corey: Has to be yeah. Chris: So how did you get started with this, or what was a little bit about your background led you through your journey to get to Key High? Corey: Sure, yeah, I'm a recovering hospitality guy. I worked in restaurants for years and years. I did high-end, fine dining in boutique hotels out in Banff, alberta, canada, in the Rocky Mountains for years and years. That's where I met my wife and one day I came to the conclusion I was. I didn't want to be in that game anymore, and so I went through this kind of reflection process and said what skills do I have? And I kind of came out with three areas, three things I thought I could, that would could transition from the hospitality world into other worlds, and one of them was marketing, one of them was sales and one of them was recruiting. And at that time I was working six days a week and I had one day off a week and I made a promise to myself I would have coffee with anyone on that one day off a week and for about three, three months I just had coffee with. You know, you send out a help notice to your network, right? I'm looking at making a change. Here's what I think I can do. Does anyone know anyone I should talk to? And people get back to you. So I started having coffee and I ended up with this guy named Bob Scott who was a partner in a company called Questus recruitment in Calgary, alberta, and told him about my hospitality experience and in hospitality, a large part of what you do because of high turnover you do a lot of hiring. So I thought I was pretty good I thought I was good at it and he told me about how they had this great hospitality program at recruitment. He then also went on to tell me that none of us know anything about hospitality. So they hired me to build at this hospitality program and so that was my foray into recruiting and that was agency recruiting and I was with them for a number of years and it progressed that the main owner was a guy named Morgan Art and so eventually I created a company within a company called Questus hospitality recruitment and then Morgan and I partnered in that and then I bought him out, went out on my own and changed the name of the company of the hospitality recruitment network and did that for a couple years and then we got transferred to Houston. So I closed the doors and came down here. But I never liked the agency model. I mean it works for some people, but for me it just didn't, because it was so transactional and oftentimes you would work with business owners or corporations and you could see the problem they had or the disconnects or how they could be better. But as a transactional agency recruiter they just find you people right and don't bore me with that, just give me some. Chris: Yeah, I don't want to be better. Corey: I just need people. So you know, oftentimes you're putting people into a situation where you kind of didn't know how it was gonna work out and there's a lot of big failure rate in that type of recruiting and key hire. I wanted to create it to work with those little guys on a long way around. But I wanted to create it to work with the small business owners to really help them and impact them and work side by side with them and allow them to leverage that experience and improve their experience and their business and then their lives of their people and their lives of the community people in the community yeah. Chris: So I mean, I think one of the things that employers maybe don't realize on the front end, but certainly at some point come to realize how expensive recruiting can be for your business, from not just dollars out the pocket for a recruiting fee but you spend time away from your business doing the recruiting, sure, you have the onboarding, you have all these things until someone can be highly productive and, quite frankly, from the the hiring side, you know the transactional agency model. Sometimes you don't think they really care, like said, they just want to place them once they get a fee. Corey: So there's this bad taste about even having to engage in the process and I think where I never aligned with that is when my motivation is to get paid and your motivation as a business owner is to make your business better. Those don't line up in the big picture right. There's a big disconnect in there and what do you do then, I guess? Chris: or what have you done? Key hire to you know. Bring that right in the line yeah, that and that's the question. Corey: So when I built the business, the three kind of core values I wanted to that I thought were important were the value of the time of the small business owner, because, exactly what you said, I don't think anyone starts a small business or starts a business because they love to hire people. They have a passion and something they love to do and part of growing a business is hiring right. Chris:Well, I can promise you everyone that's come on this podcast, as a business owner has said, how important it is to have good people, and right means hiring good people, not missing. So, to your point, though, they think about the passion, the idea that's the core to the business, but they all acknowledge down the road that hiring good people is the key to success yeah, and so I agree with that. Corey: And you golf, I do so. I haven't golfed in a while, but I used to golf quite a bit. I was never very good and I've probably hit tens of thousands of golf balls. Could I be an instructor, golf instructor? no, because I probably hit 10,000 golf balls wrong yeah right, and just because we hire every day doesn't mean we are experts at hiring. It means we've hired because we've had to and so we wanted to honor people's time. We wanted to impact their business through kind of experience and talent. But we also wanted to create a pricing model that was fair and equitable for both sides. And that was the biggest key for me was, you know, not having huge fees, not have a business owner feel like man, I paid up a lot or I've invested a lot in trying to get someone and the results were me yeah so we, the model of key hire is, you know, we get paid for the work we do, but we guarantee the hire and the work we do is a lot more exhaustive than what a traditional agency might do. And so, if I break down those three criteria, on average our clients pay less than 15% per hire, if you wanted to compare it to the agency model. Right, sometimes they're less than 10% and I think that's great because I want them to get value and we show up as a fixed cost on the P&L. There's no surprises, there's no gotchas, it is what it is. You can budget for what we do and we have monthly fees that are very affordable for the business. But the second piece of that is, you know, making sure that we're valuing their time. We dive into the business and we spend, you know, 8, 10, 12 hours inside a business before we do anything. We want to create an action plan for that business owner. You know we're an in-sourced solution, so we become their fractional department of talent. So we want to make sure we understand the business almost as well as they do before we go to work for them, so we can tell their story in the marketplace, right? Chris: Correct and be looking for the right fit from a cultural standpoint, mindset standpoint for that company right. Corey: Exactly. And then the you just touched on something really important, right? There's the kind of three things we want to break down. We want to break down the experience they need in their business. We want to break down the culture fit, because that is super important. If you have a small business, if you have 20 employees and we're bringing someone in, that's 5% of your culture. And if that's not aligned or we always like to say, if we're going to put someone on your bus, we want to put them at the front so all the people behind you are saying, wow, that's a really great, they're really good at what they do and they're a really good fit. I need to raise my game right. Rising tide raises all boats, so we want to make sure we're doing that. The third and most important and overlooked element is capacity. So many people hire for their current needs because they're in this kind of fire drill. I just need someone and they look good enough, right, reactionary, correct. So we want to get in there and build capacity in the business. One of our favorite phrases is we're not hiring someone to run your $10 million business. We're hiring someone to run your $50 million business, currently doing 10. So we want someone who can bring the experience and the capacity to build process and procedure and has leadership capabilities to scale. Chris: Well, I, you know, full disclosure for everyone out there. I can speak from experience. Have them work with you now for the better part of 2023. It's a totally different experience, in a good way and dealing with the hiring and recruiting and acquisition of talent, Love the investments you made in learning our firm and our business, and how can't imagine how much time I didn't see you put in behind the scenes to make sure you were bringing us the right candidates and cutting out the first two rounds of interviews, just to you know. It is a huge time savings, you know, for us. Corey: Yeah, well, I think we put two people in here, and, if my memory serves me, you guys have conducted a total of four interviews to hire those two people. Chris: Yeah. Corey: And I bet you the total man hours on that would be two, four, probably in the neighborhood of 12 total man hours to make those two hires from Boyer Miller. Yeah, I would say max. Chris: Yeah, so it does seem like. Well, obviously there's a model that I think has value you know talk about. Maybe. I guess you know what led you to that. Because in my mind, what you're doing in the hiring process is innovative. I don't know anyone else that really does this. What? Corey: was it. Chris: I guess, based on your experience, that kind of led you to this. What feedback did you get? You know, would you draw upon? Corey: The agency model is kind of go out, hunt, kill, throw it over the fence and then turn it over to a company who may or may not have a really effective interview hiring process. So, selfishly, I thought if I can control everything from beginning to end and understand the needs of the business and the needs of the candidate and manage those expectations, you would have a bit of better success rate and you can learn from what's happening. You know, a lot of times we'll go through the process with someone, like we did with you for the first role, and we didn't get it right the first time. But because I was there and managing the process and a part of it, I could hear the feedback, I could learn about your company more so that I could be better at going into the market, telling your story and identifying who's right for your business. So I think what's different is if we're going to work with you, it's required that we manage the whole process. We will never when people say well, look, you just bring us the people and we'll take it from there. That's a hard no for me, because for me to do all that work you know you talked about stuff behind the scenes For us to do the 10, 12, 15 hours of work behind the scenes before you give us an hour of your time. It doesn't make sense, right To just say here, I've done all this work, here's what it is Now, give it to you and then be blind about why didn't it work? Why was it a fit? Why was it a fit? Chris: Right. I guess it prevents you from learning and adapting and getting to that success point, because you said you earlier, you guaranteed the hire. Corey: Yeah, and I can't guarantee someone I was an involved with from the beginning to the end. And the other thing is we keep people on time. Yeah, because timing is a big issue in terms of getting people on board in this marketplace. So if we're driving that process and kind of, you know, tapping our clients saying, hey, I need to hear from you, we need to get this done, and they expect that right, if that wasn't part of the agreement and I'm just this pushy guy who don't worry about it, you've done your part, we'll let us handle the rest, it doesn't make sense. So we just want to control the process, because this is all key hire dots. We just do talent strategy acquisition and develop processes for hiring. This is what we're expert in. So in our process, the data says the process works pretty good. Right, we have a 90% success rate in terms of putting people into companies and getting them to their six months and beyond. We have some people that have been working. I have a client the second client I ever signed seven years ago, the person I put in one of the first people I ever put in a business as operations manager, is now the VP of operations seven years later and the owner is still aesthetic with that person. Chris: That's awesome, so it brings up a good point. You clearly have built your business off of key relationships, partnerships with companies and others. What's some advice you can give to other business hours out there about how to go about building those relationships so that they're sustainable and help kind of grow your business from them? Corey: And when you say relationships, you're meaning just within their own markets. Chris: We're both, I think, within your own market and maybe beyond. You've done that to kind of grow your business off of relationships, so what? Are some of the things that you would say you found to be successful in helping you do that. Corey: Well doing. Whatever your product or service is, you have to deliver it well. Right, and I think that's the goal of every business that gets set up. But I think one of the more overlooked things is reputation is one of your biggest recruiting tools. Your reputation in the market, your reputation amongst your peers, reputation cross market who other people might interact with you but the big one is the reputation you have with people who have applied to your company and whether they were hired, interviewed or not. And let me give you an example of what I'm talking about. We don't post jobs, but I know a lot of business owners do, and that's kind of what you have to do as a business owner to try to attract people. So you post a job and 50 people apply to that job and 49 of them don't hear anything ever from you in return for that application. Those 49 people are three or four times more likely to never reapply to your company, even if you get successful and become a big company, they have a bad taste in their mouth and they will not apply to your company and they will tell people I mean, I applied to those guys and they never even come back to me. That's reputation in a really important market, the candidate market. Now, if you were to create a template that just said hey, thank you for your application, your experience looks really good. Unfortunately, I don't think it aligns with the job we have right now and I wouldn't want to put you in a situation where you weren't going to be successful. But I would love to keep your information here on file and reach out. If something more suitable does come open in our company, all the best. What's that person going to say now? Chris: You're definitely going to feel like you cared enough to reach back out. Corey: And you'll be one of the one in a hundred that took the time to reach back out. I can tell you this I've interviewed people and I believe in the good, the bad and the ugly. So throughout the interview process I might come to the conclusion they're not the right fit, and I'll have a conversation with them at the conclusion of our conversation and say here's where I land on this. I don't think this one's a fit, and here's why. You're obviously very good at what you do and I get that, but what we're looking for is really specific and I don't doubt you could figure it out. My challenge is we don't have time for you to figure it out and I would not want you to start a new role where the expectations are super high and you're disappointed and we're disappointed. I don't want to do that too. And man, I bet you 99% of people say you know, corey, that makes a lot of sense. Thank you for being honest with me. Then some of them and I might say 10% or less will follow up with this. I get it. I'm not right for me, but I have someone you should talk to. I've just told them they're not getting the job, but because I took the time to be honest and respectful and clear about why they say you sound like a good guy. Let me help you. Chris: That's amazing yeah. I can see how that would be right. So let's, talk a little bit about just what you're seeing out there in the job market. I mean, you know. Corey: I was talking a minute ago, you know, here we are, and you know, kind of starting a new year. Chris: What are some of the things you think employers should be looking for? And then maybe the other as a candidate, you know what kind of things. What should the expectations be Right, because I think a lot has changed even in the last 12 months about you know those two topics. Corey: Sure, a couple of things. The unemployment claims are going up slowly and they've been talking. I think we're supposed to be going into recession what for about 18, 24 months now. So if it's going to happen or not, it's still unknown. It feels like we're dipping a bit, but what's important to remember is, even in our current market, which feels a little softer than it was, there are still fewer people available than there are jobs open. And I think that number sits around like 0.7, 0.8 people per open job, really Okay. So we're going to be the thick of it and now that the people coming up in the system, there are fewer of them, right, Like we're past the baby boomers and there are just fewer people and there are more open jobs. So even if we get into a bit of a recession, there's never going to be that well, there's going to be so many people apply for this role that we'll just pick right. We are, for now, an imperfectity in a situation where it's a candidate driven market and they can be choosy. So that's something worth knowing. Chris: And just to kind of tag on that, I would have to believe that some of the flexibility and work remote has contributed to that as well. Correct? Corey: Yeah, so I'll touch on that in just a second. So we understand we have fewer people that are going to apply or we're going to be competing for people. If you're excited, I always tell my clients if we're excited about someone, I can promise you someone else's too, because they didn't just apply here. But that's one of the advantages using like a key hire, because we kind of go out and get people, even if they're not looking, and we can kind of get in the rear and have a conversation and engage with them. Chris: That makes sense. I mean it's a competitive. Corey: But if someone has decided to make a move, they're not just talking to you, and if they're good, more companies than yours will be excited about them. So speed matters right. It's the, I think, the stat is. Most candidates, when they start looking for or interviewing for jobs, are off the market in two weeks. So you have 10 business days to get it done. Chris: That's not a lot of time. Corey: But it can be done, right, when we do. That's part of the process that we have, because that's one of those key elements and landing that, those people you want. So then you touched on so we have fewer people and now we have these classifications of schedule that didn't exist what three years ago? Right, we have remote, we have hybrid and we have in-office schedules. Now, they always existed, but they were never prominent and they're the remote. People were told they weren't able. We can't afford to have you working at home, we're not set up for that. Then overnight was like hey, go work at home, we were set up for that. So, people, you we hear this right like, well, I've always wanted to do this and I was told I couldn't. And now the big companies are calling people back, they're starting to. So there's a movement back to the office. But there's also a movement amongst individuals and people out there saying, well, I don't need to go back to the office because I know there are other jobs out there that will let me work in the office, and so this is a conversation we have with our clients a lot. I think I had this with you guys. Chris: Thanks. Corey: It was about the. So if we have an in-office role, we need to target people that are, if argument's safe, in a 10 10 mile diameter from our office for make the commute, have the commute make sense. Now, if there are a hundred people in that diameter or radius or a diameter, right, that's the whole. So there are 100 people that can do our job in that diameter 10 10 mile diameter. There's only about 20 of them, 20% that are willing to come to the office. So we've taken our candidate pool and chiseled it at down to 20 out of 100. Now we have to have those 20 people. We have to a find them, be, make sure they have the skills we need and See, make sure they're even open to a new role. Right, 10 of those people are probably gonna say, no, I'm not even interested. Right now we're down to 10 people. If we move to a hybrid and I think I need to practice by saying there are two types of roles there's flexible and inflexible roles. So if I'm at a machine Turning a metal part, I can't do that remotely. That's not a flexible role, sure. But if I am in in accounting or an administrative function or sales, those are flexible and we can allow people to have that flexibility. So if we move to a hybrid role, we can expand that diameter a little bit, say to 20 miles, because if people only have to come to the office Two or three times a week, they might drive a little longer. But we also might increase our talent pool by 3x. Now we maybe have 300 people and we have 80% of 300 to draw from, because there's 20% of those are like I only want remote. But the people that are in office and the people that want hybrid will look at increases. Yeah, right, the interest correct. So now we're at 80% of 300. We're at 240 people versus the 20. Now if we go remote within the city say look at, I want someone remote, but I need them here in Houston because I want to bring him into the office once a month or twice a month to do whatever. Now we have, you know, 10x. Now we have a thousand people and the people that like being in the office won't be interested. So we have 80% of a thousand people. Yeah, so it's just a. For me it's working, the probabilities of it and whatever you choose to do is fine, man, I think what I'm hearing a lot about hybrid is. People are saying things to me like this a lot more. I'm happy to go in the office, but I want the flexibility if I have a doctor's appointment, just to work from home that day, so I can go to the doctor and come back and I don't have to drive all the way in the office and all the way back. So people are looking for Hybrid is starting to take on a bit of a different. If I could get a like one day or two days from home, or have the option like, if I have stuff going on, if my son has an early game on Thursday, if I could just work from home that day so I can just like get my work done, not be stuck in traffic, and then go see my child's game or performance or whatever. Chris: Up to 30 minutes for game time instead of hour and a half. Corey: Right, because they can you. So I think Hybrid, the definition of hybrid, is shifting and changing a bit. I am hearing more people saying yeah, man, I just want to. I'd really like to be back in an office. I like being around people. This remote thing just doesn't work for me. It's not going to go back to the way it was, but I think it's going to normalize here a bit. Chris: So let me ask you this from a company standpoint. I think from what I've experienced talking to friends, you know, read it in Wall Street Journal or whatever the companies are saying. Look at this, the fully remote Maybe or hybrid, that bias towards remote is a roadie. Our company culture because our people aren't too bad, there is much. What are you hearing from employees and the candidates about their view of Building culture or fostering culture and the need to either be any office some versus Really think it can be done fully remote. What's the kind of the censure getting in the candidate pool on that topic? Corey: I think it's easier to do in a smaller company. You know, I have a client now. They're 20 people, but every morning they have. They're all remote, but every morning they have a video call and they talk about who's working on one and what, who needs to interact with who and so. So they do it that way. In a larger company, I see it being harder. Chris: Yeah, it's just yeah, and there's just. Corey: There's more moving pieces and more departments and more people that have to get connected. And trying to get 500 people on a video call every morning would be hard, sure, but I do think and it might boil down to the person, chris, you know, some people are at home and they just do what they do and those I always say these employees, the people that just want to go work in a in their office and close their door and say, yeah, please don't bother me, I don't want to talk to anyone. They're super valuable people. If you have them in the right role and if they're working remotely, that might be just fine. But then there are some more Dynamic roles in the company where you do need that interaction and I think that's where that hybrid piece is Important to say, hey, we do need you in the office and I know your company culture here is really built around human interaction and keeping people close together. And, yeah, it's important to be able to walk down the hall and knock on someone's door. So I think that's where the hybrid model if you can pull someone in instead of a fully remote to a hybrid and kind of transition them there, you're gonna get that kind of dynamic Interaction and you're gonna foster culture more and people get to know each other and kind of on a personal level as well as a professional level. But it's, I don't know that there's a One answer, because every company needs to figure out Every company's per. I always say every role is perfect for someone. We just need to be honest and really define what that role is and what the company is and what the culture is, and then find the Person who's looking and craving that Right, and so I think a lot of what a lot of people will do is Find people and tell them what they want to hear and then when they get in the door they kind of think well, maybe I don't know if they told me the truth here. Yeah and then they start that relationship off a little bumpy. But if you're clear, like you guys are, about what you are and who you are and how you, you see the people interacting. People are either gonna love that or they're not. But that's all you want, right? The bet getting a hell yeah or a hell no, that's, that's a gift. There's value in both, right. I mean hell knows as valuable as a hell yeah, because you're not gonna waste any more time if you put it up front, say this is who we are and what we do, and if that excites you, let's talk more. If that doesn't sound exciting to you, probably not, for you. Chris: There's another place. It's right for you. Corey: Yeah, for sure there is. That's what I told you all the time. That make you bad person. Chris: There's just no different places they're gonna fit yeah that's exactly it. Corey: I think we do get a little people get a little hurt or whatever when they get rejected by someone, but sometimes that's Best thing that could to get happen. Chris: Yeah, any. You just thinking about the business owner out there, make you know, with the pressure of making some hires or filling some roles, trends, that you're seeing any pointers you might add you know, provide, say you know if you're gonna, if you find yourself in the need, you know hiring. Here's some things to focus on to make sure you get it right. Corey: Yeah, so what? The business owners I deal with? And I love working with business owners as they're always passionate, smart, driven people and they're all different personalities and I love speaking with them and learning from them. That's kind of that the secret behind why I started key hire to? Because Hang out with business owners is a really Awesome experience, just to hear how they think and what they do and why they do it. I love hearing the stories and I love be able to take those stories out and tell people about them, the if I could give them a piece of advice and I'm speaking to small business owners here right. But so we're always looking to bring people in with capacity. So don't hire for current needs. Hire for what you need five years from now. That's number one, right? Remember the phrase we're not hiring you to run our business currently. We're looking for you to run our business 5x Currently doing with our current revenues. So if you do that, you'll redefine what good looks like. And I have a client in Birmingham. His name is Edgar and he runs one of the coolest food manufacturing businesses in Birmingham. I worked with him four years ago and he wanted he had a role within his business that he thought he needed and after we did our diligence and spending time, I flew it to Birmingham, spent two days with them. I said I think you're too small on this. You know, we got a dream bigger and so we redefined the role. We found an amazing guy and put him in there and Edgar loves him and he's now his director of operations. Right, he wanted him to do this kind of smaller role, but I said no, we need to hire someone with the capacity to take over your whole operation. So I'm working with Edgar again, but I asked them this question. I said when we talked four years ago, you thought you had a really great team and then we put this new person in there, a professional, someone who had more experience than you needed today and was a true professional at what they do. Did that change your definition of what a good employee looks like? And he didn't even hesitate. He said absolutely, and I could see it in them. The way he viewed his hiring was different. The people he had hired since we worked together were Different. They were. They were just bigger, better, more capacity. They had that level of professionalism. And I guess what I want to stress is you have to grow your business a certain way, right. You hire your friends, your relatives, your neighbors your relatives are your neighbors and you hire a team that you hope can get it done. And if you're successful here's the paradox if you're successful, your business will outgrow the ability of all the people how who helped you get where you want to go. That sucks, because now you want to grow and all the people that helped you get to this level of success Don't have the jam, they don't have the capacity, they don't have the experience, the draw upon To help you get to the next level. And it's a horrible position for a business owner to be in it. And I've said to them all. I said the hardest. I don't care how long you've had your business and what you've gone through. The hardest decision you will ever have to make is looking across the table from someone who helped you get where you are today and telling them Thank you for everything you've done, but I don't think you can get me where I want to go from here. Chris: Yeah, it's. I've seen it happen time and time again Company out grows their capacity. Corey: Yeah, they just, and they're not. They're great people doing the best job they can. They just don't have. You know, the busiest business They've ever worked in is your business today. The business business they will ever work in is your business tomorrow, and they don't have anything beyond that to say, oh, this process is broken, or here's where our constraints are, or here's what we need to change. When your only input becomes ours, you've run into that wall where you think, okay, we need to upgrade process procedure, we need to include automation if people don't understand how to do. That's kind of your real limiting factor, that's your biggest constraint. So if I were to give business owners advice, it's that right, understand what 2.0 looks like in terms of your talent and capacity and experience. And I never advocate for like abandoning those people who got you where you are. You have to treat them well, but there will become a point where they could turn into a constraint to your growth and I've had lots and lots. I mean that's the other part of what we do, right, we sit with business owners and we walk them through these, like how to have these conversations with someone, and we can help them leave the company gracefully. We can reposition them within the company. There's lots of things we can do, but we always want to make sure we're treating them with respect, because they've probably given you blood, sweat and tears to get where you are and you just don't want to. I don't think I've ever come across a business owner who's like yeah, I just need to get them out of here. They're like it tears them up. It's a hard decision to make. Chris: Yeah, no, I can see that. That is great advice, though, for anyone that's out there running a business about to start one that you got to you know. There's another analogy and you're a hockey guy, I'm not, but I've told us before it's kind of the same to business. Is you look to where the keep your eyes on, where the pucks going not? Corey: where it is right. Chris: That's it, yeah, so they're always looking forward and what do you need to be doing to drive forward? And talent, your talent's the key to that. Corey: Well, I don't know how much time we have, but I can give you a kind of a quick walk through in terms of the kind of growth through a business that we've identified. Let's do that and then we'll wrap it up. Okay, so we've identified kind of five stages of growth through a business owner, and so the first one we've identified is what we call the paralyzed business owner. Right, it's a fire drill. They need instant relief. If you use a car analogy, the wheels have fallen off the machine. Right they're. If you look at their org chart, they're sitting in five, six, seven different seats because everyone's trying to do everything and they're at this. My only input is time, right. And so their mindset is I just need help. And they often think if I can just hire the right person, my life will be better. But obviously that's not how it works. But if you can hire the right person, you can take a little pressure out of the tire. Right, give them back a little time. You know, maybe they can have one dinner at home with the family versus zero, and then from there, from this kind of paralyzed state, they move. Then they move into the unsure state. So you put a really good professional person in the business, whether it's operations or in the administration or in the sales department, and they go oh, that's what good looks like, this person's really helping me. So they transition into this unsure and they start thinking, well, what else could I do? I know I have other problems in the business, but I don't know what they are right. So we call this the wobbly wheel. Now the car is kind of it's. They're on the road but they're wobbling down the road right. And so they know they have some constraints in their business, but they're not at the point yet where they can put their finger on and say that's a problem. So then you put kind of another professional in there to kind of take a little more pressure out of their tire, and they go oh, now they have a little more time to focus on important things. They have some professionals, some transformational talent in key places. So now they transition and this is a big transition where they go into the curious owner where else can I make upgrades in my business? And this is where they start looking. Now they can say I think this leader is a problem. You know, I've expected. I've asked them to, told them here are some deliverables. I need them done by this timeline. They're missing them. I think that is a problem there. So they're starting to now understand where the problems are. And this is where we say you know, you have a flat tire right. You just need to put some air in that tire and you can get back up on the road. And then they transition into a growing company. So now we're kind of putting professional, transformational talent in key roles and now they're at the point where they move to a growing company where you know, before they were paralyzed, then they were kind of walking, and now they're kind of in a growing like. They're moving forward, they're confident in their team. And growing company is now we're adding new talent. I need new layers, new levels, new roles we never thought about. So we're creating a lot of new roles and we're really kind of bolstering the company with the talent and the capacity and experience they need to continue growth. And then the final transition is they become strategic. That's just like we know exactly what we need, just start filling in the spots and let's roll right. So that's kind of the progression we take our people through and that how we identify where people are and that kind of okay. Chris: Yeah, I love it. Yeah, it's a great, almost visual, as you, you know, describe it and walk through it right. Corey: And so if you do the wheels right, so the curious person has the flat tire, so you go from wheels off the machine to a wobbly wheel to a maybe a flat tire. And then the growing guys like we just upgraded the wheels, gave them low profile, new rims, the whole deal right. And then it's strategic, is like we're adding wheels on the car, on the machine, because it's just flying down the road. Chris: Awesome, yeah well, court, thank you for coming on and sharing this. Let's let's talk a little bit on the personal side, sure? What was your first job? My? Corey: first job was a dishwasher at a restaurant called Casey's Roadhouse in Oshawa, ontario all right. Yeah, I started literally in hospitality that was probably why I stayed with it, because when I was 14 I was washing dishes. The unintended consequences of that job is I met two guys that I went to school with. That I didn't really know very well actually, I didn't go to school with them at that time. I was, I think I was, maybe I did. I didn't know them very well, but you know, fast forward 40 years later and one of them still a good friend of mine and I was able to hang it with them last summer and so made some lasting friendships out of that very. I mean, it was a horrible job, right the right of all the service coming in, all the cool people like you're 14 and there's all these 18, 19, 20, 21 year old cool kids coming in, throwing slop at you and yelling at you and making your life miserable. But yeah, built character. Chris: I guess yeah, okay, so you know from Canada, newer to Texas, but do you prefer Tex-Mex or barbecue? Oh man, that's tough okay, tex-mex yeah any books you read you or read recently you recommend. Corey: I just listened to the energy bus that was recommended by Bart Pitcock in my Vistage group. Okay, it's kind of a fable that's along the lines of the home man who sold his Ferrari oh, mongu sold his Ferrari by Robin Sharma. It's just kind of this fable about kind of changing your mindset, which is cool, and I have barbarians at the gate sitting on my desk right now, which I'm about to get into. Chris: Okay, a little holiday reading well again, corey, I really appreciate your time. I think what you're doing at Keiher is great. I certainly appreciate the relationship and the friendship yeah, I mean thanks for having me on. Corey: I think you guys are doing a great job too. I love this company and can't say enough nice things about the way you run your business. You guys are clear on what you do, you're in a great organization and I'm super happy to be helping you. Oh, thank you. We appreciate it. Take care, thank you.

Bienvenidos al último episodio del año. el programa de diciembre. Esta vez vamos a saltarnos la estructura clásica y vamos a tener un desbarre Dieldien, JB y yo (Mikgar) a cerca de lo que ha sido el año 2023 para Corvus Belli y nuestros deseos para Infinity el 2024. Pero no temáis, también tenemos un hueco para la academia "Conviérteme en Orca" dirigida por el maestro Harlock. En el episodio de este mes hablamos de como identificar las principales amenazas del rival al iniciar la partida. Programa diciembre: 0:00 Introducción. 6:06 Objetivos de resiliencia. 40:55 Conviérteme en Orca, amenazas del rival. 1:31:40 Desbarre del año. Que lo disfrutéis, y comentad.

Bienvenidos. En el episodio de noviembre continuamos con la sección de conviérteme en Orca. Esta vez Harlock nos va a contar truquillos para el despliegue. No dejes pasar este nuevo episodio de la Academia Orca. En las secciones canónicas del programa, repasaremos los perfiles de los Zellenkrieger, profundizaremos sobre las reglas de disparo especulativo y disparo intuitivo y finalmente la tercera misión que introduce el ITS 15: ultimo lanzamiento. El programa acaba con el estreno de la sección de comentarios donde incluimos el sorteo de minis de Unicool que quedo pendiente.

Bienvenidos al programad e octubre de Ora infinita. En este segundo episodio de la temporada contamos con Harlock, Dieldien, JB y Mikgar, repasando las secciones habituales del podcast y alguna novedad, como la dedicada a los novatos.   Iniciamos el programa con una breve charla de lo que fue el primer Satelite organizado en nuestros dominios, el Open de Barcelona. A continuación vamos con la sección de conviérteme en una orca, sección dedicada a los novatos y jugadores medios, donde buscamos dar consejos para mejorar en Infinity y convertirnos en proplayers ganadores de torneos. Para el primer programa hemos elegido empezar por hacer buenas listas. Después de esta interesante reflexión continuamos con Dieldien y JB comentando perfil, reglas y misión. Perfil: Operador independiente Samsa Reglas: Munición EM  Misión: Evacuación.   Esperemos que lo disfruteis.  

¿Hai sognato qualche volta con imperrender un viaggio intergalattico? Con l'esplorazione dei misteri dell'universo a bordo di una nave spaziale, guidati dall'eroico capitano Harlock? Se la risposta è sì, sei nel posto giusto. Nell'episodio di oggi, ci lleviamo in un viaggio pieno di azione, coraggio e determinazione, attraverso lo spazio e le emozioni, dove il valore e la resistenza sono la chiave per navigare attraverso le stelle. Promettiamo che questo non è solo un viaggio spaziale. È anche un viaggio delle nostre emozioni e pensieri. Analizzeremo la metafora del mare che fluisce nel luogo di Harlock, un simbolo dell'eternità e dello sconosciuto. Parleremo della canzone di gioco che rimane nel nostro cuore durante il combattimento, riflesso della nostra determinazione per superare qualsiasi avversità. Quindi, ponte comodo, apri il cinturino e preparati per un'emozionante odisea spaziale con nosotros e il nostro eroico capitano, Cabinán Harlock.Support the showLa missione di FuffaWebFuffaWeb è da sempre impegnata nella diffusione della verità senza censura, e questo articolo fa parte del nostro impegno nel portare alla luce temi importanti. Vogliamo essere una risorsa affidabile per tutti voi, fornendo informazioni pertinenti e incoraggiando azioni positive.fuffa web online, free podcast : graffio@fuffaweb.com - mordicchio@fuffaweb.com FuffaWeb Italia, il podcast di qualita anti fuffa .news - arte - musica - crescita personale - moda - gaming - cucinaQUESTE LE RUBRICHE CHE SINTEIZZANO GLI ARGOMENTI DA NOI TRATTATI PER TIPOLOGIA D'EPISODIOFuffaWeb è da sempre impegnata nella diffusione della verità senza censura, e questo articolo fa parte del nostro impegno nel portare alla luce temi importanti.Vogliamo essere una risorsa affidabile per tutti voi, fornendo informazioni pertinenti e incoraggiando azioni positive.Un ringraziamento speciale a tutti Voi Se il nostro podcast ti piace, vota qui: I love FuffaWeb Italia Vota il nostro podcast, il tuo punto di vista conta per noi, e per gli altri, clicca il link qui sotto ed esprikmi il tuo paraere, ci contiamo, grazie:#PodcastGratis #AscoltaOra #NuovoEpisodio #PodcastDellSe...

Para el primer capitulo de la temporada volvemos con las secciones habituales: perfil, regla y misión. Acompañado de un pequeño debate a cerca del rumbo de Corvus Belli en cuanto a publicaciones en redes y tiempos a la hora de publicar novedades. Contamos con cuatro de nuestros jinetes Dieldien, JB, Harlock y Mikgar. El pobre Asdepicas está cabalgando el Halcón milenario hacia podcast lejanos.   Este es el menú: Comentando el perfil del Cascuda, Reglas nuevas del ITS 15 Misión B-Pong   Espero que lo disfrutéis, y comentad, comentas, que os leemos y además tiene premio.

Welcome to Episode 121 Sponsored by CultTVMan, Sean's Custom Model Tools and Return To Kit FormHostsStuartGeoffTerryAnthony Thanks to our latest Patreon and Buy Me a Coffee Supporters:***************************************LATEST NEWSMoosaroo cup kits have been shipped. Can't open until Aug 1st.ModelCon 5 on the USS New Jersey August 5th 10-3More details at https://www.philadelphiashipmodelsociety.com/modelcon/Founder of Model Factory Hiro has passed away2023 Zhengzhou Xinghuo Dimensional Animation Game Carnival Model Contest2023 NSW Scale Model ShowGoodmanModels.com is live!***************************************MAILBAGWe want to hear from you! Let us know if you have any comments or suggestions scalemodelpodcast@gmail.com. ***************************************LATEST HOBBY ANNOUNCEMENTSAK JulyDBMK Model Kits NewsLatest Kotare info on their 2 1/32 Spitfires on the way.Magic Factory new itemsTamiya AugustRepublic XP-47H Conversion SetHe162 A & Arado E-377 ReleasedThunderModel's Clarktor-6Airfix Supermarine Seafire F.XVII 1/48Boeing KC-46A Tanker, USAF New Hampshire ANG 1/144HK 1/32 B-17G “Rose of York”Special Hobby JulyWhat's new at Scalemates.com***************************************SPONSOR AD #1Cult TV Man***************************************TopicMini-Topics: Discussion on FB recently about whether 3D printed subjects are actually models. I've responded as a judge - print lines are the same as gaps between parts and other things you need to clean up. Plenty of resin cast subjects are a single piece. You still need to clean up and paint them.Thoughts on IPMS National Membership - the gang discusses their own experiences with IPMS ahead of the interview with Rob Booth who sets us straight on the future of IPMS USA! ***************************************SCALE INSIDERAnthony Interviews Rob Booth / Secretary IPMS USA Part 1***************************************SPONSOR AD #2Seans Custom Model Tools***************************************WHAT'S ON THE BENCH + WHAT ARE WE READINGStuart - Not much, I haven't decided what the next big project is going to be, so I'm going through some stuff on the shelf of shame. Working on the 1/144 Bandai Tie Fighter. Priming first, followed by 1st coat of paint on the solar panels.Geoff - Same. Lots of real-life stuff getting in the way of building. Helping my brother build a shady pergola area on his boat dock and racing RC speedboats over drinks! Still sanding and filling and sanding the Delta 2 Savoia Marchetti S55X - a real bear!Terry - Cleaning up the shelf queen Harlock's Arcadia (Green), now that I've figured out how to do some painting. Cleaning up the Aldrin Class and more importantly Catalyst Creations' Space Academy Seeker kit - a big 3D print we're selling. It's well printed but needs cleanup like all 3D prints. Meanwhile, a few weeks after losing our 13-year-old Remy, we now have a puppy. Toshi is about 3.5 weeks old so I have not been getting much modeling work done.Anthony - Hangar Queen Blitz Continues! HG GP03, touching the HG Stark Jegan, breaking the barrier on painting figures for my MIFV build. Vac-forming MHM Cat's Eye Canopies for members of Macrossworld.com. I'm buying one of Sean's 3D printers, so that journey will begin![foogallery id="3336"]WHAT WE'RE READING:Terry: Clean Sweep, Tom Cleaver: the story of the VIII Air Force Clean Sweep: VIII Fighter Command against the Luftwaffe, 1942–45 eBook : McKelvey Cleaver, Thomas, Anderson, Clarence E. "Bud": Kindle StoreFae Wars, J.F. Holmes. Light reading about a Fae invasion of modern Earth. The books are pretty short but entertaining.Anthony: David Parker's Crew School - A comprehensive figure painting reference.Geoff - “Over the Edge of the World” by Laurence Bergreen - the story of Magellan's circumnavigation of the globe - fascinating, and I definitely wouldn't have survived!“The Body - A Guide for Occupants” by Bill Bryson Stuart - Just started The Victorian Internet - Tom Standage Finished Shattered Sword by Thomas Mckelvey Cleaver  To sleep in a sea of stars by  ***************************************THINGS WE'VE SEEN 1701-G - Statement from Round2Models Terry's Mustang on Modeling Madness 1/72nd Valkyrie from Jasmine Model***************************************THE LAST WORD SMP Ep. 121 is also sponsored by Return To Kit Form (R2KF). Check out their web store! For more modelling podcast goodness, check out other modelling podcasts at modelpodcasts.com Please leave us a positive review if you enjoy what we're doing! Check us out: FaceBook, YouTube, and our very own website We also have merchandise now. Check it out on Redbubble 

All aboard, anime fans! Join us as we punch our ticket to space adventure, science fantasy, and beautiful melancholy. Listener, you're on a one way train to a three hour discussion of 1979's Galaxy Express 999 The Movie! We talk about Leiji Matsumoto, the Leijiverse, Rintaro, and some of the notable seiyuu. We discuss Maetel, Tetsuro, Emeraldas, Harlock, and all your favorites. We get into this film as a story about class struggle, Matsumoto's depictions of women, and how certain scenes affected us now that the original creator of the Leijiverse is sadly no longer with us. Enjoying   this podcast? Tip us a coffee on Ko-fi! This will get you access to The  World's Best Anime (and Other Media Too) Discord. | https://ko-fi.com/waruideshou Want to get in touch? Tweet the show, Doc or Shadon | Email the show Music: Jimi Hendrix "Hear My Train A Comin" Nobuo Uematsu "Phantom Train" (cover by Sean Schafianski) Lumi Athena "XVI Ultima!" --- Send in a voice message: https://podcasters.spotify.com/pod/show/waruideshou/message Support this podcast: https://podcasters.spotify.com/pod/show/waruideshou/support

Comentamos las mejores noticias de actualidad del mundo del cómic de la semana: Hellboy tendrá un nuevo reinicio en el cine Jonathan Hickman y Bryan Hitch resucitan el universo Ultimate Novedades Planeta Comic Mayo Anunciado el crossover de Tortugas Ninja y Street Fighter Tráiler de la serie de Essex County Fallece, creador de Capitán Harlock

In this episode Matt Alt (Pure Invention: How Japan Made the Modern World) and Patrick Macias (TokyoScope: The Japanese Cult Film Companion) pay tribute to manga and anime legend Leiji Matsumoto (Yamato, 999, Harlock) who passed away this month at the age of 85. Join us as we set sail across the sea of stars in search of freedom and adventure! NEWS Spy balloon, UFO or Dragon Ball? Japan baffled by iron ball washed up on beach Akihabara arcades aren't dead yet! New six-floor game center opens in Tokyo otaku quarter next month Takoyaki stand in Nagoya sold side orders of cocaine, police say INFO Pure TokyoScope on YouTube Pure TokyoScope on Twitter Matt Alt on Twitter Patrick Macias on Twitter Visit www.tokyoscope.com for merch Visit TokyoScope on Patreon for bonus episodes and content The podcast is produced by jaPRESS LLC©, and engineered and edited by Patrick Macias Theme song by Marxy

Il nostro canale Youtube: https://www.youtube.com/channel/UC1vziHBEp0gc9gAhR740fCwSostieni DENTRO LA STORIA su Patreon: https://www.patreon.com/dentrolastoriaAbbonati al canale: https://www.youtube.com/channel/UC1vziHBEp0gc9gAhR740fCw/joinCi hai regalato lo spazio infinito, i sogni, le speranze con Harlock, la Yamato, il Galaxy.Raccontava di una Terra futura, devastata da una guerra lontana, dalla radioattività, da un confronto assurdo. Col trascorrere degli episodi e delle serie si scoprivano altre tragedie: anche il lontano pianeta Gamilas stava morendo ed il suo dispotico ma intimamente fragile dittatore voleva una nuova patria per il suo popolo. E poi c'era il percorso per Iskandar, un barlume di speranza in un universo spietato. E la sete di dominio distruttivo di Gatlantis, la disumanità di Black Nebula, il soviet di Bolar, la leggenda pacifica di Sherpard, le radici sumere di Dinguil, la maestosità di Acquarius... era una galassia incredibile, quella di Leiji Matsumoto. Ma era anche un modo per insegnare a grandi e piccini che la guerra non è mai la risposta e che il dialogo è l'unico vero metodo di convivenza. Grazie Maestro per quel che hai fatto per noi e perdona coloro i quali non hanno capito il tuo messaggioF.BettuzziDiventa un supporter di questo podcast: https://www.spreaker.com/podcast/racconti-di-storia-podcast--5561307/support.

The situation in Lebanon today is bleak. Carved out of the remains of the Ottoman Empire and subjected to years of colonialism-lite administration by France, its economy and infrastructure have been devastated by a long civil war, overlapping occupations by Syria and Israel, and corruption on a massive scale. Since 2019, Lebanon has been in the midst of a severe financial crisis, with widespread unemployment and hyperinflation. Now 80% of the population is poor and Lebanon is on the brink of becoming a failed state.And yet, JD Harlock, Poetry Editor at Solarpunk Magazine, who lives in Beirut, believes in solarpunk. Join us for this episode to find out how that can be and what day to day life is like in Beirut right now.You can find JD on Twitter and Instagram at @JD_Harlock.#Lebanon #EconomicCrisis #SolarpunkConnect with Solarpunk Presents Podcast on Twitter @SolarpunkP, Mastodon @solarpunkpresents@climatejustice.rocks, or at our blog https://solarpunkpresents.com/Connect with Ariel at her blog, on Twitter at @arielletje, and on Mastodon @arielkroon@wandering.shopConnect with Christina at her blog, on Twitter @xtinadlr, and on Mastodon @xtinadlr@wandering.shopSupport the show on Patreon or make a one-time donation via PayPal. Get bonus content on Patreon Hosted on Acast. See acast.com/privacy for more information.

Ro and Linky discuss the space pirate OTP of Captain Harlock and Maya! Linky's twitter Fic Recs Until we are together again  The cake incident (or Harlock was over dramatic again and got stressed out, but everything turned out just fine)We'll meet again in the Sea of Stars, so you can tell me how you feel A Pirate Knight's Vows Maya's Blessing Art Recs倉田まの＆まおMano_fu39Support the show

This week the crew reviewed Harlock: Space Pirate that came out in 2013 and Jess is definitely the mvp this episode! She made ties that Asce and I didn't even think about that definitely raised our scores. Also, stay till the end for something great! :D

Today on GVN's Talking Comics Interview, we get an opportunity to talk to legendary comic creator Bryan Talbot. We talk to Bryan about his new book which just started its Zoop campaign, ‘Bryan Talbot: Father of the British Graphic Novel' written with J.D. Harlock. We also talk about his lengthy career, his solo work as well as his collaborations with his wife, Mary and his work on Neil Gaiman's Sandman comics.Support this podcast at — https://redcircle.com/geek-vibes-nation/donationsAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

My review of the 2013 Toei Animation film, Harlock: Space Pirate I watched dubbed in English on Amazon Prime. Original theme music The City Above composed by Tim Roven on www.tabletopaudio.com. All rights reserved to Toei Animation/Company, Marza Animation Planet, Amazon Prime, Harutoshi Fukui, Kiyoto Takeuchi, Shinji Aramaki, and the original promotional designer(s). - Thank you to BetterHelp for sponsoring this episode. Special offer for Solo Nerd Bird listeners, get 10% off your first month at betterhelp.com/solonerdbird #sponsored - - - Socials: IG: solonerdbirdpodcast Twitter: solonerdbirdpod FB: solonerdbirdpod Tumblr: solonerdbird Fanbase: solonerdbird WordPress: solonerdbird.wordpress.com Twitch: solo_nerd_bird Tiktok: solonerdbirdpodcast Email: solonerdbird@gmail.com

A chi non è capitato di sentirsi bloccato nella vita?Quando ci troviamo in un momento di svolta e dobbiamo abbandonare una zona di comfort, qualunque essa sia, le resistenze e la paura prendono il sopravvento.Anche se quella zona di comfort ci fa stare male, è l'unica cosa che conosciamo ed è l'unica certezza a cui aggrapparci.Magari desideriamo intraprendere quel progetto, o quel percorso o quel cambio di vita, lo desideriamo profondamente ma non riusciamo a fare quel primo passo per andare oltre quel confine verso l'ignoto.Questo mi rimanda all'immagine di Macchia, oggi Harlock ( racconto la sua storia nell'episodio 9) e me, bloccati davanti alla nave, in stallo, e non poter tornare indietro, ma non riuscire ad andare avanti.Essere li in sospeso, tra vecchio e nuovo bloccati in quella paura che ti congela completamente. Anche Thomas, con il suo blocco nel salire in machina è stato motivo di riflessione su me stessa e sul mio sentirmi bloccata in quel periodo della mia vita.E ancora una volta i cani ci aiutiamo a riflettere su parti di noi, facendoci da specchio.Il nuovo progetto TTouch di cui parlo nell'episodio : https://www.youtube.com/watch?v=pUsIGnQkliQ## IL NUOVO CANALE TELEGRAM!!!!! ##https://web.telegram.org/z/#-1714076426Per lasciare una recensione: https://podcasts.apple.com/it/podcast/il-lupo-sul-sentiero/id1601602187### ISCRIVITI ###Su Spreaker : https://www.spreaker.com/show/il-lupo-sul-sentieroSu Spotify: https://open.spotify.com/show/4chbGpiDapXeCk1orPWrmFPuoi scrivermi anche qui : luposulsentiero@gmail.com --- Send in a voice message: https://podcasters.spotify.com/pod/show/luposulsentiero/message

En el programa de hoy hablamos del Capitán Harlock, icónico personaje Manga adaptado tanto al anime como al 3D. Este famoso pirata creado por Leiji Matsumoto es también conocido en muchos países como Capitán Raimár. El pirata espacial Harlock sin duda es el personaje más famoso del universo extendido creado por Matsumoto del cual daremos alguna pincelada pero, en este podcast nos centramos sobre todo en la película publicada en el 2013 por Toei Animation, la cual se puede ver de forma independiente y es un deleite para los sentidos.

This week on the Maker's Misfits podcast we discuss what constitutes as a spoiler and if Joe has ever gone to the state fair. The crew talk to Harlock, that goes as expected. Then they head back home, but not before Naaaz gets a new nickname and they are met by some old friends.

What a wonderful concoction this film offers - Space; Pirates; time travel; ghost ships; planet destroying technology... Sounds like a recipe for awesomeness! However, is it all just too much to cram into one movie? Listen to the boys discuss whether Harlock lives up to the hype as they pull it apart and decide whether it's worth a place in the Aniverse! 

Welcome to Not just another edition of The Ninja Please podcast  We tart things off with some Sports talk *this was from Sept 18* (00:11:00) INTRO  (00:15:00) Starman Finishes Captain Harlock and shares his experience with the Clan.  He also shares lessons he learn from The captain Harlock . 9/10  (00:30:00) We talk 9 perfect Strangers .  (00:36:30) Makyo Runs down some of things to expect from DC fandome's upcoming event.  This is followed by What If… Episode 6. (00:42:00) SPOILERS Ahead !!!! Original Music By Starman Ninja Please Theme - Starman .  Ninjaplease OST Coming soon. 2020 Star Superior, LLC Follow us on social Media @Ninjapleasepod and like us on Facebook. Coming soon to Youtube. #Ninjapleasepodcast #covid19 #Anime #Hulu #Crunchyroll #Funimation #Nintendo #Sony #PS5 #Marvel #DC #DIsney #syfy #Cartoonnetwork #CN #Adultswim #usa #trending #memes #life #style #Netflix #Ninjapleasepodcast #Amazonprimevideo #Hulu #PS5 #Xbox #WB #HBOMAX #Disney+ #animereview #bestanimepocast #BLERD #Bestblerdpodintheunuverse #geekoftheyear #bestgeekpod  #heels #Captainharlock #blackgeekculture #comedy #NFL #9perfectstrangers #harlock

Harlock answers the parties questions and Uri tries his best to help Tahala's Sickness.

Welcome to another episode of Simply Unbreakable brought to you by Chronically Simple. Your hosts, Kristy Dickinson and Brenda Agnew are joined today by Hayley Harlock the founder of The Flipside Life, she is an advocate for physician families. Hayley is married to a vascular surgeon and a mom to three school-aged children. Hayley holds a Master of Social Work degree from Wilfrid Laurier University and previously practiced as a medical social worker at the Hospital For Sick Children. After personally experiencing the gap in support available for physician families, Hayley founded The Flipside Life in 2019. Hayley's personal and professional experience, coupled with her natural ability to connect with others and her determination to improve the experience of physician families, uniquely position her to lead the TFSL community. Hayley now spends her days championing physician families as the CEO of The Flipside Life. For more information on the TFSL you can find them on Instagram and Facebook. *This episode was recorded in March of 2021.

Welcome to our limited-edition podcast for Decoded Pride Issue #2.In these episodes, we talk to small roundtables of creators from this year's issue about their stories and creative process and why queer speculative fiction matters so much.Today's episode features a conversation between J.D. Harlock, author of "Love, Satan" (June 4), S.B. Edwards, author of "More Efficient Than A Guillotine" (June 18), and Akil Wingate, author of "A Murder of Crows" (June 30), moderated by S.E. Fleenor, Decoded Pride editor and Bitches on Comics host.Pick up Issue #2 at DecodedPride.com!Special thanks to Earth Control Pill for our custom music.

"Las ovejas no pierden el tren", "Alma salvaje" y "Blackhat" destacan en los estrenos junto con propuestas para niños como "Annie" o "Capitán Harlock", además de "Project almanac" y el documental "Camino a la escuela".

"Las ovejas no pierden el tren", "Alma salvaje" y "Blackhat" destacan en los estrenos junto con propuestas para niños como "Annie" o "Capitán Harlock", además de "Project almanac" y el documental "Camino a la escuela".

The moats prove to be deadly as the Wonders try to rescue Harlock, and our favorite heroes finally reach level 4! Mudd does some second-hand choking, Kurva makes some moves on Xa'Reske, Fulgrim speaks bluntly, Xa'Reske has an awkward family reunion, and Brennan asks the important questions. Join us as we continue with our play through of the Extinction Curse Adventure Path. American Foundation for Suicide Prevention: https://afsp.donordrive.com/index.cfm?fuseaction=donorDrive.team&teamID=266766 Twitch: Twitch.tv/professionalcasualnetwork Youtube: https://www.youtube.com/channel/UCfUOaJjpMfgRFWL7Z996lyQ Bearded Dragon Games (Pick up all your gaming needs): BeardedDragonGames.Online (use code 'professionalcasual' for free shipping in the continental US!) A special thanks to our Patreon backers who helped support us athttps://l.facebook.com/l.php?u=http%3A%2F%2FPatreon.com%2Fprofessionalcasual%3Ffbclid%3DIwAR00ZOS4ImPUKbbVunOwdEeGg91kLKkR9KGwRq2n46aWx2QPNd9vLT8nWVE&h=AT17ZULXrF_tgmVfID7Wgg2dQvWTvczC_QFkpaYw1S8tS4n2iowcjY3vGXed_nGbOEOEd2-mAvRaC9DrHUI1cYWxY-1pdAcUFZgPzwJ9RajDDBpcen9DvcNyyqL-jXm_JA ( Patreon.com/professionalcasual) : Thank you! Jonathan L., Simon P., Gareth G., MadDormouse, Jacob Y., Lady_Leah, Devin M., David R., Will B., Stephan S., Sean S., Brian Y., Travis F., William S., Path, William P., Tim D., Simon W., Jake C., Theo A., Heber R., Ben R., Jacob P., Darren M., Vaughan A., Andrew M., Daniel S., Lars, Taylor H., Blarin R., Gervasio L., Adam D., Christopher C., Craig G., Kevin C., WreckMyPodcast, Charlie S., Jarrod C., Witchdream, Anthony R., Michelle A., Sarah B., Dan C., Dani, and Lindsay F. Professional Casual Gear: https://l.facebook.com/l.php?u=https%3A%2F%2Fteespring.com%2Fstores%2Fprofessionalcasual%3Ffbclid%3DIwAR328IEBL0eHp7iY7rCPWL769sf19cR1E3g9bR43Bh4H6dWUbNhf6abCowI&h=AT17ZULXrF_tgmVfID7Wgg2dQvWTvczC_QFkpaYw1S8tS4n2iowcjY3vGXed_nGbOEOEd2-mAvRaC9DrHUI1cYWxY-1pdAcUFZgPzwJ9RajDDBpcen9DvcNyyqL-jXm_JA (https://teespring.com/stores/professionalcasual) Built Bar (Use link or use code 'professionalcasual' at checkout for discount): https://l.facebook.com/l.php?u=https%3A%2F%2Fbuiltbar.com%2F%3Ffbclid%3DIwAR1csKQAHcNAS-dT3-7pH8242Z4K7X0tT_fPeBBm702ZyBuTRCl_2qw-3HE%23%3Fbaapp%3DPROFESSIONALCASUAL&h=AT04e1Uy6B22XSluNC1VWMWJWl8_jzAMRZtBEBhZG1LMe9AgcTF8-Sglzlt_ynRR_VGPEkiuATs1mrDzQZa7M7BLGT80YaiPFl7tYtXRnX_lsu1ee5aEYHqSC490iV7Vkg (https://builtbar.com#?baapp=PROFESSIONALCASUAL) Skillshare (get 2 months free, or 30% off the annual subscription): https://l.facebook.com/l.php?u=http%3A%2F%2Fskillshare.eqcm.net%2FQ5mR9%3Ffbclid%3DIwAR00ZOS4ImPUKbbVunOwdEeGg91kLKkR9KGwRq2n46aWx2QPNd9vLT8nWVE&h=AT17ZULXrF_tgmVfID7Wgg2dQvWTvczC_QFkpaYw1S8tS4n2iowcjY3vGXed_nGbOEOEd2-mAvRaC9DrHUI1cYWxY-1pdAcUFZgPzwJ9RajDDBpcen9DvcNyyqL-jXm_JA (skillshare.eqcm.net/Q5mR9) Our Giveaways: https://l.facebook.com/l.php?u=http%3A%2F%2FProfessionalcasual.com%2Fgiveaways%3Ffbclid%3DIwAR0ejStddkDQRHOy70DLVCmTOWFfHwl3bw66gGO9rsQi-_hh_rzSjFgOtlY&h=AT17ZULXrF_tgmVfID7Wgg2dQvWTvczC_QFkpaYw1S8tS4n2iowcjY3vGXed_nGbOEOEd2-mAvRaC9DrHUI1cYWxY-1pdAcUFZgPzwJ9RajDDBpcen9DvcNyyqL-jXm_JA (Professionalcasual.com/giveaways)

L'Animazione rende ancor di più il Cinema una Fabbrica dei Sogni in piena regola. Specialmente se guardiamo con attenzione un settore assai noto per la sua creatività e passione come quello della produzione animata giapponese. E sarà proprio questo il soggetto di tale rubrica in cui cercherò (o perlomeno ci posso provare) ad esprimere personali opinioni su grandi titoli del cinema animato nipponico. Arcadia! Decollo! Addentriamoci nella famosa space opera di Leiji Matsumoto e nello specifico all'inizio di tutto: "L'Arcadia della mia giovinezza". La storia dietro la storia con protagonisti Capitan Harlock e la sua crociata per la libertà.

Our heroic crew continue through the hermitage and take on a priestess and a familiar foe, a vermlek! Will their past experience be enough to help them tackle these opponents to continue their search for Harlock, or will a magic user pack a potent punch? This week's episode features a listener question from friend of the network and Patron, Bastion! Mudd dry heaves, Kurva avoids the flames, Fulgrim has an 18 intelligence, Xa'Reske has poorly timed dodges, and Brennan champions for thorough and regular mastication. Join us as we continue with our play through of the Extinction Curse Adventure Path. Join us as we continue with our play through of the Extinction Curse Adventure Path. Twitch: Twitch.tv/professionalcasualnetwork Youtube: https://www.youtube.com/channel/UCfUOaJjpMfgRFWL7Z996lyQ Bearded Dragon Games (Pick up all your gaming needs): BeardedDragonGames.Online (use code 'professionalcasual' for free shipping in the continental US!) A special thanks to our Patreon backers who helped support us athttps://l.facebook.com/l.php?u=http%3A%2F%2FPatreon.com%2Fprofessionalcasual%3Ffbclid%3DIwAR00ZOS4ImPUKbbVunOwdEeGg91kLKkR9KGwRq2n46aWx2QPNd9vLT8nWVE&h=AT17ZULXrF_tgmVfID7Wgg2dQvWTvczC_QFkpaYw1S8tS4n2iowcjY3vGXed_nGbOEOEd2-mAvRaC9DrHUI1cYWxY-1pdAcUFZgPzwJ9RajDDBpcen9DvcNyyqL-jXm_JA ( Patreon.com/professionalcasual) : Thank you! Jonathan L., Simon P., Gareth G., MadDormouse, Jacob Y., Lady_Leah, Devin M., David R., Will B., Stephan S., Sean S., Brian Y., Travis F., William S., Path, William P., Tim D., Simon W., Jake C., Theo A., Heber R., Ben R., Jacob P., Darren M., Vaughan A., Andrew M., Daniel S., Lars, Taylor H., Blarin R., Gervasio L., Adam D., Christopher C., Craig G., Kevin C., WreckMyPodcast, Charlie S., Jarrod C., Witchdream, Anthony R., Michelle A., Sarah B., Dan C., Dani, and Lindsay F. Professional Casual Gear: https://l.facebook.com/l.php?u=https%3A%2F%2Fteespring.com%2Fstores%2Fprofessionalcasual%3Ffbclid%3DIwAR328IEBL0eHp7iY7rCPWL769sf19cR1E3g9bR43Bh4H6dWUbNhf6abCowI&h=AT17ZULXrF_tgmVfID7Wgg2dQvWTvczC_QFkpaYw1S8tS4n2iowcjY3vGXed_nGbOEOEd2-mAvRaC9DrHUI1cYWxY-1pdAcUFZgPzwJ9RajDDBpcen9DvcNyyqL-jXm_JA (https://teespring.com/stores/professionalcasual) Built Bar (Use link or use code 'professionalcasual' at checkout for discount): https://l.facebook.com/l.php?u=https%3A%2F%2Fbuiltbar.com%2F%3Ffbclid%3DIwAR1csKQAHcNAS-dT3-7pH8242Z4K7X0tT_fPeBBm702ZyBuTRCl_2qw-3HE%23%3Fbaapp%3DPROFESSIONALCASUAL&h=AT04e1Uy6B22XSluNC1VWMWJWl8_jzAMRZtBEBhZG1LMe9AgcTF8-Sglzlt_ynRR_VGPEkiuATs1mrDzQZa7M7BLGT80YaiPFl7tYtXRnX_lsu1ee5aEYHqSC490iV7Vkg (https://builtbar.com#?baapp=PROFESSIONALCASUAL) Skillshare (get 2 months free, or 30% off the annual subscription): https://l.facebook.com/l.php?u=http%3A%2F%2Fskillshare.eqcm.net%2FQ5mR9%3Ffbclid%3DIwAR00ZOS4ImPUKbbVunOwdEeGg91kLKkR9KGwRq2n46aWx2QPNd9vLT8nWVE&h=AT17ZULXrF_tgmVfID7Wgg2dQvWTvczC_QFkpaYw1S8tS4n2iowcjY3vGXed_nGbOEOEd2-mAvRaC9DrHUI1cYWxY-1pdAcUFZgPzwJ9RajDDBpcen9DvcNyyqL-jXm_JA (skillshare.eqcm.net/Q5mR9) Our Giveaways: https://l.facebook.com/l.php?u=http%3A%2F%2FProfessionalcasual.com%2Fgiveaways%3Ffbclid%3DIwAR0ejStddkDQRHOy70DLVCmTOWFfHwl3bw66gGO9rsQi-_hh_rzSjFgOtlY&h=AT17ZULXrF_tgmVfID7Wgg2dQvWTvczC_QFkpaYw1S8tS4n2iowcjY3vGXed_nGbOEOEd2-mAvRaC9DrHUI1cYWxY-1pdAcUFZgPzwJ9RajDDBpcen9DvcNyyqL-jXm_JA (Professionalcasual.com/giveaways)

HeartCatch PreCure is the 7th PreCure season, and it centers around the theme of "a new you," and uses flower and fashion motifs. You've got the shy but good-hearted Tsubomi (Cure Blossom), the little gremlin with a big heart Erika (Cure Marine), the popular, beautiful, strong Itsuki who both protecc and attacc (Cure Sunshine), and the glasses wearing upperclassman Yuri (Cure Moonlight). They mainly face off against the three Desert Apostles: Kumojacky- the strength-obsessed captain Harlock lookalike, Cobraja- the beauty-obsessed blue one, and Sasorina- the girl one. TL;DR we really liked this season, and it was Erika that sold us on it! We also reviewed the standalone movie "HeartCatch PreCure! the Movie: Fashion Show in the Flower Capital... Really?!" and we enjoyed that werewolf child and his phantom of the opera father.

The Wonders manage the save the mayor before too much harm is done to him, but Harlock is still missing and the hermitage is teeming with Corrupted Retainers. What obstacles stand between our heroes and the hermitage leader? Mudd seems less Mudd-ish, Kurva is bored, Xa'Reske takes all the cloaks, Fulgrim slings acid, and Brennan pursues a lead. Join us as we continue with our play through of the Extinction Curse Adventure Path. Join us as we continue with our play through of the Extinction Curse Adventure Path. Twitch: Twitch.tv/professionalcasualnetwork Youtube: https://www.youtube.com/channel/UCfUOaJjpMfgRFWL7Z996lyQ Bearded Dragon Games (Pick up all your gaming needs): BeardedDragonGames.Online (use code 'professionalcasual' for free shipping in the continental US!) A special thanks to our Patreon backers who helped support us athttps://l.facebook.com/l.php?u=http%3A%2F%2FPatreon.com%2Fprofessionalcasual%3Ffbclid%3DIwAR00ZOS4ImPUKbbVunOwdEeGg91kLKkR9KGwRq2n46aWx2QPNd9vLT8nWVE&h=AT17ZULXrF_tgmVfID7Wgg2dQvWTvczC_QFkpaYw1S8tS4n2iowcjY3vGXed_nGbOEOEd2-mAvRaC9DrHUI1cYWxY-1pdAcUFZgPzwJ9RajDDBpcen9DvcNyyqL-jXm_JA ( Patreon.com/professionalcasual) : Thank you! Jonathan L., Simon P., Gareth G., MadDormouse, Jacob Y., Lady_Leah, Devin M., David R., Will B., Stephan S., Sean S., Brian Y., Travis F., William S., Path, William P., Tim D., Simon W., Jake C., Theo A., Heber R., Ben R., Jacob P., Darren M., Vaughan A., Andrew M., Daniel S., Lars, Taylor H., Blarin R., Gervasio L., Adam D., Christopher C., Craig G., Kevin C., WreckMyPodcast, Charlie S., Jarrod C., Witchdream, Anthony R., Michelle A., Sarah B., Dan C., Dani, and Lindsay F. Professional Casual Gear: https://l.facebook.com/l.php?u=https%3A%2F%2Fteespring.com%2Fstores%2Fprofessionalcasual%3Ffbclid%3DIwAR328IEBL0eHp7iY7rCPWL769sf19cR1E3g9bR43Bh4H6dWUbNhf6abCowI&h=AT17ZULXrF_tgmVfID7Wgg2dQvWTvczC_QFkpaYw1S8tS4n2iowcjY3vGXed_nGbOEOEd2-mAvRaC9DrHUI1cYWxY-1pdAcUFZgPzwJ9RajDDBpcen9DvcNyyqL-jXm_JA (https://teespring.com/stores/professionalcasual) Built Bar (Use link or use code 'professionalcasual' at checkout for discount): https://l.facebook.com/l.php?u=https%3A%2F%2Fbuiltbar.com%2F%3Ffbclid%3DIwAR1csKQAHcNAS-dT3-7pH8242Z4K7X0tT_fPeBBm702ZyBuTRCl_2qw-3HE%23%3Fbaapp%3DPROFESSIONALCASUAL&h=AT04e1Uy6B22XSluNC1VWMWJWl8_jzAMRZtBEBhZG1LMe9AgcTF8-Sglzlt_ynRR_VGPEkiuATs1mrDzQZa7M7BLGT80YaiPFl7tYtXRnX_lsu1ee5aEYHqSC490iV7Vkg (https://builtbar.com#?baapp=PROFESSIONALCASUAL) Skillshare (get 2 months free, or 30% off the annual subscription): https://l.facebook.com/l.php?u=http%3A%2F%2Fskillshare.eqcm.net%2FQ5mR9%3Ffbclid%3DIwAR00ZOS4ImPUKbbVunOwdEeGg91kLKkR9KGwRq2n46aWx2QPNd9vLT8nWVE&h=AT17ZULXrF_tgmVfID7Wgg2dQvWTvczC_QFkpaYw1S8tS4n2iowcjY3vGXed_nGbOEOEd2-mAvRaC9DrHUI1cYWxY-1pdAcUFZgPzwJ9RajDDBpcen9DvcNyyqL-jXm_JA (skillshare.eqcm.net/Q5mR9) Our Giveaways: https://l.facebook.com/l.php?u=http%3A%2F%2FProfessionalcasual.com%2Fgiveaways%3Ffbclid%3DIwAR0ejStddkDQRHOy70DLVCmTOWFfHwl3bw66gGO9rsQi-_hh_rzSjFgOtlY&h=AT17ZULXrF_tgmVfID7Wgg2dQvWTvczC_QFkpaYw1S8tS4n2iowcjY3vGXed_nGbOEOEd2-mAvRaC9DrHUI1cYWxY-1pdAcUFZgPzwJ9RajDDBpcen9DvcNyyqL-jXm_JA (Professionalcasual.com/giveaways)

Programa conducido por Darío Lavia, el Mal. Acto I: "Incredulidad de la brujería plenamente confirmada" de Pierre de Lancre 0:00:02 "Casino Royale" (Ian Fleming) por Chucho Fernández 0:05:46 Acto II: Parroquiales 0:14:01 Entreacto: Harlock y el mal 0:18:38 Acto III: El mal y la obra de Arthur Machen 0:22:22 Entreacto: El mal y el cine de Haneke por Marina Surra 0:34:02 Acto IV: Entrevista a Marcelo Pocavida 0:38:53 Entreacto: Patricio Flores y el mal 0:53:46 Acto V: La filmoteca perdida de Aleister Crowley 0:59:04 Acto VI: "La noche del cazador" de Charles Laughton 1:11:09 Guía del Mal de Buenos Aires https://www.facebook.com/Gu%C3%ADa-del-Mal-de-Bs-As-110330957770770/ Marcelo Pocavida https://www.facebook.com/mpocavida/ Harlock https://www.espirituharlock.com.ar/ https://www.instagram.com/harlockmagia/ Patricio Flores http://unhornero.blogspot.com/ Frank G. Rubio https://twitter.com/FranKGRubio Rakel Suárez y Jesús Palacios https://rakelshcinelibroscomic.blogspot.com/ El desván del Abuelito https://www.facebook.com/eldesvandelabuelito Cortinas musicales "Ofelia's Dream" de Bensound.com "James Bond Theme" por Alfred Tang, cello & Kate Chong, piano "Crawling" de White Bat Studio "Deep Cello Meditation Music" de Greenred Productions "Smothered" de Mark v d Meulen Estudio Iacona http://www.marcasregistro.com.ar/ Imdb https://www.imdb.com/title/tt14331018/ Web de Cineficción http://www.cinefania.com/cineficcion Fan Page de Cineficción https://www.facebook.com/revista.cineficcion/

Il pirata spaziale Harlock in Italia è stato molto spesso preso come un'icona di riferimento dell'estrema destra. In questo episodio conclusivo sul personaggio di Matsumoto scopriamo perché e, soprattutto, quale sono le vere idee politiche alla base della creazione di Capitan Harlock, sempre con Fabio Pennacchi.

Capitan Harlock è il celebre pirata spaziale uscito dal pennino di Leiji Matsumoto, un gigante del fumetto giapponese. Abbiamo invitato l'orientalista Fabio Pennacchi per affrontare l'argomento al meglio e analizzare i tanti elementi presenti in questo particolarissimo pirata.

Time Codes: 00:00:27 - Introduction 00:03:34 - Captain Harlock: The Classic Collection, Vol 1 00:42:39 - Slum Wolf 01:14:09 - Wrap up 01:15:17 - Contact us This month Shea and Derek discuss two great works that bring back some older, or classic, manga. They begin with Leiji Matsumoto's Captain Harlock: The Classic Collection, Vol 1 (Seven Seas Entertainment), a series that originally ran between 1977 and 1979. Captain Harlockis a classic science fiction work, and with a space pirate protagonist who can be seen as a romantic hero. The Two Guys discuss the figure of Harlock as a curious mixture, while at the same time trying to ferret out the his philosophy. In many ways, they see this manga anchored in its time, both aesthetically and politically. But this work definitely isn't limited to it's time and can be appreciated today. Next they turn to Slum Wolf, another translated collection from Tadao Tsuge (New York Review Comics). An earlier collection of Tsuge's work, Trash Market, was released in 2015 by Drawn and Quarterly (which the guys reviewed on their June 2015 episode). Slum Wolfis a collection of nine stories originally published between 1969 and 1978 in various publications such as Garo and Yagyō. It also includes an essay by Tsuge, as well as a outstanding contextual essay by Ryan Holmberg, who also edited and translated the collection. The guys discuss all the stories, to greater or lesser degrees of depth, but they spend most of their time talking about the linking features that bind most of the narratives. As both Derek and Shea point out, this is one of the manga highlights of the year, so far.  

Hablamos de Leiji Matsumoto, padre de historias como "El capitán Harlock" y "La princesa de los mil años". Está casado con Miyako Maki, una mujer con la que comparte la misma pasión por el dibujo, ya que ambos son mangakas. ¡No te pierdas su apasionante historia!