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BORTAC doing some break contact drills. I've been telling guys for a while now, BORTAC is the place to be. They are probably going to be seeing a ton of work in the next few years. Those kneeling positions are a bit lacking, but that is a topic for...

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Perun

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405,253 görüntüleme • 20 gün önce •via X (Twitter)

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Customs and Border Patrol BORTAC performing what seems to be a break contact drill. Also been a while since I've heard Go With The Flow.
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Customs and Border Patrol BORTAC performing what seems to be a break contact drill. Also been a while since I've heard Go With The Flow.

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finally got a place to show and reflect the work I've been doing for the past few years ↳
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Leaders are supposed to explain what they are doing, and also to actually do it. What we are seeing right now is a lot of explanations, but not much doing. When the New Thing is announced, it often turns out to be another New Nothing.
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🚨 James Woods Reveals Hollywood’s DEI Rules “In order to qualify for an Oscar now, one of the two leads has to be a minority of some kind … If it's not that, then at least a certain percentage of the crew has to be a minority … No studio or other producer is ever going to make a movie they can't qualify for an Oscar, so those are the rules now.”

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CNN: Is that what small business owners in Missouri are telling you, that this is an A+ economy for them? ALFORD: Look, our small business owners, I get that they have been hurt somewhat by some of these tariffs, but the business owners I talk to are seeing a resurgence in people coming out to shop

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Now that the season is over, I hate to admit it but This is genuinely going to be a problem for us for years.

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1:50

Mark Zuckerberg on why he prefers to recruit people directly out of college In this interview from 2005, a 21-year-old Mark Zuckerberg is asked what he looks for in a new hire. There’s two things, he says. “Number one is raw intelligence. You can hire someone who has been doing software engineering for 10 years, and if they’ve been doing it for 10 years, that’s probably what they’ll be doing for the rest of their life. That’s cool — there are some things that that person can do and they’re definitely useful in an organization and can do a lot of stuff. But if you find someone whose raw intelligence exceeds theirs but has 10 years less experience, they can probably adapt and learn way quicker. Within a very short amount of time they’ll be able to do a lot of things that [the person with 10 years of experience] will never be able to do. So that’s the most important thing that I look for.” The second thing he looks for is alignment with what the company is trying to do: “People can be really smart or have skills that are directly applicable, but if they don’t really believe in it, then they’re not going to work hard or care enough to develop the relevant experience in order to succeed. The best people I’ve hired so far have been people who didn’t really have that much engineering experience. I hired a couple of electric engineers out of Stanford to do programming stuff, and they had very little programming experience going in, but they were really smart and really willing to go at it. The guy who just wrote photos was one of those guys, and if you’re willing to just do whatever it takes to get photos out, then you’re probably more valuable than someone who is just a career software engineer.” He concludes: “Those are the things I’m looking for and why I would rather recruit people out of college.” Video source: Stanford eCorner (2005)

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