Podcasts about TSA

Lords: * Xalavier * https://store.steampowered.com/app/3139570/CoopKaijuHorror_Cooking/ * Cort Topics: * What's the coolest instrument to give a child? * What happened to sound lasers? * Appearing Canes * https://www.amazon.com/Healifty-Retractable-Collapsible-Professional-Accessories/dp/B093G7J6JG * The Story of Mel * http://www.catb.org/jargon/html/story-of-mel.html * https://melsloop.com/docs/the-story-of-mel/pages/mel-kaye-cv Microtopics: * Whether your middle name is really Danger. * Half an extra plug. * The inexplicable aliveness of Strange Scaffold. * Co-op Casual Horror Cooking. * Clive Barker's Hellraiser: Revival. * Making a game so that you can voice act the main character. * How many careers you're allowed to have before the world begins to rip them away from you. * Hiring the designer of Frog Fractions when Frog Fractions is already designed. * A boxing game featuring the inside of your mouth. * Knockout Kings 2003 or Fight Night Round 3. * Your dad explaining all the ways grownups are better than children while soundly trouncing you at Fight Night Round 3. * Tattooing a message on your infant son's head so that he reads it when he begins to bald. * Playing music with humans. * What's special about playing an analog monosynth. * Getting an analog synthesizer and finally sounding like the 70s. * Your larynx thinking "I'm singing meat!" while you push air through it, making it vibrate. * All the ways your larynx is confused about the nature of music. * Sitting in a circle and playing music together. * The Topanga Banjo and Fiddle Festival. * Playing folk songs within ten minutes of owning a mandolin. * How Irish sessions compare to Bluegrass sessions. * Being too far back in the crowd to have sex with Neil Young. * A big long guitar with only four strings. * Bass Sherpa Hunter Bond. * Practicing bass with your bass unplugged because plugging in your bass feels like an imposition. * Short-scale basses. * Finding the bass that makes it feel like you're holding Mjolnir. * The Minibrute, Microbrute, Matrixbrute and Polybrute. * The problematic acoustic P-bass. * Travel amps and amp alternatives. * The non-problematic acoustic P-bass. * Oh yeah, that's the acoustic bass player! * The only instrument in a rock band that can go up to. x6 multiplier. * Coming back to Rock Band after learning the actual instrument. * The Rock Band Pro Controller. * What about Second Topic? * Asking a parent if it's okay to give their child an accordion and backpedaling when they start white-knuckling their chair. * Kung fu instructionals. * The smallest member of the mandola family. * Instruments that require elongation. * Chapman sticks. * The kind of musical instrument you can stab someone with. * Vibrating your bones. * That time science stopped itself from inventing something awful. * Non lethal directed acoustic energy weapons. * Sound cannons as an anti-piracy measure. * SASERs. * Using headphones as a microphone and vice versa. * Plugging a bass into a guitar amp. * Traveling to another country and trying out the basses that they have there. * Whacking the high tension wires to make laser noises. * What they have on BART now instead of high tension wire noises. * Raising Cain's. * Trying to reload your appearing cane. * The type of thing the TSA would miss but should watch out for. * Terrorists taking over the plane by doing such an impressive magic show that the passengers are like "that was amazing, we'd better do what he wants" * It poked me straight in the middle of my eye. * A sound laser for mischief and giggles. * Fighting those who would be your comrades in shenanigans. * Easy to operation! * If you love something, let it go. If you hold onto it, it will stab you in the hand. * A frog boiling effect but for extremely long poems. * Computers made out of drums and vacuum tubes. * Royal McBee Computer Corp. * Executing another complete revolution to find the next instruction. * If the thesis of Summoning Salt was that "this is what all gamers should be doing all the time." * When you get old enough that most of the people you don't like are now dead. * When you decide to hate somebody, taking comfort in the fact that one day they will die, or maybe you'll die, and either way you won't have to deal with them any more. * Taking comfort that Mel is out there writing in direct hexadecimal for all us sinners. * Jobs you wish you'd had in the past but that you wouldn't take today. * The honor in choosing not to be famous. * Our first pangram rhyme scheme. * Version control plugins that scan commits for variable names that scan to the Ninja Turtles theme. * Winston on the Microbrute.

All eyes were on Taylor Swift and Travis Kelce as they made their first public appearance after getting engaged.  It happened at Arrowhead Stadium, the same place their love story first captured the world's attention. And it's expected to be the busiest Labor Day weekend ever, but if you are traveling with your family, there's a new easy breezy way to get through those long TSA lines. Plus, America was obsessed with the Karen Read trial. Now that she's been acquitted of murdering her cop boyfriend, a movie is in the works starring Elizabeth Banks. But Read's not happy about it. And he was called the nicest judge in America for the compassion he showed defendants...now comes a final farewell.   To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

This is the Tech and Business Report. Today, KCBS Radio anchor Matt Bigler spoke with Bloomberg's Allyson Versprille. If your Labor Day travel plans include flying somewhere, you may notice the security lines at the airport are just a little shorter this year. That after the TSA scrapped a requirement that people remove their shoes while being screened.

Day one of an Oregon coast adventure - what could possibly go wrong? As Mysterious James and I began our journey from Astoria after navigating July 4th rental car details, we encounter (because of course) the first of many issues we'll encounter on the most mysterious of Oregon Coast adventures ever. Mysterious Oregon Coast 2025 Part 1 Morning, Turned Afternoon Departure 1:00 PM start time after bike assembly and hotel checkout Bikes transported in rental car not designed for two bikes TSA inspection didn't damage  gear (deraileur hanger protection removed) Successful bike reassembly and adjustment The Ride Begins Largely flat terrain - unusual for Oregon Coast Two notable climbs between departure and Seaside Decision to shorten day from Nehalem Bay to Cannon Beach Use of Perplexity AI to find alternative "off-book" campsite a success Seaside Stop & Food Strategy Delightful lunch that both riders "really needed" Tim's nutrition timing issues affecting performance Plan to shop for breakfast supplies at local market The Mechanical Crisis James's left crank arm completely falls off while riding to market Discovery of tiny pin mechanism in Shimano crank arm Initial DIY repair attempts fail spectacularly Kind local offers help but problem proves beyond field repair Professional Intervention Bike shop discovery 470 feet away in Cannon Beach Ian at local rental shop (also starting bike repair services) Diagnosis: stripped internal teeth, unrepairable in field Shop closing at 7:30 PM but Ian stays to help The Damage Assessment Left crank arm completely stripped internally Cannot be field-repaired Options: Replace single crank arm or entire crankset Potential multi-day delay due to Sunday/Monday shop closures Contingency Planning Morning departure to Seaside bike shops (two available) Transportation options: Uber (surprisingly available) or bus service Multiple backup plans if repair takes longer Flexibility to modify entire tour routing if needed Technical Details Equipment failure: Shimano crank arm with pin retention system Daily mileage: Approximately 30 miles completed Terrain: Two moderate climbs for Oregon Coast standards Upcoming challenge: Arch Cape Tunnel (uphill tunnel on Highway 101) Local Insights Cannon Beach: Block-by-block character variation Seaside: Extremely crowded July 5th weekend Tourism impact: Half of Portland/Seattle metro areas visiting simultaneously Bike infrastructure: Limited bike parking in tourist areas Lessons Learned Try DIY first - But know when to seek professional help Rental shops can be repair shops - Ian's dual business model Community support - Locals willing to help stranded cyclists Flexibility is key - Every PedalShift tour goes sideways at some point Tour Philosophy Discussion Expectation that something will go wrong on every tour Value of riding companions with compatible problem-solving approaches Benefits of building in extra days and flexible routing Options to modify tour scope based on circumstances Looking Ahead Immediate goal: Get James's bike repaired in Seaside Backup plans: Shortened tour, bus connections, or complete rerouting Distance flexibility: 20-30 mile days vs. 55-mile days depending on circumstances Route options: Continue south vs. return north via Portland Notable Quotes "All bike tours in the PedalShift universe go sideways at some point" "There are worse places in the world to be stranded" "It depends on the block you're on" (describing Seaside) "We expect something to go sideways at some point, and you just deal with it" Statistics Miles biked 30 Percentage of crank arms that did not fail 75 Distance in feet from Ian's Cannon Beach bike rental -slash- shop 475 Cumulative nights spent in Cannon Beach (so far) 1 Flats zero

iPhone 17 event is on Sept 9 and we break down everything to expect, from iPhone 17 Air, Apple Watch Ultra 3, and more, what's the breakdown of influencers vs journalists invited in-person, Stephen is running iOS 26 on his main iPhone, and MagSafe charging got faster, but at a cost.Relay for St. JudeJoin the Primary Tech X Relay for St. Jude fundraiser and help us meet our $5,000 goal! Click here to donate.Send Us a Voice MemoWe want to hear from you! Send us a voice memo that may get played on the show, or an anonymous written message about what you're excited to see at the iPhone 17 event, or iPhone security at TSA! Click here to submit.Bonus Episode: Cracker Barrel rebrand and food tracking. Listen here!------------------------------Show Notes via EmailSign up to get exactly one email per week from the Primary Tech guys with the full episode show notes for your perusal. Click here to subscribe.------------------------------Watch on YouTube!Subscribe and watch our weekly episodes plus bonus clips at: https://youtu.be/4MIXmXFX-pQ------------------------------Join the CommunityDiscuss new episodes, start your own conversation, and join the Primary Tech community here: social.primarytech.fm------------------------------Support the showGet ad-free versions of the show plus exclusive bonus episodes every week! Subscribe directly in Apple Podcasts or here if you want chapters: primarytech.memberful.com/join------------------------------Reach out:Stephen's YouTube Channel@stephenrobles on ThreadsStephen on BlueskyStephen on Mastodon@stephenrobles on XJason's Inc.com Articles@jasonaten on Threads@JasonAten on XJason on BlueskyJason on Mastodon------------------------------We would also appreciate a 5-star rating and review in Apple Podcasts and SpotifyPodcast artwork with help from Basic Apple Guy.Those interested in sponsoring the show can reach out to us at: podcast@primarytech.fm------------------------------Links from the showApple Invites adds a helpful new iPhone feature - 9to5MacUK drops demand for backdoor into Apple encryption | The VergeApple Events - AppleApple Event Announced for September 9: 'Awe Dropping' - MacRumorsiPhone 17 Pro is coming, here's every rumored new feature - 9to5MacMacRumors Buyer's Guide: Know When to Buy iPhone, Mac, iPadNothing busted using professional photos as Phone 3 samples | The VergeOpenAI will add parental controls for ChatGPT following teen's death | The VergeElon Musk's xAI is suing OpenAI and Apple | The VergeApple Wallet in iOS 26 adds a toggle to disable controversial feature - 9to5MaciOS 26 Unlocks FAST MagSafe Charging – But There's a Catch - YouTubeGitryin 12-in-1 Desktop Charging Station with 4 Retractable Type-C Wall Chargers, 40W USB-C Power Strip with Flat Plug, Extension Cord with 1020J Surge Protection for Home Office : Cell Phones & Accessories (00:00) - Intro (02:42) - Relay for St. Jude (05:36) - Deleting iMessages (10:01) - UK Drops Backdoor Request (12:16) - iPhone 17 Event (14:09) - Influencer vs. Journalist (25:34) - Apple Event What to Expect (30:48) - HomePod mini or TV (38:10) - Nothing Fake Photo Debacle (40:03) - OpenAI Lawsuits (46:09) - iOS 26 on Main Device (54:41) - 25W MagSafe Charging ★ Support this podcast ★

More on giving thanks. TSA tips. Sports.

HotelAVE has grown into a $12 billion hotel asset management firm by using data to uncover profit gaps at properties, often challenging industry norms on operations and pricing strategies. The company has also built proprietary software to integrate data from multiple management systems, streamlining analysis and decision-making. Meanwhile, the Trump administration announced a multi-billion-dollar renovation of New York's Penn Station to begin by 2027, Amtrak debuted its new high-speed Acela trains, and U.S. airlines are preparing for their busiest Labor Day weekend in 15 years, with TSA expecting to screen more than 17 million passengers. Moneyball for Hotels: How a $12 Billion Asset Management Firm Finds Value Trump Administration Plans Penn Station Overhaul in NYC, Amtrak Debuts High-Speed Acelas Labor Day to Cap Busiest Summer for U.S. Airlines in 15 Years Connect with Skift LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.linkedin.com/company/skift/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ WhatsApp: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://whatsapp.com/channel/0029VaAL375LikgIXmNPYQ0L/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Facebook: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://facebook.com/skiftnews⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/skiftnews/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Threads: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.threads.net/@skiftnews⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Bluesky: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://bsky.app/profile/skiftnews.bsky.social⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ X: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://twitter.com/skift⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Subscribe to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@SkiftNews⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and never miss an update from the travel industry.

ICYMI: Hour Three of ‘Later, with Mo'Kelly' Presents – Chris Merrill filling in ‘Later, for Mo'Kelly' with thoughts on the preparations going into the “Burning Man Orgy Dome” AND Hulu's new ‘virginity' reality show “Are You My First?” … PLUS – A look at the new 'Netflix House' entertainment complexes and MORE - on KFI AM 640…Live everywhere on the iHeartRadio app & YouTube @MrMoKelly

Two children are in the hospital after E-bike crashes in San Marcos. Plus, the plea in court from the man accused of murdering a National City woman in her home. And, the new TSA rules that ban certain hair care products on flights. NBC 7's Steven Luke has these stories and more, including meteorologist Sheena Parveen's forecast for this Tuesday, August 26, 2025. 

Flyin' Bryan's Wrasslin' Recap...What Makes A Perfect Breakfast?...More Radioactive Shrimp -- PLUS -- Powerball fever, the return of 'the plague', TSA regulations, and much more

It’s a birthday bash on The Wake Up Call as Scotch celebrates turning 56!

We're baaaack, baby!

This week, we unpack Google's latest Pixel 10 announcements and a new “delete” feature in Google Messages. We'll also explore how AI is falling short in the job market, solve the mystery of Verizon's home phone service, and check out improvements coming to TSA Pre-Check. And of course, we'll wrap up with the top picks in streaming. 

The Mustache Man gets raided, TSA bans more stuff from planes, please watch my suitcase, the Celtics logo drama, This Week in Florida, Shawn describes a disturbing new viral video, Moe hammers some questions, a CEO knocked out by an Uber driver and so much more!See omnystudio.com/listener for privacy information.

The Mustache Man gets raided, TSA bans more stuff from planes, please watch my suitcase, the Celtics logo drama, This Week in Florida, Shawn describes a disturbing new viral video, Moe hammers some questions, a CEO knocked out by an Uber driver and so much more!

On today's MJ Morning Show: MJ's traveling on Spirit again this weekend Brawl on Carnival Cruise Morons in the news Investigation into Hulk Hogan's death Flap fell off a plane Single woman found a match online, then realized who he was Creepy Zoom backgrounds... we took calls A judge messed up the reading of a verdict Menendez brothers' hearings Dunkin' fall menu Cracker Barrel's new logo L.A. Fitness being sued by FTC over cancellation policies TSA has banned more items from flight "No Burp Syndrome" "Door Smash".... 2 stories Some say friendship is too expensive Ride cancelled... driver knocks out customer Meat stories Woman charged after dog killed by firework Nude cruise Michelle's plans and "weaponized incompetence" Wedding planner says not to waste money on these Crazy woman at a Florida residence What would you do if you were asked to do this? Spirit being ripped for a flight through Hurricane Erin Apollo Beach pickleball revisited... for an actor's recognition

Peter Greenberg, travel expert and host of Eye on Travel on WGN Radio, joins Lisa Dent to discuss TSA’s biometric scanning at airports. Then Greenberg answers questions from listeners.

8:05 - Joel Larsgaard talks money8:20 - More with Joel Larsgaard8:35 - Newly banned TSA items8:50 - There's no such thing as a "Coolcation."

The TSA has new rules but it's more surprising what you can bring on a planeSee omnystudio.com/listener for privacy information.

Today I'm talking to economic historian Judge Glock, Director of Research at the Manhattan Institute. Judge works on a lot of topics: if you enjoy this episode, I'd encourage you to read some of his work on housing markets and the Environmental Protection Agency. But I cornered him today to talk about civil service reform.Since the 1990s, over 20 red and blue states have made radical changes to how they hire and fire government employees — changes that would be completely outside the Overton window at the federal level. A paper by Judge and Renu Mukherjee lists four reforms made by states like Texas, Florida, and Georgia: * At-will employment for state workers* The elimination of collective bargaining agreements* Giving managers much more discretion to hire* Giving managers much more discretion in how they pay employeesJudge finds decent evidence that the reforms have improved the effectiveness of state governments, and little evidence of the politicization that federal reformers fear. Meanwhile, in Washington, managers can't see applicants' resumes, keyword searches determine who gets hired, and firing a bad performer can take years. But almost none of these ideas are on the table in Washington.Thanks to Harry Fletcher-Wood for his judicious transcript edits and fact-checking, and to Katerina Barton for audio edits.Judge, you have a paper out about lessons for civil service reform from the states. Since the ‘90s, red and blue states have made big changes to how they hire and fire people. Walk through those changes for me.I was born and grew up in Washington DC, heard a lot about civil service throughout my childhood, and began to research it as an adult. But I knew almost nothing about the state civil service systems. When I began working in the states — mainly across the Sunbelt, including in Texas, Kansas, Arizona — I was surprised to learn that their civil service systems were reformed to an absolutely radical extent relative to anything proposed at the federal level, let alone implemented.Starting in the 1990s, several states went to complete at-will employment. That means there were no official civil service protections for any state employees. Some managers were authorized to hire people off the street, just like you could in the private sector. A manager meets someone in a coffee shop, they say, "I'm looking for exactly your role. Why don't you come on board?" At the federal level, with its stultified hiring process, it seemed absurd to even suggest something like that.You had states that got rid of any collective bargaining agreements with their public employee unions. You also had states that did a lot more broadbanding [creating wider pay bands] for employee pay: a lot more discretion for managers to reward or penalize their employees depending on their performance.These major reforms in these states were, from the perspective of DC, incredibly radical. Literally nobody at the federal level proposes anything approximating what has been in place for decades in the states. That should be more commonly known, and should infiltrate the debate on civil service reform in DC.Even though the evidence is not absolutely airtight, on the whole these reforms have been positive. A lot of the evidence is surveys asking managers and operators in these states how they think it works. They've generally been positive. We know these states operate pretty well: Places like Texas, Florida, and Arizona rank well on state capacity metrics in terms of cost of government, time for permitting, and other issues.Finally, to me the most surprising thing is the dog that didn't bark. The argument in the federal government against civil service reform is, “If you do this, we will open up the gates of hell and return to the 19th-century patronage system, where spoilsmen come and go depending on elected officials, and the government is overrun with political appointees who don't care about the civil service.” That has simply not happened. We have very few reports of any concrete examples of politicization at the state level. In surveys, state employees and managers can almost never remember any example of political preferences influencing hiring or firing.One of the surveys you cited asked, “Can you think of a time someone said that they thought that the political preferences were a factor in civil service hiring?” and it was something like 5%.It was in that 5-10% range. I don't think you'd find a dissimilar number of people who would say that even in an official civil service system. Politics is not completely excluded even from a formal civil service system.A few weeks ago, you and I talked to our mutual friend, Don Moynihan, who's a scholar of public administration. He's more skeptical about the evidence that civil service reform would be positive at the federal level.One of your points is, “We don't have strong negative evidence from the states. Productivity didn't crater in states that moved to an at-will employment system.” We do have strong evidence that collective bargaining in the public sector is bad for productivity.What I think you and Don would agree on is that we could use more evidence on the hiring and firing side than the surveys that we have. Is that a fair assessment?Yes, I think that's correct. As you mentioned, the evidence on collective bargaining is pretty close to universal: it raises costs, reduces the efficiency of government, and has few to no positive upsides.On hiring and firing, I mentioned a few studies. There's a 2013 study that looks at HR managers in six states and finds very little evidence of politicization, and managers generally prefer the new system. There was a dissertation that surveyed several employees and managers in civil service reform and non-reform states. Across the board, the at-will employment states said they had better hiring retention, productivity, and so forth. And there's a 2002 study that looked specifically at Texas, Florida, and Georgia after their reforms, and found almost universal approbation inside the civil service itself for these reforms.These are not randomized control trials. But I think that generally positive evidence should point us directionally where we should go on civil service reform. If we loosen restrictions on discipline and firing, decentralize hiring and so forth — we probably get some productivity benefits from it. We can also know, with some amount of confidence, that the sky is not going to fall, which I think is a very important baseline assumption. The civil service system will continue on and probably be fairly close to what it is today, in terms of its political influence, if you have decentralized hiring and at-will employment.As you point out, a lot of these reforms that have happened in 20-odd states since the ‘90s would be totally outside the Overton window at the federal level. Why is it so easy for Georgia to make a bipartisan move in the ‘90s to at-will employment, when you couldn't raise the topic at the federal level?It's a good question. I think in the 1990s, a lot of people thought a combination of the 1978 Civil Service Reform Act — which was the Carter-era act that somewhat attempted to do what these states hoped to do in the 1990s — and the Clinton-era Reinventing Government Initiative, would accomplish the same ends. That didn't happen.That was an era when civil service reform was much more bipartisan. In Georgia, it was a Democratic governor, Zell Miller, who pushed it. In a lot of these other states, they got buy-in from both sides. The recent era of state reform took place after the 2010 Republican wave in the states. Since that wave, the reform impetus for civil service has been much more Republican. That has meant it's been a lot harder to get buy-in from both sides at the federal level, which will be necessary to overcome a filibuster.I think people know it has to be very bipartisan. We're just past the point, at least at the moment, where it can be bipartisan at the federal level. But there are areas where there's a fair amount of overlap between the two sides on what needs to happen, at least in the upper reaches of the civil service.It was interesting to me just how bipartisan civil service reform has been at various times. You talked about the Civil Service Reform Act, which passed Congress in 1978. President Carter tells Congress that the civil service system:“Has become a bureaucratic maze which neglects merit, tolerates poor performance, permits abuse of legitimate employee rights, and mires every personnel action in red tape, delay, and confusion.”That's a Democratic president saying that. It's striking to me that the civil service was not the polarized topic that it is today.Absolutely. Carter was a big civil service reformer in Georgia before those even larger 1990s reforms. He campaigned on civil service reform and thought it was essential to the success of his presidency. But I think you are seeing little sprouts of potential bipartisanship today, like the Chance to Compete Act at the end of 2024, and some of the reforms Obama did to the hiring process. There's options for bipartisanship at the federal level, even if it can't approach what the states have done.I want to walk through the federal hiring process. Let's say you're looking to hire in some federal agency — you pick the agency — and I graduated college recently, and I want to go into the civil service. Tell me about trying to hire somebody like me. What's your first step?It's interesting you bring up the college graduate, because that is one recent reform: President Trump put out an executive order trying to counsel agencies to remove the college degree requirement for job postings. This happened in a lot of states first, like Maryland, and that's also been bipartisan. This requirement for a college degree — which was used as a very unfortunate proxy for ability at a lot of these jobs — is now being removed. It's not across the whole federal government. There's still job postings that require higher education degrees, but that's something that's changed.To your question, let's say the Department of Transportation. That's one of the more bipartisan ones, when you look at surveys of federal civil servants. Department of Defense, Veterans Affairs, they tend to be a little more Republican. Health and Human Services and some other agencies tend to be pretty Democrat. Transportation is somewhere in the middle.As a manager, you try to craft a job description and posting to go up on the USA Jobs website, which is where all federal job postings go. When they created it back in 1996, that was supposedly a massive reform to federal hiring: this website where people could submit their resumes. Then, people submit their resumes and answer questions about their qualifications for the job.One of the slightly different aspects from the private sector is that those applications usually go to an HR specialist first. The specialist reviews everything and starts to rank people into different categories, based on a lot of weird things. It's supposed to be “knowledge, skills, and abilities” — your KSAs, or competencies. To some extent, this is a big step up from historical practice. You had, frankly, an absurd civil service exam, where people had to fill out questions about, say, General Grant or about US Code Title 42, or whatever it was, and then submit it. Someone rated the civil service exam, and then the top three test-takers were eligible for the job.We have this newer, better system, where we rank on knowledge, skills, and abilities, and HR puts put people into different categories. One of the awkward ways they do this is by merely scanning the resumes and applications for keywords. If it's a computer job, make sure you say the word “computer” somewhere in your resume. Make sure you say “manager” if it's a managerial job.Just to be clear, this is entirely literal. There's a keyword search, and folks who don't pass that search are dinged.Yes. I've always wondered, how common is this? It's sometimes hard to know what happens in the black box in these federal HR departments. I saw an HR official recently say, "If I'm not allowed to do keyword searches, I'm going to take 15 years to overlook all the applications, so I've got to do keyword searches." If they don't have the keywords, into the circular file it goes, as they used to say: into the garbage can.Then they start ranking people on their abilities into, often, three different categories. That is also very literal. If you put in the little word bubble, "I am an exceptional manager," you get pushed on into the next level of the competition. If you say, "I'm pretty good, but I'm not the best," into the circular file you go.I've gotten jaded about this, but it really is shocking. We ask candidates for a self-assessment, and if they just rank themselves 10/10 on everything, no matter how ludicrous, that improves their odds of being hired.That's going to immensely improve your odds. Similar to the keyword search, there's been pushback on this in recent years, and I'm definitely not going to say it's universal anymore. It's rarer than it used to be. But it's still a very common process.The historical civil service system used to operate on a rule of three. In places like New York, it still operates like that. The top three candidates on the evaluation system get presented to the manager, and the manager has to approve one of them for the position.Thanks partially to reforms by the Obama administration in 2010, they have this category rating system where the best qualified or the very qualified get put into a big bucket together [instead of only including the top three]. Those are the people that the person doing the hiring gets to see, evaluate, and decide who he wants to hire.There are some restrictions on that. If a veteran outranks everybody else, you've got to pick the veteran [typically known as Veterans' Preference]. That was an issue in some of the state civil service reforms, too. The states said, “We're just going to encourage a veterans' preference. We don't need a formalized system to say they get X number of points and have to be in Y category. We're just going to say, ‘Try to hire veterans.'” That's possible without the formal system, despite what some opponents of reform may claim.One of the particular problems here is just the nature of the people doing the hiring. Sometimes you just need good managers to encourage HR departments to look at a broader set of qualifications. But one of the bigger problems is that they keep the HR evaluation system divorced from the manager who is doing the hiring. David Shulkin, who was the head of the Department of Veterans Affairs (VA), wrote a great book, It Shouldn't Be This Hard to Serve Your Country. He was a healthcare exec, and the VA is mainly a healthcare agency. He would tell people, "You should work for me," they would send their applications into the HR void, and he'd never see them again. They would get blocked at some point in this HR evaluation process, and he'd be sent people with no healthcare experience, because for whatever reason they did well in the ranking.One of the very base-level reforms should be, “How can we more clearly integrate the hiring manager with the evaluation process?” To some extent, the bipartisan Chance to Compete Act tries to do this. They said, “You should have subject matter experts who are part of crafting the description of the job, are part of evaluating, and so forth.” But there's still a long road to go.Does that firewall — where the person who wants to hire doesn't get to look at the process until the end — exist originally because of concerns about cronyism?One of the interesting things about the civil service is its raison d'être — its reason for being — was supposedly a single, clear purpose: to prevent politicized hiring and patronage. That goes back to the Pendleton Civil Service Act of 1883. But it's always been a little strange that you have all of these very complex rules about every step of the process — from hiring to firing to promotion, and everything in between — to prevent political influence. We could just focus on preventing political influence, and not regulate every step of the process on the off-chance that without a clear regulation, political influence could creep in. This division [between hiring manager and applicants] is part of that general concern. There are areas where I've heard HR specialists say, "We declare that a manager is a subject matter expert, and we bring them into the process early on, we can do that." But still the division is pretty stark, and it's based on this excessive concern about patronage.One point you flag is that the Office of Personnel Management (OPM), which is the body that thinks about personnel in the federal government, has a 300-page regulatory document for agencies on how you have to hire. There's a remarkable amount of process.Yes, but even that is a big change from the Federal Personnel Manual, which was the 10,000-page document that we shredded in the 1990s. In the ‘90s, OPM gave the agencies what's called “delegated examining authorities.” This says, “You, agency, have power to decide who to hire, we're not going to do the central supervision anymore. But, but, but: here's the 300-page document that dictates exactly how you have to carry out that hiring.”So we have some decentralization, allowing managers more authority to control their own departments. But this two-level oversight — a local HR department that's ultimately being overseen by the OPM — also leads to a lot of slip ‘twixt cup and lip, in terms of how something gets implemented. If you're in the agency and you're concerned about the OPM overseeing your process, you're likely to be much more careful than you would like to be. “Yes, it's delegated to me, but ultimately, I know I have to answer to OPM about this process. I'm just going to color within the lines.”I often cite Texas, which has no central HR office. Each agency decides how it wants to hire. In a lot of these reform states, if there is a central personnel office, it's an information clearinghouse or reservoir of models. “You can use us, the central HR office, as a resource if you want us to help you post the job, evaluate it, or help manage your processes, but you don't have to.” That's the goal we should be striving for in a lot of the federal reforms. Just make OPM a resource for the managers in the individual departments to do their thing or go independent.Let's say I somehow get through the hiring process. You offer me a job at the Department of Transportation. What are you paying me?This is one of the more stultified aspects of the federal civil service system. OPM has another multi-hundred-page handbook called the Handbook of Occupational Groups and Families. Inside that, you've got 49 different “groups and families,” like “Clerical occupations.” Inside those 49 groups are a series of jobs, sometimes dozens, like “Computer Operator.” Inside those, they have independent documents — often themselves dozens of pages long — detailing classes of positions. Then you as a manager have to evaluate these nine factors, which can each give points to each position, which decides how you get slotted into this weird Government Schedule (GS) system [the federal payscale].Again, this is actually an improvement. Before, you used to have the Civil Service Commission, which went around staring very closely at someone over their typewriter and saying, "No, I think you should be a GS-12, not a GS-11, because someone over in the Department of Defense who does your same job is a GS-12." Now this is delegated to agencies, but again, the agencies have to listen to the OPM on how to classify and set their jobs into this 15-stage GS-classification system, each stage of which has 10 steps which determine your pay, and those steps are determined mainly by your seniority. It's a formalized step-by-step system, overwhelmingly based on just how long you've sat at your desk.Let's be optimistic about my performance as a civil servant. Say that over my first three years, I'm just hitting it out of the park. Can you give me a raise? What can you do to keep me in my role?Not too much. For most people, the within-step increases — those 10 steps inside each GS-level — is just set by seniority. Now there are all these quality step increases you can get, but they're very rare and they have to be documented. So you could hypothetically pay someone more, but it's going to be tough. In general, the managers just prefer to stick to seniority, because not sticking to it garners a lot of complaints. Like so much else, the goal is, "We don't want someone rewarding an official because they happen to share their political preferences." The result of that concern is basically nobody can get rewarded at all, which is very unfortunate.We do have examples in state and federal government of what's known as broadbanding, where you have very broad pay scales, and the manager can decide where to slot someone. Say you're a computer operator, which can mean someone who knows what an Excel spreadsheet is, or someone who's programming the most advanced AI systems. As a manager in South Carolina or Florida, you have a lot of discretion to say, "I can set you 50% above the market rate of what this job technically would go for, if I think you're doing a great job."That's very rare at the federal level. They've done broadbanding at the Government Accountability Office, the National Institute of Standards and Technology. The China Lake Experiment out in California gave managers a lot more discretion to reward scientists. But that's definitely the exception. In general, it's a step-wise, seniority-based system.What if you want to bring me into the Senior Executive Service (SES)? Theoretically, that sits at the top of the General Service scale. Can't you bump me up in there and pay me what you owe me?I could hypothetically bring you in as a senior executive servant. The SES was created in the 1978 Civil Service Reform Act. The idea was, “We're going to have this elite cadre of about 8,000 individuals at the top of the federal government, whose employment will be higher-risk and higher-reward. They might be fired, and we're going to give them higher pay to compensate for that.”Almost immediately, that did not work out. Congress was outraged at the higher pay given to the top officials and capped it. Ever since, how much the SES can get paid has been tightly controlled. As in most of the rest of the federal government, where they establish these performance pay incentives or bonuses — which do exist — they spread them like peanut butter over the whole service. To forestall complaints, everyone gets a little bit every two or three years.That's basically what happened to the SES. Their annual pay is capped at the vice president's salary, which is a cap for a lot of people in the federal government. For most of your GS and other executive scales, the cap is Congress's salary. [NB: This is no longer exactly true, since Congress froze its own salaries in 2009. The cap for GS (currently about $195k) is now above congressional salaries ($174k).]One of the big problems with pay in the federal government is pay compression. Across civil service systems, the highest-skilled people tend to be paid much less than the private sector, and the lowest-skilled people tend to get paid much more. The political science reason for that is pretty simple: the median voter in America still decides what seems reasonable. To the median voter, the average salary of a janitor looks low, and the average salary of a scientist looks way too high. Hence this tendency to pay compression. Your average federal employee is probably overpaid relative to the private sector, because the lowest-skilled employees are paid up to 40% higher than the private sector equivalent. The highest-paid employees, the post-graduate skilled professionals, are paid less. That makes it hard to recruit the top performers, but it also swells the wage budget in a way that makes it difficult to talk about reform.There's a lot of interest in this administration in making it easier to recruit talent and get rid of under-performers. There have been aggressive pushes to limit collective bargaining in the public sector. That should theoretically make it easier to recruit, but it also increases the precariousness of civil service roles. We've seen huge firings in the civil service over the last six months.Classically, the explicit trade-off of working in the federal government was, “Your pay is going to be capped, but you have this job for life. It's impossible to get rid of you.” You trade some lifetime earnings for stability. In a world where the stability is gone, but pay is still capped, isn't the net effect to drive talent away from the civil service?I think it's a concern now. On one level it should be ameliorated, because those who are most concerned with stability of employment do tend to be lower performers. If you have people who are leaving the federal service because all they want is stability, and they're not getting that anymore, that may not be a net loss. As someone who came out of academia and knows the wonder of effective lifetime annuities, there can be very high performers who like that stability who therefore take a lower salary. Without the ability to bump that pay up more, it's going to be an issue.I do know that, internally, the Trump administration has made some signs they're open to reforms in the top tiers of the SES and other parts of the federal government. They would be willing to have people get paid more at that level to compensate for the increased risks since the Trump administration came in. But when you look at the reductions in force (RIFs) that have happened under Trump, they are overwhelmingly among probationary employees, the lower-level employees.With some exceptions. If you've been promoted recently, you can get reclassified as probationary, so some high-performers got lumped in.Absolutely. The issue has been exacerbated precisely because the RIF regulations that are in place have made the firings particularly damaging. If you had a more streamlined RIF system — which they do have in many states, where seniority is not the main determinant of who gets laid off — these RIFs could be removing the lower-performing civil servants and keeping the higher-performing ones, and giving them some amount of confidence in their tenure.Unfortunately, the combination of large-scale removals with the existing RIF regs, which are very stringent, has demoralized some of the upper levels of the federal government. I share that concern. But I might add, it is interesting, if you look at the federal government's own figures on the total civil service workforce, they have gone down significantly since Trump came in office, but I think less than 100,000 still, in the most recent numbers that I've seen. I'm not sure how much to trust those, versus some of these other numbers where people have said 150,000, 200,000.Whether the Trump administration or a future administration can remove large numbers of people from the civil service should be somewhat divorced from the general conversation on civil service reform. The main debate about whether or not Trump can do this centers around how much power the appropriators in Congress have to determine the total amount of spending in particular agencies on their workforce. It does not depend necessarily on, "If we're going to remove people — whether for general layoffs, or reductions in force, or because of particular performance issues — how can we go about doing that?" My last-ditch hope to maintain a bipartisan possibility of civil service reform is to bracket, “How much power does the president have to remove or limit the workforce in general?” from “How can he go about hiring and firing, et cetera?”I think making it easier for the president to identify and remove poor performers is a tool that any future administration would like to have.We had this conversation sparked again with the firing of the Bureau of Labor Statistics commissioner. But that was a position Congress set up to be appointed by the President, confirmed by the Senate, and removable by the President. It's a separate issue from civil service at large. Everyone said, “We want the president to be able to hire and fire the commissioner.” Maybe firing the commissioner was a bad decision, but that's the situation today.Attentive listeners to Statecraft know I'm pretty critical, like you are, of the regulations that say you have to go in order of seniority. In mass layoffs, you're required to fire a lot of the young, talented people.But let's talk about individual firings. I've been a terrible civil servant, a nightmarish employee from day one. You want to discipline, remove, suspend, or fire me. What are your options?Anybody who has worked in the civil service knows it's hard to fire bad performers. Whatever their political valence, whatever they feel about the civil service system, they have horror stories about a person who just couldn't be removed.In the early 2010s, a spate of stories came out about air traffic controllers sleeping on the job. Then-transportation secretary, Ray LaHood, made a big public announcement: "I'm going to fire these three guys." After these big announcements, it turned out he was only able to remove one of them. One retired, and another had their firing reduced to a suspension.You had another horrific story where a man was joking on the phone with friends when a plane crashed into a helicopter and killed nine people over the Hudson River. National outcry. They said, "We're going to fire this guy." In the end, after going through the process, he only got a suspension. Everyone agrees it's too hard.The basic story is, you have two ways to fire someone. Chapter 75, the old way, is often considered the realm of misconduct: You've stolen something from the office, punched your colleague in the face during a dispute about the coffee, something illegal or just straight-out wrong. We get you under Chapter 75.The 1978 Civil Service Reform Act added Chapter 43, which is supposed to be the performance-based system to remove someone. As with so much of that Civil Service Reform Act, the people who passed it thought this might be the beginning of an entirely different system.In the end, lots of federal managers say there's not a huge difference between the two. Some use 75, some use 43. If you use 43, you have to document very clearly what the person did wrong. You have to put them on a performance improvement plan. If they failed a performance improvement plan after a certain amount of time, they can respond to any claims about what they did wrong. Then, they can take that process up to the Merit Systems Protection Board (MSPB) and claim that they were incorrectly fired, or that the processes weren't carried out appropriately. Then, if they want to, they can say, “Nah, I don't like the order I got,” and take it up to federal courts and complain there. Right now, the MSPB doesn't have a full quorum, which is complicating some of the recent removal disputes.You have this incredibly difficult process, unlike the private sector, where your boss looks at you and says, "I don't like how you're giving me the stink-eye today. Out you go." One could say that's good or bad, but, on the whole, I think the model should be closer to the private sector. We should trust managers to do their job without excessive oversight and process. That's clearly about as far from the realm of possibility as the current system, under which the estimate is 6-12 months to fire a very bad performer. The number of people who win at the Merit Systems Protection Board is still 20-30%.This goes into another issue, which is unionization. If you're part of a collective bargaining agreement — most of the regular federal civil service is — first, you have to go with this independent, union-based arbitration and grievance procedure. You're about 50/50 to win on those if your boss tries to remove you.So if I'm in the union, we go through that arbitration grievance system. If you win and I'm fired, I can take it to the Merit Systems Protection Board. If you win again, I can still take it to the federal courts.You can file different sorts of claims at each part. On Chapter 43, the MSPB is supposed to be about the process, not the evidence, and you just have to show it was followed. On 75, the manager has to show by preponderance of the evidence that the employee is harming the agency. Then there are different standards for what you take to the courts, and different standards according to each collective bargaining agreement for the grievance procedure when someone is disciplined. It's a very complicated, abstruse, and procedure-heavy process that makes it very difficult to remove people, which is why the involuntary separation rate at the federal government and most state governments is many multiples lower than the private sector.So, you would love to get me off your team because I'm abysmal. But you have no stomach for going through this whole process and I'm going to fight it. I'm ornery and contrarian and will drag this fight out. In practice, what do managers in the federal government do with their poor performers?I always heard about this growing up. There's the windowless office in the basement without a phone, or now an internet connection. You place someone down there, hope they get the message, and sooner or later they leave. But for plenty of people in America, that's the dream job. You just get to sit and nobody bothers you for eight hours. You punch in at 9 and punch out at 5, and that's your day. "Great. I'll collect that salary for another 10 years." But generally you just try to make life unpleasant for that person.Public sector collective bargaining in the US is new. I tend to think of it as just how the civil service works. But until about 50 years ago, there was no collective bargaining in the public sector.At the state level, it started with Wisconsin at the end of the 1950s. There were famous local government reforms beginning with the Little Wagner Act [signed in 1958] in New York City. Senator Robert Wagner had created the National Labor Relations Board. His son Robert F. Wagner Jr., mayor of New York, created the first US collective bargaining system at the local level in the ‘60s. In ‘62, John F. Kennedy issued an executive order which said, "We're going to deal officially with public sector unions,” but it was all informal and non-statutory.It wasn't until Title VII of the 1978 Civil Service Reform Act that unions had a formal, statutory role in our federal service system. This is shockingly new. To some extent, that was the great loss to many civil service reformers in ‘78. They wanted to get through a lot of these other big reforms about hiring and firing, but they gave up on the unions to try to get those. Some people think that exception swallowed the rest of the rules. The union power that was garnered in ‘78 overcame the other reforms people hoped to accomplish. Soon, you had the majority of the federal workforce subject to collective bargaining.But that's changing now too. Part of that Civil Service Reform Act said, “If your position is in a national security-related position, the president can determine it's not subject to collective bargaining.” Trump and the OPM have basically said, “Most positions in the federal government are national security-related, and therefore we're going to declare them off-limits to collective bargaining.” Some people say that sounds absurd. But 60% of the civilian civil service workforce is the Department of Defense, Veterans Affairs, and the Department of Homeland Security. I am not someone who tries to go too easy on this crowd. I think there's a heck of a lot that needs to be reformed. But it's also worth remembering that the majority of the civil service workforce are in these three agencies that Republicans tend to like a lot.Now, whether people like Veterans Affairs is more of an open question. We have some particular laws there about opening up processes after the scandals in the 2010s about waiting lists and hospitals. You had veterans hospitals saying, "We're meeting these standards for getting veterans in the door for these waiting lists." But they were straight-up lying about those standards. Many people who were on these lists waiting for months to see a doctor died in the interim, some from causes that could have been treated had they seen a VA doctor. That led to Congress doing big reforms in the VA in 2014 and 2017, precisely because everyone realized this is a problem.So, Trump has put out these executive orders stopping collective bargaining in all of these agencies that touch national security. Some of those, like the Environmental Protection Agency (EPA), seem like a tough sell. I guess that, if you want to dig a mine and the Chinese are trying to dig their own mine and we want the mine to go quickly without the EPA pettifogging it, maybe. But the core ones are pretty solid. So far the courts have upheld the executive order to go in place. So collective bargaining there could be reformed.But in the rest of the government, there are these very extreme, long collective bargaining agreements between agencies and their unions. I've hit on the Transportation Security Administration (TSA) as one that's had pretty extensive bargaining with its union. When we created the TSA to supervise airport security, a lot of people said, "We need a crème de la crème to supervise airports after 9/11. We want to keep this out of union hands, because we know unions are going to make it difficult to move people around." The Obama administration said, "Nope, we're going to negotiate with the union." Now you have these huge negotiations with the unions about parking spots, hours of employment, uniforms, and everything under the sun. That makes it hard for managers in the TSA to decide when people should go where or what they should do.One thing we've talked about on Statecraft in past episodes — for instance, with John Kamensky, who was a pivotal figure in the Clinton-Gore reforms — was this relationship between government employees and “Beltway Bandits”: the contractors who do jobs you might think of as civil service jobs. One critique of that ‘90s Clinton-Gore push, “Reinventing Government,” was that although they shrank the size of the civil service on paper, the number of contractors employed by the federal government ballooned to fill that void. They did not meaningfully reduce the total number of people being paid by the federal government. Talk to me about the relationship between the civil service reform that you'd like to see and this army of folks who are not formally employees.Every government service is a combination of public employees and inputs, and private employees and inputs. There's never a single thing the government does — federal, state, or local — that doesn't involve inputs from the private sector. That could be as simple as the uniforms for the janitors. Even if you have a publicly employed janitor, who buys the mop? You're not manufacturing the mops.I understand the critique that the excessive focus on full-time employees in the 1990s led to contracting out some positions that could be done directly by the government. But I think that misses how much of the government can and should be contracted out. The basic Office of Management and Budget (OMB) statute [OMB Circular No. A-76] defining what is an essential government duty should still be the dividing line. What does the government have to do, because that is the public overseeing a process? Versus, what can the private sector just do itself?I always cite Stephen Goldsmith, the old mayor of Indianapolis. He proposed what he called the Yellow Pages test. If you open the Yellow Pages [phone directory] and three businesses do that business, the government should not be in that business. There's three garbage haulers out there. Instead of having a formal government garbage-hauling department, just contract out the garbage.With the internet, you should have a lot more opportunities to contract stuff out. I think that is generally good, and we should not have the federal government going about a lot of the day-to-day procedural things that don't require public input. What a lot of people didn't recognize is how much pressure that's going to put on government contracting officers at the federal level. Last time I checked there were 40,000 contracting officers. They have a lot of power. In the most recent year for which we have data, there were $750 billion in federal contracts. This is a substantial part of our economy. If you total state and local, we're talking almost 10% of our whole economy goes through government contracts. This is mind-boggling. In the public policy world, we should all be spending about 10% of our time thinking about contracting.One of the things I think everyone recognized is that contractors should have more authority. Some of the reform that happened with people like [Steven] Kelman — who was the Office of Federal Procurement Policy head in the ‘90s under Clinton — was, "We need to give these people more authority to just take a credit card and go buy a sheaf of paper if that's what they need. And we need more authority to get contract bids out appropriately.”The same message that animates civil service reform should animate these contracting discussions. The goal should be setting clear goals that you want — for either a civil servant or a contractor — and then giving that person the discretion to meet them. If you make the civil service more stultified, or make pay compression more extreme, you're going to have to contract more stuff out.People talk about the General Schedule [pay scale], but we haven't talked about the Federal Wage Schedule system at all, which is the blue-collar system that encompasses about 200,000 federal employees. Pay compression means those guys get paid really well. That means some managers rightfully think, "I'd like to have full-time supervision over some role, but I would rather contract it out, because I can get it a heck of a lot cheaper."There's a continuous relationship: If we make the civil service more stultified, we're going to push contracting out into more areas where maybe it wouldn't be appropriate. But a lot of things are always going to be appropriate to contract out. That means we need to give contracting officers and the people overseeing contracts a lot of discretion to carry out their missions, and not a lot of oversight from the Government Accountability Office or the courts about their bids, just like we shouldn't give OPM excess input into the civil service hiring process.This is a theme I keep harping on, on Statecraft. It's counterintuitive from a reformer's perspective, but it's true: if you want these processes to function better, you're going to have to stop nitpicking. You're going to have to ease up on the throttle and let people make their own decisions, even when sometimes you're not going to agree with them.This is a tension that's obviously happening in this administration. You've seen some clear interest in decentralization, and you've seen some centralization. In both the contract and the civil service sphere, the goal for the central agencies should be giving as many options as possible to the local managers, making sure they don't go extremely off the rails, but then giving those local managers and contracting officials the ability to make their own choices. The General Services Administration (GSA) under this administration is doing a lot of government-wide acquisition contracts. “We establish a contract for the whole government in the GSA. Usually you, the local manager, are not required to use that contract if you want computer services or whatever, but it's an option for you.”OPM should take a similar role. "Here's the system we have set up. You can take that and use it as you want. It's here for you, but it doesn't have to be used, because you might have some very particular hiring decisions to make.” Just like there shouldn't be one contracting decision that decides how we buy both a sheaf of computer paper and an aircraft carrier, there shouldn't be one hiring and firing process for a janitor and a nuclear physicist. That can't be a centralized process, because the very nature of human life is that there's an infinitude of possibilities that you need to allow for, and that means some amount of decentralization.I had an argument online recently about New York City's “buy local” requirement for certain procurement contracts. When they want to build these big public toilets in New York City, they have to source all the toilet parts from within the state, even if they're $200,000 cheaper in Portland, Oregon.I think it's crazy to ask procurement and contracting to solve all your policy problems. Procurement can't be about keeping a healthy local toilet parts industry. You just need to procure the toilet.This is another area where you see similar overlap in some of the civil service and contracting issues. A lot of cities have residency requirements for many of their positions. If you work for the city, you have to live inside the city. In New York, that means you've got a lot of police officers living on Staten Island, or right on the line of the north side of the Bronx, where they're inches away from Westchester. That drives up costs, and limits your population of potential employees.One of the most amazing things to me about the Biden Bipartisan Infrastructure Law was that it encouraged contracting officers to use residency requirements: “You should try to localize your hiring and contracting into certain areas.” On a national level, that cancels out. If both Wyoming and Wisconsin use residency requirements, the net effect is not more people hired from one of those states! So often, people expect the civil service and contracting to solve all of our ills and to point the way forward for the rest of the economy on discrimination, hiring, pay, et cetera. That just leads to, by definition, government being a lot more expensive than the private sector.Over the next three and a half years, what would you like to see the administration do on civil service reform that they haven't already taken up?I think some of the broad-scale layoffs, which seem to be slowing down, were counterproductive. I do think that their ability to achieve their ends was limited by the nature of the reduction-in-force regulations, which made them more counterproductive than they had to be. That's the situation they inherited. But that didn't mean you had to lay off a lot of people without considering the particular jobs they were doing now.And hiring quite a few of them back.Yeah. There are also debates obviously, within the administration, between DOGE and Russ Vought [director of the OMB] and some others on this. Some things, like the Schedule Policy/Career — which is the revival of Schedule F in the first Trump administration — are largely a step in the right direction. Counter to some of the critics, it says, “You can remove someone if they're in a policymaking position, just like if they were completely at-will. But you still have to hire from the typical civil service system.” So, for those concerned about politicization, that doesn't undermine that, because they can't just pick someone from the party system to put in there. I think that's good.They recently had a suitability requirement rule that I think moved in the right direction. That says, “If someone's not suitable for the workforce, there are other ways to remove them besides the typical procedures.” The ideal system is going to require some congressional input: it's to have a decentralization of hiring authority to individual managers. Which means the OPM — now under Scott Kupor, who has finally been confirmed — saying, "The OPM is here to assist you, federal managers. Make sure you stay within the broad lanes of what the administration's trying to accomplish. But once we give you your general goals, we're going to trust you to do that, including hiring.”I've mentioned it a few times, but part of the Chance to Compete Act — which was mentioned in one of Trump's Day One executive orders, people forget about this — was saying, “Implement the Chance to Compete Act to the maximum extent of the law.” Bring more subject-matter expertise into the hiring process, allow more discretion for managers and input into the hiring process. I think carrying that bipartisan reform out is going to be a big step, but it's going to take a lot more work. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit www.statecraft.pub

Your kid might be under 24/7 school surveillance, even at home. George, your AI host, breaks down how student safety tools like GoGuardian and Gaggle track everything from late-night YouTube binges to unsent messages. Plus: a $750 PayPal password dump, biometric TSA fast lanes, Steph Curry's AI jump shot coach, and five cool science experiments hiding in your phone. Learn more about your ad choices. Visit megaphone.fm/adchoices

H2 - Segment 4 - Thur Aug 21 2025 - Follow Heidi Harris show on all the socials The TSA they block you from being on a plane

H2 - Segment 2 - Thur Aug 21 2025 - Getting a kick out of TSA what they will allow on planes. its 86 printed pages

On today's Free Swim, we are reporting from Camp Barstool with Chief, Dana, Tate, and Cheah. We start the show by getting Tate's report on being in the weirdest bunk (1:33) and we preview Day 1's activities (7:40). We talk about driving up in a torrential downpour (11:09) and Cheah joins to tell us about his “pulling over in the rain is more dangerous” theory (18:54). Then we get into a debate about whether TSA is needed (29:19) and we close things out by discussing White Sox Dave in his camping element (37:02).You can find every episode of this show on Apple Podcasts, Spotify or YouTube. Prime Members can listen ad-free on Amazon Music. For more, visit barstool.link/thedogwalk

Episode 652: Neal and Toby dive into what's behind a string of strong earnings that is shrugging off tariff fears. Then, the SPAC king returns and is seeking to raise $250M for his new SPAC. Also, CLEAR and TSA is piloting biometric tech to help airport screening go much faster. Meanwhile, AI-powered sleep tech startup Eight Sleep is planning to open up retail stores by 2026.  00:00 - Guess what ‘TMZ' stands for 3:00 - Companies are crushin' 7:30 - SPAC King is back 11:30 - CLEAR clearing up airport screening 17:00 - Eight Sleep's big dreams 21:20 - Sprint Finish! LinkedIn will even give you a $100 credit on your next campaign so you can try it yourself. Check out LinkedIn.com/mbd for more. Submit your MBD Password Answer here: https://docs.google.com/forms/d/1Yzrl1BJY2FAFwXBYtb0CEp8XQB2Y6mLdHkbq9Kb2Sz8/viewform?edit_requested=true  Subscribe to Morning Brew Daily for more of the news you need to start your day. Share the show with a friend, and leave us a review on your favorite podcast app. Listen to Morning Brew Daily Here:⁠ ⁠⁠https://www.swap.fm/l/mbd-note⁠⁠⁠  Watch Morning Brew Daily Here:⁠ ⁠⁠https://www.youtube.com/@MorningBrewDailyShow⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

Topics discussed on today's show: National Radio Day, Party in Hope, Listening to the Radio, Birthdays, History Quiz, Sweet James, Politics, Diabetics, The TSA, Megan & Harry, MJ Biopic, Tub of Honey, Car Snacks, and Apologies.

Savanna and Tyler go all in answering your wildest skincare questions, like why your chin keeps breaking out, what really works for strawberry legs, and whether ice globes can survive TSA. Also: a childhood disease showdown, SPF scandals, and the age-old debate between Flex and Tone Smart. Absolute chaos, but your skin will thank you.Shop here now: https://www.savannaboda.com

Chris and Amy deliver a full show packed with stories, politics, food, and sports. In Hour 1, they share first day of school stories and listener memories, discuss Missouri's new law banning student cell phone use during the school day, cover a proposed St. Charles data center, and take a closer look at the Cardinals' struggles with FanDuel Sports Midwest's Scott Warman, including injuries, young talent, and the team's uncertain future. In Hour 2, producer Matt Podjeski talks about his travel and hiking experiences, including a search and rescue encounter in Rocky Mountain National Park. The show then covers airline efficiency, TSA rules, and United Airlines' updated carry-on policies. Chris and Amy return to sports with updates on the Cardinals, ticket giveaways for the St. Louis Blues opener and NCAA men's basketball, and a fun debate about sports mascots and whether they should wear pants. In Hour 3, political commentator Chris Cillizza joins to analyze the upcoming Trump Zelensky and Putin meeting in Washington and its implications for Ukraine, Russia, Europe, and US foreign policy, along with Trump's renewed push on voting rules and the Newsmax Dominion settlement. Then Liz Huff and Chef Mike Johnson preview St. Louis Burger Week, which runs August 19–22 with $10 burgers at 20 restaurants.

In Hour 2, producer Matt Podjeski shares his travel and hiking experiences, including safety tips and a story about encountering a search and rescue operation in Rocky Mountain National Park. The discussion moves to airline travel efficiency, TSA rules, packing tips, and new United Airlines carry-on policies. Sports are front and center with updates on the Cardinals' recent games, team performance, injuries, and management direction, plus ticket giveaways for the St. Louis Blues' opening night and the NCAA men's basketball tournament. Chris and Amy debate sports mascots and whether they should wear pants

In this week’s episode, Jennifer welcomes Danielle Laurenti, a Massachusetts corrections officer with over fifteen years of experience, including service as a sergeant in both female and maximum-security male facilities. Danielle began her career as a young single mother, driven by her passion for law enforcement and desire to support her family. Over the years, she has become an advocate for women’s rights within the corrections system, particularly in response to recent Massachusetts laws requiring female officers to conduct strip searches on transgender inmates. Danielle shares her personal story as both a public servant and a sexual assault survivor, bringing a critical perspective to evolving workplace safety issues. Jennifer and Danielle delve into the controversial changes brought about by the 2018 Massachusetts crime bill, which mandates that strip searches in correctional facilities be conducted based on inmates’ gender identity rather than biological sex. Danielle details the psychological and ethical challenges faced by female corrections officers asked to perform invasive searches on biologically male inmates, citing both personal trauma and the broader issue of consent. The discussion uncovers the lack of training, union consultation, or opportunity for officers to opt out, raising concerns about workplace harassment, women’s rights, and public safety. They explore federal and state discrepancies, compare procedures in other settings like TSA, and emphasize the ongoing fight for equal rights and consent within the corrections profession. This episode confronts the intersection of gender identity, legal mandates, and women’s workplace autonomy, while advocating for systemic change and greater awareness. “The law is exposing women to sexual situations with men they don’t know, men they are not consenting to. They’re being forced; they’re being threatened. And you’re creating new victims and you’re revictimizing previous victims.”~Danielle Laurenti This week on Political Contessa: How Danielle Laurenti began her career as a corrections officer in Massachusetts The impact of the 2018 Massachusetts crime bill on corrections officers’ roles Federal vs. state law in handling strip searches of transgender inmates Danielle’s experience as a sexual assault survivor in the workplace The lack of training and union involvement prior to policy changes The ethical and psychological impact on female officers carrying out invasive searches Comparisons to consent protocols in other public settings, such as the TSA The call for equal rights and consent for corrections officers Resources: Independent Women’s Forum (IWF) Article on Danielle’s story Massachusetts Department of Correction Awaken Your Inner Political Contessa Thanks for tuning into this week’s episode of Political Contessa. If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts. Spotify I Stitcher I Apple Podcasts I iHeart Radio I TuneIn I Google Podcasts Be sure to share your favorite episodes on social media. And if you’ve ever considered running for office – or know a woman who should – head over to politicalcontessa.com to grab my quick guide, Secrets from the Campaign Trail. It will show you five signs to tell you you’re ready to enter the political arena. See omnystudio.com/listener for privacy information.

Could Amy Bradley Have Survived a Fall—and Been Taken From Shore? In this emotionally raw episode of Hidden Killers with Tony Brueski, Tony and Carol Hughes take on the toughest, most heartbreaking questions in the Amy Lynn Bradley case—the contradictions, the theories, and the total breakdown in early cruise ship response. She was last seen asleep on a balcony at 5:15 AM. By 6:00 AM, she was gone. No noise. No struggle. No trace. So how does a healthy 23-year-old woman just vanish from a locked floating hotel? Tony and Carol break down the timeline moment by moment—examining inconsistencies in witness reports, what “Yellow” claimed versus what passengers say they saw, and the chilling question: could Amy have fallen and survived… only to be picked up by someone who never let her go? They discuss the chilling “Jas” escort photo, the bathroom sighting in Barbados, the Navy brothel confession, and even the idea that Amy might have been lured into leaving willingly. They also tackle the brutal reality of 1998 cruise ship security: no TSA-style screening, no scanning of bags, and no jurisdiction strong enough to force real accountability. This episode doesn't shy away from the darkest corners of the case. It asks: If Amy was trafficked, could she have stayed silent for decades—out of fear, coercion, or even love for children she was forced to have? Or was she killed early on, her story lost in a sea of false sightings and PR damage control? Whatever the truth is, it hasn't surfaced yet. But this discussion lays bare just how many cracks were in the system—and how badly Amy needed someone to catch her before she slipped through.  Hosted by Tony Brueski & Carol Hughes  Hidden Killers Podcast #AmyBradley #MissingPerson #CruiseShipDisappearance #AmyBradleyNetflix #HiddenKillers #TonyBrueski #UnsolvedMystery #TrueCrimePodcast #HumanTrafficking #1998SecurityFailures Want to comment and watch this podcast as a video? Check out our YouTube Channel. https://www.youtube.com/@hiddenkillerspod Instagram https://www.instagram.com/hiddenkillerspod/ Facebook https://www.facebook.com/hiddenkillerspod/ Tik-Tok https://www.tiktok.com/@hiddenkillerspod X Twitter https://x.com/tonybpod Listen Ad-Free On Apple Podcasts Here: https://podcasts.apple.com/us/podcast/true-crime-today-premium-plus-ad-free-advance-episode/id1705422872

Could Amy Bradley Have Survived a Fall—and Been Taken From Shore? In this emotionally raw episode of Hidden Killers with Tony Brueski, Tony and Carol Hughes take on the toughest, most heartbreaking questions in the Amy Lynn Bradley case—the contradictions, the theories, and the total breakdown in early cruise ship response. She was last seen asleep on a balcony at 5:15 AM. By 6:00 AM, she was gone. No noise. No struggle. No trace. So how does a healthy 23-year-old woman just vanish from a locked floating hotel? Tony and Carol break down the timeline moment by moment—examining inconsistencies in witness reports, what “Yellow” claimed versus what passengers say they saw, and the chilling question: could Amy have fallen and survived… only to be picked up by someone who never let her go? They discuss the chilling “Jas” escort photo, the bathroom sighting in Barbados, the Navy brothel confession, and even the idea that Amy might have been lured into leaving willingly. They also tackle the brutal reality of 1998 cruise ship security: no TSA-style screening, no scanning of bags, and no jurisdiction strong enough to force real accountability. This episode doesn't shy away from the darkest corners of the case. It asks: If Amy was trafficked, could she have stayed silent for decades—out of fear, coercion, or even love for children she was forced to have? Or was she killed early on, her story lost in a sea of false sightings and PR damage control? Whatever the truth is, it hasn't surfaced yet. But this discussion lays bare just how many cracks were in the system—and how badly Amy needed someone to catch her before she slipped through.  Hosted by Tony Brueski & Carol Hughes  Hidden Killers Podcast #AmyBradley #MissingPerson #CruiseShipDisappearance #AmyBradleyNetflix #HiddenKillers #TonyBrueski #UnsolvedMystery #TrueCrimePodcast #HumanTrafficking #1998SecurityFailures Want to comment and watch this podcast as a video? Check out our YouTube Channel. https://www.youtube.com/@hiddenkillerspod Instagram https://www.instagram.com/hiddenkillerspod/ Facebook https://www.facebook.com/hiddenkillerspod/ Tik-Tok https://www.tiktok.com/@hiddenkillerspod X Twitter https://x.com/tonybpod Listen Ad-Free On Apple Podcasts Here: https://podcasts.apple.com/us/podcast/true-crime-today-premium-plus-ad-free-advance-episode/id1705422872

Title: Travel Like a Billionaire: The 90% Off Secret to a First-Class Lifestyle with Eli Facenda In this conversation, Eli Facenda shares insights on maximizing travel experiences through strategic use of points and credit cards. He discusses his nomadic lifestyle, the entrepreneurial journey that led him to travel hacking, and the importance of understanding the value of different points systems. Eli emphasizes the need for a structured approach to travel, focusing on maximizing points, optimizing travel upgrades, and effectively using credit cards to enhance travel experiences. The discussion also touches on the significance of having a clear strategy for business owners and how to navigate the complexities of travel rewards. In this conversation, Eli Facenda shares his expertise on maximizing travel experiences through strategic use of points and credit cards. He discusses the importance of community in travel planning, innovative solutions for entrepreneurs, and his personal journey in the travel industry. Eli emphasizes the significance of experiential wealth and actionable steps listeners can take to enhance their travel experiences. Links to Watch and Subscribe: https://youtu.be/c7QqSscsajc Bullet Point Highlights: Seth and Eli kick off with casual banter about van life, audio gear, and the nomad lifestyle. Eli shares his background going from broke entrepreneur to travel-hacking expert. He explains how he got obsessed with using points after a free trip to Thailand changed his mindset. Eli now helps entrepreneurs take $20K–$50K luxury trips for 90% off using credit card points. His 3-part system includes maximizing points, optimizing travel perks, and redeeming for bucket-list trips. He gives a real-world example of booking a $20K ANA business class flight to Japan for just $12. Seth dives into a real-life org structure and Eli explains how points flow to the guarantor, not the LLC. Best practice: 2–3 business cards and 2–3 personal cards tailored to your biggest spend categories. Eli introduces his new “DreamTrip Alert System” that delivers full trip itineraries at massive discounts. In the Million Dollar Monday segment, Eli shares how he made, lost, and remade his first million. His next million will come from scalable digital products and a wider reach through content and community. What makes Eli top 1%: He walks the walk, traveling the world and running a business around it. His #1 tip: Pick your dream trip, put it on the calendar, and commit, then let the how figure itself out. Transcript: Eli Facenda (00:00.059) What's up, Seth?   Seth Bradley, Esq. (00:01.43) Yo, what's going on, brother?   Eli Facenda (00:03.237) How we doing, man? How we doing?   Seth Bradley, Esq. (00:05.141) Excellent man, what's happening?   Eli Facenda (00:06.893) Not much. you, how's the audio coming through here?   Seth Bradley, Esq. (00:11.032) Sounds good, sounds good.   Eli Facenda (00:12.547) it clean? Okay, because I'm, it's basically we're in the middle of a Nomad trip here, so I normally have like a, like a shirt mic like you have, but on the road I haven't had, so I haven't had to test this yet, but I figured the DJI's are pretty solid, so I wanna make sure it's actually coming through decent.   Seth Bradley, Esq. (00:16.962) Okay.   Yeah.   Seth Bradley, Esq. (00:26.732) Nice. Yeah, no, it sounds good. Sounds good, man.   Eli Facenda (00:29.425) Okay, cool, awesome. Awesome Dave, we'll get to connect with you.   Seth Bradley, Esq. (00:33.802) Yeah, brother definitely, so I don't butcher it. How do you pronounce your last name? Facenda, okay, cool. Cool Awesome, man. Yeah, we've we've crossed paths on social media. I think or maybe our va's have crossed paths who knows   Eli Facenda (00:39.077) for sender. Yep, yep.   Eli Facenda (00:47.663) Yeah, think that was where, yeah, think we were initially connecting, yeah, totally. Instagram, I think, was the place. Yeah. Because you're out in California, right? Nice, I'm in West Palm right now. And I mean, normally based in Austin, but we're in the middle of a like, six to eight month nomad adventure. And so we are, we're on the road here, and we go to Europe in a few weeks for like the next several months.   Seth Bradley, Esq. (00:53.42) Yeah, nice, nice, where you at right now? Yep, San Diego.   Seth Bradley, Esq. (01:10.446) Sweet dude.   Seth Bradley, Esq. (01:17.166) That's awesome dude, awesome, awesome. Love it man, that's a long time. So we did last May we did, man it's been like a year, geez. We did like 30, 33 days in a van trip. So we took our van up through Wyoming into Montana and into Canada. That was a long time for us, but 68 months. Right, yeah.   Eli Facenda (01:18.117) Yeah. Yeah. Thank you, man.   Eli Facenda (01:33.455) Nice.   Eli Facenda (01:37.465) sick. Yeah, well vans are intense too. You know, I haven't done van life but my fiance, she did that before and it was like a lot for her. But yeah, so totally depends on the way you're traveling as well. Yeah.   Seth Bradley, Esq. (01:47.266) Yeah.   Nice, nice. Cool, man. Just give you a quick rundown. our audience, my audience is typically, so it used to be passive investors, right? So it used to be the passive income attorney podcast. I think when we might've tried to schedule before and that was for investors. So accredited investors trying to get them to invest in my commercial real estate deals, that sort of thing. But now I've rebranded to raising the bar, which is more geared towards active investors and entrepreneurs and folks like that. So still,   Eli Facenda (02:10.619) Mm-hmm.   Seth Bradley, Esq. (02:19.982) Still, I'm sure your clients, wealthy folks that are starting businesses, that have businesses, that are raising capital for real estate or private equity or other types of businesses, that sort of thing. And then we'll do about, we'll do it a little on the shorter side. So we'll do about 30 minute interview, probably at the longest. And then we'll kind of just close that out. And then I do two little smaller sections that I break down into like little five minute episodes. One is a million dollar.   Eli Facenda (02:25.403) Totally.   Seth Bradley, Esq. (02:49.622) Monday I put that in the notes and it's basically just like real quick, like how you made your first million dollars, how you made your last million, how you plan on making your next million. then, yeah, and then the last one is the top 1%. Basically just kind of what separates you and makes you the top 1 % in what you do.   Eli Facenda (02:59.675) Cool. Yeah, I love it. It's great.   Eli Facenda (03:08.699) Okay, beautiful. And then as far as, is there any place you want me to point people that is connected to you or do you care if you're asking about that? I don't have any hard call to action kind of pitch thing, but it's more just like.   Seth Bradley, Esq. (03:19.916) No, man, whatever, it's up to you, man, whatever you want to do, whatever you, whatever call it action you want to use, if want to send it to your website or social media, whatever you want to do,   Eli Facenda (03:26.577) Cause you know what we do have, I can do this. We have a pretty cool playbook that's normally 150 bucks and I'm happy to give it to your listeners for free. So I could give them a code, just say what would be the best code for that?   Seth Bradley, Esq. (03:37.175) Okay, awesome.   Seth Bradley, Esq. (03:43.429) Um, just raise would probably be good. use that a lot for like call to action, like DME raise. So you could use a raise.   Eli Facenda (03:46.161) Cool. All right, so yeah, so I'll just say go to the website and just DM or just put in the code RAYS and you'll get it for free. But it's like a whole playbook on how to maximize points for trips. I've act like legitimately I've had someone buy it and within 48 hours he texted me a screenshot. was like, dude, I just saved 20 grand on a trip from your ebook. And I was like, wow, okay, it works. So it's good. Yeah.   Seth Bradley, Esq. (03:57.07) Sweet.   Seth Bradley, Esq. (04:09.366) Nice, Cool. All right, man, well, we're already recording, so I'll just jump right in, and then if I need to add anything to the beginning, I'll do that later. And cool, man, yeah, we'll just jump right in.   Eli Facenda (04:14.129) Sweet. You're welcome.   Eli Facenda (04:20.27) Awesome.   Eli Facenda (04:24.913) Let's do it.   Seth Bradley, Esq. (04:27.444) Eli, what's going on, brother? Welcome to the show.   Eli Facenda (04:30.181) Thank you man, excited to be here and I we're going coast to coast today so this will be good.   Seth Bradley, Esq. (04:34.382) Absolutely, man. So we chatted beforehand, but I think you're tuning in on a road trip right now. So you're living proof of what you do, right?   Eli Facenda (04:44.065) Yeah, totally. are, well this part's kind of like a road trip. We're in West Palm Beach right now, but this is basically leg number two out of, we'll end up being probably an eight month nomadic adventure with me and my fiance and our little puppy. And so we're in West Palm Beach right now in Florida. We head to Europe in less than a month and we'll be bouncing around different parts of Europe for about four months roughly before we decide where we're gonna go next, which we're not exactly sure.   Seth Bradley, Esq. (04:58.904) Nice.   Seth Bradley, Esq. (05:12.28) That's awesome, man. Are you using all your hacks and secrets and travel tips that you put out there?   Eli Facenda (05:18.449) Absolutely, yeah, 100%. I mean, we just got back from a crazy trip to Japan. This was really cool. I run an entrepreneur mastermind. So we integrated our own trip around Japan around this mastermind event. So I had 53 people come out for like eight days. We went snowboarding in the mountains in Niseko in the Northern Park. And then we went down to Tokyo for the cherry blossoms. But for myself personally, to get there and back and do a lot of the hotels, we used points. We saved over 50 grand just on that portion of the trip. We then...   know, flew down to West Palm on points and then going over to Europe and a lot of the stays over there will also be leveraging the point strategies that I help clients use and then I talk about on social media and the stuff that we'll dive into today. But yeah, I like to be living proof of it because it's pretty awesome. It's something that's really impacted my life. I love doing it. And when I do it, I get to share it too. So has like a multiple benefit for everybody.   Seth Bradley, Esq. (06:06.648) That's awesome, man. I'm excited, dude. I'm excited to dig in here, because it's just for my own personal benefit and education, because I'm super stoked about this stuff, and I travel a lot with my fiance, or my fiance, my wife, and it's something I'm personally interested in as well. We've had past conversations too, so it's great to have you on, man. So just to start off, man, if somebody, you meet somebody in the street, they ask you what you do, how do you explain that?   in a sentence, right? Like without going into some crazy like tangent about all the awesome things that you do. Like what, how do you answer that question?   Eli Facenda (06:36.453) Yeah.   Eli Facenda (06:41.329) Sure, sure, Yeah, it really does depend on the situation, but I oftentimes will ask a couple questions because it makes it easier for people to understand. So usually it's like, do you have any big dream bucket list trip you've ever wanted to take? And they'll be like, oh yeah, Greece. I'm like, well, what we do is we help you get to Greece in business or first class, stay in five star hotels, have the trip of your dreams at about 90 % off. So that's kind of the tagline is take the trip of your dreams for about 90 % off.   I'll get into the whole point side of things, but some people don't know what points are, or some are really well studied in that world. So I just leave with the trip because that's usually what people want. They want to have the experience where it's you and your wife flying first class, sipping champagne on the way to Paris to go see the Eiffel Tower and the points and the credit cards. That's really the mechanism. That's how we make the experience happen. But at end of the day, what we want is the amazing memories, the beautiful experience, all that stuff. So I leave with the trip when I talk about it.   Seth Bradley, Esq. (07:37.848) That's awesome, man. Yeah, I mean, you're literally selling the dream, right? Like in marketing, you sell the dream or hit on a pain point. Like you are like the quintessential selling the dream. Like that's what everybody thinks about. So.   Eli Facenda (07:42.969) Yeah, exactly.   Yeah, Right. Well, it's funny because, you know, in marketing, they'll say like, sell the destination, not the vehicle, right? They'll be like, sell the outcome, not how you get there. And so we do that in our marketing. But then when you think about it, when people are taking a trip, what we are helping them do is make the vehicle to get to the destination part of the destination. Because really, when you travel well, and you do it in style, the flight becomes a part of the trip that you're excited for.   I can't wait to see the the drinks and the champagne and the food they're gonna have and how awesome the seat is and the movie selection, how big's the screen. At least for people that love to travel, it becomes a fascination of the trip, not just getting there. So that's a big difference maker when people start to go on these flights, and this is what a lot of our clients will say, and for me, it goes from flying economy to like, I'm counting down the hours to get off this freaking plane.   to like, we do another lap around the city? Cause like, I'd love to just hang out here longer, right? And like the flight attendants treat you really well. So yeah, it's a whole experience.   Seth Bradley, Esq. (08:49.314) That's awesome, man. Yeah, that's great. Was there a trip that you went on personally where you just kind of thought, man, I can turn this into a business, right? Like you're just enjoying it so much that you just were like, like the light bulb went off or how did this business spawn?   Eli Facenda (09:04.515) Yeah, there wasn't one trip that I made the connection between like, trip is awesome, let me start a business. But there was one trip that gave me the light bulb of, my God, I am obsessed with this, I need to learn everything I can. There was zero intention or thought about business that when it first started. And that'll take you back about 10 years. So was around 22 years old and I'm just coming out of college. And basically I'm in my mom's basement and I remember this really...   like heavy feeling because I went to a good university near New York City and all my friends went to Wall Street and they were making like six figures plus right out of school. And I had this like entrepreneurial bug. I was like, that's not for me. I don't want to sit in an office. I don't care if I can make a lot of money. I want to like play life on my terms, even if it means I'm making less. So at this point I have friends that are making tons of money, know, lots of disposable income and I'm making like 20 grand a year. I'm working four side jobs. I was trying to build a company. I remember getting this text.   And my stomach just dropped, because I was like, shit, I'm going to miss out on this incredible experience. was friends inviting me to go to Thailand. And I was like, if I don't figure out a better strategy of either how to make more money or figure something out, I'm not going be able to go on this trip. And I was like, damn, this is going to be just a life of missing out on experiences. Is that what it means to follow my dreams with entrepreneurship? It's like, I have to forego everything that my other friends are doing. And so was like, let me think about this differently. And I had a mentor that told me, you don't need more money, you need a better strategy. And he was talking about growing a business.   But for me, I was like, oh wait, there's this credit card point thing. What if I could figure that out? So I ended up piecing it together. I got a trip to Thailand for free. I had this amazing experience with some of my best friends. It's like still, you know, 13 friends in Thailand at age like 22, 23. Memories you don't get back. So was really grateful to have that. And then I came back from that trip and I got another flight a few, probably a year later to Europe in business class where it was a $6,000 ticket that I paid $6 for. Now after that one,   I came off that flight and I was like, I will read every blog, I will watch every YouTube video, I will learn everything about this because it meant I could travel the world and have this incredible lifestyle without having to go take a corporate job. So was like, I get to have my entrepreneurial dream and the travel I want without any trade-offs and I was like, this is amazing. So that was my first time I got hooked. It took me years of researching and reading blogs and websites and doing stuff for myself before I even had the thought of helping anyone else. I just became obsessed with it on my own.   Seth Bradley, Esq. (11:27.086) I love that you recognize you had the entrepreneurial bug early on, right? Before you got drugged down into the corporate ladder and then you got the golden handcuffs, we like to call it, and that sort of thing where it gets much, much harder to escape that gravity. I know for myself, it took a really long time. ended up going to, I went to med school, then I got my MBA, and then I went to law school, and then I worked in a big law firm, and it just took me all this time to figure out like, I don't want this.   Eli Facenda (11:38.405) Yeah.   Eli Facenda (11:49.201) Mm.   Eli Facenda (11:56.763) Right, well the social pressure alone of like everyone year round is going one way, it takes a lot of guts for you to zig when everyone else is zagging, like it's not easy to do. Yeah.   Seth Bradley, Esq. (11:57.015) And I think it's.   Seth Bradley, Esq. (12:06.648) For sure, for sure. Yeah, it's tough. It's tough, right? And especially when you see your friends making six figures right out of college, you're like, man, I could do that right now if I wanted to do it, but I don't want that. So it takes guts to be able to go out there and do your own thing.   Eli Facenda (12:21.873) Totally. And I think everyone has their own version of that still. There's even vert flavors of that today that are still existing for me where it's like, everyone's kinda going this way, but when I really get quiet and listen to myself, I'm like, yeah, you could do that, but you actually, what your soul or your heart really wants is to go over here. And so I've always just tried to listen to that more because I think about one of my North stars is, at the end of my life, I'm 80, 90 years old, I do the rocking chair test and look back, it's like,   What regret would I rather not have when I'm 90? I'd always rather be like I bet on myself than like I took the sure, you know, the well-paid path, which is the old cliche, but I think it's really true.   Seth Bradley, Esq. (13:01.004) Totally, I love that North Star, man. Have you ever asked ChatGBT to give you advice as your 80 or 90 year old self on your deathbed? It's great. Yeah. I love it, man. I love it. Yeah, it's great. It you great insight. You start reading, you're like, this is good.   Eli Facenda (13:07.409) Yeah, yeah, I actually created a custom GPT and it's my future me that coaches current me. yeah, exactly. Yeah. Yeah.   Right. Exactly. Yeah, totally.   Seth Bradley, Esq. (13:21.326) Awesome man, well let's get back kind of on the business of travel, right? So somebody comes to you, they do that introduction that we talked about, you get in a deeper conversation, they're super interested in it, they wanna learn more about these travel hacks and strategies, like where do they start? Where do you point them?   Eli Facenda (13:42.447) Yeah, so in terms of the process, I like to chunk it into three main buckets.   And it's important to have context around this game because if you don't, it just starts to feel like there's so many moving pieces and who has time for that and it's too confusing and then it becomes overwhelming and overwhelm just basically leads to an action. And then that is the person who's like, well, I just don't wanna do that, I'll just take a cash back card or I'll just stick to my Delta card, right? And so when you have the right context, you can start to understand the highest leverage moves to make and then you know really how to get the result you want with the least amount of effort. So that's what we focus on and specifically like I've worked with   probably over a thousand business owners now. And with business owners, investors and entrepreneurs, it's a different, the points game takes on a different context, right? Because usually the constraint we have to solve for is time and complexity. And if you work a nine to five, you know, after five o'clock, you've got hours for your night. But entrepreneurs, it's like every hour is kind of an asset that you can use. So it's a little bit different. So the three buckets are, the first one is to maximize the points that you earn. So this happens from getting the right cards and the right expenses.   because all of these different points are like currency, so you wanna earn the right type of points and then you wanna maximize the amount of them by getting the right cards and the right expenses. So that's the first piece and that's really, really key, because nothing else happens if you don't get that right. The second bucket is gonna be to upgrade and optimize your travel. So you've got domestic trips for a conference, are you getting TSA pre-check and clear, are you getting the best lounges, are you getting first class upgrades and free bags and hotel suite upgrades and free breakfast at the hotels and free wifi. Really it's just like,   There's all these opportunities available for people that are traveling domestically for work, for family events, you know, your kind of ordinary traveling might have. And what we want to do is we just want to enhance the quality of all of that and reduce all the headaches and annoyances by maximizing benefits on cards and status perks and all the kind of like little tactics that you can play. So that's the second thing that just makes your travel more comfortable. And then the third bucket, which is really the most important in terms of impact in your life and the most meaningful piece is to take your dream bucket list trips for 70 to 90 % off.   Eli Facenda (15:45.775) And so that's where you're gonna take the points you've accumulated. You're gonna use some strategies that I can break down here around transferring these points from the banks to the airlines and hotels, and you're gonna get these dream trips for literally a fraction of what they should cost if you're paying cash, or compared to if you were using your points through a site like Amex Travel or Capital & Travel or Chase Travel. Okay, so that's a mouthful, but those are the three. So maximize your points, get the best possible upgrades, and then take your dream trips for 90 % off.   Seth Bradley, Esq. (16:13.934) Yeah, dive into one of those little those connecting strategies there that you mentioned.   Eli Facenda (16:19.183) Yeah. Yeah. So I'll talk first about the cards. That's the order. This is the first mistake that most business owners and individuals are making is they're just getting random cards. They're like, well, I live in Dallas. Let me get the American card or live in Atlanta. So I'll get the Delta card or, whatever it may be. Or live in San Diego and I fly domestic. So I'll just get the Southwest card. Well, they don't realize is that again, these points, these points like currencies. And so if I told you, Hey, do you want 150 Mexican pesos or 150 us dollars for your couch that you're selling on Facebook marketplace?   you're obviously gonna take the US dollars, right? Because the currency is much higher. But with points, people don't realize that. So they might be racking up Hilton points or Delta miles or other points and miles that just aren't as valuable as other ones out there. And then they burn through them quick or they don't go as far. And they end up just basically sitting there being like, I feel like I should be getting more. This is the common thing I hear. I feel like this should be taking me further, but like it's not doing much. And so what we wanna focus on is bank points that are transferable. So certain banks,   have this ability to convert the points to the airline hotel loyalty programs. And what happens is the banks have a different way of pricing than the airlines do. And certain airlines and certain hotels have really good what we call sweet spots or opportunities for you to get the best possible deals. Okay, so when you earn these effective points, which the top ones I recommend are generally Amex, Chase, and Capital One, and there's a new program built actually is out where you can put your rent on a card with no fees and earn points, it's really cool. But when you get those right,   And then you look through your expenses and you say, what do I spend the most on? Is it groceries and dining and the personal side? Cool. There's a card like the Amex Gold that is specifically really good for those types of expenses. Then you look at your business. What do I spend a lot on? Is it ads and software and taking clients out for dinners? Great. The Amex Business Gold earns four points per dollar on those categories, but maybe it's you're spending a lot on flights for company travel, or maybe you have inventory you're buying, or you're paying a lot of contractors, or you have a lot of payroll. You want to assess where you're spending the most money.   and make sure you have the optimal card lined up for that type of expense. So I'll pause there, but that's kind of the first bucket. The other one is on using the points effectively, which I can talk about too, is pretty powerful. But that first one is really the linchpin. Because if you have a bunch of Delta miles and you want to go to Europe, I'll give an example actually one more before I kind of pause. There was an example recently I saw of a client and they wanted to go to Europe and we're looking at different options. This was from JFK to Amsterdam. If you have Delta miles,   Eli Facenda (18:43.547) The ticket for Delta One, this big awesome Delta Suite, was 320,000 miles. That's what Delta was charging to go from JFK to Amsterdam. It's really expensive amount of miles. But the same exact flight, like same flight number, same aircraft, everything, if you booked it through Virgin Atlantic, it was 50,000 miles. One seventh of the amount almost. It's really, really big difference. And so here's the kicker, right? If you have a Delta card, you only earn Delta miles, so you have to pay the 320,000.   Seth Bradley, Esq. (18:46.765) Mm-hmm.   Seth Bradley, Esq. (19:02.124) Hmm.   Eli Facenda (19:12.497) but if you had an Amex card that earned Amex points, so like the Amex gold or business gold, you could actually convert those points into Virgin to book the Delta flight because Virgin and Delta are partners, and you'd pay 50,000 points instead of 320,000. So this is the part where like, for people that kind of get this, they're like, whoa, and the other people are like, what did you just say? So I get it can be, it can be tricky for some people that are just getting to grasp it, but I want to make sure to lay out the whole game so people can understand really what's possible for them.   Seth Bradley, Esq. (19:34.764) Yeah   Seth Bradley, Esq. (19:42.329) Totally, totally. Yeah, it's just, mean, I'm sure people out there listening, it's both, right? Some people know these things exist, but they don't know the extent of it. And you're opening up their minds regardless, right? Like all the possibilities. I think most people are just like, sure, I need to find a great car that has a welcome offer of some sort. That's usually what people look at. And then they just try to pick, perhaps they take it a step further and they're looking to see like what they spend money on the most and they'll...   Eli Facenda (19:54.139) Tour then.   Eli Facenda (20:04.443) Mm-hmm.   Seth Bradley, Esq. (20:11.128) calibrate that card to that. But you're taking it step further because you know, it's kind of just opening yourself up to knowing all the possibilities, right? All these different connections, where to spend the points, where you can earn the points, those sorts of things. How thick is your wallet, man? Do you have, is your wallet like this and it's got 25 cards in it or what?   Eli Facenda (20:19.419) Totally.   Right. Yeah.   Eli Facenda (20:28.123) Haha   Yeah. Yeah.   Well, caveat this first by saying when we work with clients and we might do recommendations for people, I always recommend if you have a business, two to three personal cards and two to three business cards. That is a simple way to set this up. That's only four to six cards across both things. That's enough where you're really gonna get some serious ROI, but it's not so much that's really complicated. Some people are kind of curmudgeoned about it, like I only want one card. And I'm like, that's fine. There's no right or wrong in this. It's really preferential, but you should just know if you do that, you're gonna be leaving for most business owners that spend at least a few thousand a month.   that's gonna cost you tens of thousands of dollars of free trips a year. So I'm like, is your simplicity of having one card worth that much? If it is, great, but maybe having a second or third card doesn't add that much complexity. But if you get an extra $30,000 a year trip out of it, probably worth it, right? So that's the first thing. But to answer your actual question, so I have an entire thing called the Credit Man purse. It's like this portfolio binder, and it's just stacked with cards. I mean, I have over 40 credit cards, but I've been doing this for a long time, right? And there's like, here's the thing also with credit.   Seth Bradley, Esq. (21:28.28) Hahaha   Eli Facenda (21:34.041) A big question, a lot of investors, specifically people that are doing real estate or business owners, really want to their credit clean and we're huge advocates of actually not just keeping your credit score the same but improving it over time. And when you get business cards, they don't show up on your personal credit report. Okay, the vast majority. The inquiry will, but the actual card won't. And some banks, you can actually get multiple cards with no additional inquiries. So like when we do a custom card plan for someone or when we're just recommending it, we're always saying like, make sure to look at which banks you already have relationships with.   Seth Bradley, Esq. (21:48.142) Mm-hmm.   Eli Facenda (22:02.373) which ones you can get a soft pull from, the order matters of these card applications. But at end of the day, you just want a couple of specific cards that are really gonna be custom built for you, and you don't have to go crazy with it. If you get excited and you're like passionate about it, you can get 10, 15, 20 cards over the course of several years, and if you do it right underneath your businesses, it's not gonna drop your personal credit score. Your personal credit score will actually go up over time.   Seth Bradley, Esq. (22:26.314) Mm-hmm. That's a good hack, man. I'll get I'm put you on a spot a little bit. I'm gonna explain like what what I see a lot of the people that are probably listen to this show have in place structured wise like organizational structure and it's kind of similar to mine. Mine's probably a lot more complicated, but just to keep it simple, you know, there might be a parent company, right? Like this overhead parent company that owns everything. So let's let's call it parent company, right? And then below the parent company, the parent company owns, let's say a management company.   This management company probably manages funds, manages properties, manages equity for investors, that sort of thing. And then they also might have these other businesses, right? Like it just depends on the person. Like for instance, I own gyms and some other, my law firm, things like that. So they might have these own individual operating companies that owns a gym or owns another business or does these other things. you know.   Eli Facenda (22:55.889) Mm-hmm.   Seth Bradley, Esq. (23:20.066) Based on that structure, so you've got a parent company, you've got a, let's call it an equity management or fund management or property management company, and then you've got kind of this other operating business. How would you structure, what credit cards I guess would you kind of recommend? Not necessarily specific ones, but like, do they need one for all three or, yeah, how would you think about that?   Eli Facenda (23:27.301) Mm-hmm.   Eli Facenda (23:36.593) Yeah, yeah, but how would you think about that? Yeah, totally. I mean, it's a super common question. Like this is exactly the kind of clientele that we work with all the time where they're like, are you sure this is gonna work for me? I have four rental properties, two companies, one holding company. I have an investment thing. I have this thing over here. It's like, yeah, it all works. So simple is the key. So it's always a spectrum too. Like some people are, again, really minimalist with like what they want. we always, like when we're doing this for a client, we custom build it. But.   The real recommendation there is we wanna, again, assess which of these companies are actually generating the highest amount of spend. And those are the ones we wanna start with first in terms of cards and really optimizing. Now, if you have a bunch of different companies and they all have a bunch of spend, the first key thing to know is that the points will go to the business owner, the person who personally guaranteed the card, not to the business. So there's no business points account. It's underneath your name, even if it's underneath the LLC.   So the points go to you. So if you have like six different companies and you have like three Chase cards and three Amex cards, all of those three Chase cards and all of those three Amex cards are gonna basically funnel up to your account, okay? So that keeps it simple in terms of how you can think about accruing these points. They're not gonna be scattered everywhere where you can't use them. So that's good to know. Same with the airlines, right? doesn't matter if it's an airline or a bank card. So that's the first thing. For these management companies, usually lot of them don't have much spend.   So what we'll tend to do is just get one card that is like a catch-all card. And so this would be a card that we want to have earn around 1.5 to two points per dollar spent. Because what we've done is we've taken the floor of what you're gonna earn on your everyday spend and we just increase it by 50 to 100%. Okay, so like let's say a parent company is used for some client meetings and some basic legal and admin stuff and it's like 1,500 bucks a month just to do upkeep and normal stuff like that.   and it's not a crazy amount of different categories to spend. You're not running ads, you don't have that much software, there's not really a lot travel happening with it. But if that's the case, then what we wanna do is get a card, maybe like the Chase Inc. Unlimited, which earns 1.5x on everything, and we'll say, look, we're gonna keep this simple. That holding company doesn't have a lot of points earning power, so let's make sure we get a card on it just to earn, but we don't wanna like go crazy and get a bunch of cards and try to maximize every dollar. But this company that owns four different gyms and spends...   Eli Facenda (25:52.369) 50K a month on equipment and advertising and payroll and all this stuff, that's the company where we wanna look to get maybe two or three cards that are specifically aligned with that business to spend because that is where you as an entrepreneur, as an owner, are gonna be generating the most return. It's gonna be from that one entity. So I hope that breaks it down in a way that makes sense, but this is also where, again, having your cards across two to three main banks will keep it relatively simple because even if you have four different entities, if it's under one Amex login, that makes it nice and easy too.   Seth Bradley, Esq. (26:22.53) Totally, totally. Awesome, man. I knew you could handle that. Easy, easy peasy. Cool, man. Let's go to number two, right? Using the points effectively. You kind of touched on a little bit of that strategy, but let's jump into that.   Eli Facenda (26:26.682) Easy basic.   Eli Facenda (26:32.709) Yeah, yeah, so the second thing was optimizing the upgrades and all that. I'll cover that one really quick. If you're going through the airport and you don't have TSA PreCheck and clear and lounge access, you're missing out on some really easy perks that will just make your life way more enjoyable. So that's the first thing. There's a lot you can do with hotel upgrades and status. So like when I travel and go to Miami tonight for a conference, I have status at Hyatt. I'm staying at Hyatt for two of the nights down here.   Seth Bradley, Esq. (26:39.628) Okay.   Eli Facenda (27:02.225) I probably would get upgraded to a suite that's worth like thousand to 1500 bucks a night because I know how to use the suite and I certificate, it's my globalist status, I know how to message the hotel the right way. So there's some strategies there where if you do that, whenever you're traveling, you just get a much better experience. You get early check-in, late check-out, the free suite upgrade, much more spacious room. A lot of times they have lounges at the property like when we were in Tokyo, a bunch of us stayed at the Grand Hyatt there. They had a beautiful lounge overlooking the city. They had breakfast every morning.   They had drinks all day. They had a great lounge area. We actually had a mastermind session in there and they like a 15 person breakout room for us to go to. It cost us $0 to use it. They had afternoon drinks and stuff like that. So these are just the things that make your travel much better. So small tweaks that over time just again, make it a much more enjoyable experience. But that bucket on how you use your points, this is one of the most critical pieces. And I've already kind of alluded to it with that Delta One example, but   I'll share another one. So on the way to Japan, right, we flew ANA business class. This is all Nippon. It's one of the premier airlines in the world for international business class travel. They actually have a seat called The Room because it's so spacious and big, your own big sliding door. They have like an omakase menu. You've got ramen, champagne. It's like really, really good. Amazing sake and green tea and all this good stuff.   It was like an incredible way to fly and you know, it's an 11 hour flight and I didn't sleep a wink because I was just eating the whole time. But here's the deal, right? So that flight for my fiance and I, it would have been $20,000 for the two of us. It's 10,000 a piece. Okay, San Francisco to Tokyo. We're going in peak season, mind you. So I have three options to book that flight. I pay cash for it, which you know, I do decent in business, but I'm not dropping 20 grand on flights.   just to get to Japan, like that's out, that's way out of my bucket of what I would ever want to do. The second option, I go to the bank site. Okay, so again, if you have AMEX points, a lot of people have AMEX cards, like the platinum or the gold card, and this is a good start, but when you go to the bank site, each point is worth one penny. Okay, this is the baseline value of a point. So what happens is if you go to AMEX travel, they'll say, okay, this flight would cost, let's call it 20 grand. So 20 grand times one cent for each point equals 2 million points.   Eli Facenda (29:20.977) So my second option would have been to go to Amex's site and pay two million points, which I don't even have. Okay, so I'm like, that wouldn't have even worked, but that's what most people are doing at use points. They're going directly to the bank site and they're booking using Amex travel and they're getting absolutely screwed. Okay. There's kind of, and then there's a third option, which is to go through the airline site. So there's like three A and three B. Three A would be like, again, you only have Delta miles and you're kind of screwed going just to Delta. I don't recommend that. But the last option is what we did.   which is where we had Amex points and Chase points, and I looked at my different options and I said, okay, what are the best partner airlines I can book through to get to Japan? Well, it turns out, ANA is a part of the Star Alliance, okay? United is also part of that alliance. Chase and United have a partnership where I could convert my Chase points into United miles. When I looked that up, I ended up finding the deal and there's ways you have to kind of search this and track it, but that same flight that would have cost me two million points,   through Amex or Chase travel directly cost me 220,000 points to transfer from Chase to United. And I paid $12 out of Okay, so $20,000 flight, I paid 12 bucks. But how did I do it? I had the right points first. I had enough of them because I had the right cards and the right expenses. I knew how to search for this flight. And then I was able to transfer these points from Chase into the airline. So the hardest part of this entire process   Seth Bradley, Esq. (30:30.402) Hmm.   Eli Facenda (30:49.413) is figuring out the points transfers and which partners are the right ones for certain airlines. That gets very nuanced and complicated. It's kind of like, you know, if you were talking to a CPA and someone's trying to explain how like the Augusta rule works, whatever, and like the CPA pulls up like the tax code and is like unveiling this long list of tax jargon. The average person is just like, what, just like tell me how to do it, right? That's kind of the same thing here. There's a lot of different like angles and transfer partners and bonuses and.   Seth Bradley, Esq. (31:12.43) Right.   Eli Facenda (31:17.689) alliances and partnerships and it gets kind of complicated but that's how it works.   Seth Bradley, Esq. (31:22.434) Totally, totally. So let's talk about that. how do you help people keep track of that or learn that or execute, I guess, on these strategies?   Eli Facenda (31:32.241) Sure, yeah, so for us, our company really has two main levels to it. So we have a community-based level where it's like you're just getting the fast track, you're getting help from experts. So I'm really good at this, but I'm more of an entrepreneur than a points nerd. So as I built this, initially I was the one on the phone with all the clients, walking everyone through it, and then I built a team. So I found basically some of the other points nerds in the world that I was mind blown by. I knew them from social media and just seeing their stuff, and I was like, that person has their stuff. So I brought them onto the team.   And so our clients will interact with both me and them inside of our community, but it's not just points. We're also providing really cool travel experiences. So for example, I posted this, but I'm going kiteboarding in Egypt in June on this epic like entrepreneur kiteboard trip where it's 40 entrepreneurs going to learn how to kiteboard together and masterminding on one. And so I'm attending, I sent it out to our clients and I said, Hey, if you want to come on this, our team will help you plan the flights out there on your point so you can get business class on the way out.   So I like to, because ultimately I wanna help people, my mission is to help people create more experiential wealth in their life. There's financial wealth, and a lot of people accumulate dollars, but they're not turning it into experiences. So I'm like, let's create more experiential wealth, and the points are the way to justify it. So we have that community level where you get access to our team, there's calls you can jump on, ways we help you plan trips, and then we have the done for you services, where we basically just handle it for you. That's more like, think of like a travel agency on points for entrepreneurs.   That's more of what that is. And in there we'll do the custom card planning and map out what cards you need based off of what your specific spends are and stuff like that. So we do some pretty deep intake. And we kind of are almost like a travel agent. It's a little bit different in some ways, but that's basically the two levels in how we help people.   Seth Bradley, Esq. (33:12.29) Great, man. I love how you build in the experience, right? Like that's part of it. Like that's what you're teaching anyway. So it's like, it's not like, hey, join this, join this group and then we'll talk about all these things. You're actually doing it. You're actually inviting them to execute on what you're teaching so that they can see it in motion and then they can continue to do it and experience life at a different level.   Eli Facenda (33:32.497) Absolutely. Yeah, I mean, like, I really love it too. like, I'm like, everyone that works with us is really, usually a pretty cool person. Like, if you're an entrepreneur and you have the guts to build your own business, and then you wanna travel the world, like by nature of that, you're already probably a pretty cool person. Like the majority of people that are doing that, I think well-traveled people are some of the most interesting people. If you want the best stories in life, like, someone who's traveled the world is gonna have some stories for you. And so when you combine those two, it's like, these are people I wanna hang out with anyways. So like, I'm going on a trip to Egypt. I'm like, come with, like.   Whoever in the community wants to come, let's have a party, let's go do it. So it's great thing.   Seth Bradley, Esq. (34:04.994) That's great. Awesome, man. How are you raising the bar in your life and your business right now? Like what are you doing to build your business further, building off of some of the things that you're offering right now? Where are you taking it to the next level?   Eli Facenda (34:18.833) Yeah, so we have a new project we're rolling out inside of our community, which I'm really excited about, which is even just in our lower tier membership, and it's called our DreamTrip Alert System. So what this is, is when people come in, this has never been done before in the world of points and miles or travel at all. So we're the first to do this, which I'm really excited about. So let's say you were to sign up. You're gonna come in and give us your DreamTrip destinations, the seasons or windows that you could go, the points you have, your home airport, all this stuff.   and our team is going through and we're not just finding you like a flight, because there are different alerts out there that'll be like, hey, we found a flight. And it's like, cool, one way from LA to London, but like, what am I gonna do when I'm there? Where am gonna stay? How am getting back? Right, it's like part of the puzzle, but it leaves a lot on you to figure out. And for our clients, most business owners and entrepreneurs, investors, they're too busy to piece all that together. So they're like, well, cool, that doesn't really help me. So we decided to do, we said, what if we...   just basically sent people like a mystery subscription box of their dream trips. And so when you come in and you fill that out, we gather it. And then a couple times a month, we're gonna send out alerts where it's like a 30, 40 or $50,000 type trip, somewhere incredible in the world. We're talking Greek islands, Amalfi Coast, Japan, New Zealand, African safaris, Maldives, Bora Bora, places like that, business and first class flights, five star hotels, four pennies on the dollar. So these are like, we get $40,000 trips where people will end up paying a thousand bucks, 1500 bucks, two grand out of pocket.   Seth Bradley, Esq. (35:25.389) Mm-hmm.   Eli Facenda (35:44.337) And so we're gonna send the entire trip to you. So it's like the flights, the hotels, the entire step-by-step booking, the recommendations on the ground, the entire experience. And so we're sending those out so people come in, they tell us when, where, like the things they wanna do, and then they're just gonna get these alerts where it's like every month they're gonna be like, you you're sitting there with your wife, hey babe, you wanna go to Bora Bora in like June? It's gonna cost us like 800 bucks and it would be a $30,000 trip. It's like that's what I want. That's what I wanna create. So that's us raising the bar in the industry and in our business.   Seth Bradley, Esq. (36:06.35) you   Eli Facenda (36:13.615) I'm very excited, it's brand new for us, so I'm just pumped to see that continue to roll out, because it's, for me the mission is to help people live with experiential wealth in the form of travel. And so, usually there's some barriers that get in the way. There's time, there's planning, and then there's cost. And what we're trying to do is eliminate as many of those barriers as we can to make it just easier to say yes to the trip.   Seth Bradley, Esq. (36:34.252) Yeah, man, sign me up, dude. Sign me up. I feel like you've got to get both significant others on your list, right? So they both see it and whoever's like the person is like, we've got to do this, you hit both of them and then they convince the other one to do it.   Eli Facenda (36:36.625) All right.   Eli Facenda (36:49.477) Yeah, right. Yeah, exactly. There's usually one. There's usually like sometimes it's the husband's on the call and he's like, dude, I don't know where we ever travel. Like I'm gonna pay for this, my wife's gonna do everything or it's the opposite where the guy's like, you know, she just shows up and I tell her where we're going. And so like that's my relationship. I'll be like, you know, it's my industry, my passion. I'm like, we're going here and then here. And she's like, tell me where to be. And she just has no idea where we are and she just loves it. And I'm like, I like planning. So, you know, but it's different for everybody.   Seth Bradley, Esq. (37:11.736) Yeah.   Seth Bradley, Esq. (37:17.144) For sure, for sure, man. All right, brother, this has been incredible. Tell our audience where they can find out more about you, where they can get involved with all the things, all the incredible things that they've heard on this show. Throw it out there,   Eli Facenda (37:28.859) Totally. Yeah, a couple of main places. So the first thing I'll share is that we have what I call the CEO Points Playbook. This is something I custom built. Took me a long time, and this was not a Chad TBT prompt. Like, I really built this on my own. And it is like a 30 to 40 page playbook that any business owner or entrepreneur can use to really maximize their travel experiences, get better bucket list trips, figure out the right cards for them. And it's normally 150 bucks, but if you go to freedomtravelsystems.com   forward slash playbook and you put in the code RAYS, you're gonna get it for free. Okay, so anyone listening, it is free for you. And so that's gonna be freedomtravelsystems.com forward slash playbook and then use the code RAYS, maybe we can put it in the show notes. And so that'll be the first thing. Second place is if you're like just want done for you services, just take off that forward slash and go to freedomtravelsystems.com. can talk to myself and one of the team members. And the last place, I hang out on Instagram and post a lot there, that's where we connected.   Seth Bradley, Esq. (38:14.049) Absolutely.   Eli Facenda (38:27.595) And that's where I'm sharing the most like behind the scenes and as I'm booking this stuff, as I'm planning it, as I'm showing like what our clients are doing, you get to see more of the visuals and the fun and come along for the ride. And so I love engaging on Instagram as well.   Seth Bradley, Esq. (38:40.27) Great. Thanks Eli. I really appreciate you coming on the show,   Eli Facenda (38:43.973) Thanks Seth, appreciate you having me on.   Seth Bradley, Esq. (38:45.806) All right, brother, talk soon.   All right, sweet dude. Nice. Yeah, right around 30 minutes. Let's see. Yeah, we'll just jump into these last few questions here.   Eli Facenda (38:51.748) Awesome.   Eli Facenda (38:55.205) Perfect.   Seth Bradley, Esq. (39:03.862) Welcome to Million Dollar Monday with Eli Fisenda. Let's just jump right in. Hey brother. Yeah, how did you make your first million?   Eli Facenda (39:09.243) Let's do it.   Eli Facenda (39:13.499) So I actually made my first million in a tour company. Now I made the first million, I didn't get to keep the first million, but what we were doing, we were running sports trips all over the world. This is actually part of how I fell in love with the travel industry and the work that I now do with points. And ultimately what we were doing, we were creating these international tour packages for youth sports teams and families to go on these international tours. think of like a 14 year old baseball team in your, you're in San Diego. We'd like do a selection of kids.   Seth Bradley, Esq. (39:19.694) Sure.   Eli Facenda (39:41.329) from that area and the families would come and they would go to Japan or Italy or wherever and travel for 10 days, experience the culture, have an educational tour and also play the local teams. So we did that in a variety of sports, ice hockey and baseball and lacrosse and all these different sports. And we were growing a lot and then that was ramping right until COVID and that just decimated the entire business. we took us about two years to get to a million and then we started to double almost every year for a few years and that was like.   Seth Bradley, Esq. (40:02.432) Mm.   Eli Facenda (40:09.399) Really, really tough break at COVID, but that was the first million.   Seth Bradley, Esq. (40:11.63) COVID man. Nobody saw that coming. mean.   Eli Facenda (40:13.881) No, definitely, you know, group, large, large group sports international travel was like the worst potential. Like you can't go overseas and you definitely can't do it with 60 people. So was, was a brutal industry to be in.   Seth Bradley, Esq. (40:25.506) Right? Yeah, there were certain sectors that just, I mean, there was nothing you could do. We opened up our first gym actually two weeks before COVID hit in 2020. we had our, us like two years to open and then our grand opening. And then we had a bunch of free clients in those first two weeks. And then they ended up being free clients for about a year because we couldn't charge them. Cause we couldn't get them back in the gym. We're doing online workouts and all that kind of stuff is insane.   Eli Facenda (40:36.817) Ugh.   Eli Facenda (40:47.696) Wow.   Eli Facenda (40:53.337) And that's like where the true entrepreneurial muscles are definitely strengthened in times like that though. mean, like the people that bounce back and figure it out, like you just have a new sense of confidence of like, you know, I can handle anything.   Seth Bradley, Esq. (40:54.22) But hey, we adapt,   Seth Bradley, Esq. (41:06.764) Yeah, man. I mean, you pivot, right? Like I actually ended up launching my first podcast during during COVID because I was stuck inside and it was like, all right, let's let's do this. Let's get on Zoom and interview people and all that kind of stuff, man. So that leads us right to the next question. And how do you make your last million? How do you make that transition?   Eli Facenda (41:12.859) Cool.   Nice. Cool. I'll it.   Eli Facenda (41:24.143) Yeah, so the last million that I made was in the current business that I have. so essentially what we've been doing there for about four years now is helping entrepreneurs maximize their travel on credit card points. So helping them get their dream bucket list trips, these 30, 40, $50,000 trips all over the world for about 90 % off by leveraging credit card points. And we've traditionally had some pretty high ticket services. I mean, not crazy expensive, but like, you five, 10, 15 K and that range has been the main main service. And so,   We cracked our first million about two years in, so that was 2020, 2024 actually was the first year we made a million there.   Seth Bradley, Esq. (42:00.526) Awesome man, awesome. How about your next million? Where are you scaling to?   Eli Facenda (42:04.305) Yeah, so the next million I wanna make is the same business. love what I do, I really enjoy it. And what I wanna do is do it in a more community oriented and lower ticket way. So I wanna have bigger reach, more digital products, more of the community, more affiliate services and stuff like that. And I'm really excited about kind of cracking the code on that, because we've done it decently with the higher ticket stuff, more agency level, service level stuff, which is great. And we're still cranking on that, we're gonna keep growing it. But I really wanna see what we can do with...   So the lower ticket stuff, creating awesome stuff on YouTube that leads to different channels and distributions there. So that's the next million and same business, just different type of money.   Seth Bradley, Esq. (42:41.57) I love it man, yeah, that's kind of opposite of how some people approach it, right? You usually start with a lower ticket and then you have to build up that base before anybody will give you, you know, higher, pay for that higher ticket product, but you're kind of working backwards because you want to help more people.   Eli Facenda (42:56.677) Totally, exactly, yeah, and there's a limit. mean, what we do in the high ticket is incredible, but it really is a specialized skill. Like you think about like a bookkeeper or an accounting firm or something, like there's like a million bookkeepers. There's like 50 people that know points and travel to the level that I need them to know it to really serve clients with the highest level. So there's a real limit on the ability to scale that. And so it's also just like, we wanna be able to do really quality work for less people, but then serve more people with the other stuff too.   Seth Bradley, Esq. (43:25.368) Totally, totally.   Seth Bradley, Esq. (43:29.518) Cool, let's jump into the next one dude and we'll wrap up. Eli, you're clearly in the top 1 % of what you do. I don't even know if there's that many people out there that do what you do at all, period. So clearly in the top 0.0001%, what is it about you that separates you from the rest of the field?   Eli Facenda (43:49.701) I think it's our ability to actually live what we preach. This is something where, you know, there are other fantastic people that talk about credit card points, but very few of them are actually business owners, like that's who we serve, and very few of them are actually traveling in the way that they're trying to help people travel. So we've done both. I've built multiple businesses, so I understand the psychology and the relatability of how you wanna think about travel and points and the various stresses in your life, the limitations on time and complexity. And I also,   Seth Bradley, Esq. (44:06.062) Hmm.   Eli Facenda (44:20.636) What just happened?   Seth Bradley, Esq. (44:22.998) I'm not sure. We can splice it together, but let's see. Lost the video.   Eli Facenda (44:26.748) Let me see here. Did my camera die or something?   Bizarre. second.   Seth Bradley, Esq. (44:36.076) Yeah, weird. Never had that happen.   Seth Bradley, Esq. (44:42.038) Not a big deal, we can splice it together, but let's see if we can get your camera working again.   Eli Facenda (44:46.992) Don't see my camera get help. Is the audio coming through okay? Did it switch over there to my MacBook from the other one? Or it sounds the same.   Seth Bradley, Esq. (44:51.564) Yeah, I can hear the audio.   Seth Bradley, Esq. (44:57.806) I don't know. All I see is like a car. It's like I don't know. It's a card with a symbol on it I wonder what that is that riverside or is that your symbol? I can't be your symbol   Eli Facenda (45:06.556) weird. Get help.   Eli Facenda (45:12.006) Let me see.   trying to check this out.   Seth Bradley, Esq. (45:19.458) We can also just finish it with audio.   Eli Facenda (45:23.556) Is it, Dude, I don't know what's going on. Sorry about that. I've never seen...   Seth Bradley, Esq. (45:28.654) no worries, dude. We can just finish it with audio anyways.   Eli Facenda (45:31.63) New recording track created the participants have been recorded.   Issue device struggling to record. High load on your device. Try closing all other apps. Give me one second. I don't have any apps open. That's really weird.   Eli Facenda (45:53.126) Yeah, I don't know man. I apologize. I Okay, well yeah   Seth Bradley, Esq. (45:57.219) you're good, We'll just finish an audio and then I'll pull up for the video. I'll just black screen to a logo or something. So all good. I don't exactly know where you're at. If you want to start that sentence over.   Eli Facenda (46:04.048) Okay, cool.   Eli Facenda (46:07.866) Yeah, I'll just, I'll say, I'll just start. So yeah, so not only have we really walked the walk with actually living what we preach, but we also understand that psychology of what it's like to be a business owner, your limitations on time and complexity and all that stuff. And because we're talking about travel, people also want to know like what's actually in store for me in this destination. I've been to 50 countries now and my business partner has been to almost 100.   We have other team members who are all over 30, 40, 50 countries. So we've been to a lot of the destinations around the world that we're advising people to go to. So we know the ins and outs, best places to stay, hidden gems, top restaurants, stuff like that, that really add another layer of personalization and true experience into the service. So I think those are the things that really make us most credible in this space.   Seth Bradley, Esq. (46:57.506) Dude, it's so important, right? Like there's so many, you know, there's so much content out there now. There's gurus and coaches and mentors, whatever you want to call them. Like the ones that are truly valuable and that people should pay attention to are the ones that are actually practicing what they preach, right? The ones that aren't just selling you education or aren't just selling you a product. Like they're actually, they've done what they're selling and they continue to   enjoy or do what they're selling.   Eli Facenda (47:28.635) 100%, yeah, if you're a living embodiment of what you do, it makes it that much easier to communicate it and sell it because you just are the thing you're selling.   Seth Bradley, Esq. (47:38.764) Yeah, absolutely. What's one thing someone listening could do today to get 1 % closer to their dream life?   Eli Facenda (47:45.089) One thing that would be the easiest is to spend 30 minutes, go on Instagram, go on your favorite social media site, go on some travel blog site, look for your dream destination, then pull up your calendar and put a time on the calendar where you're committing to go. One of my favorite quotes is from Tim Ferriss, I forget the exact quote, but basically the idea is that if you don't schedule your fun first, it won't happen.   because your business and your life will take up as much space as you allow it to. So most people find that I'll take the trip when it's convenient. I'll take the trip when I have more time. That time is never coming until you make it a priority. So the one thing they can do to get closer to their dream life is to just make a more bold commitment to putting the time on the calendar and be like, I am going and make some sort of investment, whether you're telling someone, whether you're putting some money down, whether you're learn the point stuff, that's gonna be the biggest leverage you can make.   to make sure that you actually follow through on taking these trips and then you'll find how to get there on points if you need to from there.   Seth Bradley, Esq. (48:50.766) 100 % man, gotta put it, people, entrepreneurs, people like us, we work in all the time, you've gotta put it, put it in your schedule. You've gotta block it out, commit to it.   Eli Facenda (48:59.821) Absolutely, 100%.   Seth Bradley, Esq. (49:04.554) Alright dude, I think we got it wrapped up, man.   Eli Facenda (49:05.743) Beautiful. Awesome, Dan. Well, this was super fun and I apologize agai

Today we're diving into some ongoing battles over athlete pay, from college athletics to the WNBA. In the case of college sports, a recent lawsuit settlement involving the NCAA allows colleges and universities to pay their athletes directly. On the show today, sports journalist Kennington Lloyd Smith III explains how college athlete pay has evolved, how the recent House v. NCAA settlement could strain athletic departments, and what could come from the WNBA players' current fight for more equitable pay. Plus, the sports private equity firms are eyeing.Then, we'll hear how one listener got involved in local government. Plus, Paralympic sled hockey gold medalist Declan Farmer answers the Make Me Smart question.Here's everything we talked about today:"How college athletes will be paid after House v. NCAA settlement: NIL changes, enforcement, contracts and more" from CBS Sports"Trump signs executive order to 'protect' college sports" from Politico "Down to Business: Valuations are wild, returns are rocky. But women's sports teams are in demand" from The Athletic "The WNBA Has a Good Problem on Its Hands" from The Atlantic "Private equity tees up to invest in youth sports" from Marketplace  "Travelers aren't big fans of TSA's facial recognition program, report finds" from Marketplace  We love hearing from you. Leave us a voicemail at 508-U-B-SMART or email makemesmart@marketplace.org.

Today we're diving into some ongoing battles over athlete pay, from college athletics to the WNBA. In the case of college sports, a recent lawsuit settlement involving the NCAA allows colleges and universities to pay their athletes directly. On the show today, sports journalist Kennington Lloyd Smith III explains how college athlete pay has evolved, how the recent House v. NCAA settlement could strain athletic departments, and what could come from the WNBA players' current fight for more equitable pay. Plus, the sports private equity firms are eyeing.Then, we'll hear how one listener got involved in local government. Plus, Paralympic sled hockey gold medalist Declan Farmer answers the Make Me Smart question.Here's everything we talked about today:"How college athletes will be paid after House v. NCAA settlement: NIL changes, enforcement, contracts and more" from CBS Sports"Trump signs executive order to 'protect' college sports" from Politico "Down to Business: Valuations are wild, returns are rocky. But women's sports teams are in demand" from The Athletic "The WNBA Has a Good Problem on Its Hands" from The Atlantic "Private equity tees up to invest in youth sports" from Marketplace  "Travelers aren't big fans of TSA's facial recognition program, report finds" from Marketplace  We love hearing from you. Leave us a voicemail at 508-U-B-SMART or email makemesmart@marketplace.org.

In this Hospitality Hot Topics edition of The Modern Hotelier, hosts Steve Carran and David Millili are joined by Ryan Rivett, President & CEO of My Place Hotels, to unpack July's biggest hospitality trends.From the TSA finally ditching the shoe-removal rule, to the rise of micro-cations and adventure travel, to the luxury sleep experience movement, the trio explores how these shifts are shaping guest expectations and industry strategies. Ryan also gives an insider look at My Place Hotels' rapid growth, their tech-forward approach to guest loyalty, and how they're adapting to evolving travel patterns.If you want a fast-paced, insightful conversation about what's next in hospitality—plus a few laughs—this episode delivers.Topics Covered:TSA's new airport security policy and its impact on travel moodWhy short, frequent “microcations” are here to stayAdventure travel's lasting post-pandemic appealThe luxury sleep trend and wellness-focused staysHow My Place Hotels is leveraging tech, loyalty, and service to scaleWatch the FULL EPISODE on YouTube: https://youtu.be/Nu9eqGeZvN0 Join the conversation on today's episode on The Modern Hotelier LinkedIn pageThe Modern Hotelier is produced, edited, and published by Make More MediaLinks:Ryan on LinkedIn: https://www.linkedin.com/in/ryan-rivett-09984311Ryan on X: https://x.com/RyanJRivett My Place Hotels: https://www.myplacehotels.com/ For full show notes head to: https://themodernhotelier.com/episode/198Follow on LinkedIn: https://www.linkedin.com/company/the-...Connect with Steve and David:Steve: https://www.linkedin.com/in/%F0%9F%8E...David: https://www.linkedin.com/in/david-mil.

President Trump will replace Billy Long as the head of the Internal Revenue Service, less than two months since he was confirmed. This comes after months of turmoil at the IRS. We'll explain. And, did you know could opt out of facial recognition software when going through airport security? Plus, we'll weigh in on Instagram's new map feature and more during a round of Half Full/Half Empty! Here's everything we talked about today:"Trump Is Removing Billy Long as the I.R.S. Head 2 Months After He Was Confirmed" from The New York Times"The Comply To Fly?" from The Algorithmic Justice League"This wedding season, some couples are using their registries to give back" from Marketplace"Should buy now, pay later factor into credit scores?" from Marketplace"The New York Post is launching a California edition. Why?" from The Washington Post "Instagram Map lets your friends, and possibly exes, track your every move'" from The Washington PostTell us about your experience with TSA's facial recognition system. Leave us a voicemail at 508-U-B-SMART or email us at makemesmart@marketplace.org.

President Trump will replace Billy Long as the head of the Internal Revenue Service, less than two months since he was confirmed. This comes after months of turmoil at the IRS. We'll explain. And, did you know could opt out of facial recognition software when going through airport security? Plus, we'll weigh in on Instagram's new map feature and more during a round of Half Full/Half Empty! Here's everything we talked about today:"Trump Is Removing Billy Long as the I.R.S. Head 2 Months After He Was Confirmed" from The New York Times"The Comply To Fly?" from The Algorithmic Justice League"This wedding season, some couples are using their registries to give back" from Marketplace"Should buy now, pay later factor into credit scores?" from Marketplace"The New York Post is launching a California edition. Why?" from The Washington Post "Instagram Map lets your friends, and possibly exes, track your every move'" from The Washington PostTell us about your experience with TSA's facial recognition system. Leave us a voicemail at 508-U-B-SMART or email us at makemesmart@marketplace.org.

Did Amy Lynn Bradley Get Off the Ship Willingly—Only to Be Trapped Forever? In this gripping installment of Hidden Killers with Tony Brueski, Tony and Carol Hughes dig into the most controversial and emotionally devastating theory in the Amy Lynn Bradley case: that she may have left the ship willingly, thinking it was harmless fun—only to be pulled into a human trafficking nightmare she could never escape from. Could Amy have been tricked into leaving the Rhapsody of the Seas through a crew-only exit? Did she trust someone—like “Yellow”—who suggested an “adventure” before port opened? In a time before TSA, keycards, and tight cruise security, the possibility of slipping off unnoticed wasn't as crazy as it might sound today. But what happened next may be even worse. Tony and Carol explore the psychological side of captivity: if Amy was trafficked, would she have ever felt safe enough to reach out? What if she was threatened with her family's lives? What if she had children? Could she have stayed silent out of fear—not choice? And then, there's that photo. The one sent to her family years later. The one a former FBI agent said was Amy. Heavy makeup, long hair, blurred tattoos—but unmistakable facial features. If the FBI believed it was her... why hasn't she been found? From the plausible to the gut-wrenching, this episode examines how Amy might have gotten off that ship, what may have happened after, and why we still don't know the truth. Watch. Think. Comment. Share. #AmyBradley #HumanTrafficking #AmyBradleyNetflix #TrueCrimePodcast #HiddenKillers #TonyBrueski #CruiseShipMystery #MissingWomen #FBI #UnsolvedDisappearance #SexTraffickingTheory  Want to comment and watch this podcast as a video? Check out our YouTube Channel. https://www.youtube.com/@hiddenkillerspod Instagram https://www.instagram.com/hiddenkillerspod/ Facebook https://www.facebook.com/hiddenkillerspod/ Tik-Tok https://www.tiktok.com/@hiddenkillerspod X Twitter https://x.com/tonybpod Listen Ad-Free On Apple Podcasts Here: https://podcasts.apple.com/us/podcast/true-crime-today-premium-plus-ad-free-advance-episode/id1705422872

From swim stories to ostrich racing to figure out if we're Team Shelby, the stars aligned this week to bring you the best running content second to the National Championships. We also recap Summer GRIT and this past weekend's ice cream party before diving in the New Balance Fresh Foam More v6 and a little bit of Puma Velocity Nitro 4.SUPPORT OUR SPONSORS!LMNTThomas is mixing and matching flavors, Robbe is tapped into the Mango Chili, but whatever you go with, just know you're getting 1,000 mg of sodium plus other key electrolytes that will restore balance to your life after any hard effort. You'll also get an 8-count LMNT Sample Pack with any purchase, so don't miss out: http://drinklmnt.com/thedropSWIFTWICKThe best running socks in the game, Swiftwick is made right here in the USA, which means no price increases on account of tariffs. We're always running in their socks and you should be too. The Drop listeners can get 15% off their first purchase with code BELIEVE15.Shop here: https://swiftwick.com/collections/believeINDEX0:00 - Intro 1:30 - Meg's D.C. Trip, Airport Sushi, KOC Supreme Convention12:42 - Model Planes, Ultra Gliders, Swim Stories21:50 - Taylor in Town, GRIT Party Weekend, Ostrich Racing46:02 - Summer GRIT Results Breakdown53:44 - London Marathon and Guinness World Records, Lightning Strikes58:49 - USATF National Championships, TSA's Policy on Greek Yogurt1:09:37 - Shelby Houlihan 1:15:03 - New Balance Fresh Foam X More V6, Miscellaneous Shoe Talk

Did Amy Lynn Bradley Get Off the Ship Willingly—Only to Be Trapped Forever? In this gripping installment of Hidden Killers with Tony Brueski, Tony and Carol Hughes dig into the most controversial and emotionally devastating theory in the Amy Lynn Bradley case: that she may have left the ship willingly, thinking it was harmless fun—only to be pulled into a human trafficking nightmare she could never escape from. Could Amy have been tricked into leaving the Rhapsody of the Seas through a crew-only exit? Did she trust someone—like “Yellow”—who suggested an “adventure” before port opened? In a time before TSA, keycards, and tight cruise security, the possibility of slipping off unnoticed wasn't as crazy as it might sound today. But what happened next may be even worse. Tony and Carol explore the psychological side of captivity: if Amy was trafficked, would she have ever felt safe enough to reach out? What if she was threatened with her family's lives? What if she had children? Could she have stayed silent out of fear—not choice? And then, there's that photo. The one sent to her family years later. The one a former FBI agent said was Amy. Heavy makeup, long hair, blurred tattoos—but unmistakable facial features. If the FBI believed it was her... why hasn't she been found? From the plausible to the gut-wrenching, this episode examines how Amy might have gotten off that ship, what may have happened after, and why we still don't know the truth. Watch. Think. Comment. Share. #AmyBradley #HumanTrafficking #AmyBradleyNetflix #TrueCrimePodcast #HiddenKillers #TonyBrueski #CruiseShipMystery #MissingWomen #FBI #UnsolvedDisappearance #SexTraffickingTheory   Want to comment and watch this podcast as a video? Check out our YouTube Channel. https://www.youtube.com/@hiddenkillerspod Instagram https://www.instagram.com/hiddenkillerspod/ Facebook https://www.facebook.com/hiddenkillerspod/ Tik-Tok https://www.tiktok.com/@hiddenkillerspod X Twitter https://x.com/tonybpod Listen Ad-Free On Apple Podcasts Here: https://podcasts.apple.com/us/podcast/true-crime-today-premium-plus-ad-free-advance-episode/id1705422872

Glenn and Pat discuss the gerrymandering happening in Texas and President Trump's call to stop including illegal immigrants in the census.  The rise of Zohran Mamdani in New York has led to multiple similar socialist candidates in various blue states. Homeland Security Secretary Kristi Noem joins to discuss how DHS plans to prevent the violent attacks ICE officers have endured, caused in part by the Left's extreme rhetoric. Glenn and Kristi also discussed Noem's parody on South Park and the recent updated TSA security requirements. Learn more about your ad choices. Visit megaphone.fm/adchoices

Glenn and Jason Buttrill go over Glenn's latest Wednesday Night Special, which exposes even more evidence that the Russia collusion scandal was a coup attempt by Hillary Clinton, who flipped the script after she was being targeted by Russia. Glenn and Pat discuss the gerrymandering happening in Texas and President Trump's call to stop including illegal immigrants in the census. The rise of Zohran Mamdani in New York has led to multiple similar socialist candidates in various blue states. Glenn and Pat react to a Muslim Sheikh claiming slavery is permissible in Islam, if the slaves are non-Muslim and prisoners of war. Jon Stewart came after Glenn over his coverage of the Epstein files, so Glenn sets the record straight. Homeland Security Secretary Kristi Noem joins to discuss how DHS plans to prevent the violent attacks ICE officers have endured, caused in part by the Left's extreme rhetoric. Glenn and Kristi also discussed Noem's parody on South Park and the recent updated TSA security requirements. Glenn's co-author of ‘The Great Reset' and ‘Dark Future,' Justin Haskins, joins to take a victory lap after exposing ESG, which led to the Trump administration taking action against ESG through executive action.  Learn more about your ad choices. Visit megaphone.fm/adchoices

Music guest Landlady perform songs that inspire drummers eaten in CBGB hallowed hall; Greece vs Grease; TSA test with the Commodores; getting something legally lost; soup burns & lobster bites.Grab a t-shirt and unlock the BONUS SCENE(S) at improv4humans.com and gain access to every episode of i4h, all ad-free, as well as TONS of exclusive new podcasts delving deeper into improv, the history of comedy, music and sci-fi.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Bob's Move Club has its next assignment: The Royal Tenenbaums. The MLB will have its first-ever female umpire in a game this weekend. Here are the current technologies that will seem ridiculous in 50 years. Sarah's got the latest book adaptation news and trailers. A 2016 interview with Travis Kelce has resurfaced. The Labubu craze, a serial butt slapper on the loose, and TV shows that started to suck. A riveting game of kiss, marry, kill - do you agree with Sarah and Vinnie? TSA is making improvements to speed up security lanes. Language anxiety keeps millions of Americans from international travel. Ozzy Osbourne's grave site is getting a lot of love. Ed Sheeran says A LOT of performers are lip syncing. Should people be able to rate romantic partners? The gang is disagreeing about the Tea App: A place where women can research and rate men.

TV shows that started to suck. Such as: The Walking Dead, True Blood, and of course, GAME OF THRONES! A riveting game of kiss, marry, kill - do you agree with Sarah and Vinnie? TSA is making improvements to speed up security lanes. Language anxiety keeps millions of Americans from international travel. If you want to keep your hair you may have to say goodbye to something else. Is old a number or a state of mind?

Introducing ZOUK'S CUBES – a new podcast from the creators of Add to Cart! Jason Mantzoukas is taking over the feed to bring Ku and Su on an unforgettable journey into the world packing cubes, pouches and backpacks. It's a meeting of the minds for Kulap, as her two besties Jason and SuChin hit it off at first, thanks to their shared love of wool socks and arch support. But things take a quick turn when Zouk's gear threatens the chaos Su thrives on. Forget everything you've heard so far, this is episode zero.   Please note, Add To Cart contains mature themes and may not be appropriate for all listeners.  To see all products mentioned in this episode, head to @addtocartpod on Instagram. To purchase any of the products, see below.  Jason and Su share a deep love of Darn Tough Socks The Birkenstock Zermatt slipper is so good, Jason bought several These small bags from Tom Bihn and Evergoods make going through TSA a breeze This Evergoods backpack is carry-on and under-the-seat size But wait, there's more backpacks: bellroy's Transit Backpack, and the Synik 30 and Shadow Guide 33 from Tom Bihn This Nitecore Powerbank can charge Jason's phone three times in one go The stars of Zouk's Cubes are these Peak Design Packing Cubes The cherry on top of Jason's organizational system: little plastic baggies Can't stand the Monopoly board game? Try the card game (pst, get the green pack) Jason nerds out about the Star Wars: Thrawn Series (and the Audible version too) Stay up to date with us on Twitter, Facebook, and Instagram at @LemonadaMedia.  Joining Lemonada Premium is a great way to support our show and get bonus content. Subscribe today at bit.ly/lemonadapremium.  Click this link for a list of current sponsors and discount codes for this show and all Lemonada shows: lemonadamedia.com/sponsorsSee omnystudio.com/listener for privacy information.

Trump promised to govern for the whole of the people rather than special interests. Sadly, this administration has become a conduit for Big Tech and every special interest under the sun. This is why the DHS is now fighting a bipartisan effort to block TSA from using your biometric information gathered at airports. Sadly, Republicans have no narrative on housing, health care, and inflation and are too busy claiming the economy is good. They also have no answer for judicial supremacism, which is worse than ever before. Finally, I update you on the latest fight with AI data centers and show how we could galvanize a bipartisan rebellion among the people if we had a party that wasn't bought out by special interests. Learn more about your ad choices. Visit megaphone.fm/adchoices

Luke had a personal item confiscated by the TSA this morning, and it's all Andrew's fault. They also learn that Luke has apparently entered the Brain Rot Internet, whatever that is. 

Check out the JVN Patreon for exclusive BTS content, extra interviews, and much much more - check it out here: www.patreon.com/jvn  This week on The Monday Edit: we're giving you a timeline of the MAGA camp's Epstein talking points, Devil Wears Prada 2 filming updates, TSA woes, and Venus Williams victory.  Sources:  Fire and Fury Podcast Zyndisel1 CPAC 2015 MSNBC, reposted by 67riotmakert9 Eric4themany  Follow us on Instagram @gettingbetterwithjvn Jonathan on Instagram @jvn and senior producer Chris @amomentlikechris  New video episodes Getting Better on YouTube every Wednesday.  Senior Producer, Chris McClure Producer, Editor & Engineer is Nathanael McClure Production support from Anne Currie, and Chad Hall Our theme music is also composed by Nathanael McClure. Curious about bringing your brand to life on the show? Email podcastadsales@sonymusic.com. Learn more about your ad choices. Visit podcastchoices.com/adchoices