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SANS Internet Stormcenter Daily Network/Cyber Security and Information Security Stormcast
How has use of framing protection security headers changed in the past 3 years? https://isc.sans.edu/diary/How%20has%20use%20of%20framing%20protection%20security%20headers%20changed%20in%20the%20past%203%20years%3F/33068 Preparing for npm v12: install scripts and non-registry sources become opt-in https://github.com/orgs/community/discussions/198547 Adobe Patches https://helpx.adobe.com/security.html Rogue Planet new Microsoft Defender Vulnerability https://github.com/MSNightmare/RoguePlanet My Upcoming Classes https://www.sans.org/profiles/dr-johannes-ullrich
GUEST: Ken Graham, Director of NOAA National Weather ServiceNational Weather Service Director Ken Graham visited The Weather Channel for a wide-ranging conversation with Jim Cantore about the future of weather forecasting and public safety.They will discuss ongoing efforts to modernize the National Weather Service, the challenges of maintaining critical infrastructure, the latest developments in forecasting technology and AI, and what improvements may be on the horizon for everything from hurricane forecasts to severe weather prediction. They also talk about staffing, observations, and the tools that help forecasters turn data into decisions when lives are on the line.And as he marks four years as Director, Jim will ask Ken to reflect on the experiences that shaped his career, the accomplishments he's most proud of, and what he wants the public to better understand about the work happening behind the scenes every day.Chapters00:00 Introduction and Guest Credibility00:59 Ken Graham's Ten and Progress Overview02:24 Reflecting on Achievements and Vision03:45 Staffing Challenges and Hiring Boom05:19 Reorganizing for the Future07:01 Modernizing Infrastructure and Cloud Transition08:20 Partnering with Emergency Managers08:59 Radars: Aging Systems and Next-Gen Plans10:29 Private Sector Collaboration on Radars12:48 Innovations in Data Collection: Drones and Balloons13:42 NWS Chat and Communication Tools14:17 Break 114:31 Communicating Strong El Nino and Hurricane Risks15:47 Aircraft and Data for Better Forecasts16:38 Improvements in Track and Intensity Forecasts17:19 AI and Machine Learning in Weather Models18:36 Future of High-Resolution and Rapid Refresh Models20:17 Balancing Over-Preparation and Real-Time Response21:28 Next-Generation Modeling and Cloud Computing22:50 Break 222:50 Vision for Year 10: Fully Cloud-Based, Well-Staffed NWS24:26 Memories of Weather Disasters and Motivation25:37 The Drive to Save Lives and Limit Damage26:30 Engagement with the President and Policy Support27:35 Office Culture and Workforce Changes28:49 Challenges of Modernization and Change Management29:23 Supporting NWS Staff and Future OutlookSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.
Audio Pizza | More Than Just a Sound Bite. Reviews, Tutorials and Commentary by and for the Blind
Shaun's out (family duties — respect), but the show must go on. Scott's freezing in England, Garth's freezing in Australian winter, and Brett is apparently suffering terribly in 80-degree Maui. Someone had to do it. This episode is a deep, accessible-first breakdown of Apple's WWDC 2026 keynote — what actually matters for blind and low-vision users, what Apple is quietly admitting about its AI strategy, and the surprising things that get us excited.
Send us Fan MailWatch the video!https://youtu.be/SKw-Q0H3n3E00:00 WWDC 2026 Keynote!01:28 Platform Improvements20:40 Trust and Safety29:21 Apple Intelligence and Siri1:01:58 Meet the Music Bro!Jeff Richardson: Why lawyers will love iOS 27https://www.iphonejd.com/iphone_jd/2026/06/ios27-preview.html Conner Richardson from WWDC26: Meet the Music Understanding FrameworkDiscover Music Understanding, a new framework that lets your app analyze audio across six dimensions, on device: key, rhythm, structure, pace, instrument activity, and loudness. And use the Music Understanding Lab sample app to visualize each result.https://www.youtube.com/watch?v=L7ylGu1vFdc Support the showBrett Burney from http://www.appsinlaw.comJeff Richardson from http://www.iphonejd.com
1️⃣ Impact of COVID-19 on Education and Child Well‑being Remote learning during COVID-19 caused significant academic harm to children. Students experienced declines in reading and math proficiency across most U.S. states. Many children were “socially promoted” despite falling behind academically. There is now a long-term educational deficit, including students entering college without adequate reading skills. Additional Observations A reported decline in national child well-being metrics (2019–2024) across areas like education and health. Rising mental health issues, including increased child and teen deaths. Increased economic pressure on families (housing costs, food, etc.). Improvements in some areas (e.g., reduced teen birth rates, some state gains). The importance of stable family environments and investments in children. School closures Government policies Political actors for long-term damage to children 2️⃣ Allegations Against UNRWA (United Nations Relief and Works Agency) The document shifts to a second topic involving serious allegations about UNRWA, including: Claims that over 100 employees were linked to Hamas. Some allegedly participated in or supported the October 7 attack in Israel. Assertions that: UNRWA facilities may have been used by militants. Educational materials promoted anti-Israel sentiment. Reported Developments Over 100 individuals allegedly referred for suspension or debarment. Additional investigations ongoing involving hundreds more staff. Concerns Raised Oversight of U.S. foreign aid Whether taxpayer money may have been misused The effectiveness of UNRWA’s internal controls Please Hit Subscribe to this podcast Right Now. Also Please Subscribe to the The Ben Ferguson Show Podcast and Verdict with Ted Cruz Wherever You get You're Podcasts. And don't forget to follow the show on Social Media so you never miss a moment! Thanks for Listening X: https://x.com/benfergusonshowYouTube: https://www.youtube.com/@VerdictwithTedCruzSee omnystudio.com/listener for privacy information.
Cory Curtis from News 2 joins the show for his weekly visit. What does he think of the Bears stadium situation, Titans OTAs stuff, and Preds hires? We get back into our Titans offseason talk. Who do we think will improve more this season, Saleh with the Titans or Ward under Daboll's new system? Can Ward improve his accuracy? We close out the show with your final phone calls.
Are you interested in the involvement of informal settlements in the future of cities? What do you think about the importance of creative industries for urban futures? How can we create more ownership within our spaces? Trailer for episode 436 - interview with Carina Tenewaa Kanbi, a spatial practitioner. We will talk about her vision for the future of cities, the role of the individuals and governance, informal settlements, creative industries, storytelling, and many more.Find out more in the episode.Episode generated with Descript assistance (affiliate link).Music by Lesfm from Pixabay
D&P Highlight: Could LSD unlock dementia? One woman showed amazing improvements after a few trips. full 548 Thu, 04 Jun 2026 18:56:00 +0000 yB8stWWBnMQZWqt3IeTj06QTr0xzDQeC news The Dana & Parks Podcast news D&P Highlight: Could LSD unlock dementia? One woman showed amazing improvements after a few trips. You wanted it... Now here it is! Listen to each hour of the Dana & Parks Show whenever and wherever you want! © 2025 Audacy, Inc. News
Send us a text and chime in!The City of Prescott Recreation Services Department invites the community to attend a ribbon cutting ceremony at Willow Creek Park on Thursday, June 4, 2026, at 10 a.m. to celebrate recent improvements completed at the park. The event will recognize several projects designed to enhance the park experience for residents and visitors while supporting the long-term maintenance of one of Prescott's community spaces. Recent improvements include renovations to the dog park, featuring replacement turf, dedicated water stations, and new misters to improve comfort and usability for both residents and their four-legged family members. Updates were also completed at the park's... For the written story, read here >> https://www.signalsaz.com/articles/willow-creek-park-improvements-in-prescott/ Check out the CAST11.com Website at: https://CAST11.com Follow the CAST11 Podcast Network on Facebook at: https://Facebook.com/CAST11AZFollow Cast11 Instagram at: https://www.instagram.com/cast11_podcast_network
Most people don't fail at strength training because the program doesn't work; they fail because they quit before real results even have a chance to show up.Amy Hudson and Dr. James Fisher discuss what research shows about how to make healthy new habits stick, why people fall off the bandwagon, what you can do, and the mindsets you can adopt to stick with strength training long-term. They unpack how habits are formed, why the first few months are the most fragile, and what actually keeps people showing up long enough to see real results.Dr. Fisher explains why the first four months of a fitness journey are often the most fragile. Most people are not failing because they are lazy, but because new behaviors naturally compete against old routines.Dr. Fisher breaks down the six stages of the Transtheoretical Model of Behavior Change. People move from simply thinking about change, to preparing for it, to finally taking action and eventually making it automatic. The ultimate goal is reaching a point where healthy habits feel as natural as brushing your teeth.Amy explains that starting a health journey requires more courage than most people realize. She says there are subtle forces constantly pulling people back toward their old routines and comfort zones. Long-term success depends on recognizing and resisting those forces early.Dr. Fisher explains why beginners often experience rapid strength gains in the early weeks of training. Much of that improvement is neurological rather than physical at first. The brain simply becomes more efficient at activating existing muscle fibers.Dr. Fisher covers why visible physical changes take longer than strength improvements. Neurological adaptations happen quickly, but actual changes in muscle size and body composition require more time. Early progress may not always look dramatic, even when important changes are already happening internally.Dr. Fisher explains that many of the most meaningful health benefits appear later in the fitness journey. Improvements in cholesterol, blood sugar, bone density, and metabolic health often emerge after several months of consistency. These long-term outcomes are usually more important than the short-term cosmetic changes people chase initially.Amy highlights that some of the most dramatic transformations happen after the six-month mark. She points out that quitting too early means missing the phase where the biggest physical and health rewards begin to appear. Dr. Fisher explains why most people begin exercising for external reasons but stay for internal ones. Early motivation is often tied to appearance, fear, or health scares. Long-term adherence happens when exercise becomes connected to identity, wellbeing, and fulfillment.Amy explains that real success happens when fitness becomes part of your identity rather than a temporary goal. Once healthy behaviors feel automatic, maintaining them requires far less mental effort. The shift from “something I do” to “someone I am” changes everything.Amy debunks the myth that motivation must come before action. Research shows that taking action is often what creates motivation in the first place. Waiting to feel motivated usually keeps people stuck.Amy explains why guidance from a personal trainer is especially important during the early months of a fitness journey. Beginners are still vulnerable to doubt, inconsistency, and emotional discomfort. Support, education, and accountability help people push through the fragile stage.Dr. Fisher explains that the first few months are less about performance and more about consistency. The real goal early on is simply continuing to show up despite obstacles and distractions. Adherence matters more than perfection.Dr. Fisher covers why self-belief is critical when starting strength training. Many people are intimidated by the perceived complexity of exercise or doubt their physical capability. Personal training helps people realize they are far more capable and adaptable than they initially believed.Amy explains why building emotional connections inside the gym environment matters. Developing trust with trainers and other people exercising alongside you creates support and accountability. Those relationships often become a major factor in long-term consistency.Amy and Dr. Fisher discuss the plateau many people experience between months three and six. Early strength gains often slow down after the initial dramatic improvements. This phase is normal and reflects the body adapting to a more sustainable pace of progress.Amy explains why plateaus are not signs of failure. She describes them as a necessary rebuilding phase where the body strengthens itself internally before larger breakthroughs occur later. The plateau is often the bridge to more dramatic long-term results.Amy asks what people should focus on after surviving the difficult first six months of training. By this point, consistency has usually improved and exercise starts feeling more natural. The challenge shifts from simply showing up to building a long-term vision.Dr. Fisher explains that months six through twelve are where exercise starts becoming part of a person's identity. People begin thinking beyond short-term goals like weight loss and start imagining who they want to become years into the future. Intrinsic motivation becomes much stronger during this phase.Amy reflects on how rare long-term consistency truly is in fitness. Most people struggle to stick with the same challenging exercise routine for even a year. Simply remaining consistent over time is already an achievement worth recognizing. Mentioned in This Episode:The Exercise Coach - Get 2 Free Sessions!Submit your questions at StrengthChangesEverything.comEpisode 48 - The Strength Training Benefits You'll See From the First Month to the First YearThe Motivation Myth: How High Achievers Really Set Themselves Up to Win by Jeff Haden This podcast and blog are provided to you for entertainment and informational purposes only. By accessing either, you agree that neither constitute medical advice nor should they be substituted for professional medical advice or care. Use of this podcast or blog to treat any medical condition is strictly prohibited. Consult your physician for any medical condition you may be having. In no event will any podcast or blog hosts, guests, or contributors, Exercise Coach USA, LLC, Gymbot LLC, any subsidiaries or affiliates of same, or any of their respective directors, officers, employees, or agents, be responsible for any injury, loss, or damage to you or others due to any podcast or blog content.
May's release is about reach. RTL language support at checkout and in transactional emails gives makers selling in local markets a checkout and email experience that matches the rest of...
Orioles beat reporter for the Baltimore Sun Jacob Calvin Meyer joined the show to discuss the Orioles play of late.
Send us a text and chime in!Scottsdale City Council recently approved the city's updated Americans with Disabilities Act (ADA) Transition Plan, advancing a long-term strategy to improve accessibility across city facilities, parks, sidewalks, transit areas, and digital services. The updated ADA Transition Plan serves as Scottsdale's roadmap for meeting federal accessibility requirements under Title II of the Americans with Disabilities Act and Section 504 of the Rehabilitation Act. The comprehensive plan identifies barriers to accessibility, prioritizes improvements, and establishes a 20-year implementation strategy designed to ensure residents and visitors with disabilities can fully access city programs, services, and public spaces. “Accessibility is not a one-time project,... For the written story, read here >> https://www.signalsaz.com/articles/scottsdale-ada-transition-plan-for-accessibility-improvements/ Check out the CAST11.com Website at: https://CAST11.com Follow the CAST11 Podcast Network on Facebook at: https://Facebook.com/CAST11AZFollow Cast11 Instagram at: https://www.instagram.com/cast11_podcast_network
Send us a text and chime in!The Flagstaff City Council has approved the City's 2026 Annual Action Plan for the Community Development Block Grant (CDBG) program, authorizing approximately 1,000 in federal funding for projects and programs that support homelessness response, neighborhood improvements, and community resilience. The funding allocations include investments in shelter operations, domestic violence services, park reconstruction, resilience hub improvements, and ADA accessibility upgrades that will benefit low- and moderate-income residents throughout Flagstaff. Projects approved for funding include: 0,000 for reconstruction of Ponderosa Park in the Sunnyside neighborhood following damage caused by post-wildfire flooding. Improvements will include new playground equipment, gathering spaces, pedestrian lighting, accessibility... For the written story, read here >> https://www.signalsaz.com/articles/flagstaff-approves-new-investments-in-community-programs/ Check out the CAST11.com Website at: https://CAST11.com Follow the CAST11 Podcast Network on Facebook at: https://Facebook.com/CAST11AZFollow Cast11 Instagram at: https://www.instagram.com/cast11_podcast_network
Bob Zimmerman discusses the success of SpaceX's Starship 12 test, which demonstrated major design improvements, while NASA has effectively ended Boeing's role in manned missions to the ISS. NASA awarded all manned flights through 2030 to SpaceX, leaving Boeing out of the picture. (11)1951
In this episode of The Lead, host Melissa Middeldorp, MPH, PhD, FHRS is joined by Jenelle Dziano, PhD candidate, Clinical Exercise Physiologist and Adrian D. Elliott, PhD for a discussion of the recent journal article, Exercise Capacity and Quality-of-Life Improvements after Catheter Ablation in Patients with Clinically Asymptomatic Persistent Atrial Fibrillation. Together, they explore the study findings and discuss the impact of catheter ablation on exercise capacity and quality of life in patients with clinically asymptomatic persistent atrial fibrillation. Learning Objectives Review the key findings from the journal article examining exercise capacity and quality-of-life outcomes after catheter ablation in patients with clinically asymptomatic persistent atrial fibrillation. Discuss the potential clinical implications of catheter ablation for patients who may not report traditional atrial fibrillation symptoms. Explore the role of exercise capacity and quality-of-life measures in evaluating treatment outcomes for persistent atrial fibrillation. Podcast Contributors: Host: Melissa Middeldorp, MPH, PhD, FHRS Guests: Jenelle Dziano, PhD candidate, Clinical Exercise Physiologist and Adrian D. Elliott, PhD Host and Contributor Disclosure(s): M. Middeldorp: Nothing to disclose J. Dziano: Nothing to disclose A. Elliiott: Nothing to disclose
In hour 3, Spadoni and Shasky discuss the 49ers offseason and how this season will be different than last.
As a property investor, you may already know the usual tax breaks for properties, like negative gearing, but did you know there are ways to boost your cash flow and tax deductions? 'Mr Taxman' Dr Adrian Raftery author and tax adviser joins Associate Editor, James Kirby in this episode. In today’s show we cover: The benefits of using a PAYG withholding variation Strategies for claiming depreciation What’s deductible and what isn't? Repairs vs Improvements on the holiday rental Please note: this episode was recorded before the recent Federal Budget; check current rules given the slated 2027 changes.See omnystudio.com/listener for privacy information.
YOU - The Master Entrepreneur - A Guide to True Greatness with Stan Hustad
A reflective essay on the danger, drama, and cultural memory surrounding the Indianapolis 500 A Childhood Memory That Was Real Your memory is not exaggerated at all. The Indianapolis 500 really was considered extraordinarily dangerous for much of its history, and part of the fascination — especially from the 1930s through the 1970s — was precisely that mixture of speed, courage, patriotism, spectacle, and risk. For many Americans, especially in Indiana and throughout the Midwest, "The 500" was almost a sacred ritual of late May and Memorial Day weekend. Families gathered around radios and later televisions. Drivers became folk heroes. Yet underneath the celebration was a very real awareness that somebody might not come home alive. The Danger Was Very Real In the early decades of the Indy 500, fatalities were tragically common. The cars were primitive compared to modern standards. Drivers sat in open cockpits with little protection. Fuel tanks could rupture. Fires were frequent. Helmets and safety systems were minimal. The speeds were astonishing for the technology of the time. Drivers were viewed almost like test pilots or gladiators. Newspapers often described them as fearless men willing to risk everything for glory and victory. Over the history of the race, dozens of drivers, mechanics, and others connected to the event lost their lives either during the race itself, in practice sessions, or during qualifying. The Indianapolis Motor Speedway earned a reputation as both legendary and unforgiving. The Famous Driver Many People Remember One of the most famous tragedies involved Bill Vukovich, one of the greatest drivers in Indianapolis history. Vukovich was killed during the 1955 Indianapolis 500 while leading the race. His death shocked the racing world because many believed he was virtually unbeatable at the Speedway. For fans of that generation, Vukovich's death became symbolic of the terrible cost of speed. Other legendary names connected with the dangerous years of Indy racing included Jimmy Bryan, Swede Savage, Tony Bettenhausen, Eddie Sachs, and Dave MacDonald. The 1964 crash involving Eddie Sachs and Dave MacDonald was especially horrifying and helped force major changes in racing safety. Part of the Appeal Was the Risk Modern audiences sometimes forget how much danger shaped the mythology of automobile racing. People did not generally watch hoping someone would die. But the awareness that disaster could happen at any moment created enormous drama. Drivers were admired because they knowingly faced danger. The tension between triumph and tragedy became part of the emotional power of the event. That same atmosphere surrounded early aviation, boxing, mountain climbing, and many frontier-style pursuits. America admired daring. Decoration Day and Memorial Day Your recollection of "Decoration Day" is historically important. Before Memorial Day became more commercialized, it carried a deeper spirit of remembrance, sacrifice, courage, and national identity. The Indianapolis 500 became closely linked with that atmosphere. In many ways, the drivers themselves symbolized a particular American ideal: boldness, innovation, toughness, and the willingness to risk everything. For boys growing up in Indiana, hearing the roar of the engines and the dramatic radio broadcasts made the race feel larger than life. Safety Changed the Sport Modern IndyCar racing is dramatically safer than it once was. Improvements include energy-absorbing walls, fire-resistant suits, advanced helmets, enclosed survival cells, safer fuel systems, and highly trained emergency medical teams. Fatalities are now far rarer than in earlier generations, although racing still involves real danger. Ironically, some longtime fans believe that as safety improved, part of the old mystique disappeared. The sport became more technical and less mythic. A Story Worth Sharing Your memory touches something bigger than racing itself. The Indianapolis 500 represented a period in American culture when courage and danger were publicly intertwined. Heroes were often people who accepted enormous personal risk in pursuit of excellence. The deaths were not celebrated, but the willingness to face danger was deeply respected. For many young people growing up in Indiana and across America, the Indianapolis 500 became part sport, part mythology, and part national memory — a dramatic yearly reminder of speed, ambition, courage, and the unpredictable nature of life itself. "Back home again in Indiana…" became more than a song. For generations, it was part of the emotional soundtrack of courage, memory, and American storytelling.
KRON 4 sports anchor/reporter Ben Ross joins SportsPhone KNBR with Ted Ramey to discuss the underwhelming start to the Giants season, and which players need to take the biggest jumps for the team to get back into contention.See omnystudio.com/listener for privacy information.
We have the latest on a long-delayed, $100 million transportation project in L.A. Learn the programs Santa Ana slashed to balance its $13 million budget deficit. Governor Newsom moves to protect workers in the age of AI - what does his executive order do? Plus, more from Evening Edition. Support The L.A. Report by donating at LAist.com/join and by visiting https://laist.comSupport the show: https://laist.com
WSJM Morning news for 05-22-26See omnystudio.com/listener for privacy information.
The Improvements DESPERATELY Needed for the Texans Offense & the HOPE for 2026 with the Football Squad in H-Town! full 516 Thu, 21 May 2026 02:50:16 +0000 lHUknMXP5F6pcAW5KAYRHBYVHGiaxL1q cj stroud,houston texans,nico collins,demeco ryans,texans,texans news,stroud,nick caley,houston texans news,houston texans news notes,sports The Drive with Stoerner and Hughley cj stroud,houston texans,nico collins,demeco ryans,texans,texans news,stroud,nick caley,houston texans news,houston texans news notes,sports The Improvements DESPERATELY Needed for the Texans Offense & the HOPE for 2026 with the Football Squad in H-Town! The Drive with Stoerner & Hughley delivers high-energy Houston sports talk built for H-Town fans who want insight with edge. Former NFL quarterback Clint Stoerner teams up with Ron “The Show” Hughley to break down everything that matters in Houston sports — from Texans training camp storylines and NFL playoff races to Astros postseason pushes and Rockets rebuild updates. A must-listen for Houston sports talk, the show blends locker-room perspective, strong opinions and authentic fan energy while covering SEC football, UH hoops, college sports across Texas and the biggest headlines shaping the NFL and MLB. For passionate, informed and locally-focused Houston sports analysis, The Drive with Stoerner & Hughley keeps fans connected to the teams and stories that define the city. © 2026 Audacy, Inc. Sports
Health workers say to prepare for the possibility of wildfire smoke, monthly clinic in Lac du Flambeau offers veterinary services, improvements planned for waterfall viewing areas in the western U.P.
The Great Talent Redistribution: Where is Talent Actually Going in 2026 and beyond? Is the start-up compensation model broken? How about big Big Tech? How about non-tech small & medium businesses? What is happening to talent, going forward? This and many other topics in this episode of Tech Deciphered. Navigation: Intro The Broken Contract? The Great Unbundling The Three (?) Destinations Alternative Cap Tables, Alternative Compensation Models Investor Landscape Fragmentation Operator Playbook and Predictions Conclusion Our co-hosts: Bertrand Schmitt, Entrepreneur in Residence at Red River West, co-founder of App Annie / Data.ai, business angel, advisor to startups and VC funds, @bschmitt Nuno Goncalves Pedro, Investor, Managing Partner, Founder at Chamaeleon, @ngpedro Our show: Tech DECIPHERED brings you the Entrepreneur and Investor views on Big Tech, VC and Start-up news, opinion pieces and research. We decipher their meaning, and add inside knowledge and context. Being nerds, we also discuss the latest gadgets and pop culture news Subscribe To Our Podcast Nuno Goncalves Pedro Introduction Welcome to episode 77 of Tech Deciphered. This episode will focus on the great talent redistribution. Where’s talent actually going in 2026 and beyond? The Silicon Valley deal of the last 30 years, very low salary, stock options, you will either sell for a ton of money or IPO, and everyone gets rich, is seemingly broken. Or is it really? The dominant narrative says the tech middle class is dying. We disagree. There is obviously a lot of stuff going on whereby big tech is partially barbelling. There’s a superstar concentration on the top. There’s a bit of a seemingly allowing of the belly. We’ll come back to that. We don’t quite believe that is totally true. There’s a collapse at entry level. The belly is migrating into three, potentially even more, very different destinations: AI native startups, human-verified premium businesses, and the read the industrialized middle of the S&P 500 and SMB world. Each has its own cap table, each will have its own compensation model, and each will have its own investor profile. In some ways, this is the third episode in our Reset trilogy. We started with episode 75 on the SaaS-apocalypse. We talked about the great private capital reset in episode 76, and now we talk about talent redistributions. Bertrand, exciting times, not always positive times. Bertrand Schmitt Yeah, it’s exciting times because it’s a time of change. Of course, we have the doomsayers. If you listen to Dario Amodei of Anthropic, every white-collar job on Earth is going to disappear. I think I strongly disagree, and I suppose you too as well, we strongly disagree. It’s going to be more of a redistribution. If you look at the history of technology, this is what always happened. We forget how many jobs have disappeared over the past 150 years. We move from a time of 150 years ago. People were mostly in agriculture. Then you had a lot of weird jobs that disappeared from people transporting water to people bringing ice from the pools to people doing the job of computers. People forget that computer was a title given to human beings. We’re doing calculations. Then, of course, secretory jobs in the ’80s, ’90s, where suddenly anyone can type using a word processor, the rise of Excel, that sort of stuff. Many things have changed. Some jobs have indeed disappeared. Some jobs have totally transformed. Where you do these jobs have changed. I think we are at a similar stage where, thanks to AI, and I would say for now, or at least the rise of AI coding, there is a dramatic change happening. I don’t think it means that people will be without a job. It just means, from my perspective, that jobs are changing. You are not just doing a lowly coding level task that actually indeed could be replaced, but you are going to have more of builder type of mindset, a product manager type of mindset going forward. We also expect that the distribution of jobs, depending on the type of business, will be quite different. Nuno Goncalves Pedro The Broken Contract? Maybe let’s reset a little bit to the broken contract, or if it’s really a broken contract. There’s been this image in technology and tech that basically you get paid very little to work in tech. You get a bunch of stock options. The earlier you are in the company, the higher the level of stock option grants you get. Then you make a ton of money at some point because the company will either sell or IPO, and that’s heard of it. Obviously, there’s a lot of movements happening right now that are changing how these dynamics work. The first part is obviously AI, and in some ways, AI is shrinking companies. It’s not unheard of that companies with as little as four or five people reach 50 million in ARR. There’s companies with one person that have gotten bought for hundreds of millions of dollars or billion of dollars. Obviously, things are moving very, very fast, and therefore, there isn’t a large employee cap table. How would you share the upside? Would you actually give a couple of percentage points to an early employee rather than your 0.2-0.5% kind of thing for early employees? The second part is a little bit the other side of the table, which is the IPO market is seemingly in a drought. There’s not much happening in IPOs. Maybe 2026, at some point, there will be an unlock, but right now, it’s seemingly difficult to get your upside. Even if you’re an employee, you have to wait a long time. The median time of IPO has climbed over 10, 11 years, the longest in over a decade. Basically, not only you have to wait a long time as if there is an IPO drought, like we might be going through right now, when do I actually get my cash back? Unless the company gets bought, maybe there are secondary transactions along the way, maybe there’s something else. But obviously there’s a little bit of a reduction and lowering of the upside seemingly for this contract and for this place. The easy conclusion that I think many are taking is, because of all of this and all the layoffs that are happening, even in big tech, that serve the tech middle class is dying, that basically AI screwing the workers, et cetera, there’s also a lot of discussion that even it might be affecting the entry-level jobs as well. Everyone coming out of undergrad right now can’t get a job, et cetera. There’s this doomsday scenario that you’re alluding to that everything is changing. We have a slightly different perspective. We think there’s a realignment of market. In layoffs, there was a lot of layoffs that were warranted. Big tech, in particular, had actually hoarded a lot of engineering capacity over the last decade or so. There’s a little bit of a realignment that needed to happen in any case. When everyone’s saying, “Well, AI is compressing everything,” well, it’s compressing right now, but we don’t think actually it’s going to compress over time. You’ll still need engineering and science talent to come on board for you to be able to scale up. It’s not like AI is going to take care of everything and teams are going to be five people for companies that are worth a trillion dollars. That’s not happening. Today’s thesis, I think a little bit of this doomsday scenario needs to be seen with a more nuanced lens. I think that’s how we’re framing today’s episode, that there’s a bit of a nuance, there are some extremes happening. We’re going to talk about those extremes, but ultimately, it’s not quite as simple as saying that the tech middle class is disappearing in early jobs are going to be a thing of the past. Bertrand Schmitt At the same time, what you started with is true. I mean, that 50 million ARR company, just five people. At a bigger scale, that’s exactly the matrix for Anthropic. They have reached a stage where they are at a range of 12 million ARR per staff per employee. It’s metrics that are definitely never seen before. I don’t think any company raised to this level. Best in class, best run companies, one, two million per employees. I mean, that was your target if you can make it. We are definitely in a different game. But I think what matters at the end of the day, and that’s what we’re arguing, is that you have to see the big pictures. Yes, some positions might disappear inside some companies, but some other positions will be created in other companies. Usually, what people do is keep talking about the jobs who disappear and not looking at the bigger picture of jobs that are being created as well. What is true, and I think you alluded to that, is that the big tech the past 10, 15 years had some strategy of hoarding talent in a war where having the best talented people will make the difference in numbers, will make the difference between winning or losing. The Google of the world, the Microsoft of the world, the Amazon of the world, they were hoarding talent. They would try to make sure that they might not have such needs in talented number of people. But if they have the talent, it means their competitors didn’t have the talent. It means that the startup trying to reach scale couldn’t pay the giant salaries that the Google of the world were paying. There was definitely some hoarding. But it went so far in the 2020, 2021, that I think since then there has been a coming back to normal. There is also now in 2026, the recognition that it’s not true anymore. Yes, talent can be very valuable, but there is now a bigger and bigger gap between the extremely talented versus the rest that are merely talented because of AI. AI is able to replace at scale your software engineers, your software managers. I would say it’s quite new. I don’t think it was true a year ago. We’re really talking about a recent dramatic change in what can be achieved thanks to AI. We can see most of the big AI companies are moving to coding. It was started by Anthropic as a trend, OpenAI has followed through. Obviously, the Cursor of the world existed before, but they were not as successful. All the Chinese open-source models are moving very fast to coding optimization the past few weeks. It’s quite an incredible change. I think there is that dramatic change, recognition that coding can be done differently. As a result, we are going to see change in the distribution of jobs. I think it will start from the top because we see the news of the big Google, Microsoft, Amazon, and others who used to hold talented software developers to a change in realization that no, we actually need to invest in AI. We need to invest in compute because compute is going to do the job of most of these people. Therefore, we can’t pay for both at the same time, even us with all our money, we cannot. Wall Street is not going to let us do that. They start by removing a lot of position. I think we see that accelerating, quite frankly. We have only seen the beginning, but in the next 2 years, we see a dramatic shift. But I think my position, I guess yours, and you know as well, is that there will be a lot more opportunities created as well, probably by also entities. Nuno Goncalves Pedro The Great Unbundling Yeah, there will be more opportunities created. The hoarding is just taken also a little bit of a different view. To your point, there’s hoarding of resources, compute, et cetera. But there’s also hoarding of top talent. We are seeing people getting paid, packages all in that could run up to 100 million, in some cases even over 100 million over several years. This is unheard of. I mean, an officer of Meta would make, I don’t know, maybe 20, 25 million a year. It’s like now there are people that are on the top end of AI researchers that are getting paid around that amount just to join some of these companies. There’s a little bit of a different hoarding. It’s very selective hoarding of certain talent. We’ve seen some acqui-hires. We’ve talked about it in previous episodes that are just literally about getting one or two people specifically to come on board. Alexander Wang, again, going to Meta to lead their intelligence labs there. I feel, I don’t know what you feel, but I feel this is a transition moment where there is overpaying for certain talent on the top of the market. At some point, this will stabilize. You can’t keep paying people 100 million over 4 years or something like that across the board. To your point, a lot of this is actually going to scale up quickly also on the AI side. There’s a little bit of a different hoarding happening on the top end, not just the resources, but also of people, which seems to give further this notion of barbell, that there’s two extremes, the haves and have-nots, the super-duper talented people that get paid a ton of money, tens of millions of dollars a year at the very least. Then the emptying of the middle where there’s a ton of tech layoffs going on in some ways, the belly, as they would call it, is being expelled. The middle market, the managers are being fired because there’s nothing to manage. There’s a lot of positions going away. In some cases, you might keep some of the more junior talent, but with a little bit of experience. But even the talent coming out of colleges is not getting hired either. It’s a little bit of a weird thing where there’s hoarding at the top, there’s an emptying of the belly, the middle, and then the early, early, early is also not getting recruited. It’s like what gives? How is this going to look in the future? I agree fully with you, Bertrand, that there’s a migration of this talent, not only to other companies, but also to other jobs. There will be new jobs that will emerge out of this. The DevOps, dev tools market didn’t exist until maybe 20 years ago at scale, and it got created. In some ways, we’re seeing there will be new markets, there will be new roles and new jobs that will be created around engineering teams going forward. We can’t anticipate all of them. But basically, the emptying of the belly is true as it’s happening right now. The low hiring on the early and the top end, getting tons of money. We think this is a transition to something else. There’s the hoarding of engineering in general is coming to an end at momentum. Now it’s time to rightsize teams, to get the right at the table, et cetera, and start figuring out what works and what doesn’t work. We’ve already had some horror stories coming out even from Amazon where they were breaking systems with their use of AI tools, and I’m sure it’s happening across the board. I’m on a board of a company and been tremendously affected by Meta and its algorithms, where basically because of advertising, there have been people served with ads for this specific company where the ad doesn’t match the company, so basic stuff like that. It’s been actually very, very difficult because in some ways, the company goes back to Meta. It’s like, “Hey, dudes, you guys are serving ads that are not even our ads with our copyright and stuff. How does this work?” They’re like, “Oh, it’s AI.” It’s like, “Well, it’s AI but can you give me my money back?” They’re like, “No, we won’t give you money back.” This creates huge issues for companies, for example, that are very dependent on advertising, which obviously there’s a lot of industries that are. They’re actually in production systems at scale. Meta is, I think now, the largest digital advertising in the world. I think they outgrew Google in one of the last quarters. Basically, this has a tremendous effect that systems that are in production at scale are getting inputs and changes driven by AI tooling, and somehow nobody can say what the hell is happening. Again, there will be a reckoning, there will be a redistribution, there will be a rightsizing of teams and an adequacy of teams going forward. I personally think this is a transition period. Bertrand Schmitt I think we are moving from hoarding or software engineering to hoarding the top of the top scientists in AI and hoarding of GPUs, GPUs/data center. For me, it was quite interesting to see the deal of Cursor with xAI, where basically they couldn’t get access to computing resources to run their model. But xAI had, I forgot the exact numbers, but close to half a million GPUs that no one, I mean, “no one was using” because their services are not so successful yet in terms of AI chatbot and the like. Basically, suddenly they are like, “You know what? We control access to resource.” But the new resource is, again, a mix of extremely talented AI engineering or AI scientists versus GPUs/data center. There is this race of controlling boss and everything else is going to be collateral damage. Some examples, I think, are quite interesting. You talk about some example of Amazon, even some production issues. I remember reading a quick post-mortem of one of the issues, and the conclusion was it was AI, definitely part of the issue. But the other part of the issue was AI used by junior engineers. For me, it’s interesting. It shows that actually junior plus AI is actually a danger zone. That’s why many companies are going to be way more careful. “Why do we need the junior people if they are just playing with fire?” I think we go back to that situation of barbell, as you call it. The top talents are extremely valuable because they know how a production system works. They are here to develop better AI systems. But the junior guys playing with fires, yeah, maybe it’s cute in startups, but in a big time production environment, a different story. Nuno Goncalves Pedro There will be a barbell with top-end talent super-mega paid and then mid-level talent that is individual contributors still doing a lot of great work, et cetera. Along the way, a lot of emptying of entry, a lot of emptying of the middle. Where does the talent go? The Three (?) Destinations I think we could say there’s three destinations for this talent. Maybe there’s four, maybe there’s more. Three that we can immediately identify. One is the AI native startup piece, where we have smaller teams that potentially get to a lot of revenue or top line over time, and where the Series Seed is the primary round, where we’re seeing Series Seed being raised of tens of millions of dollars, actually even hundreds of millions of dollars in Series Seed. In some ways, the stars there can get incredible compensations in terms of stock. They will stay for private and selling in secondaries later down the road because there’s so much capital at the table. Actually, in some ways, salaries are very high as well in some of these companies. It’s not like you’re trading off anything. You can get paid a lot of money. If your company at Series Seed for 10 or 15 employees has raised 50-$100 million, you can pay great salaries. In some ways, this is the extreme destination. The AI native startups that can make it is the extreme destination. Now, there aren’t a ton of AI native startups that can raise 50-100 million to 400 million in Series Seed, just to be clear. There’s a handful of hot deals in that space, but that’s one clear destination for top-end talent going through that. In that market, I think that’s one of the destinations. The second one is more what we would call the human-verified premium. It’s more of a play of companies that has still the need of human in the loop, either in terms of development, also in terms of activity, either because go-to markets are very intensive, and so therefore you need to have sales forces, partnership teams, et cetera. Or on the engineering side, it needs to have a lot of customization, integration. Companies are not just going to the, “Oh, you can come in and just apply your AI tooling and somehow magically the systems all work.” there needs to be quite a lot of and work and high touch work in getting stuff done. A significant part of that market, I’m not sure, is super VC investible. Maybe it’s a hybrid of private equity in VC, more PE style in many cases. It’s a PE-hold, sell to someone else market. As we’ve discussed in a previous episode on the SaaS-apocalypse, that hasn’t quite worked out for PEs. Question marks on how that human-verified premium market is going to evolve. But obviously, there’s a lot of work still to be done there, even on the engineering and science side. That’s the second potential destination. Then the third more aggressive destination is the reindustrialized middle companies that have a lot of specificity in going after small and medium businesses, local or regional affectations like ERPs or CRMs for specific markets, et cetera. Those are the three natural destinations. I would add the fourth, which is big tech. I mean, big tech doesn’t magically disappear, and I don’t think it fits neatly into any of these three markets. In some ways, big tech is now looking at the extreme for top talent a little bit like the AI native startup because they can pay. They can pay the 100 million every four years, et cetera. I do think it will typify taxonomically into a fourth type emerging, where, as we discussed, you’ll have top-end individual contributor talent. You’ll have the absolute top-end of the market because they can get paid. Then you’ll start having the emergence of earlier talent that is highly capable, et cetera. That will go back to a bit of a normal distribution in terms of talent on big tech. For me, those are the four destinations that I would put at the table. Bertrand Schmitt For me, big tech moving to big tech, I’m not sure if it’s really a destination. I mean, yes, in some ways it’s a reshuffle between the big tech companies. They are definitely all fighting in some ways for some of the same people. I can see that dramatic shift where big tech has to remove a lot of positions in order to replace by AI. Again, I think at this stage, it’s mostly driven by AI coding. We are still at the beginning because this is brand-new phenomenon that AI coding is so successful at its task. I don’t think it was true even 6 months ago. Some companies, take Anthropic, take OpenAI, are definitely there or close to be there in terms of no more writing of a single line of code by a human, zero. This is, again, 6, 12 months ago. Not true. But now it’s true in a few top companies. Take OpenClaw as well, most successful GitHub project of all time, not a single line written by its author. It would have been impossible. We’re talking about hundreds of thousands of line of code in a few months. It’s impossible to achieve that manually. If you look at the other big tech companies, the Google of the world, the Meta of the world, the Microsoft of the world, they are absolutely not there yet. They are going to be there because they have no choice. It’s you either go fast there or you die. You are not going to be able to survive competitors that are shipping 10, 50, 100 times faster than you are shipping. It’s a life and death situation. All the big tech companies are going to move, and mark my word, in the next 2 years from 10, 20% of AI-written code to 100%. During that transition, the next 2 years max, if you don’t do it in 2 years, you are going to die. Your stock price is going to crash. Then, of course, you will have to make changes. You will have to invest more in GPUs. You will have to invest less in your standard typical software engineer employees. Like you, I’m very optimistic that there are new buckets. AI-native startups definitely will be there. It will be transformational. Human-verified premium, very interesting category. In a way, it will be businesses that are inevitably less scalable through AI, and there is definitely a spot from there. I think the biggest would be the reindustrialized middle SMBs. Most of S&P 500 type of business are going to dramatically offer new software opportunities, new opportunity story to talented software employees because they will need to implement AI in everything they do. They will do it. They will need people who have software engineering knowledge in order to implement these systems. For them, what’s changing dramatically really is that thanks to much cheaper cost as thanks to AI coding, a lot of software projects that they couldn’t afford to do, that they couldn’t imagine doing by themselves, they are able to do it. They will invest in a lot more software capabilities than ever before. That will be a big game changer. And software, very tuned to their business model. There might be less buying of your traditional off-the-shelf SAF software and a lot more investment in a highly custom software by their own team, assisted with AI. I think that would be the part that is most transformed by all of this in a positive way. Nuno Goncalves Pedro Alternative Cap Tables, Alternative Compensation Models This will lead to a very fundamental shift, right back to the broken contract. What does the new contract look like? It looks like alternative cap tables depending on which bucket are you transitioning into. If you’re going into your AI-native bucket, and you’re a top-end talent, you’re like, “Dude, I’m worth 100 million over 4 years, so just compensate me accordingly with a mix of options in the company plus my salary.” If you’re top 1%, you can probably get away with salaries that you’d get anyway at mid-level from 300K, 400K and above, and you can get actually a lot of options already in the company. A lot of this is happening right now. There’s a premium for AI, we know that. There’s a premium for AI at the top end of AI researching, in particular on companies that are doing hardcore research on staff AI engineers, so companies that require actual AI engineering. There is a premium that is significant. It could be as high as 18% over non-AI peers, and it widens actually with seniority, shockingly enough. This is more of an average than anything else. Now, for me, and it’s for debate, but the perspective is this extreme comp will need to compress at some point. There will still be the haves and have-nots paid much better than the have-nots, so to speak, but there will be a compression. The variance can’t be the variance we’re seeing today for absolute top-end talent. That said, there will be variants. We know that big tech for over a decade, decade and a half, for example, in the Bay Area, has been paying a lot of money for director and above levels that used to be the VPs, so a million, a million and a half a year, all in compensations. It’s not unheard of that this will actually increase after this stage. That said, I do think that the compensation extreme that we’re in will get diluted down the middle. It will actually come down at some point. It’s part of where we are today. As we know, it is still a bubble. Bertrand Schmitt Yeah, it’s an interesting point. I think it’s possible. At the same time, that compression coming 2, 3, 5 years. At the same time, we have examples where there is no such compression. Take the top sports players in the world, golfing, basketball, NBA players. There has not really been any compression at all. For me, it’s interesting. If you look at the big tech companies, each being one of this top NBA team, why would such compression happen? As long as they are competing against each other and generating plenty of cash, I think there will be some fair question. We will see. I don’t have a strong opinion, but for me, it’s not a total given. Nuno Goncalves Pedro For me, the shocking thing is the faster AI becomes better, the more that compression will happen, because at some point, it’s like, why do you need the top talent as well? I don’t know. It feels like you’re trying to evolve a system that’s there to replace you. It’s like, “Okay, I’m getting paid 100 million over the next 4 years”, and then you develop something that’s so good that replaces you. Thank you. That’s cool. Bertrand Schmitt That’s a total possibility, yes, because we are in that very unusual market where the game is to only replace yourself and people like yourself. At some point, it is a possibility, I guess this one. Right now, we’re talking about replacing your “average software talent”. In 2 years, could we absolutely replace the absolute best top experts in the world? Probably. I think it’s just that at some point we’ll be reaching the stage where we strictly have no control anymore on our AI systems because no human is able to challenge and understand what’s produced. It’s not just a question of scale anymore. We’re talking about a gap in IQ, basically. Nuno Goncalves Pedro Exactly. It will happen at some point in history. We don’t know exactly when. For the second bucket, the human-verified premium bucket, it’s difficult to see how an HVAC company or an HVAC roll-up of scale or a regional health care platform or high touch go-to-market, B2B, SaaS play, et cetera, for a vertical will compete. At the same end, they have to compete and they will compete. There will be more and more jobs, we believe, for engineering talent in these companies. They’ll have to be more and more AI-enabled themselves. The cash salaries will have to be competitive within the local markets, not necessarily with Silicon Valley. There will be potentially profit sharing and revenue sharing and actual dividends played at the table. The model there on the cap table needs to change a little bit, needs to be probably propped up more on salary and on some way of doing profit sharing or actually having dividends paid to employees and figuring out employee to equity in a more aggressive manner. This is the market that probably was already very attacked, so to speak, or let’s say, occupied by private equity firms. There are still obviously part of that model that would work well. There needs to be a fundamental shift, certainly on the quantum of salary compensation, dividend compensation, profit sharing, and all of that. Then last but not the least, obviously, we had the bucket around basically the reindustrialization of the middle, so everything else, which will take most of the belly that we were talking about. This is probably a poor analogy, the belly fat. It’s not belly fat, it’s people that were doing their jobs that now are getting disrupted. In some ways, that bucket will absorb a lot of that belly, will absorb a lot of talent. The small and medium businesses that Bertrand was saying will need to crucially become more AI, software-enabled by themselves, even with some core stuff and underpinnings that actually might not even require AI in terms of infrastructure platforms. There, you need to get properly paid. Again, how many people do you need in your engineering team if you’re a small business? Probably not a lot. It’s maybe you need one or two people and that’s it. They’ll need to be very nicely paid because they’re running the stuff in the rails. This is probably a market that over time, as AI gets more and more competent, will also be disrupted, but let’s not talk about the disruption to the disruption because otherwise, we’ll stay here the whole day, but certainly a market that has a lot of potential to shift and to absorb a lot of the moments that we’re seeing in terms of layoffs happening in the US in particular. Bertrand Schmitt This category was a category that historically could not compete with Silicon Valley salaries, could not attract the most talented engineers. It’s not a category that didn’t want to bring these people on board. It’s a category that just couldn’t afford to bring this talent on board, typically. I think it would be a dramatic shift for them when suddenly there are opportunities to hire these people. There is an opportunity to hire them at maybe more reasonable prices from this company’s perspective. You talk about small companies, the great thing is that there are millions of small companies at some point. I think things could be truly transformational. Of course, some of these engineers, software engineers, might decide to become entrepreneurs on their own. Solo entrepreneurs, small businesses, build their own, easier to build their own product to market so to serve other companies. I think there will be quite dramatic changes because not all companies will be disrupted by AI as much, but not every company will benefit from improving processes, improving software through AI. At least early on, you will need this human touch to make it work inside a business. Interestingly enough, I was hearing that some companies like IBM were hiring more younger people to do the work of going to the client, understand their needs, propose implementation plans. That forward deployed engineer, those positions, I think there will be more and more available. Nuno Goncalves Pedro Investor Landscape Fragmentation What happens to investor into the landscape? We already had an episode, the previous one, Episode 76, where we talked quite a lot about the big capital reset on the private equity and private reset, including venture capital. Just maybe to summarize, how does it align with the buckets that we’ve just been discussing? I think the AI-native bucket clearly is going to be the key bucket. There, we’re going to see two movements. One movement, which is the mega funds, as we discussed in the last episode, are no longer just VC funds. They’re really mostly multi-asset private equity funds, maybe even private equity hedge funds in some cases. Those funds will be all over the high-growth AI-native companies and will be pouring money into companies that are scaling really, really quickly. The early stage, so to speak, VCs, the actual VCs that will stay in the market will be the guys probably identifying the next big wave of AI-native companies. We’ve discussed that as well in the last episode, some research that we did at Chamaeleon that I shared in episode 76. We’ll see that as emerging. What happens to the second bucket, the bucket around human premium, human in the loop? Likely we’ll have more and more private equity capital going into it and the large-scale VC guys, the Thrives of the world, they’ve just announced Thrive Holdings, and others going after those markets as well. It’s trying to converge into the private equity market, which aligns with the point we made in the previous episode that the VC mega funds are no longer VC, that they are private equity, multi-asset class. They’re going after a bunch of things. There’s a conversion happening from VC into private equity. It was going to happen anyway because the private equity guys were coming into VC as well and the hedge funds were coming to VC as well. There’s a convergence in the middle of very, very large funds and large assets under management happening to go after some of these opportunities, certainly in Bucket B. Then this Bucket C, so to speak, the bucket of reindustrialization, as Bertrand was saying, very well, likely will be self-funded for a significant period of time. Will self-fund with their own cash flow. Doesn’t need to have a ton of capital intensity. Maybe you need one or two engineers to do stuff, but that’s it. You don’t need tons of capital. You didn’t need in the past, you won’t need it today. Not sure there’s going to be a fundamental shift to that market. Bertrand Schmitt Yes, I certainly, overall, agree with you. That last pocket, probably little change to the capital and capital structure. Again, I see that as the biggest opportunity for a lot of people who might be less needed by big tech and also top tech companies. What is sure for the first category, the high native startups? I would say more overall in the VC ecosystem, there is no space left for SaaS anymore. I think SaaS, as we used to know it, is dead in some ways in the sense that new pure SaaS software startup are definitely out. Existing ones that are critical to run your infrastructure, the Salesforce of the world, I think they’re in a decent spot. Actually, interestingly, they changed their pricing model to now sell to AI agents, not just per seat. There is a change in pricing there. But this day and age of funding a pure SaaS software startup through VC money, no way. VC money going to AI-native startups, AI-focused startups, to biotech, to deep tech, to defense tech, yes. SaaS as a fundable category early on, I think it’s over. Nuno Goncalves Pedro I’m a bit more nuanced as we shared in The SaaS Apocalypse episode. We can call it whatever we call. It’s applied AI is the new SaaS thing. Horizontal applied AI is the new horizontal SaaS or vertical applied AI is the new vertical SaaS. I agree in common with your point that very specific point solutions around SaaS will be disrupted by nature with all the easy stuff you can do today with AI. It will take a while. This is not something that’s going to happen this year. It’s going to happen over the next years. Maybe interesting to also talk about the exit markets. I think the IPO market, as we’ve also discussed in the past, there is, in my view, going to be a reopening of the IPO market, I think this year, probably later in the year, third or fourth quarter. The median time to IPO actually is going to be really weird because there’s going to be potentially some companies in the current landscape, bubble or no bubble, that are going to IPO, the OpenAIs of the world, Anthropics of the world, et cetera. There will be more and more aggression, I think, on M&A. Big tech has already shown it, that they want to buy into markets. Large non-tech companies have also started doing acquisitions in space. To prop up their IT teams, their engineering teams with this world that we’ve also discussed in previous episodes that I’m going to own my own engineering stack for now. As we see, that normally doesn’t withstand the test of time. At some point it will get unbundled and served by someone else. Then finally, the secondary market is very hot right now. Obviously, there’s heavy discounting on some areas, high premiums on others. The exit market, strangely enough, is going to be propped up, in my opinion, over the next year to 2 years, dramatically. Then we’ll see if there’s a big reckoning around the bubble that we are clearly in or not, if it’s a soft landing or hard landing. Definitely, there’s going to be a lot of exit paths over the next year to 2 years. Bertrand Schmitt Concerning the “bubble”, I have two perspectives on this. One is it’s a bubble in the sense that money is going to a lot of players and some players are going to blow it up. There will be a concentration of players at the end, like it usually happens. If you look at, for instance, long time ago, the railway revolution, there was that intense influx of capital. At the end of the day, there was a dramatic change in transportation in the US and a complete railway system put in place. Yes, some investors lost money, some companies went bankrupt, but the transformation was fully real. There were a lot of top leaders at the end of this revolution. The change after that only happened, we guess, post-World War II, with the construction of the highway system and the rise of airlines and plane transportation overall. Here I feel it’s similar in the sense that, yes, there is a lot of money going in. Some players are going to blow it. They will misuse the money in different ways, but that’s part of dynamic allocation of capital. Of course, you make mistakes. That’s what happens. At the same time, I feel it’s a similar level in the sense of this is a dramatic change in the US infrastructure. This buildup of AI data centers filled with GPUs, integrated at scale with some of the best software in the world and running it, supported by a dramatic shift in energy infrastructure. This is for me similar to the Railroad Revolution. Some players might not own the data center they build because they didn’t manage well their debt, they didn’t manage to run proper software. You know what? They will get acquired by somebody else. I think we are at this level of fundamental transformation. The fact that in a matter of maybe 2 years, the move from 0% of code written by AI to 100 % written by AI is an insane dramatic shift. Just to be clear, when you move from manually coded to AI coded, we’re talking about a 100X difference in terms of speed at similar, if not better level of quality. The shift is dramatic, and on top of it, you don’t pay salaries anymore to achieve that. You pay CapEx, and with GPUs and OpEx with electricity. It’s a very big shift, positive shift in business model. New unions, no management over it, AI working 24/7. Personally, I think for me, bubble has a bad connotation in the sense of it was all for a waste. I don’t think it’s all for a waste. I think we are witnessing a dramatic revolution of our lifetimes, quite frankly, bigger than SaaS, bigger than mobile. From my perspective, it’s exciting times. Nuno Goncalves Pedro Operator Playbook and Predictions Let’s move to if you are this person, what would you do in the future? Let’s start with two extremes and go from there. One is you’re non-tech, so you’re not an engineer, et cetera. You’re trying to figure out, how do I scale my activity? Maybe physical labor is where I want to go. It’s not, “Go west” anymore. Definitely not necessarily go west. You should go to, I guess, the states that have no sales tax with very cheap energy because that’s where the data centers are being built if you want to be in that market. Obviously, there’s a lot of stuff that needs to be done: HVAC, electricity work, et cetera. Don’t go west. Go low sales taxes, low cost of energy. That’s likely where the data centers are being built. You probably can just follow. There’s, I’m sure, some way for you to follow where the data centers are being built, but that’s next, I think on that extreme of the table. The other extreme of the table, let’s say you are super ambitious, maybe you’re no longer an engineer, but you’re a product manager in your prompt engineering. You could do prompt engineering all day long. You’re 28, 29-year-old superstar. What do you go and do? Likely either you start your own thing, start your own company because you’re so good at prompt engineering, you probably can do a lot of the code yourself, particularly if you have an engineering background, or you go and join very early an AI-native startup that you think has the chance of going through the roof, and you take a pretty good salary early on, a ton of upside on the company because guess what? Companies like that need product managers. They need people to figure out UX, UI. It’s not going to be, at least for now, yet AI figuring that out for you. Those are two extremes, just to give two of the extremes, like engineering, product management persona, and physical labor at the other extreme, non-tech, et cetera. Bertrand Schmitt In some ways, every software engineering job is going to become the equivalent of a software engineering manager or a product manager, because suddenly you don’t have to do the coding anymore. You’re managing AI that is coding for you. Either you start to have some manager hat, but we saw the humans, so it’s a very different type of manager, obviously, or you are going to be really an empowered product manager. You’re skipping the middleman. You’re skipping the traditional engineering organization because your engineering organization is AI running and doing the work for you. I still believe that it requires some serious skills. I don’t believe in the vibe coder type of value proposition. I don’t believe in the prompt engineer becoming suddenly super incredible, able to manage that. I still think it requires some serious chops to do the best from all of this and to do it in a safe and sane way. It’s very easy to have poor taste, make mistakes. I don’t know you, but keep reading these stories on the heads of companies who lost everything because of the AI agents. That deleted stuff in production, and they had no backups or the backups weren’t deleted as well. Crazy situation. You cannot run companies like this if you let your agents running wild. You could argue it’s the early days. I would argue it that that issues would be there for a while. You need to have some engineering discipline at core in the company running the business to make sure things don’t go sideways because it would be easy for things to go sideways. Nuno Goncalves Pedro I totally agree. If you’re thinking, Oh, should my kid go into science and engineering and computer science, et cetera? Absolutely, still, because of everything that Bertrand just said. You need to understand actually what code does and what technology does and what all of that does. That’s still a skill of the future. It’s not a skill of the past. In some ways, it’s still a skill of the future very much. Maybe let’s try two more extremes. Around the same level, the person that decided to do an AI native company bootstrapped initially, having difficulty raising a mega round, but could probably get away with raising a 2-3 million seed round, et cetera. Is that still viable? The answer is yes. There’s tremendous capital efficiency right now happening in the market still, 10 plus higher than if you were doing a SaaS company, and you were a founder in 2019 or something like that. That capital efficiency is going to reverberate. You can run a tighter team, smaller team. Actually, you don’t need that many salaries. If you’re a decent engineer as a founder or if you understand enough as a product manager to just generate that code, you can do a lot of stuff yourself, can bring in maybe one or two technical elements to the team early on as you would have done if you were bootstrapped anyway. There’s obviously a path for that. The other extreme is you’re in big tech, you’re level five, individual contributor, making a ton of money, or you were a manager, and you’re now out of a job, where do you go? You can go to a big company that is non-tech, S&P 500 company that’s non-tech, something like that. You join the company, you’ll probably get paid pretty well, maybe not as high as you were paid in big tech. There’s some stock at the table, but guess what? You’ll have probably more work-life balance than you ever did. That’s the trade-off. You’ll have a better job. On the upside, you can transform the company. You can help and be part of transforming a company from non-AI to AI-first or AI-enabled in the future, whatever BS that will look like in terms of the argumentation to the board. You can actually create tremendous productivity enhancements in a big non-tech company if you come with that background. Again, you’ll have certainly a better work-life balance, so not a bad deal, to be honest. Bertrand Schmitt Also, to be clear, I talk a lot about AI coding because it’s truly transformational. You could argue that it’s going to be self-improving. We are in the situation of a self-improving AI that keeps improving itself thanks to automated coding. It’s a dramatic, virtuous loop. Obviously, AI is also going to improve everything else. It’s going to improve your marketing, it’s going to improve your search process, it’s going to improve your DNA. Improvements will be everywhere. It’s just that right now we are at a point in the quote-unquote revolution where there is one clear piece of the puzzle that is moving faster than the rest. Nuno Goncalves Pedro Bertrand, the senior executives at non-tech don’t know anything about that. It could be just a great prompt engineer. That’s the only job you do. “I’m the chief marketing officer. I have someone below me that’s doing the whole work.” Nobody knows. Nobody’s the wiser, I guess. I’m being facetious, but not fully. Bertrand Schmitt Yeah. There would be a transition period where what you described happen. I want to say, going back to AI coding, I think that the part of AI that as of today has reached a stage of limited AGI. We have reached, from my perspective, a limited type of AGI for coding. If you take coding as a discipline today, I think we reach AGI. If you go beyond coding, that’s true. If we are talking about coding, leveraging the latest LLMs: OPUS 4.7, ChatGPT 5.5, combined with Claude Code, Codex, and OpenCode for harness, I think we’ve reached AGI in the context of coding. I’m not sure everyone fully realize that and the consequence of that. I think the rest is going to come as well. We are going to see that category by category, usually categories that are more scientific in nature, where you can replicate, where you can test easily, where you can create clear success. Metrics will be the “easiest” to follow in that direction of self-improvement. I just want to highlight that this part is truly transformational, the root cause of everything we’re talking about today. At the same time, it’s coming beyond coding. Nuno Goncalves Pedro I think it is true. There are a couple of markets where that might not hold true, which is maybe the final path. If you’re thinking of starting your own business in plumbing and in HVAC maintenance and installation, this is a pretty good time for the reasons we already said before. There’s a lot of buildup of data centers and all that stuff, but also for other reasons, because it’s an activity that won’t be disrupted by AI yet. You need them embodied AI. You need physicality to AI to do stuff like actually fixing pipes. Bertrand Schmitt Until Optimus replace you. Nuno Goncalves Pedro Yeah, but if we’re 3, 4 years out in terms of a lot of these optimizations that we’re talking about at the software layer, we’re 10 years plus out on embodied AI, right? Bertrand Schmitt Oh, yeah, it’s 10 years. Nuno Goncalves Pedro We’ll probably be optimistic as we speak. That’s a nice business. I’m thinking of starting to go into that market. If you guys are interested in listening to this, just reach out to me. What’s the angle? I think there’s a lot of stuff you can do in the buildup of some of these businesses, plumbing, HVAC, all sorts of maintenance. There are markets that are just totally messed up. Handyman market in the US is totally messed up. There’s a bunch of companies out there that try to go after it with marketplaces and stuff. I honestly just start something from scratch, a small business, and go from there. Bertrand Schmitt Yes. They’re an interesting middle. Think about accounting firms, consulting firms. I think they are not as easy to replace, but at the same time, there is no way on what they do is not going to be dramatically changed with AI. I don’t know if it’s 50, 80, 90% of the job, but this is changing quite dramatically, would be my expectation in the coming few years. Conclusion Thanks for listening episode 77 of Tech Deciphered about that great talent redistribution. As you heard it from us, we believe there is a dramatic change in play, enabled by AI coding, and that ultimately a lot of the big tech companies are changing their employee distribution, way more focused on the top talents and bringing more GPUs. As a result, we will see a change in their staffing. Some of this change will benefit AI-focused startups, but probably more likely will benefit the bigger SMBs, the S&P 500 companies of the world that will finally be able to bring inside and afford some of the talent that were in some ways trapped by the top 5, 10, 20 software companies of the world. Thank you, Nuno. Nuno Goncalves Pedro Thank you, Bertrand
In this episode Ed interviews Dr. José González-Acuña, recent Ph.D. graduate at Iowa State University. They discuss José's Thesis work on frogeye leaf spot and efforts to expand the ever growing library of plant disease predictive models. Additional Resources https://www.nature.com/articles/s41598-026-46975-z#Sec14 https://journals.ashs.org/view/journals/horttech/27/5/article-p710.xml https://cropprotectionnetwork.org/news/new-crop-risk-tool-enhances-disease-management-decisions Time Stamps 00:00 Understanding Machine Learning Models 03:23 Choosing the Right Model for the Project 06:13 Metrics for Model Evaluation 08:48 Challenges in Data Collection and Standardization 11:38 Insights on Frog Eye Leaf Spot Modeling 13:44 Future Directions and Improvements 17:40 Understanding Weather Data's Role in Disease Modeling 19:42 Data Collection and Analysis for Disease Severity 21:29 Introduction to Decision Support Systems (DSS) 22:27 The Importance of Decision Support in Agriculture 24:09 Future of Predictive Modeling and Decision Support Systems 28:44 The Role of Farmers in Utilizing Predictive Models 32:14 Economic Benefits of Decision Support Systems 34:29 Elevator Pitch: Explaining Predictive Modeling to the Public 37:58 outro with logo.mp4 Zaworski, E. (Host) and González-Acuña, J. (Interviewee). S5:E8 (Podcast). Frog Eye-PM: Predictive Modeling Part 2. 5/20/2026. In I See Dead Plants. Crop Protection Network. Transcript
"Collipark BUBBA SPARXXX" LOL + Pizza Hut Goes Retro! + Answers for the Improvements NEEDED to this Texan Offense! full 743 Wed, 20 May 2026 00:16:25 +0000 HqlqrfrILC8daEbYx5n0ziUs7r8aEHih afc,cj stroud,houston texans,nico collins,demeco ryans,david montgomery,afc south,texans,stroud,nick caley,pizza hut,texans offense,houston texans news,texans news notes,houston texans news notes,bubba sparxxx,ying yang twins,sports The Drive with Stoerner and Hughley afc,cj stroud,houston texans,nico collins,demeco ryans,david montgomery,afc south,texans,stroud,nick caley,pizza hut,texans offense,houston texans news,texans news notes,houston texans news notes,bubba sparxxx,ying yang twins,sports "Collipark BUBBA SPARXXX" LOL + Pizza Hut Goes Retro! + Answers for the Improvements NEEDED to this Texan Offense! The Drive with Stoerner & Hughley delivers high-energy Houston sports talk built for H-Town fans who want insight with edge. Former NFL quarterback Clint Stoerner teams up with Ron “The Show” Hughley to break down everything that matters in Houston sports — from Texans training camp storylines and NFL playoff races to Astros postseason pushes and Rockets rebuild updates. A must-listen for Houston sports talk, the show blends locker-room perspective, strong opinions and authentic fan energy while covering SEC football, UH hoops, college sports across Texas and the biggest headlines shaping the NFL and MLB. For passionate, informed and locally-focused Houston sports analysis, The Drive with Stoerner & Hughley keeps fans connected to the teams and stories that define the city. © 2026 Audacy, Inc. Sports
The Canadian Food Inspection Agency’s proposed changes to Canada’s livestock traceability regulations have sparked heated debate this spring, but Alberta cattle feeder and veterinarian Kee Jim with G.K. Jim Farms says much of the backlash is misplaced. Speaking with RealAgriculture’s Shaun Haney, Jim says he was surprised by the decision from some industry organizations to... Read More
The Real Truth About Health Free 17 Day Live Online Conference Podcast
Real-life case studies show fasting reversed hypertension, diabetes, autoimmune diseases, and improved liver and lipid markers. #FastingResults #CaseStudies #CardiometabolicHealth #HealthTalks
Timestamps: 0:00 Intro 0:19 Windows Update Improvements 1:12 Impending Strike at Samsung 2:58 AMD FSR Announcement 5:04 QUICK BITS INTRO 5:16 ASUS ROG Branded RAM 6:03 New Study Shows AI Impacts on Education 6:48 Sony Xperia AI Camera Assistant 7:28 Stop Killing Games Updates 8:07 Instagram's Newest Feature NEWS SOURCES: https://lmg.gg/vkbFs Learn more about your ad choices. Visit megaphone.fm/adchoices
It's Friday, May 15. Here are today's top stories around Central Indiana. Want to go deeper on the stories you hear on WFYI News Now? Visit wfyi.org and follow us on social media to get local news every day. WFYI News Now is hosted by Barb Anguiano and produced by Zach Bundy. Subscribe wherever you get your podcasts.
This morning Matt is out as he’s heading to Houston to help his mom. So the wonderful drew stepped up to fill in his shoes. Then Drew brings up an interesting topic off air that gets our phone line ringing. Bob then wants to get intern Celeste opinion on how the show can improve and she doesn’t hold back. After that we end the show by saying goodbye to intern Celeste as it is her last day. We wish her the best and hope she comes to visit!Support the show: https://www.klbjfm.com/mattandbobfm/See omnystudio.com/listener for privacy information.
We know why you're here every week. To answer that one burning question... Where does Microsoft Solitaire Collection sit on the chats? Now on with The Regular Show
This is the Live Call-in Show from this past Sunday night, May 10, 2026! Mike and Scott were back together for another fun hour of Disney talk! During this show, we discussed a day without alcohol sales on both Disney Cruise Line islands, electric cars coming to the Autopia at Disneyland in 2027, rumored new venues coming soon to Disney's Boardwalk, and Level 99 coming to Disney Springs soon as well! Plus, we got some great calls about comparing Silver Dollar City to the Disney Parks and Abby called in from Indy with some great memories of Star Wars Weekends from her childhood which led to great conversation about if the Studios Star Wars experiences were better pre- or post- Galaxy's Edge. Come join us in the BOGP Clubhouse this week at www.beourguestpodcast.com/discord. Please visit our website at www.beourguestpodcast.com. Thank you so much for your support of our podcast! Also, please follow the show on Twitter @BeOurGuestMike and on Facebook at www.facebook.com/beourguestpodcast. Become a patron of the Be Our Guest Podcast over at www.patreon.com/BeOurGuestPodcast. Thanks to our friends at The Magic For Less Travel for sponsoring today's podcast!
Randy talks SF drug policy with Tom WolfSee omnystudio.com/listener for privacy information.
12pm hour of The K&C Masterpiece! More Rangers awesomeness! Give us one word to describe the Cowboys biggest offseason improvement and other pressing NFL questions. My Buddy's an Idiot (NBA refs / Dana White / Jake Paul / Steve Sarkisian or Ole Miss / Mavs and 6 other NBA teams)
Analyzing the leaked 2024 Dallas Cowboys schedule, the discussion highlights key matchups against the Ravens and Eagles, including the potential Thanksgiving slate. They also debate whether communication or secondary play is the team's biggest offseason improvement following changes in the coaching staff. 01:00 - Cowboys Schedule Leaks 05:02 - Voluntary Workouts Debate 06:41 - Cowboys Defensive Improvements
EXCLUSIVE: New renderings for Francis Field Improvements
Send us Fan MailWhat if the symptoms women are told to “just live with” are actually signs of hormone imbalance?In this episode of Never Been Sicker, Michael Rubino sits down with Dr. Melissa Miskell to discuss hormone health, aging, inflammation, thyroid issues, brain fog, fatigue, menopause, and why so many women are being dismissed instead of properly tested. The conversation also dives into statins, cholesterol, processed food, environmental toxins, and how modern lifestyles may be contributing to chronic illness and hormone disruption.If you've been struggling with fatigue, brain fog, mood swings, poor sleep, low libido, hot flashes, or simply “not feeling like yourself,” this episode may completely change the way you think about hormones and healthy aging.Timestamps00:00 Intro00:19 Why hormones matter01:24 When hormones start changing02:20 Symptoms women experience03:01 Why women get dismissed04:32 Why doctors avoid hormones05:07 Signs of hormone imbalance05:59 Common symptoms women ignore07:22 What hormone therapy looks like08:29 Improvements women notice first09:40 How long treatment lasts10:48 Hormones, thyroid & lifestyle11:17 Hormones and heart health12:32 Estrogen and dementia13:06 Osteoporosis explained14:12 Inflammation and brain health15:29 Thyroid problems and testing18:37 Low vs high hormones20:48 The biggest hormone myth21:16 Does estrogen cause breast cancer?22:20 The Women's Health Initiative controversy24:19 Hormone replacement controversies26:24 Statins and hormone depletion28:47 Cholesterol, sugar & heart disease31:00 Why we've never been sicker33:11 Why hormones are overlooked34:31 Hormone symptoms in men34:52 You don't have to feel this way35:23 Where to find Dr. Melissa-----------------------------------------------------------------------------------------------Follow Dr. Melissa Miskell
In this episode of the Loan Officer Team Training Podcast, I sit down with someone whose story is a powerful reminder that when life falls apart, mindset determines whether you stay stuck in the loss or rise through the lesson.Lani Fisher, real estate professional, community builder, and advocate for small, consistent improvements, joins me for an inspiring and deeply personal conversation about resilience, gratitude, and the grit it takes to transform both your business and your life.This episode is for loan officers, real estate professionals, and entrepreneurs who are ready to stop waiting for life to get easier and start building strength through consistent growth. Expect honest reflections on adversity, practical systems for success, and a powerful reminder that small, intentional shifts can change everything.---Follow Lani on Instagram: https://www.instagram.com/lanifisherhomes/My Instagram: https://www.instagram.com/itsireneduford/MyEmail: irene@loanteamtraining.comGet Loan Team Training for YOUR team:https://go.loanteamtraining.com/Visit loanteamtraining.com to learn how we can help your team wow clients and close more loans. #realestate #loanofficer #mindset #resilience
The Department of Veterans Affairs approved nearly $600 million in infrastructure improvements during the second quarter of this fiscal year. That's just part of the nearly $5 billion the VA is spending on non-recurring maintenance this year. The spending is going toward updating infrastructure systems in medical facilities and building upgrades for elevators, electrical systems and boiler plants. The funding is also going toward preparing VA medical facilities for the rollout of a new Electronic Health Record system.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.
On episode 294 of EHS On Tap, Ryan Urik, senior EHS manager, Curtiss-Wright, and Heather Ritz, program manager, ergonomics at Briotix Health, talk about how Curtiss-Wright revamped its ergonomics program.
Hour 2 of Scotty G. & The Coach with Scott Garrard and Tim LaComb. End of Season for Utah Mammoth G, B & U: Weird Baseball player injuries NBA Playoffs
Craig Breslow joins the show during the Red Sox Front Office Report to discuss how the team pulled off the sweep against the Detroit Tigers, he still believes this team is a playoff team, and he gives the latest update of Roman Anthony.
Bump and Stacy are joined by Mariners Infield Coach Perry Hill to discuss Cole Young’s improvements at second base and the hardest things about each infield position, they look at whether it’s time to be patient or panic about the Mariners following a tough loss to the Braves, they give you their thoughts on a major injury in the AL West and College Football Playoff expansion in Headline Rewrites, and Bump rants about honking, gym etiquette, and influencers in Get Off My Lawn!
What happens when a pharmacist of 30+ years realizes the system she was trained in isn't actually helping people heal? In this powerful conversation, I sit down with Amanda Yue, PharmD, to discuss her journey from conventional pharmacy to root-cause healing—and the life-changing results that followed. Amanda shares how her 80-year-old mother-in-law, who was facing foot amputation due to long-standing type 2 diabetes, was able to not only avoid surgery—but reverse her diabetes and regain her memory after early signs of cognitive decline. We also dive into Amanda's personal health struggles, including 27 years of psoriasis, leaky gut, hormonal imbalances, and chronic symptoms despite "normal" lab work—and what finally helped her heal. A major part of this transformation came from implementing the Feel Great System, which includes a concentrated yerba mate tea and a fiber matrix supplement. These tools helped address insulin resistance, reduce food cravings, and stabilize blood sugar—unlocking the body's ability to heal. This conversation goes beyond one success story. Amanda explains how the same approach helped improve her entire family's health, from blood sugar and weight to focus and hormonal balance. If you've ever felt stuck, frustrated, or like nothing is working—this episode will challenge what you've been told and show you what's actually possible when you address the root cause. Amanda's experience as a pharmacist and why patients keep getting worse Her personal struggles with leaky gut, psoriasis, and hormonal imbalance Why "normal labs" don't always mean you're healthy How her 80-year-old mother-in-law avoided amputation Reversing type 2 diabetes naturally The role of the Feel Great System (concentrated yerba mate + fiber matrix) The connection between insulin resistance and memory loss Improvements in cognitive function and early dementia symptoms Why medications like statins and PPIs may not address the real issue The role of insulin resistance in weight gain, inflammation, and chronic disease How this approach impacted her entire family (PCOS, Hashimoto's, ADD, and more)
Chris Johnson sits down with Ido Green of Espresso Labs to explore how AI and local agents can reduce cybersecurity noise, offload Level 1 work, and continuously enforce compliance, without losing human control. They discuss guardrails for safe automation, multi-vendor telemetry, drift detection, evidence collection at scale, and why “reporting gaps” isn't enough if you can't execute remediation and preserve proof. The episode closes with a roadmap for frameworks, partnerships, and insurance-ready visibility.
In the final hour, Mac & Bone discuss just how improved the Panthers roster really is, & if they are equipped to handle a first place schedule, Sam Farber joins to voice his displeasure with the ROY voting, the guys preview the night in sports, they read funny texts, & moreSee omnystudio.com/listener for privacy information.
For many, the workplace is broken. We may not realize it, but our tools can shape us in unproductive ways, and we've become conditioned to accept this as normal. In this recording, David Allen and John Forrister talk With Eric Mack about his 8 Practices of Intentionally Productive Work, which provide a framework to help you shift your mindset and uplevel your work.
8. The Collapse of Cuban Influence in South America Guest: Ernesto Araújo and Alejandro Peña Esclusa Summary: Experts analyze the fragility of the Cuban regime and its diminishing impact on Venezuela and Brazil. They note improvements in Venezuela's economy as leadership distances itself from Havana's influence and follows cues from Washingtoninstead.,, (8)1862 URMIA CHRISTIAN SEMINARY FOR WOMEN
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