Podcasts about PES

Hnutí SPD, které se loni poprvé stalo vládní stranou, zkusí výrazněji zabodovat i v komunálních a v senátních volbách. V Praze, kde má strana tři zastupitele, chce posílit. Odpustí straně voliči neplnění celostátních slibů? Hostem Ptám se já byl lídr pražské kandidátky SPD Milan Urban. Architekt a urbanista Milan Urban je odborníkem SPD v problematice bydlení a energetiky. Jedničkou kandidátky hnutí v hlavním městě byl i při minulých komunálních volbách před čtyřmi lety, kdy SPD ve spolupráci s Trikolorou, hnutím PES a nezávislými kandidáty získalo 5,2 procenta hlasů. A celkem tři z 65 křesel v městském zastupitelstvu. Urbanovy zkušenosti s pražskou politikou jsou ale mnohem delší. Mezi lety 2011–2014 byl místopředsedou výboru pro územní rozvoj hlavního města, tehdy za TOP 09. Do zastupitelstva úspěšně kandidoval už také v roce 2006 za stranu SNK Evropští demokraté. V minulosti byl také předsedou dozorčí rady v Pražské plynárenské. Letos si jde lídr SPD pro mandáty v metropoli spolu s Trikolorou, PRO, Přísahou a nezávislými. „Náš úkol je ochránit Pražany před naschvály progresivistů. Chceme Prahu svobodnou, bohatou pro své obyvatele, čistou, zábavnou a bezpečnou,“ prohlásil před zahájením kampaně. Jak by hnutí SPD řešilo hlavní problémy metropole? S kým by vládlo? A kým by nahradilo ukrajinské zaměstnance, které se snaží opakovaně odsouvat ze země? -- Podcast Ptám se já. Rozhovory s lidmi, kteří mají vliv, odpovědnost, informace. Sledujte na Seznam Zprávách, poslouchejte na Podcasty.cz a ve všech podcastových aplikacích. Archiv všech dílů najdete tady. Své postřehy, připomínky nebo tipy nám pište prostřednictvím sociálních sítí pod hashtagem #ptamseja nebo na e-mail: audio@sz.cz.

Marjolein en Harmen kijken terug op twee volle weken met veel politiek (Prinsjesdag, de PES, Volt), sport (Demi Vollering en Mathieu van der Poel) en humor (Mona Keijzer). 

Durante más de setenta años la Unión Cristianodemócrata (CDU) había conseguido representación en todos los parlamentos regionales de Alemania. Esa racha se rompió este domingo en Mecklemburgo-Pomerania Occidental, un pequeño estado báltico de la antigua RDA en el que el CDU no ha llegado al 5% y, por lo tanto, se ha quedado fuera de la cámara. Casi todo su voto se marchó a Alternativa para Alemania (AfD), que roza el 40% y ha quedado a pocos escaños de la mayoría absoluta. La misma noche la CDU perdió también Berlín, donde gobernaba desde hacía pocos años, en favor de Die Linke, heredera del partido que gobernó la Alemania comunista. Todo ello apenas dos semanas después de otro severo castigo de AfD en Sajonia-Anhalt. Son tres derrotas seguidas que convierten cada elección en un plebiscito sobre el canciller Friedrich Merz, pero que revelan algo más profundo: lo desgastado que está el sistema de grandes partidos sobre el que se construyó la Alemania de posguerra. Merz reaccionó con rapidez. Admitió el desastre, elevó la derrota a crisis nacional y habló como canciller de todos los alemanes, no como líder de un partido que acababa de ser derrotado. Pero en Berlín ya circula una palabra, “Kanzlertausch”, el relevo del canciller sin pasar por las urnas. Merz tiene setenta años, lleva poco en el cargo y su popularidad es la más baja que jamás ha tenido un canciller a solo año y medio de llegar al poder. Sobrevive porque sus posibles rivales dentro del partido prefieren no moverse y porque el Partido Socialdemócrata (SPD), su socio, de gobierno, teme hundirse con él. AfD, pese a su victoria, no gobernará. Nadie quiere pactar con ellos. Lo previsible es que la socialdemócrata Manuela Schwesig siga al frente del estado con el apoyo de la izquierda. Schwesig remontó en la recta final planteando la campaña como un duelo personal contra AfD, en ese duelo la CDU desapareció. Pesó también la nostalgia del gas ruso barato que llegaba por el Nord Stream, cuya terminal alemana está en la misma costa de Mecklemburgo. Berlín es otra historia, aunque no tan distinta. Die Linke duplicó sus resultados de las últimas elecciones y ganó por primera vez desde la reunificación, aunque con un voto muy repartido entre cinco partidos. Su candidata, Elif Eralp, abogada hija de inmigrantes turcos, necesitará a los Verdes y los socialdemócratas para gobernar. La CDU y el SPD culpan a sus candidatos, salpicados por escándalos, pero el SPD ha firmado su peor resultado histórico en la ciudad en la que el socialdemócrata Willy Brandt construyó buena parte de su carrera política. El triunfo de Die Linke se explica por una ciudad que ha cambiado, casi la mitad de su población es de origen inmigrante, pero sobre todo por los problemas para encontrar vivienda. Los alquileres son prohibitivos y la izquierda ha ofrecido medidas radicales, incluyendo las expropiaciones. A ello se suma una administración lenta, carreteras en mal estado, basura en las aceras y un gran apagón a comienzos de año que dejó en evidencia al alcalde. El trasfondo de todo es económico. Alemania lleva años estancada, castigada por la competencia china y los aranceles estadounidenses. Las reformas de Merz tienen costes inmediatos, pero sus beneficios se sentirán dentro de un tiempo. AfD lidera ya las encuestas nacionales. Adelantar las elecciones tampoco resolvería nada, porque ningún partido lograría gobernar en solitario. Alemania está bloqueada, y nadie sabe cuánto durará ese bloqueo. En La ContraRéplica: 0:00 Introducción 4:12 La CDU se desangra 36:43 Canada y Europa 45:14 La ley de nietos y el censo · Canal de Telegram: https://t.me/lacontracronica · “Contra el pesimismo”… https://amzn.to/4m1RX2R · “Hispanos. Breve historia de los pueblos de habla hispana”… https://amzn.to/428js1G · “La ContraHistoria del comunismo”… https://amzn.to/39QP2KE · “La ContraHistoria de España. Auge, caída y vuelta a empezar de un país en 28 episodios”… https://amzn.to/3kXcZ6i · “Contra la Revolución Francesa”… https://amzn.to/4aF0LpZ · “Lutero, Calvino y Trento, la Reforma que no fue”… https://amzn.to/3shKOlK Apoya La Contra en: · Patreon... https://www.patreon.com/diazvillanueva · iVoox... https://www.ivoox.com/podcast-contracronica_sq_f1267769_1.html · Paypal... https://www.paypal.me/diazvillanueva Sígueme en: · Web... https://diazvillanueva.com · Twitter... https://twitter.com/diazvillanueva · Facebook... https://www.facebook.com/fernandodiazvillanueva1/ · Instagram... https://www.instagram.com/diazvillanueva · Linkedin… https://www.linkedin.com/in/fernando-d%C3%ADaz-villanueva-7303865/ · Flickr... https://www.flickr.com/photos/147276463@N05/?/ · Pinterest... https://www.pinterest.com/fernandodiazvillanueva #FernandoDiazVillanueva #cdu #friedrichmerz Escucha el episodio completo en la app de iVoox, o descubre todo el catálogo de iVoox Originals

Picture this: you're a stay-home dad taking care of three kids while preparing for your exam. Interesting? That's exactly how today's guest started his journey toward becoming a PE in the US! In this episode, Jonathan Espiritu dives into the steps he took to get licensed in the US as a Filipino engineer, and dives into the tips fellow Filipinos and international engineers alike can use to crush their NCEES exams and do the same!

Las elecciones suecas del pasado domingo han dejado un resultado muy ajustado. Con casi todo los votos escrutados y a falta del voto exterior, el bloque de izquierdas que lidera el Partido Socialdemócrata suma 176 escaños frente a los 173 de las fuerzas que sostuvieron durante cuatro años al Gobierno conservador de Ulf Kristersson. Magdalena Andersson, primera ministra entre 2021 y 2022, tiene todo a favor para regresar al cargo, aunque al frente de una coalición heterogénea y seguramente mal avenida. El resultado encierra dos paradojas. Los socialdemócratas recuperarán el poder con su peor porcentaje desde 1908, y Demócratas Suecos, el partido de derecha identitaria que parecía imparable, ha retrocedido por primera vez en su historia justo cuando estos partidos avanzan en casi toda Europa. En 2022 la derecha llegó al Gobierno gracias al Acuerdo de Tidö, que rompió el cordón sanitario que se había impuesto en torno a Demócratas Suecos durante años. El partido de Jimmie Åkesson se quedó fuera del Gabinete pero a cambio ha tenido mucha influencia en la agenda de Gobierno. Esa es la razón por la que en Suecia se han aplicado algunas de las políticas migratorias más duras de Europa, se ha endurecido el código penal y se han recortado las regulaciones climáticas. Los politólogos suecos llaman a esta fórmula parlamentarismo contractual. La campaña de este año ha girado en torno a la economía, pero fue también muy ideológica porque el verdadero debate era la composición del futuro Gobierno. Demócratas Suecos y el Partido de la Izquierda, el antiguo Partido Comunista, exigían entrar en el Consejo de Ministros si ganaba su bando. Entretanto socialdemócratas y moderados trataban de parecerse lo más posible presentando propuestas muy similares. En la derecha los socios han resistido bien. Todos han mejorado ligeramente sus resultados de 2022, pero no los Demócratas Suecos, que han perdido 11 diputados. Hay varias causas que lo explican. Diez días antes de votar estalló el escándalo de una asesora del partido vinculada a redes de la inteligencia rusa. Pesó también el tono áspero de su programa contra los inmigrantes ya residentes, que la mayoría de los suecos rechaza, además del voto táctico hacia sus socios y el desgaste de apoyar un Gobierno sin formar parte de él. Aun así su victoria ideológica es evidente porque todos han adoptado una parte de su programa. En la izquierda el triunfo no se debe a los socialdemócratas, que han bajado en votos y escaños, sino a la mejora de sus vecinos. La Izquierda ha crecido impulsada por el malestar ante el giro migratorio y por la atonía económica. La ambigüedad de Andersson, que no quiso decantarse entre el Centro y la Izquierda, ha llevado a los votantes a reforzar a ambos. Todos coinciden en que hay que desalojar a Kristersson pero no en el programa. El Centro rechaza compartir Gobierno con la Izquierda, esta exige carteras y más impuestos y los Verdes tienen también sus propias reservas. El parlamentarismo negativo sueco permite a Andersson gobernar mientras no haya 175 votos en su contra, así que lo más probable es un Gobierno con Centro y Verdes y un acuerdo externo con los comunistas. La izquierda europea no debería celebrarlo demasiado. Andersson defiende una inmigración muy restrictiva, se parece mucho más a la danesa Mette Frederiksen que a Pedro Sánchez. Las ideas de los Demócratas Suecos seguirán ahí marcando el discurso mientras una oposición que ha perdido por la mínima tendrá cuatro años para prepararse frente a una coalición frágil. En La ContraRéplica: 0:00 Introducción 4:12 Ganar perdiendo en Suecia 38:08 Los límites de la IA 44:57 La proyección de Mercator 48:17 La inmigración como arma · Canal de Telegram: https://t.me/lacontracronica · “Contra el pesimismo”… https://amzn.to/4m1RX2R · “Hispanos. Breve historia de los pueblos de habla hispana”… https://amzn.to/428js1G · “La ContraHistoria del comunismo”… https://amzn.to/39QP2KE · “La ContraHistoria de España. Auge, caída y vuelta a empezar de un país en 28 episodios”… https://amzn.to/3kXcZ6i · “Contra la Revolución Francesa”… https://amzn.to/4aF0LpZ · “Lutero, Calvino y Trento, la Reforma que no fue”… https://amzn.to/3shKOlK Apoya La Contra en: · Patreon... https://www.patreon.com/diazvillanueva · iVoox... https://www.ivoox.com/podcast-contracronica_sq_f1267769_1.html · Paypal... https://www.paypal.me/diazvillanueva Sígueme en: · Web... https://diazvillanueva.com · Twitter... https://twitter.com/diazvillanueva · Facebook... https://www.facebook.com/fernandodiazvillanueva1/ · Instagram... https://www.instagram.com/diazvillanueva · Linkedin… https://www.linkedin.com/in/fernando-d%C3%ADaz-villanueva-7303865/ · Flickr... https://www.flickr.com/photos/147276463@N05/?/ · Pinterest... https://www.pinterest.com/fernandodiazvillanueva Encuentra mis libros en: · Amazon... https://www.amazon.es/Fernando-Diaz-Villanueva/e/B00J2ASBXM #FernandoDiazVillanueva #suecia Escucha el episodio completo en la app de iVoox, o descubre todo el catálogo de iVoox Originals

Join correspondent Simo Nylander as he shares insights about Finland's national pastime, Pesäpallo, reporting about a game in progress in Siilinjärvi, Finland

https://discord.gg/UpA468KUDUhttps://www.instagram.com/zssnasChapters:(00:00:00) - بداية الحلقة رقم 250 والاحتفال بـ 100 ألف متابع على إنستغرام.(00:04:30) - سر الوصول لـ 100 ألف متابع: كيفاش النية والخدمة لمدة عام كتعطي نتائج خيالية.(00:08:10) - الهايب ديال GTA 6 والذكريات: نقاش على تريلر GTA 6 ومقارنتها مع الأجزاء القديمة بحال Vice City.(00:12:10) - معاناة السفر في الكيران والطيارات: علاش كاينين ناس كينعسوا في المواصلات وناس لا؟ وتجربة السفر من تولوز لميلانو.(00:16:25) - كودات GTA وأيام السيبيرات: ذكريات كودات GTA San Andreas ومواقع الألعاب القديمة بحال Friv وMiniclip.(00:22:00) - علاش PES ماتت بالنسبة ليا؟: مقارنة بين PES وFIFA وعلاش PES 2017 كانت هي الطوب.(00:28:30) - قصة "تندر" (Tinder Storytime): قصة حقيقية (ومرعبة شوية) طرات لصاحبي مع بنت تعرف عليها في Tinder.(00:37:00) - ليلة الروينة والتقيا في الناموسية: تكملة قصة Tinder وكيفاش تحولت ليلة "الزهو" لكارثة صحية ودراما.(00:46:00) - ملي كيسحاب ليك قتـ لتي شي واحد: اللحظة اللي طاحت فيها البنت من الدروج وصاحبي سحاب ليه مشى للحبس.(00:52:00) - نهاية ليلة "النداء": كيفاش سالات القصة وكيفاش بقات العلاقة بيناتهم من بعد داكشي كامل.(00:58:00) - نصائح للطلبة في فرنسا: إجابة على أسئلة المشاهدين بخصوص القراية، الخدمة (Job Étudiant)، والمصاريف في فرنسا.(01:05:30) - أحسن المسلسلات اللي تفرجت فيهم: نقاش على Game of Thrones، Breaking Bad، وSuits.(01:12:00) - كيفاش تخدم بالذكاء الاصطناعي (AI): نصيحة تقنية لاستعمال ChatGPT وCanva في التصميم.(01:14:00) - الخاتمة وموعد السفر: شكر للمتابعين وإعلان على سفر قريب وغياب مؤقت.*******************************************************************Follow WLEP on IG: https://www.instagram.com/wladlhajexperienceListen on Spotify: https://spoti.fi/3w1beaGI stream on Kick: https://kick.com/anaseriouslyI stream on Twitch : https://www.twitch.tv/anaseriouslyJoin our community on Discord: https://discord.gg/XTVf8cCnSy#بودكاست #podcast #maroc #المغرب

De PvdA en GroenLinks zijn deze zomer definitief samen opgegaan in ProgressiefNederland (PRO), maar er is nog één belangrijke hobbel te nemen. Bij welke Europese politieke familie sluiten zij zich aan? De PvdA is in Brussel aangesloten bij de Partij van Europese Socialisten, de PES. GroenLinks zit bij de Europese Groene Partij, de EGP. Door regelgeving kunnen ze niet van beide lid blijven, dus moeten de leden van PRO in september in een referendum hun voorkeur uitspreken. PRO-leider Jesse Klaver liet afgelopen vrijdag weten: PRO moet zich aansluiten bij de sociaaldemocraten. Bij de leden voeren verschillende groepen campagne. Zo ook Rolf Hidding. Hij is campagneleider van PRO PES en wil dat PRO zich in Europa aansluit bij de Sociaal-democraten. Marieke van Doorninck is oud-wethouder van GroenLinks in Amsterdam en lid van het bestuur van de Europese Groenen namens GroenLinks. Zij wil de band met de Groenen vasthouden. In De Rode Draad gaan ze in debat.

RenMac breaks down Treasury's move to double its long-end liquidity support ops to $4 billion, its turn from plumbing to arguing yields don't reflect fundamentals and how bill-funding those buys lands them on the Fed's sheet. The team also discusses why a 53-year high in capex intentions is credit-financed capacity that looks like growth until the cost of capital reprices, Oracle and Nvidia CDS at new highs, PMIs as a bad indicator for asset allocation and why P/Es are siren songs in the context of shooting failed momentum in the back.

Phantom Blade Zero è l'ACTION RPG dell'anno?! Intanto Konami lancia Kick-Off ESCLUSIVO per Switch 2 e... pare sia quello che tutti chiedevano, ma perché SOLO SU SWITCH 2?! Hunters Gathering cambia tutto e non sarà più un live-service! Intanto vi parlo un po' di retrogaming con Evercade della next gen di PlayStation sempre più incerta e dell'odissea spaziale vissuta in live da Star Citizen!Buon ascoltoCapitoli:00:00:00 Intro00:03:28 I leak di GTA VI e il futuro delle presentazioni00:15:46 Insert Coin00:19:06 Kick-Off è il PES del quale abbiamo bisogno00:26:43 Evercade è il retrogaming portatile per chi ama il fisico00:33:11 Netflix chiude lo studio di Oxenfree00:37:37 Buone notizie per Alan Wake 2 e Big Walk00:44:48 PS6 non fa ridere Sony00:50:26 Horizon Hunters Gathering NON più live-service!00:57:51 Un ratto per Asha Sharma lo merita Todd Howard01:03:11 Star Citizen fa un disastro01:11:27 Phantom Blade Zero è l'ARPG migliore del 2026Link Utili:► Ko-Fi: https://ko-fi.com/arcadediale► Instagram: https://www.instagram.com/arcade_di_ale/

Want true value stocks with low P/Es? Look at the auto industry.  (0:30) - What Industry Should You Be Looking At For Strong Value Stocks? (6:15) - Tracey's Top Stock Picks For Your Watch List (24:30) - Episode Roundup: LEA, LAD, GM, MGA, PAG, TM  

Want true value stocks with low P/Es? Look at the auto industry.  (0:30) - What Industry Should You Be Looking At For Strong Value Stocks? (6:15) - Tracey's Top Stock Picks For Your Watch List (24:30) - Episode Roundup: LEA, LAD, GM, MGA, PAG, TM podcast@zacks.com  

Jay: I’m not lying when I tell you that I struggle with this idea that I’m being a pest in sales. So I think it’ll help my sales, I think it’ll help my daily attitude towards what I do. David: Well, I’ll tell you something, Jay, many of the most conscientious human beings feel this way. I mean, if you’re one of those sales guys who, “Hey, everybody loves me,” you’re not even going to think of that. It’s never even going to occur to you. So the people who are most likely to struggle with this are people who just want to help. They’re there to provide a service. Jay: Yeah. David: They don’t want to be a pest. And so really, most of the people who feel this way are the ones who are least likely to be a pest because they’re not arrogant to begin with. David: Hi, and welcome to the podcast in today’s episode, co-host Jay McFarland, and I’ll be discussing the topic of how to avoid being a pest in sales. Welcome back, Jay. Jay: Oh, thank you for having me, Dave. This is a real problem for me. I always feel like a pest in sales, whether it’s an email, whether it’s a text, I always feel like they don’t want to hear from me. And. it’s been an ongoing problem. I’ll just be honest with you when it comes time, okay? I got to sit down and reach out to people. I’m like, oh, do they really want to hear from me? Am I going to bug them? How do I get over that? David: Yeah, it’s a great question. A number of years ago, I was doing a speaking presentation and Mary Lou Retton, the gymnast, was also speaking at the same event, and she told this story. It was just so great. I don’t know if somebody asked the question, but it came up in her presentation where people were saying to her, when she was doing her routine, the person who went on before her did a really, really good routine. And so at that point, the pressure would really be on her to deliver a flawless performance if she wanted to be able to get the score that she needed. Jay: Mm-hmm. David: And so the question was how do you deal with that when this person delivers a great performance and you have to go on next? Don’t you feel nervous after that? And her response, I’ll never forget it. And this was easily 10 or 12 years ago this happened. Jay: Yeah. David: Her response was, “you know, I watched her performance and it was great. And I looked at it and I thought to myself, wait till they get a load of me!” Jay: Mmmm. David: And I was like, “wow, how much does that apply in sales?” Jay: Yeah, David: I mean, I think it applies every bit as much in sales as it does in gymnastics. If you go in with the idea of, oh, that person’s better than I am, or they’re not going to like me, or they’re going to think that I’m annoying, or I’m rude, or I’m obnoxious, or I’m a pest, or whatever. If you go in with that mindset, then what you are likely to say, the way that you’re likely to position yourself, all of those things are going to reflect that. But if you’re able to go into a situation with the idea of “wait ’til they get a load of me,” or at least “I have something valuable to offer.” Now, any salesperson who doesn’t feel like they have something valuable to offer should be either in another line of work or selling a different line of product. Right? Jay: Yeah. David: You need to be able to feel good about what it is that you’re selling. And if you know that what you’re selling is, ideally, better than the competition. If you know that you’re going to deliver better than your competition, you know that you’re going to be more responsive, you’re going to be more concerned, you’re going to be more caring. If you know all those things, then you owe it to the client to convey all that. And if you don’t convey it to them, then you’re doing them more harm than good, and you’re doing yourself and them more harm than good. So, If you look at it from the standpoint of, “I’m here to provide a solution, I’m here to help,” then it’s a lot easier to not start thinking of yourself as a pest and just recognize that if you’re there to help, it’s very difficult to be a pest. Jay: Yeah, I’m not a pest. I’m a value. And I’m trying to pass that value on. It’s really interesting because, you know, I do these initial consultations and I’m going to toot my own horn. I am incredible at building that first relationship. But in that first relationship, it’s them learning. We don’t talk about costs a lot or anything like that. And then we schedule a second follow up, and that’s where we get into the other things. And it’s the second follow-up where I’m like, oh, now we’re going to talk about money. Now I’m going to turn into a pest. Now I’m going to do that. And I can see how what you’re talking about is, “no, I got them excited in the first meeting, and so why would they think I’m a PEs in in the second meeting?” And, and furthermore, maybe I should just get to the money in the first meeting and do it when I’ve got them excited initially. David: Well, yeah, that’s a great point. Because if they are excited and if they’re ready to move forward, then scheduling another call and having time pass in between and they get distracted, it’s probably giving opportunities for them to fall out of the process. So, Jay: mm-hmm. David: I think you just asked and answer a great question for yourself. Jay: Yeah. David: But if you think of a pest, I mean, I think of something like a mosquito, right? A mosquito is a well recognized pest. And it’s buzzing around you and it wants something from you. It wants blood, right? And so it’s trying to get to you so that it can take something from you and not give you anything except maybe a bump of your skin, right? Which is not pleasant. So, If you’re not doing those things, then you’re really not a pest. And when you are creating value in your communication, when you’re creating value in the relationship, there’s nothing pesty at all about that. If you’re talking to somebody about the products and services you offer and they’re interested, even if they’re not like really excited about it, if they’re like, “oh, okay, that sounds interesting. I’m open to this…” Jay: Yeah. David: And then you provide them the information on, okay, here’s how much it will cost. Here’s how it’s going to work. Then at that point they get to evaluate, does this make sense for me? Can I justify the cost of that for what it is that you’re offering? If the answer is yes, you’re going to be doing business together. If the answer is no, if they tell you that, if they say, well, listen, this isn’t for me, that’s not in my budget, and if you can’t come up with another solution, then at that point the conversation is over. The person is disqualified and you move on. The times where we’re most likely to feel like a pest is when we’re talking to somebody and they start ghosting us. Jay: Hmm. David: And when that happens, when they start ghosting us, then we feel like we have to follow up because they asked for information from us, right? Jay: Right. Right. David: They wanted to know stuff. They seemed interested. They said they were interested. Now I’m supposed to follow up on a certain day at a certain time, and they’re not taking calls and they’re not returning calls and all that sort of thing. At that point, if you are following up, you’re not being a pest. You are attempting to deliver what it is that they asked you for. It’s like if you called and ordered a pizza and I’m the pizza delivery boy, and I come to your house and I know you’re in there and I’m ringing the bell and you’re not answering it. Jay: Yeah. David: Well, am I a pest because I’m trying to deliver the pizza you ordered? I think the answer is no. And it’s the same thing here. If you’re trying to provide them with information they requested, if you’re trying to follow up because they said they have a particular in-hands date on an order and they’re not responding to you, then at that point, what you’re doing is not being a pest. What’s happening is that they are being rude. They are being discourteous. Right? They are wasting your time and wasting their time. They’re also creating frustration because you’re frustrated because you can’t reach them. They’re probably frustrated because they might see you calling and they’re like, “I don’t want to take this call.” So they’re creating unnecessary anxiety by doing those things. Jay: Mm-hmm. David: So I put out a post on social media the other day talking about my feelings about people who ghost. And they’re not good. I don’t remember exactly what I posted. It’s up there on social media. I’ll share it below this video. But when we are in a situation where people have an interest, express an interest, we’re having a decent conversation, then as long as you’re acting with integrity to try to get them what they said they wanted from you, I don’t think there’s anything pesty about that. Jay: No, I, think that’s a great perspective and you’ve helped me as I’ve got calls coming up after this podcast that I need to do, and I think I’m going to approach them with a little bit different perspective. And also, if somebody is ghosting you, they are systems now, right? I put them in a drip program and so they’re still going to hear from me automatically. I don’t have to do anything about it. And. If the time comes around where they realize again that they need me, well, I’m still in their face a little bit and they’ll come around and I don’t have to worry about it until then. David: Right. And so when we think about the topic to avoid being a pest, I mean, essentially if you are focused on them, you’re focused on helping them, you’re focused on getting them the answers they need, focused on helping them to create value to achieve the results they’re looking for then as long as you’re continuing to do that and literally just trying to provide them with the information they wanted, they should be totally fine with that. A lot of salespeople feel this way. They feel like they’re being a pest, but nobody’s ever actually said it to them. Right. Right. And I know salespeople who have left messages saying, “Hey listen, I don’t want to be a pest.” Jay: Mm-hmm. David: And I’ve said… Jay: Don’t do that. David: Don’t leave a message like that. Jay: Yeah. David: Because that might’ve never occurred to them. Jay: Yeah. David: It probably hasn’t occurred to them. And if you position yourself like that, you’re also positioning yourself lower on the scale, right? You want to at least try to be coming a people from an even level where we’re on an even playing field, “I’m here to help, you’re here to get help, let’s work together.” As opposed to, “oh, I don’t want to be a pest.” Because if what you have is of value to them, then they should want it, and you’re the person who can help them get it. Jay: Yeah, that’s such a valuable, valuable point. So I’m going to reassess David: Good! Jay: And I’m going to work on this this week and next week when we talk, I’m going to report back and… David: Cool. Jay: And let you know how this kind of new perspective goes. ’cause I’m not lying when I tell you that I struggle with this idea that I’m a pest. So I think it’ll help my sales, I think it’ll help my daily attitude towards what I do. David: Well, I’ll tell you something, Jay, many of the most conscientious human beings feel this way. I mean, if you’re one of those sales guys who, “Hey, everybody loves me,” you’re not even going to think of that. It’s never even going to occur to you. So the people who are most likely to struggle with this are people who just want to help. They’re there to provide a service. Jay: Yeah. David: They don’t want to be a pest. And so really, most of the people who feel this way are the ones who are least likely to be a pest because they’re not arrogant to begin with. Jay: Mm-hmm. Mm-hmm. That’s a great point. All right. How do people find out more? David: Well, you can go to TopSecrets.com/call, schedule a call with myself or my team. If you’re looking to create actual rapport with people, get into relationships that are going to be mutually beneficial, we’d love to talk with you about that. TopSecrets.com/call. Love to have a conversation. Jay: Yeah, and I’ve loved this conversation. I think it’s going to make a difference, David. So thank you so much. David: Cool. Thank you, Jay. Appreciate it. Are You Ready to Create More Value and Avoid Being a Pest? If so, check out the five primary ways we help promotional product distributors grow: Just Getting Started? If you (or someone on your team) is just getting started in promotional products sales, learn how we can help. Need Clients Now? If you're already grounded in the essentials of promotional product sales and just need to get clients now, click here. Want EQP/Preferential Pricing? Are you an established industry veteran doing a significant volume of sales? If so, click here to get End Quantity Pricing from many of the top supplier lines in the promo industry. Time to Hire Salespeople? If you want to hire others to grow your promo sales, click here. Ready to Dominate Your Market? If you're serious about creating top-of-mind-awareness with the very best prospects in your market, schedule a one-on-one Strategy Session here.

This weeks tracklist  blends deep house, contemporary jazz, global soul, hip-hop, and vintage funk. It reads like a curated playlist for a late-night underground radio show or a high-end crate-digger's DJ set, pulling from iconic labels like Sonar Kollektiv, Brownswood Recordings, and Mr Bongo are amongst some of the classic labels that are featured.Aja & ClaireNapoli Underground, Jo Paciello - The Songbird Song (Original Mix)Melchyor A - Devotion (Melchyor A's Jazz Mix) Nuyorican Soul - The Nervous Track Ballsy Mix - Harry Romero EditMultibeat - Use Your Noggin [Sonar Kollektiv]Wonky Logic - Underneath The Same Sky (feat. Vanessa Rani) [Brownswood Recordings]Doooo - のらりくらり feat. PES & 鎮座DOPENESSDee C'rell - Pool Urbano (Urbano Edit).Ghost Funk Orchestra - OcotilloShirley Scott-Big George.George E. Johnson - Wake Me UpDave Holland Sextet- Mr B.Blue Mode - Smells Like Teen SpiritMatekita - Lost QueenThee Sinseers Joey Quiñones - Did Ya Know.Jazz Room Records - Approval - AffirmationJoyce e Tutty Moreno & Adrian Younge - FingersCurio╠ü Curio╠ü - Amizade [Mr Bongo]Amy Gadiaga - PetiteGretchen Parlato - Rainbow

El registro del Somos México y el PES 3.0 o PAZ, nosrecordó una vieja pregunta: ¿tenemos demasiados partidos? Más allá de la opinión que tengamos sobre esos nuevos institutos, es más fácil que un viejo partido pierda el registro a que uno nuevo lo conserve tras su primera elección. ¿Es una razón para que ya no haya nuevos? Al contrario, es hora de abrir la discusión, si deseamos romper al oligopolio partidista.

Ich spreche mit Paul und Micha über die Geschichte des japanischen Publishers, dessen Spiele uns schon lange vor der gemeinsamen Arbeit in der Redaktion beschäftigt haben. Wir gehen mitsamt einiger Geheimtipps und reichlich Anekdoten chronologisch vor, starten in den 70ern, cruisen durch die 80er mit Contra und Gradius, die reichlich mit Spielen gefüllten 90er, natürlich geht es auch um Castlevania, Metal Gear, Silent Hill sowie PES, bevor es irgendwann Mitte der 2000er die ersten Krisen gibt. Stichwort: Kojima. Am Ende gibt es einen Vergleich mit Capcom, außerdem benennen wir natürlich unsere Lieblingsspiele und schätzen den Status quo von Konami ein.

Dos nuevos partidos políticos nacionales obtuvieron su registro. México pasa así de tener seis a ocho partidos con registro. Somos México, heredero de la Marea Rosa, y Construyendo Sociedades de Paz, PAZ, que en realidad es el tercer intento del PES por volver a la vida. ¿Cómo será la llegada de estos nuevos partidos al tablero político mexicano? Marco Baños, ex consejero electoral del INE, nos habla al respecto. En otros temas: Estados Unidos confirma que no renovará el T-MEC y lo someterá a revisiones anuales / México ya está en octavos y se enfrentará a Inglaterra el próximo domingo.

En este poderoso mensaje, Edwin García nos desafía a salir de nuestra zona de comodidad y responder al llamado de Jesús de ser verdaderos pescadores de hombres. A través de la pregunta provocadora: “¿Hueles a pescado?”, descubriremos que un pescador auténtico no observa desde la orilla, sino que se adentra en las aguas donde están las personas que necesitan escuchar el evangelio.Dios no nos llamó a ser espectadores, sino participantes activos en Su misión. Este sermón te inspirará a dejar atrás la pasividad, fortalecer tu fe y lanzarte a cumplir el propósito para el cual fuiste llamado.¡Pes, pescado! Es tiempo de salir, buscar y alcanzar vidas para Cristo.Escucha este mensaje y prepárate para ser retado, equipado e impulsado a vivir una fe que transforma vidas.

Pregnancy and the postpartum period are critical windows of increased stroke risk, driven by physiologic changes such as hypercoagulability and blood pressure fluctuations. This episode highlights key warning signs, including headache and hypertension, along with practical guidance on evaluation, management, and risk reduction to improve outcomes for pregnant and postpartum patients. In this episode, Kait Nevel, MD, speaks with Michelle H. Leppert, MD, author of the article "Pregnancy and Stroke Risk" in the Continuum® June 2026 Cerebrovascular Disease issue. Dr. Nevel is a Continuum® Audio interviewer and a neurologist and neuro-oncologist at Indiana University School of Medicine in Indianapolis, Indiana. Dr. Leppert is an associate professor of neurology at Tufts Medical Center in Boston, Massachusetts. Additional Resources Read the article: Pregnancy and Stroke Risk Subscribe to Continuum®: shop.lww.com/Continuum Earn CME (available only to AAN members): continpub.com/AudioCME Continuum® Aloud (verbatim audio-book style recordings of articles available only to Continuum® subscribers): continpub.com/Aloud More about the American Academy of Neurology: aan.com Social Media facebook.com/continuumcme @ContinuumAAN Host: @IUneurodocmom Guest: @humich Full episode transcript available here Dr Nevel: The time during and around pregnancy is often thought of as a very joyful time, full of hope. But for some, medical complications such as stroke can lead to devastating disability and sometimes even death. Today, we're going to learn about pregnancy and postpartum stroke, including stroke risk evaluation and best practices in management and risk reduction to help our pregnant and peripartum patients reduce stroke risk and achieve best possible outcomes.  Dr Jones: This is Dr. Lyell Jones, Editor-in-Chief of Continuum. Thank you for listening to Continuum Audio. Be sure to visit the links in the episode notes for information about earning CME, subscribing to the journal, and exclusive access to interviews not featured on the podcast.  Dr Nevel: Hello, this is Dr. Kait Nevel. Today, I'm interviewing Dr. Michelle Leppert about her article on pregnancy and stroke risk. This article appears in the June 2026 Continuum issue on cerebrovascular disease. Michelle, welcome to the podcast, and please introduce yourself to the audience.  Dr Leppert: My name is Michelle Leppert. I'm a stroke neurologist, and I currently work at the Tufts Medical Center in Boston, Massachusetts.  Dr Nevel: Thank you so much for being here, Michelle, and I'm looking forward to talking to you about your article. I always love starting with the question, what's the most important takeaway from your article for the practicing neurologist?  Dr Leppert: I think in this article, I'm trying to highlight that during pregnancy and especially postpartum, there's a heightened risk of stroke for women, and that's important for clinical neurologists to understand that this is a particularly vulnerable time for the population that we take care of. I think that one of the few of the things that could be informing this heightened stroke risk are the physiological changes that women undergo during pregnancy. So, that includes coagability, where there's an increased likelihood of clotting, and also the cardiovascular adaptations, including increased cardiac output and having an increased cardiac volume. And all of these mechanisms all contribute to the increased risk of strokes around pregnancy and postpartum.  Dr Nevel: Great. Thanks for that. What are some of the unique aspects of stroke types in etiology in pregnancy that we should be aware of?  Dr Leppert: When we think of strokes overall, generally the majority of our strokes are ischemic. So, for the overall population, about eighty-seven percent of strokes are ischemic, while the remainder are hemorrhagic. However, interestingly, during pregnancy, what we're seeing is about half of our strokes become hemorrhagic strokes, and now only a half of our strokes are ischemic, and this is in contrast to what we see in the overall population. One of the reasons is because pregnancy is associated with preeclampsia, and preeclampsia increases the risk of hemorrhagic stroke during pregnancy.  Dr Nevel: Can you tell us just more about headache in general in pregnancy and association of headache with secondary causes of headache and how that relates to stroke risk in this patient population? It seems like in this patient population that when somebody has a headache, we need to be very careful in our headache questions and evaluation.  Dr Leppert: Yeah. And I think the most concerning symptom that we're finding in this population is headaches, and the reason is because headaches is one of the clinical signs of having preeclampsia, which dramatically increases your risk of having a stroke, and especially a hemorrhagic stroke. So just to back up, we can talk about blood pressure for a little bit and some of the pathophysiologic changes during pregnancy. What most people may not know is that there's a dramatic vascular expansion that occurs during pregnancy. And somewhere during the second trimester, your blood pressure is actually the lowest. So, it can drop below pre-pregnancy levels and make your blood pressure appear low for the baseline. However, during the third trimester, as the baby is growing, there is increased vascular volume. The blood pressure starts to increase. We're seeing some of the highest prevalence of blood pressures, which is a sign for preeclampsia, and headaches develop during that third trimester, and particularly during the time around delivery and postpartum. And one of the most concerning signs, the most common sign of preeclampsia is having a headache. So, I think that with any patient that's presenting with a headache, especially during the third trimester or after delivery, that we really need to pay attention and take their blood pressure. That's one of the easiest clinical indicators that something could be going very wrong. Some of the other red flags clinically that we look for in headaches is that acute onset of a severe headache. That headache quality is different from what they usually have. Any woman with focal neurological symptoms associated with their headache, kind of excessive nausea and vomiting that's not characteristic for them. Not getting any relief with medications, and then lastly, checking that blood pressure is very important.  Dr Nevel: And what are the thoughts on blood pressure management in this patient population? I know that there is a little bit of difference in guidance in some of the obstetric societies on how we should manage blood pressure in this patient population. And then, is there anything beyond blood pressure management that we should be thinking about doing for this patient population to reduce their stroke risk?  Dr Leppert: I think that's a good question, and I hadn't really understood that this could be an area of controversy, cause my practice is mostly in stroke, and for most of adult population, the guidelines for blood pressure is very clear. We treat everybody over 130/80. If you're elderly, then your blood pressure limit might be a little higher. However, there's disagreement in the OBGYN guidelines from the American guidelines to the European guidelines. So, what the current American guidelines suggests is that if you have a history of chronic hypertension, then we would want your blood pressure treated during pregnancy below 140/90. However, if you don't have a history of chronic hypertension, then we allow the blood pressure to be higher and then it's an acute intervention if it's anything over 160. One of the issues with this strategy that is concerning is we had just mentioned that the pathophysiology of a pregnancy where you have the lowest blood pressure in that second trimester, and so your blood pressure may be abnormally good. [laughs] And it appears that it's better than your baseline. And so, by the OBGYN definition, any gestational blood hypertension is considered at 20 weeks and later. Sometimes these blood pressures are masked in some women who are pregnant. I think regardless of the controversy and what the practice should be, the focus is that most of the strokes are happening actually peripartum and postpartum, right? So, the woman's no longer pregnant. It is these time periods of the highest risk that we wanna make sure that the blood pressure is controlled. So, after the woman delivers the baby, we're no longer, you know, hampered by the whatever is chronic or gestational. We should be treating that blood pressure to 140/90. I think that not focusing on the controversy until the science catches up is probably what we should do. But like, really, the message here is that we should be checking women around the time of delivery and also postpartum, that we can't forget about their blood pressures postpartum, cause it actually doesn't peak until day five after they deliver the baby.  Dr Nevel: Does knowing that, that blood pressure peaks around day five, do you think that that should impact how we counsel patients in checking their blood pressure at home? Cause most women at day five are home. They're not still in the hospital.  Dr Leppert: Yeah, I think that's a really good point. One of the best interventions has been having a blood pressure at home for pregnant women. So even during their pregnancy and then postpartum, allow them to check their blood pressures, cause there's... Most of the cases, to be honest, that I've seen of preeclampsia and intracranial hemorrhage has happened postpartum. And I think what's unfortunate is that the woman is at home, they're distracted cause they have a newborn baby. They have a headache. They're just taking some Tylenol. And then if you have that blood pressure cuff readily accessible, that's a, a really easy way for them to check and notice that, hey, the blood pressure's too high, they have to go into the hospital.  Dr Nevel: Yeah, absolutely, and it's not just like a headache because you're sleep deprived and have a newborn. It's a headache that you need to pay attention to. Okay, maybe we could talk a little bit now about evaluation when we are suspicious of potential stroke. What do we need to know about imaging modalities and safety considerations of imaging in this patient population?  Dr Leppert: Yeah, that's a great question. I think when I was training, it was fairly controversial to give a pregnant woman MR contrast with gadolinium during their pregnancy. And as I was researching for this article, actually there's not definitive evidence that that is harmful for the fetus. However, in general, for the acute evaluation of patients during pregnancy, we're recommending using the CAT scan and then a CT angiogram. And then if the acute evaluation is not necessary, then an MRI. And if we need vessel imaging, you can employ an MRA time-of-flight study. That doesn't require the gadolinium contrast. However, one thing that I learned from this article that I thought was really interesting was the use of abdominal shielding. So, you're scanning someone's brain. I always thought, "Hey, doesn't it make sense to put a lead shield over the abdomen?" It turns out the lead shield actually interferes with the automatic calibration of the CT machine, so studies have found that actually increases the dose of radiation that the fetus is exposed to. So, it's much better when we're doing acute evaluations to not shield the abdomen, and really the only thing that can help reduce the radiation dose is the duration of the study. So, what we would recommend is if you want a rapid CT angiogram, rapid CT head, go ahead and obtain it. But if you don't need extra sequences, like a delayed phase of the CT angiogram, then to avoid that and reduce the exposure. Dr Nevel: I'm so glad that you talked about that because I was shocked when I read that in your article that we shouldn't be using abdominal shielding in pregnant women. I had no clue. I thought that that was, like, something that we absolutely should do. So, I found that really interesting. Thank you for that. So, any special considerations for acute stroke intervention or management in pregnancy in the postpartum phase, especially things like thrombolysis and thrombectomy?  Dr Leppert: Yeah. So, I think that as our evidence is getting better for thrombectomy, I would be more judicious about using IV thrombolysis, especially around the time of delivery, cause there is some evidence that it can be associated with postpartum hemorrhage. Patient selection, I think, is key here. So, women who have disability associated with their stroke, and then women who aren't candidates for thrombectomies are still candidates for IV thrombolysis. But understanding that this is a little bit of an unchartered territory for us, and only using IV thrombolytics when we think that there is a big benefit to be had.  Dr Nevel: Can you talk a little bit more about RCVS and PRESS in pregnancy and some of the overlap that we see in this patient population and its relationship to preeclampsia? It seems like there's a lot of interconnections there, and I thought that that was pretty interesting in your article.  Dr Leppert: Right now, the thinking is that RCVS and PRESS are on the same spectrum of pathology, and we think that it has something to do with the autoregulation of vascular resistance in the posterior circulation of the brain. We're not sure what triggers this, but there is something about pregnancy that classically we'll see this postpartum RCVS phenomenon. It likely has to do also with blood pressure that we're seeing. So really classically we think of this, like, thunderclap headache. You see vasospasms on imaging that is transient, that are kind of the classical signs of RCVS. But I think that we're still not completely sure what triggers it, but it's a very well-described clinical phenomenon.  Dr Nevel: Great. Thank you. Could you share a little bit about migraines in pregnancy and stroke risk? [laughs] I also thought that this also a segment of your article that caught my attention because migraines are so common. What's the association of migraine, pregnancy, and stroke risk?  Dr Leppert: Yeah. So that's a very complicated association. So, we know that migraines are associated independently with strokes, and especially people with migraines with aura. However, migraines are also highly associated with PFOs, right? And during pregnancy, what we see is that there is a hypercoagulability state, and so we see lots more DVTs, we see more PEs associated with women during pregnancy. So potentially, because migraineurs also are more likely to have PFOs, they could be presenting with more cardioembolic, kind of paradoxical emboli from these thrombus. But I'm not quite sure that we know why migraines in and of itself, especially with migraines with aura, lead to strokes. And especially during pregnancy, I'm not sure because we have very little understanding about pathophysiology of pregnancy while having migraines with aura also leads to more strokes, or that risk is really just associated with PFOs. So, I think that we need to think about that a lot more. The recommendation is a baby aspirin if you have some of these risk factors for preeclampsia, any vascular risk factors, and including migraines with aura during pregnancy. And we think that baby aspirin is relatively safe, especially starting around the 12 to 16-week period.  Dr Nevel: So just to clarify, in a woman who's pregnant, who's 12 weeks or beyond in their pregnancy and who has migraine with aura, is that a patient that we should consider aspirin for them to reduce their stroke risk?  Dr Leppert: I think you can. I am not sure that there is a specific recommendation. I think that, like, a conversation with your OBGYN is, you know, a good idea. But we do recommend that baby aspirin for women, um, above 35 years old because it's considered advanced maternal age. And then we recommend baby aspirin with women with a history of hypertension, multiple gestations, diabetes, renal disease, autoimmune disease. So, I definitely think that is something to consider.  Dr Nevel: Yeah. Interesting. Okay, great. Thank you for that. When someone has a stroke and they're pregnant again, what are some strategies for secondary stroke prevention? And you mentioned some of the primary risk reduction, but are there any others that you haven't mentioned yet other than aspirin and blood pressure control for primary prevention? Dr Leppert: Yeah, absolutely. So, I think that it's important to plan ahead. So, for women who are thinking about getting pregnant after they've had a stroke, one of the tenets of stroke neurology is trying to figure out why the first stroke happened. So, I feel like before getting pregnant, it's great to have a very thorough stroke workup so that you understand what the risk factors were and that those risk factors are controlled. One of the interventions, one of the only interventions that's, has evidence in young people with strokes is PFO closure. So, if you do have a stroke from a PFO, we recommend you get that closed prior to your pregnancy because then hopefully even given the hypercoagulability of pregnancy, there's some protection against another embolic stroke.  Dr Nevel: Another really interesting part of your article that I did not know before I read it was about the risk of cardiovascular disease long term in women who have had stroke during pregnancy. Could you talk a little bit more about that?  Dr Leppert: What we understand is that gestational diabetes and gestational hypertension sets you up for having diabetes and hypertension later on in life, and it's really developing the actual diabetes to the hypertension that increases your risk of strokes. So, what's really an important takeaway for providers is that after women develop gestational diabetes or they have gestational hypertension or they develop preeclampsia, it's very important for their primary or their neurologist to be very vigilant of these risk factors developing so that they can be modified before the women are at higher risk for strokes. And the reason why we think this happens is because pregnancy is like a stress test for your body. And so, the fact that you've developed the gestational diabetes or the gestational hypertension kind of already suggests that you're more likely and more vulnerable to developing these traditional risk factors later on.  Dr Nevel: That makes sense. Thank you for that. What do you think is a common misconception about stroke in pregnancy?  Dr Leppert: When I was earlier in my training, it kind of felt like having a stroke during pregnancy was being struck by lightning. It was really random. There was nothing you could do. It just happened to people. And I think as I learned more in my career, and especially researching for this article, I'm kind of shocked and disturbed by how much of the strokes in pregnancy we can actually prevent. Through management and monitoring of blood pressure for women. And so, I do think that it does our patients a disservice if we think that these are rogue events. But really, it might be a sign of the failure of our health system where we're not taking care of women around their delivery and postpartum and being more vigilant about their blood pressure and more vigilant about the clinical signs that they're developing.  Dr Nevel: Yeah, I really got that from your article, how important it is to monitor for blood pressure and other risk factors, and that that continues after the baby's born. Thank you so much for that, and thank you for talking with me today about your article about stroke and pregnancy. Again, today I've been interviewing Dr. Michelle Leppert about her article on pregnancy and stroke risk. This article appears in the June 2026 Continuum issue on cerebral vascular disease. Please be sure to check out Continuum Audio episodes from this and other issues. And thank you so much to our listeners for joining us today.  Dr Monteith: This is Dr. Teshamae Monteith, Associate Editor of Continuum Audio. If you've enjoyed this episode, you'll love the journal which is full of in depth, and clinically relevant information, important for neurology practitioners. Use the link in the episode notes to learn more and subscribe. AAN members– you can get CME for listening to this interview by completing the evaluation at continpub.com/audioCME. Thank you for listening to Continuum Audio.

V 91. epizóde som sa rozprával s Jurajom Ferkom, profesionálnym psím koučom, ktorému prešlo rukami viac ako 10 000 psov a výcviku sa venuje vyše 20 rokov. Juraj nie je len tréner psov, ale hlavne tréner ľudí, pretože ako hovorí hneď na začiatku podcastu, jeho robota je naučiť majiteľov, aby dokázali vychovať vlastného psa. Hneď na úvod sme otvorili tému, či technológie nahradia trénerov psov. Juraj vysvetľuje, že táto profesia podľa neho nezmizne úplne, ale extrémne sa zredukuje, pretože veľká časť jeho práce je dnes tlmočenie medzi psom a človekom. Zároveň hovorí, že dobrý tréner psov musí byť kombináciou psychológa, etológa, kouča, odborníka na správanie, výživu aj anatómiu psa.Veľká časť rozhovoru bola o tom, čo robia majitelia pri výchove psov zle. Juraj veľmi jasne pomenoval, že najväčšia chyba je, keď človek začne poslúchať svojho psa a nevedomky ho učí, že pes riadi situáciu. Rozobrali sme základné princípy výcviku, prečo každé správanie vytvára budúce rituály, prečo pes nie je dieťa a prečo nestačí iba „mať ho rád“. Dotkli sme sa aj bullshit trendov vo výcviku psov, extrémov medzi tvrdým nátlakom a úplnou benevolenciou a toho, prečo výcvik bez pochopenia potrieb psa často len vyrába ďalšie problémy.Silná časť prišla pri téme útoku psa. Juraj vysvetlil pozíciu stromu a pozíciu korytnačky, teda jednoduché princípy, ktoré sa učia aj deti, aby vedeli reagovať v nebezpečnej situácii. Hovoril aj o tom, prečo pred psom nemáte utekať, prečo sa nemáte hrať na hrdinu a prečo má v prvom rade konať majiteľ psa. V druhej polovici sme sa dostali aj k tomu, či sa raz budeme vedieť so psami rozprávať pomocou AI, či bude štekanie preložiteľné do ľudskej reči, čo znamená samostatný pes a ako môžu do sveta zvierat vstúpiť robotické psy.V závere sme rozobrali aj podnikateľskú stránku jeho práce. Juraj otvorene hovorí o tom, ako ťažko sa škáluje biznis postavený na osobnosti foundera, prečo mu nefungovalo iba otvárať nové cvičiská a najímať trénerov, no aj prečo sa snaží hľadať model, ktorý nebude stáť len na ňom. Tento diel je plný praktických rád pre každého, kto má psa, rozmýšľa nad psom alebo chce pochopiť, že výcvik psa je v skutočnosti výcvik človeka. Užívajte!---------------------------------------------------------------------------Kapitoly: 00:00:00 – Predstavenie hosťa00:01:47 – Technológia nahradí trénerov00:06:54 – Čo robí trénera psov dobrým?00:13:29 – Základné princípy tréningu psa00:19:54 – Chyby pri tréningu psov00:27:27 – Bullshit trendy pri výcviku psa00:40:03 – Čo robiť pri útoku psa?00:48:37 – Budeme sa vedieť rozprávať so psami?00:51:17 – Samostatný pes00:53:46 – Robotické psy00:57:03 – Ako škálovať biznis postavený na founderovi?01:04:47 – Pes a golf01:07:32 – Čo odporúča Juraj Ferko?01:09:00 – Zmysel života podľa Juraja Ferka---------------------------------------------------------------------------Viac z podcastov nájdete na:https://www.truban.sk/podcast/---------------------------------------------------------------------------Všetky spomenuté knihy a podcasty nájdete v článku na blogu:https://wp.me/p5NJVg-XN---------------------------------------------------------------------------Podcast si môžete vypočuť aj na streamovacích platformách:● Spotify ▸ https://spoti.fi/31Nywax ● Apple podcast ▸ https://apple.co/3n0SO8F---------------------------------------------------------------------------● Najlepšie z podcastu na Instagrame ●https://www.instagram.com/truban.podcast/● Truban.sk ●https://bit.ly/3r1vYQJ ● Instagram ●https://www.instagram.com/truban/● Facebook ●https://www.facebook.com/miso.truban● LinkedIn ●https://sk.linkedin.com/in/truban

Two big things you need to know:First, forward P/Es have generally been de-frothed, but haven't looked deeply compelling for the major US indices.Second, the valuation case for the broadening trade still has some room (Small Caps, certain cyclical sectors, non-US developed market equities), but requires close monitoring.

Hosťom epizódy je Martin Mojžiš Ondruš, známy ako Martin z Břečťanu. So svojím tímom pomáha ľuďom, ktorým sa psychické problémy, depresia, trauma alebo chorobné hromadenie premietli do priestoru, v ktorom žijú. Upratujú byty, kde bežná upratovačka nestačí, ale robia to citlivo, s rešpektom a vždy s dôrazom na človeka, ktorý v tom byte žije.Ak sa vám epizóda páči, necenzurovaná verzia s otázkami od patreonov (o 14 minút dlhšia) je na:

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

George Noble, CIO of Noble Capital Advisors, returns to review his February predictions on bonds, energy, and the AI trade, warning that the margin of safety is particularly small right now as there's no room for error with stocks highly valued, companies over-earning, and policymakers unable to ease on either fiscal or monetary fronts. He explains bond vigilantes are awakening as yields hit 30-year highs in Japan and 20-year highs in Europe, predicts the Fed cutting rates against surging inflation will backfire spectacularly, and reveals forward oil contracts are finally rising as the market believes this situation won't pass quickly. Noble declares we're in the "golden age for stock picking" after active managers got killed by ETFs for years, warns the consumer is already in recession with stocks like Home Depot, Lowe's, McDonald's, and Lululemon making multi-year relative lows, and explains his long resources/short consumer-tech spread has generated 10% returns in six weeks. He argues many stocks are in a bubble not because of high PEs but because of unsustainable margins (using shipping stocks as an analogy), reveals consumer ETFs are actually 40% Mag 7, confirms his "death of financialization" thesis as bond markets discipline politicians, and explains why Kevin Warsh is stuck between a rock and hard place with limited policy tools as the buy-the-dip mentality dies.Links: George Noble's Best Income Ideas Online Summit: https://noble-capevents.com/X: https://x.com/gnoble79Substack: https://substack.com/@georgenobleTimestamps: 0:00 Introduction - Big picture macro update since February0:40 Reviewing previous predictions - Energy, bonds, AI trade3:32 Margin of safety particularly small right now5:30 Forward curve moving up - Market believing oil situation won't pass quickly6:02 Rising oil prices and bond yields - Not positive for risk assets8:40 Tech leadership unsustainable - Tremendous blow off top11:00 Buying semis on 8x book historically not a good idea12:26 Equal weight S&P underperforming - Broader market not doing well14:21 Long resources, short consumer and tech - 10% return spread17:03 Bond market move confirming death of financialization thesis19:52 Fed cutting rates against surging inflation and exploding deficits will backfire21:15 Bond market vigilantes being awakened23:38 Japan as canary in coal mine on debt problem25:33 Gold miners outstanding right now - Out of favor27:04 Regime shift happening - 60-40 model is dead29:36 Fed is not in control - They follow the market32:16 This is the golden age for stock picking34:21 AI trade - Biggest misallocation of capital in history of the world36:44 Many stocks in a bubble - Margins are the problem, not PEs38:37 Shipping stocks example - Bubble in earnings, not valuation40:20 Consumer is in recession42:06 Inflation permeating - Gold to energy to food43:28 Rates won't matter until they matter - Temperature analogy45:51 Kevin Warsh stuck between rock and hard place46:38 Margin of safety explained - Seth Klarman's wisdom50:11 Death of buy the dip mentality51:27 ETFs are not the answer - Do you know what's in your ETF?52:53 Golden age of stock picking - Active managers killing it now54:41 Shorting is a bad business - Just avoid garbage stocks56:50 Best Income Ideas Conference - May 20th59:05 Closing thoughts

The big things you need to know:First, the investors we met with this past week, in our trip to London and Switzerland, were keen to explore other opportunities in US equities beyond Semis/Tech/AI, but had difficulty envisioning what those were.Second, we highlight continued outperformance of high price momentum in our factor work and what we're seeing in our valuation work for this part of the market, a pick up in the rate of upward EPS estimate revisions for the S&P 500 as reporting season slows down, and the signal we're currently getting from S&P 500 and Russell 2000 forward P/Es – things are moving up but aren't universally back to their 2025 and early 2026 highs.

From dreaming of the Air Force to finding his calling in civil engineering and becoming a PE, today's guest is a testament to the twists life throws at us…and some of them can be a blessing!

A hazai musicaljátszás két népszerű, fiatal művésze, Gubik Petra és Pesák Ádám voltak a Háttér Story podcast legutóbbi adásának vendégei. A beszélgetés pillérét a karrier és a magánélet kényes egyensúlya adta, mellyel Petra egyedülállóként, Ádám pedig kisgyermekes, családos édesapaként küzd. Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

Peter Walker brings Carta's proprietary private market data from 60,000 startups and 85% of US unicorns to expose the brutal realities of today's tech landscape. While Q1 saw record capital raised, the money is highly concentrated among foundation models. We review the harsh truth behind the 530,000 open tech jobs in the US and the widening talent divide separating top 10% performers from the rest of the market. The conversation covers why venture capital is squeezing operators, how private equity is no longer a guaranteed exit strategy, and the urgent need to optimize your GTM strategy for AI-native workflows. We also debate the death of long-term product roadmaps, the impact of AI on enterprise pipeline generation, and evaluate whether middle management will survive the next 24 months. Key Takeaways The traditional safety net for slow-growth SaaS companies has disappeared, with Peter Walker noting that "A lot of companies held out this PE route as like, this is my escape hatch if I don't grow that fast. And now they're finding it's like, actually, the PEs don't care about you either." Securing venture capital has never been harder for founders outside of the AI bubble, as Peter Walker states "it's definitely not the easiest time to raise money unless you are already in the legible cohort. And if you're in the legible cohort, you know who you are." Rapid execution is replacing traditional product planning, with Peter Walker emphasizing that "the companies that are moving fast… don't know what they're doing in three weeks... we have no idea what's going to happen in October." Artificial intelligence is fundamentally threatening traditional communication hierarchies, and Sam Jacobs is bearish on the future of people managers because "if the purpose of management is to facilitate decision making at certain executive levels, that is something that AI can do." Connect with the Hosts & Guests  Host: Sam Jacobs - https://www.linkedin.com/in/samfjacobs/  Host: AJ Bruno - https://www.linkedin.com/in/ajbruno3/  Host: Asad Zaman - https://www.linkedin.com/in/azaman1/  Guest: Peter Walker - https://www.linkedin.com/in/peterjameswalker/   Topline is more than a YouTube Channel! Subscribe to Topline Newsletter: https://toplinemedia.substack.com/ Tune into Topline Podcast, the #1 podcast for founders, operators, and investors in B2B tech: https://www.joinpavilion.com/topline-podcast  Join the free Topline Slack channel to connect with 600+ revenue leaders to keep the conversation going beyond the podcast: https://www.joinpavilion.com/topline-slack Chapters:  00:00 The AI Funding Divide  02:36 Is It Harder to Raise Capital  04:37 VCs Only Care About Growth  06:44 The Death of the PE Exit  10:48 Transitioning to AI Native  14:50 Why Product Roadmaps Are (Kinda) Dead  19:19 Stop Defaulting to VC  29:11 Historic Tech Funding Rounds  31:59 Over 530K Open Tech Jobs  36:55 Hiring Market Concentration  46:29 The Growing Tech Talent Divide  49:11 VC Fund Performance Realities  54:28 Future of Foundation Models  58:29 The End of Middle Management  

Send us Fan MailIn this episode of NATA-Cast, hosts Mollie Pillman, MS, MBA, CAE and Katie Scott, MS, ATC, CAE are joined by Tyler Lesher, DHSc, ATC, CSCS, a private practice performance therapist, Adam Annaccone, EdD, LAT, ATC, CES, PES, a Clinical Associate Professor in the Department of Kinesiology at The University of Texas at Arlington, and Murphy Grant, LAT, ATC, NASM-PES, chair of the NATA AT Compensation Task Force, for a candid conversation on athletic trainer compensation and professional value.Sparked by concerns around pay, workload and responsibility, the discussion explores why compensation continues to lag and what can be done to address it. The group examines factors such as cost of living, workload demands and the need to better demonstrate the value athletic trainers bring through clearer documentation and communication of ROI.They also take on broader structural questions, including autonomy, reimbursement, employer education, potential title changes and the role of associations versus unions. Throughout the episode, the conversation stays candid and solutions-focused, emphasizing the importance of continued dialogue and engagement across the profession.NATA-Cast is produced by Association Briefings. Follow The National Athletic Trainers' Association on social media!FacebookXInstagramLinkedInHave an idea for an episode or series? Send us an email! thenatacast@nata.org

Does the PE equal a 6-figure salary?!

Prezident Petr Pavel v pátek podepíše zákon o státním rozpočtu na rok 2026, i když má k němu výhrady. Podle Národní rozpočtové rady je výše schodku v rozporu se zákonem. „Podle standardních pouček by teď rozpočtová politika měla spíše brzdit,“ soudí ekonom a bývalý ministr financí Ivan Pilip. „Pes je zakopaný v tom, že ekonomika nerostla po covidu,“ míní ředitel think-tanku IDEA, předseda Výkonného a dozorčího výboru CERGE-EI a profesor na Kolumbijské univerzitě Jan Švejnar.

Most licensed civil engineers don't think about the legal risks in their career…until something goes wrong. But according to attorney Matthew Fornaro, when it does go sideways, it's usually too late.

Premiérova rádkyně. Kdo je Natálie Vachatová? Má, nebo nemá proruské postoje? Proč se návrhy zákonů píšou na jejím počítači? A nemá premiér právo se radit s kýmkoli se mu zachce? Téma pro Vojtěcha Bergera, redaktora serveru HlídacíPes.org. Ptá se Matěj Skalický.

Premiérova rádkyně. Kdo je Natálie Vachatová? Má, nebo nemá proruské postoje? Proč se návrhy zákonů píšou na jejím počítači? A nemá premiér právo se radit s kýmkoli se mu zachce? Téma pro Vojtěcha Bergera, redaktora serveru HlídacíPes.org. Ptá se Matěj Skalický. Všechny díly podcastu Vinohradská 12 můžete pohodlně poslouchat v mobilní aplikaci mujRozhlas pro Android a iOS nebo na webu mujRozhlas.cz.

Premiérova rádkyně. Kdo je Natálie Vachatová? Má, nebo nemá proruské postoje? Proč se návrhy zákonů píšou na jejím počítači? A nemá premiér právo se radit s kýmkoli se mu zachce? Téma pro Vojtěcha Bergera, redaktora serveru HlídacíPes.org. Ptá se Matěj Skalický.

Episode Overview: In this practical episode of the Long Term Care RD podcast, Michelle breaks down a real-world sample nutrition care plan for a resident with a stage 3 pressure injury. Drawing from over a decade in SNFs, we cover the Nutrition Care Process step-by-step, MDS requirements, and tips to make your documentation survey-ready while supporting better healing for your older adults. Whether you're juggling MDS deadlines or looking for quick interventions to boost protein intake, this episode is designed to save you time and build your confidence in geriatric wound care.Key Takeaways:How to craft a specific Nutrition Diagnosis (PES statement) for increased protein/energy needs tied to wounds.Setting measurable goals for healing, weight maintenance, and intake — with geriatric nuances like potential weight gain.Multi-layered interventions: From fortified foods and ONS to interdisciplinary referrals (e.g., OT for positioning).Monitoring strategies to stay proactive on quality measures and prevent burnout.A ready-to-adapt sample chart note in SOAP format for your own residents.Resources Mentioned:Downloadable Your FREE RD Starter Kit!: Grab the full example we discussed, including the resident briefing, NCP details, MDS section, and chart note. Available as a free teaser on https://fantastic-frost-95925.myflodesk.com/ggnskwevs8 — perfect for quick reference in your facility.Full Wound Healing Toolkit in Clinical Nutrition Central: For even more depth, join the membership to access downloadable templates for all wound stages, PES statement guides, charting libraries, monthly updates on CMS regs/PDPM, and a community forum for LTC RDs. Designed by someone who's been in your shoes, for RDs working with older adults. Check it out at https://clinicalnutritioncentral.comRelated Blog Post: "Wound Care Dietitian - Step by Step Practical Advice" — Read it free at https://longtermcarerd.com/wound-care-the-dietitians-role2/.Thanks for Listening! If this episode helped you feel a bit more equipped for those wound care challenges, share it with a fellow RD and subscribe for more practical geriatric nutrition tips. Got questions or episode ideas? Drop a comment on the blog or join us in Clinical Nutrition Central. You've got this — let's keep supporting our seniors together.Hosted by Michelle Saari, MS, RD LongTermCareRD.com | ClinicalNutritionCentral.com

“In adoration, I could hear the Lord saying, ‘You're giving me a little bit. I appreciate that. What if you give me everything?'” Fr. Joe Barron, PES, who currently serves at St. Isaac Jogues in St. Clair Shores, joins the Men of the Heart podcast to share his vocation story. Raised in a large family in Minnesota, Fr. Barron studied biochemistry at the University of St. Thomas, where daily prayer, confession, and authentic Catholic brotherhood drew him closer to his faith. He eventually entered the Pro Ecclesia Sancta religious order, discerning from within the community before beginning formation in Peru and fully entrusting his life to Christ and the Church.

Feeling financially successful on paper but trapped in real life can change everything. In this episode, C-suite executive and board director, Leilani Latimer, shares how unintentionally becoming house poor while living in Italy as a young adult forced her to confront anxiety, control and independence. When she sold the house, those lessons ultimately set the foundation for her to achieve a healthier, more balanced relationship with money. Leilani is a global C-suite executive and NACD Certified Board Director who leads companies through critical inflection points. She drives growth, connects strategy to execution and builds operating models designed for scale and resilience. Her track record spans B2B, SaaS, Marketplace, AI/ML and Enterprise Technology companies across public, PE-backed and venture-backed organizations. She has held executive roles in sales, marketing, commercial operations, product and customer success, bringing a comprehensive understanding of how these functions integrate to drive performance. She is currently a strategic advisor to growth-stage technology companies, partnering with Founders, CEOs, VCs and PEs to shape business models, strengthen go-to-market execution and design the teams and structures required to scale. She has led early-stage companies in supply chain, retail and medtech through transformational growth, building commercial and marketing engines from startup through acquisition, delivering significant revenue growth and improved forecasting. Leilani’s deep technology expertise includes 25 years with Sabre Inc. (NASDAQ: SABR), a global leader in travel, hospitality and transportation technology. In leadership roles spanning sales, product, marketing, strategy and sustainability across North America and Europe, key achievements include repositioning the hospitality business for IPO, developing award-winning enterprise sustainability systems and products, restructuring global product investment plans and helping build the Southern European division from inception to 15% market share. Leilani currently serves as an Independent Board Director at Black Diamond Group (TSE: BDI), Sedex and Narratize, and as an Advisory Board Member at Fiutur and FoodMesh. Her board contributions span governance, strategic capital allocation, compensation and risk oversight. Her unique perspective on corporate risk and reputation is shaped by her expertise in sustainability, over 15 years of leadership in European markets and extensive experience across multiple industries. Based in San Francisco, she is a dual US and Italian citizen. Independence, Investing and Intentional Choice Leilani's story reminds us that financial independence is not a fixed destination but an evolution. From navigating cross-border careers and complex benefits systems to rethinking what fairness means in partnership, she shows how money can either create anxiety or expand possibility. Today, her focus on teaching her children to invest early, supporting female founders and building values-aligned portfolios reflects a deeper truth: wealth is a tool for choice. The freedom to decide where you live, what you support and how you show up in the world is the ultimate return on investment. If you are considering board service, navigating career transitions or thinking more intentionally about how and where you invest, an Aspiriant advisor can help you align your wealth with your values and design a strategy that supports both independence and impact. Follow Money Tales on Spotify, Apple Podcasts or YouTube Music for more real stories that inspire smarter, more intentional decisions with your money.

What if chronic pain isn't a tissue problem—but a brain map problem?If you've ever thought, “My pain must be structural,” today's episode flips that script. On the Crackin' Backs Podcast we dive into why pain persists, how the nervous system and brain maps shape sensation, and how skilled manual therapy can update the body's map instead of masking symptoms.We're joined by Dr. Steven Capobianco, co-founder of RockTape and one of the sharpest minds redefining pain, movement, and human performance through neuroscience-informed approaches to chronic pain and sensory-driven movement therapy.In this episode, you'll learn:• Why pain isn't always a tissue injury and what “back being out” really means• How manual therapy becomes sensory input to update the nervous system• What most people misunderstand about nervous system regulation• The difference between outer maps and inner body maps• How chronic pain makes the body feel unsafe—and what truly restores safety• Why patients shouldn't be passive on the table but active participants in their recovery• When manual therapy empowers vs when it creates dependencyThis episode is essential listening if you're struggling with lingering pain, movement limitations, or feel like you've tried everything without getting answers. By the end, you'll understand pain through a neuro-sensory lens, not just a structural one.About Dr. Steven CapobiancoDr. Steven “Capo” Capobianco, DC, MA, DACRB, CSCS, PES is a movement expert, sports chiropractor, and co-founder of RockTape—a globally recognized company blending neuroscience, movement education, and therapeutic techniques to enhance performance and reduce pain. He holds advanced degrees in kinesiology and chiropractic medicine, a Diplomate in Rehabilitation, and performance certifications from the NSCA and NASM. Dr. Capo lectures internationally, authored the Fascial Movement Taping manual, and teaches clinicians worldwide how to move clients out of pain and into performance.Learn more about Dr. Capobianco and movement science:RockTape official site: https://rocktape.comWe are two sports chiropractors, seeking knowledge from some of the best resources in the world of health. From our perspective, health is more than just “Crackin Backs” but a deep dive into physical, mental, and nutritional well-being philosophies. Join us as we talk to some of the greatest minds and discover some of the most incredible gems you can use to maintain a higher level of health. Crackin Backs Podcast

In this episode I speak with Leah Mack, a project manager at Allison Smith, about the implementation of AI in the construction industry. We discuss the challenges and successes Leah has experienced while integrating AI into her daily work, the role of the Innovation Institute in her journey, and the importance of company culture in fostering innovation. Leah shares insights on developing AI training for her company, best practices for using AI, and recommendations for contractors looking to adopt AI technologies.Here's where I ask a huge favor from you, I'm creating a newsletter as a way for you to share your thoughts on the episodes, share guest ideas and for me to give your insight into future episodes, and of course share great restaurants with you, please subscribe here on Graybar.com. Leah is a project manager at Allison-Smith Company.  She works in the Charleston, SC office and has been there for 8 years.  Most of her work in project management has been for hyperscale data center construction, both greenfield and renovation work.  Prior to that, she was in consulting engineering for 6 years and is currently 1 of only 2 licensed PEs in South Carolina with the NCQLP lighting certification.  She is a member of the Franklin Cohort of the NECA Innovation Institute, in addition to serving on the Women In NECA task force.Thank you for listening and please take a moment to subscribe, rate, and review our show on your favorite app.Learn more about Allison-Smith: https://allisonsmith.com/Momo's in the Park: https://momocharleston.com/Electri International Report on AI Implementation Roadmap: AI Implementation Roadmap for EC – Video introduction: https://vimeo.com/1097929862?fl=pl&fe=sh  Research Report: https://www.electri.org/product/artificial-intelligence-implementation-roadmap-for-electrical-contractors/YouTube Link: https://youtu.be/75F3I1kPVU0

Libsyn Description: In this episode, Jason tackles a modern construction epidemic: email overload. For the sender, it feels productive. You fire it off, get a dopamine hit, and move on. But for the receiver especially project managers and project engineers it becomes an endless queue of stress, batching, and overwhelm. Jason explains why email as a primary internal communication tool slows projects down, increases stress, and hides capacity issues. He challenges leaders to rethink how they delegate and to use better systems like Scrum, Kanban boards, and task management platforms to create flow instead of chaos. What you'll learn in this episode: Why email multiplies communication time by 4x. How batching and queueing create hidden work-in-progress. Why email culture overwhelms PMs and PEs. The leadership responsibility behind delegation overloa. Better alternatives for managing internal work and communication. If your team is drowning in inboxes… Is it because of workload or because of how you're assigning it? If you like the Elevate Construction podcast, please subscribe for free and you'll never miss an episode.  And if you really like the Elevate Construction podcast, I'd appreciate you telling a friend (Maybe even two

Struggling with PES statements for unintentional weight loss, malnutrition, or geriatric challenges in LTC/SNF? In this episode, Michelle Saari, MS, RD breaks down common pitfalls, shares a simple step-by-step framework, provides 15 real-world examples tailored to seniors, and offers mindset tips to stop overthinking. Discover practical goals, interventions (like fortification, adaptive feeding, and between-meal supplements), and monitoring plans used daily in long-term care.Get started with the free PES guide at https://longtermcarerd.com/Ready for more time-saving tools? Join Clinical Nutrition Central NOW for exclusive PES templates, cheat sheets, sample chart notes, webinars, and a private community—before prices increase on March 1, 2026! Current rates: $19.95/month or $199.95/year (2 months free on annual). Sign up at https://clinicalnutritioncentral.comSubscribe for more evidence-based LTC nutrition tips! Hosted by Michelle Saari, MS, RD—your go-to expert for senior nutrition.

Episode 412 of PS This Is Awesome is packed with PlayStation news, hands-on impressions, and plenty of speculation as Fred and Jake catch up on what they've been playing — including ARC Raiders, Unicorn Overlord, and Kingdom Come Deliverance 2. We break down a massive, hour-long State of Play announcement, Sony officially unveiling the co-op focused Horizon: Hunters Gathering, Capcom dropping a playable Pragmata demo, and Ubisoft's low-key release of The Division: Definitive Edition without a true PS5 upgrade. There's also discussion around Capcom's live-action Resident Evil Requiem short film and what it signals for the franchise's future. Plus, we run through a stacked slate of new releases hitting PS5 this week — from horror and RPGs to racers and roguelites — before wrapping things up the only way we know how… Like Persona 5, Pentiment, PES 2021.Visit www.patreon.com/psthisisawesome to support the show and help us continue producing the content you love!Please, if you enjoyed the content — or even if you didn't quite enjoy this one — come back. We try to offer something for everybody. Share with your friends and help us grow our awesome PlayStation community!As always you can support our show at our Patreon Page. Thanks for listening.http://www.patreon.com/psthisisawesome Hosted on Acast. See acast.com/privacy for more information.

"Just continue praying, God will approach. He wants you to know him, so continue praying and continue opening your heart." Fr. Craig and Fr. Drew welcome Fr. Marco Kiyan, PES, parish priest at Corpus Christ Parish, Presentation-Our Lady of Victory Parish, and St. Scholastic Parish, all in Detroit. Fr. Kiyan reflects on a powerful experience of God while preparing for his confirmation and how, before entering seminary, living a materially successful life still left a feeling of emptiness in his heart.(0:26) Fr. Craig welcomes this episodes guest, Fr. Marco Kiyan, a member of the Pro Ecclesia Sancta religious community. The three talk about the upcoming Christmas season and Fr. Marco's getting to know the community at Corpus Christ Parish, where he was recently assigned.(7:26) Fr. Marco talks about the history and charisma of of his religious community and about growing up in Peru. He shares that while he studied religion in elementary and high school, faith was an academic exercise for him until he had a profound experience during a confirmation retreat in tenth grade.(20:38) Fr. Marco's first thoughts about a vocation to the priesthood came to him when he was a senior in high school. While studying electrical engineering in university, he was involved with a lay Catholic group. After graduation, he got his dream job and was earning a large salary, traveling the world, but still felt an emptiness inside.(31:18) While reaping the benefits of this material success, Fr. Marco began questioning whether this was the path that God wanted for him. He began praying every day, “God, help me love you.” Months later, after coming home from a friend's birthday party, he clearly heard God speak to him and invite him to the priesthood.(38:41) It's after this profound experience that he hears of friends and family who had always thought he had a vocation to the priesthood.(42:21) Fr. Marco talks about why he entered the Pro Ecclesia Sanctia religious community versus another community or the diocesan priesthood and of the blessings of being part of a larger community. He was a professed brother for 10 years prior to his ordination as a priest.

Feeling overwhelmed as a new Registered Dietitian —or just tired of chaotic days even after years on the job? In this practical survival guide, Michelle Saari, MS, RD (with over 10+ years optimizing senior nutrition in skilled nursing and nursing homes), shares a realistic daily routine, mindset shifts, and proven hacks to prioritize residents, streamline charting, boost interdisciplinary teamwork, and prevent burnout.Whether you're fresh out of internship navigating your first facility or a veteran RD ready to reclaim your schedule, you'll walk away with actionable steps to run your day smarter: from morning stand-up triage to batching PES statements, quick NFPE rounds, protected lunch breaks, and boundary-setting tips.Episode Briefing + Links MentionedIntro & Why This Matters for LTC RDs Mindset Shift: Compassion + BoundariesFlexible Daily Routine FrameworkTop Time-Saving Hacks (Charting, Prioritization, Teamwork) Burnout PreventionQuick Wins Encouragement & Next StepsLink: Top 16 Time Saving Charting TipsReady to save hours weekly with ready-made tools? Join Clinical Nutrition Central at clinicalnutritioncentral.com ($19.95/month or $199.95/year—2 months free annually) for instant access to PES cheat sheets, resident trackers, evidence summaries, webinars, sample care plans, and a private community of fellow LTC RDs for fast peer support.Subscribe now, leave a review if this helps, and elevate your practice—one efficient day at a time!

The big things you need to know:First, the various earnings stats we track point to a sleepy start to reporting season, suggesting to us that geopolitics hasn't been the only thing contributing to the US equity market's recent gyrations. These stats also highlight how the mega cap growth trade has seen its dominance on the earnings front erode in some ways, helping fuel the rotation trade to Value and Small Caps.Second, our review of this past week's earnings call commentary suggests that views of the macro have been mixed, with geopolitical concerns and consumer pressures noted, but tariffs described as manageable.Third, things that jump out from our other updates include the rise in the Russell 2000's P/Es which are approaching 2024 highs

Brethren, this Short Talk Bulletin Podcast episode was written by MW Bro Conrad Hahn, PES of the MSANA, and is brought to us by Bro Matt Bowers, host of the Scottish Rite Journal Podcast. Rudyard Kipling is one of the giants of modern English literary history. He towered over the closing years of the Victorian era, and lived well into the twentieth century. Enjoy, and do share this and all of these Podcast episodes with your brothers and your Lodge.

If your schedules keep slipping, handoffs fall apart, and crews always seem to be waiting on someone, this episode will show you why. Jason Schroeder breaks down the missing link most projects never address: syncing the overall project plan with the personal daily schedules of field leaders.  You'll learn: Why stops and restarts, not worker productivity, kill flow. How next day planning and afternoon huddles set up perfect handoffs. Why field engineers, PEs, and assistant supers need time blocked calendars. How coordinating personal schedules creates predictable production and calmer teams. This episode isn't about micromanaging, it's about enabling. Because if you want flow, you must plan your people as intentionally as you plan your work. Listen now and start building projects where the schedule finally makes sense for everyone.   If you like the Elevate Construction podcast, please subscribe for free and you'll never miss an episode.  And if you really like the Elevate Construction podcast, I'd appreciate you telling a friend (Maybe even two