HR

Yogurt_Up_My_Nose

A.I is taking most jobs in HR. and it's good. most HR is outsourced and they fucking suck ass anyway, it's worse than level 1 tech support.

Capable_Paper1281

They're The New Yorker for edgy cat ladies who work in HR. 

i_ce_wiener

wtf is that HR xorporation family work presentation chart

DisgrunltedDan

Thank u for that last “dump “ spy ! Can take my fkn $20 profit to not look at this BS rest of day . Geez. 5 hours of work at $4/HR. 

mathboom123

SPY is literally between MA10 and MA50 on 4HR

_Lucille_

And which is why I mentioned a discord for business with federated login. An account and numerous settings like display name can be dictated by the IT department, and the account can be disabled by HR if they are to be let go. So in this case their discord name may be josh@company inc, and certain access may be limited such as not being able to receive DMs from other servers, only being able to join a number of authorized servers, etc. They can go back to being goofyMcGoofface in their personal account.

MetaOracle

What does the information that the HR employee was gay add to the story?

NotMe357

It looks like Robindhood blocks Yahoo Finance 24HR Trade data.

1098duc_w_the_termi

I’m going to ask HR to start paying me in SPY FDs. Might as well cut the middle man out.

AverageUnited3237

Im hoping for end of q3 1) more time to accumulate 2) lower HR But at this point, it's a slam dunk

er824

You need an HDHP (High Deductible Health Plan). Your HR department would know if your plan qualifies but if it did they almost certainly would have told you during open enrollment.

Due_Citron4079

I don’t disagree with some of the points that you’ve made, but I also look at this through a slightly different lens. First, on BAT survival: if the claim is that AML patients in CR2 who are transplant-ineligible now achieve 10–12 months median OS on BAT, and that figure is being used as a base-case assumption in your HR analysis to determine a probability of success for the trial, that really needs a clean, apples-to-apples citation or reference in the maintenance-from-CR2 setting with OS measured from randomization. Absent that, the commonly referenced benchmarks for this population remain in the single-digit month range, and is still widely referenced in the hematology community. Obviously, small sample sizes can produce distortions, but a 10–12 month median OS for BAT would be unprecedented in this setting and, in my view, should be treated as a stressed case from an analysis standpoint, not a base case. Second, on interpreting the event dynamics: I agree they’re not a smoking gun. But calling a sustained post-interim slowdown in events “statistically worthless” overstates the case. It’s directionally positive, particularly given that prior Phase 2 data showed a late-forming survival tail in the experimental arm. I fully agree the study is blinded and that the tail could theoretically be attributed to BAT because we just don’t know yet. My argument is simply that it’s more reasonable to expect Phase 3 to track closer to observed Phase 2 behavior than to assume BAT outcomes that would contradict both historical data and consensus amongst hematology experts for this patient cohort. Finally, on dilution and buyout: if Phase 3 fails, they’ll further dilute to focus on SLS009, no argument there. But if Phase 3 succeeds, history suggests these assets are far more likely to be partnered or acquired than slow-walked through multiple fully diluted trials. Large pharma with global infrastructure prefers to run commercialization end-to-end rather than leave it to a tiny standalone organization. A buyout is made more likely by the 2029 patent cliff, where large pharma needs de-risked assets to protect forward revenue, which is a major tailwind for biotech M&A over the coming years. AbbVie, in particular, would have reason to care if a competitor like Pfizer or Merck for example acquired a validated Phase 3 asset with platform potential in other areas where the WT1 antigen is prevalent, and encroaching on their market share within AML. I’m not claiming this meets its primary endpoint with 100% certainty. I’m saying the bearish case overstates how “settled” BAT improvement is, while understating how quickly the strategic calculus changes if Phase 3 is positive. I personally took a large position in early December when the stock was in the $1.50-$1.60 range after tracking this name for months (1,500 calls with varied expirations ranging from 1/26 - 1/27 with $2.5-$3.0 strikes) I took the insider purchase of 60,000 shares in November to validate my directionally positive thesis on the trial and felt comfortable with the risk given the asymmetric upside at that point in time.

warlock22041

I have asked my HR to fire all the QAs We already have 1000s of users testing it live in production

Yung_Ceejay

Could be a reason why they didn't halt the trial earlier because the HR needed to really mature to win by a large margin for increased TAM and market uptake...

YoBee9

Great summary. I've been in since April with around 55k shares and I'm up 140%. Things I love about Sellas. 1. 2 shots on goal with 2 blockbuster oncology drugs. Patients with dire need are moving from 6 to 8 months of life to years... With almost no side effects! 2. No need to stress on an exit point. Hold until the company is acquired. My money is on AbbVie or Merck. Big pharma companies all have some major patent cliffs coming up, and they'll need to compete to refuel the pipeline. I'm targeting 10B minimum. 3. The trial is blinded, but given the main data point is Overall Survival, it's like we are allowed to peek at the results before the actual data drops. A set number of shots got moved to a maintenance therapy with unlimited dosing. Not only is this a lifeline for patients, but also a multiplier for peak sales calculations. My gut is Sellas will be acquired by end of the 1st Q. If the company holds off until final analysis data drops, maybe 2nd Q. I expect a HR sub. 4, and the study details to make the national news cycle. Yes, I am a bull 😃

NeglectedDuty

Excellent write up. The irony is the delay in the study's completion is a huge positive - the OS on the GPS arm with practically no side effects or other negatives is looking to be incredible and drive an HR below 0.5-0.6 even for the sample size they are using. Also of note are the recent insider purchases by a few of the board members, the quality and caliber of the KOLs involved .... The short interest, CTB, and REG SHO dynamics with the JPM HC conference coming up should make for a fun January!

SharksLeafsFan

Our HR will never give financial advice on anything ISO or finance related, the standard tag line is always talk to your accountant and of course people will exercise their stock options and immediately triggered AMT while trying to save on taxes for long term capital gains. They then lose the shirts when market went bust only able to deduct $3k capital loss.

tinydisaster

Nerfed HR-Bot probably also said you were looking at fake news after you sent it a Wikipedia article correcting its hallucination

ephemeralvibes

Greed and frenzy. I graduated into the dot com burst and was in California for the real estate meltdown. There was a palpable energy and a strong feeling of fomo. Despite having a math background I was confused. Math told me a 700k condo was not affordable, the realtors said it was, just cut out the $5 coffee. I didn’t buy at that price, but I couldn’t figure out how everyone else could. Turns out they couldn’t. I don’t see that same, math not making sense environment…well no, I do, but not like at the top of the housing bubble.  Leverage was a problem both times. Don’t invest money you don’t have in frothy, exciting things.  Graduating after dot com was wild. HR told us in orientation something about not taking out a 2nd mortgage to exercise options. I was about 23 so I was like wut?? Okay, but why would you even say such a thing?? Turns out people lost their houses and not just thier paper gains.  I can’t tell you what’s going to happen in 2026, but I can tell you if you see greed and mania everywhere don’t follow that crowd. 

tinydisaster

5.2 is unusable. It’s so nerfed it is like talking with HR.

PrinceDX

HR: About that…

AKNJ907

My HR rep coming out of left field telling me “wiggar” is unacceptable language to use in the workplace…

GoZukkYourself

Reported to HR.

zxc123zxc123

Maybe not the others but Amazon is fucking Alphabet tier. Only real difference is they deliver physical slop instead of internet slop. [I would not call HR/10](https://i.imgflip.com/afvw1x.jpg)

gqtrees

CSuite and HR in the modern world needs to be revamped. They are outdated

Galant_Galahad

"HR, He's loose again. Can security"

rbraalih

🤔 raining ass and tits and yo ass inside posting on Reddit I'll ask HR for a copy of your most recent ghey evaluation

Severe-Appointment40

Lmao this is such a specific question but honestly the strip club thing was way more common like 10-15 years ago before compliance got super strict, nowadays most places would fire you instantly if HR found out you took a client somewhere like that

Polus43

Yup. I have this theory we're in the "age of managerial incompetence" which is largely driven by MBB consulting firms. The core idea is the majority do not have technical backgrounds in an ever increasingly technical world, so they've outsourced much of HR/Staffing and basically become the new HR. And naturally, HR managers running a tech company will be a disaster...

ItzWarty

Fair. In a lot of industries that heuristic doesn't work because your compensation keeps going up (I suspect HR actually tunes the numbers to keep people working forever but who knows)

arbitraryBlue

HR sent me an email asking to schedule a meeting about why I called management a bunch of Al Bundys but I didn't for 2 months. They showed up during my shift lmao

Fictional-adult

Right, so completely invisible to HR.

Jerhed89

I am sure Microsoft could, but I doubt they want to. They are no strangers to owning enterprise software (e.g. Microsoft Dynamics), and securing environments (Active Directory), or databases (SQL Server); it really comes to taking on liability, investing in staff to own the engineering and compliance, and be responsible for uptime. It is a ton of risk to take for very little gain when they can pay by seat and defer all of that to a HR systems provider. To your other question on other names that may be beaten down unfairly: I am not sure. I'd say many CRMs, HR platforms, help desk platforms, etc. will do just fine. The real impact will be on consultants that make a living that set these platforms up for enterprise users and SMBs; they likely will not be needed anymore when semantic search and semantic engineering is an everyday tool (e.g. check out lovable.dev). Way of the future will be semantically building in the features that users need within their enterprise platforms rather than pay consultants and experts, and to run reports themselves with semantic search.

Jerhed89

In general I don’t think it’s going to be an issue. To keep Workday as an example, an organization would also need to do the following if they were to bring it in-house: 1. They would need to hire a database architect and administrator to create a new system of record. While this can be done much quicker these days, it still will cost money and time, the choice to use MySQL, PostgreSQL, etc. 2. They would need to ensure their system is fully compliant to all regulations and laws. This, imo, is why many won’t take this on - it is inheriting risk to the company when most would prefer to defer risk. 3. They would need to ensure all existing connections are present in the new system. This includes identity management, attendance, required training portals, payroll systems, benefits systems, etc. - It’s a lot of work; it is far simpler to make a UX layer that sits on top of an existing HR system to removes friction for employees. Ripping it out likely will cause friction at all company levels imo

thefrogmeister23

My concern is if there's a new front end or agentic intermediary, they use the back end system (system of record) in the short term, but eventually say well we can bundle our own HR suite and migrate all your data in the long term. Thoughts on that?

Yogurt_Up_My_Nose

pto shouldn't be used for consecutive days past 3. that's what my HR would say.

Crazy_Donkies

Ensure you're maximizing any matches. Likely eligible with a roth 401k, but ask HR. If you really want to invest in individual stocks, look into a backdoor roth after maximizing matches.  Use something like fidelity or schwab. Ive always invested in individual stocks of high quality.  Zero debate in my mind.  Particularly if there's a flat market for a period of time or other countries are performing better.

Yogurt_Up_My_Nose

I can change most of the stuff, but my HSA is through another company so I had to go through HR to have them contact the company to update the information.

ATUGA

Insane that this would require a person or AI. Your HR software should let you change your address in minutes using technology that’s been around for decades.

Yogurt_Up_My_Nose

I spoke to HR today about an address change and I couldn't tell if it was AI or not. it was annoying. some parts seemed real , others were very AI sounding.

BostonBroke1

i work in med device and compete against them; excited to see how many reps exit!!! lol. i also read that - HR made more money than the CEO. i'd be running for the hills if i was a rep there.

dont_downvote_SPECIL

I told my coworker she was stupid for buying Rivian near its IPO She didn't report me to HR because she knew I was right 😏

borat_he_like_you

🥸: Borat, I need you to jump on a Zoom call 🤓: I can't boss, I'm busy masturbating to porn 🥸: You need to get on Zoom now. Me & HR want to talk about your behavior

trent_upscale

Defund all HR departments

trent_upscale

The real issue is Theresa from HR

TJMBeav

Annual HR mandated training sucks

Dry_Shoulder_8405

Perhaps, but I hate getting told that I need therapy by passionate individuals. A prior HR manager of mine completely overstepped a line by telling me (not suggesting) that I need therapy, among saying insulting things about my little brother as well as my older brother, neither of which she knows. Is there a way to get free or affordable therapy, perhaps covered by adult medicaid?

Thebaxxxx

Holy hell im glad i ran outta buying power.. tbought about calls for a sec. NOT A SINGLE GREEN CANDLE ON 1HR

Alk601

When your chart looks like a HR monitor, means it’s time to stop

gratatatatatatat

Bers are the HR workers of the trading world. Iykyk

sexyshadyshadowbeard

That and the fact that ai just can’t do anything meaningfully better than a human. The blowback for HR and IT attempting to let ai solve problems is going to get louder and louder. Large corporations who advertise they have real people to work with you will gain market share and we’ll come full circle and think… why?

Butter_Ball22

Good thing HR didn't ask me to step into the stairwell to discuss. GLUCK GLUCK GLUCK

Butter_Ball22

i hope HR is monitoring this, FUCK YOU BITCH ASS

REsTARteD_Ragdoll

Or get a 20 million dollar generational wealth package to fuck off Imagine doing a diabolical job at ur average 40k a year email job and getting a 300k check after HR fires you, it makes no fucking sense It’s super slimy, like it perpetuates cause all the C suite guys wanna make sure they get a check when it’s their turn.

Chunknorris111

Well you haven't gotten a call from HR yet right? Then you're fine.

GoZukkYourself

Hit on the head of HR.

onebaldyball

What did PE spend $16B on in that relatively short period?? I know about the $5M for the HR guy.

FullCopy

Today I got a LinkedIn notification from a guy I know. “After an incredible journey filled with growth, gratitude, and amazing relationships… I’m excited to announce my departure. Stay tuned for my next opportunity.” Brother. You didn’t depart. You were margin called by HR. This is the weirdest ritual in modern capitalism: getting fired and announcing it like a yacht retirement.

Training_Exit_5849

Just saw this legendary post somewhere else: Last quarter I rolled out Microsoft Copilot to 4,000 employees. $30 per seat per month. $1.4 million annually. I called it "digital transformation." The board loved that phrase. They approved it in eleven minutes. No one asked what it would actually do. Including me. I told everyone it would "10x productivity." That's not a real number. But it sounds like one. HR asked how we'd measure the 10x. I said we'd "leverage analytics dashboards." They stopped asking. Three months later I checked the usage reports. 47 people had opened it. 12 had used it more than once. One of them was me. I used it to summarize an email I could have read in 30 seconds. It took 45 seconds. Plus the time it took to fix the hallucinations. But I called it a "pilot success." Success means the pilot didn't visibly fail. The CFO asked about ROI. I showed him a graph. The graph went up and to the right. It measured "AI enablement." I made that metric up. He nodded approvingly. We're "AI-enabled" now. I don't know what that means. But it's in our investor deck. A senior developer asked why we didn't use Claude or ChatGPT. I said we needed "enterprise-grade security." He asked what that meant. I said "compliance." He asked which compliance. I said "all of them." He looked skeptical. I scheduled him for a "career development conversation." He stopped asking questions. Microsoft sent a case study team. They wanted to feature us as a success story. I told them we "saved 40,000 hours." I calculated that number by multiplying employees by a number I made up. They didn't verify it. They never do. Now we're on Microsoft's website. "Global enterprise achieves 40,000 hours of productivity gains with Copilot." The CEO shared it on LinkedIn. He got 3,000 likes. He's never used Copilot. None of the executives have. We have an exemption. "Strategic focus requires minimal digital distraction." I wrote that policy. The licenses renew next month. I'm requesting an expansion. 5,000 more seats. We haven't used the first 4,000. But this time we'll "drive adoption." Adoption means mandatory training. Training means a 45-minute webinar no one watches. But completion will be tracked. Completion is a metric. Metrics go in dashboards. Dashboards go in board presentations. Board presentations get me promoted. I'll be SVP by Q3. I still don't know what Copilot does. But I know what it's for. It's for showing we're "investing in AI." Investment means spending. Spending means commitment. Commitment means we're serious about the future. The future is whatever I say it is. As long as the graph goes up and to the right. -@gothburz

mylezman

**Reclassification Monday?** Is it too late to buy into **MSOS**, or **MOSX**... The real winner may be **SHFS:** • Lowest float in the sector → extreme supply-demand imbalance • Trump expected to sign by Monday → major near-term catalyst • Thin share structure → volatility accelerates fast on volume • Sector momentum returning → capital rotation underway • Positive company progress: **Canopy HR selected SHFS to supply all of its payroll banking operations!** → strengthens downside support • High-leverage momentum name → headline-driven upside potential

Aggravating_Smoke179

SPY chart looking like Nanas HR 😔 😟

Numerous_Big_3680

Yeah the growth loss sucks but unfortunately that's just how it works with the annual true-up method. Your employer is basically getting a free loan of your match money while you miss out on potential gains Definitely worth asking HR if this is permanent or just a cash flow thing on their end

Individual_Gap_77

The layoffs are because those jobs and roles (a larger majority) have been offshored to an Asian country. Customer support Software development finance Banks’s back office Accounting HR Customer support What this has done, reduced the number of job opportunities within U.S. Our officials are hiding this fact, or just lobbyist money, where American Economy suffers. American workers suffer. All of this will reflect in the stock market with accurate reporting.

help_me44

The study you're referring to is titled "1-year risks of cancers associated with COVID-19 vaccination: a large population-based cohort study in South Korea," published on September 26, 2025, in Biomarker Research (a Springer Nature open-access journal). It analyzed health insurance data from 8,407,849 adults aged 20+ in Seoul from 2021–2023, comparing cancer diagnoses within one year post-vaccination to unvaccinated individuals. The authors used propensity score matching (1:4 ratio) to adjust for some confounders and calculated hazard ratios (HRs) for cancer incidence. Key reported findings: - Overall cancer risk: HR 1.27 (95% CI: 1.22–1.32), a 27% higher relative risk. - Specific cancers with elevated HRs post-vaccination: thyroid (1.35), gastric (1.34), colorectal (1.28), lung (1.53), breast (1.20), prostate (1.69). - Associations varied by vaccine type (mRNA like Pfizer/Moderna, cDNA like AstraZeneca) and demographics (e.g., higher in men for prostate/lung, women for breast/thyroid). Of course everyone involved in redistribution will never admit it therefore the official information will forever be "NO". Time will tell however if we really see cancer ramping up. So far it's not looking good as curves are indeed ramping up and the median age is decreasing.

PatrickSebast

What does it mean when HR posts packets on getting rid of bed bugs on all the company bulletin boards 😕??

Hodgey91

Report to HR please

EnginrA

I did it just now at work and now HR wants to see me

Which_Perspective871

Pivot play - volume is ramping up while range tightens. Classic coiling. The R/R is set, just need it to pick a direction to get out or ride it. MACD is positioned to cross 0 on 4H & bullishly cross signal line on the 1D if behavior continues. 4HR is flashing buy signals at me via a composite indicator I built on Pine. I don’t watch a whole lot of news but theirs is typically good. I’m TA based for sure. I just look out for splits offerings etc with Penny Stocks.

penultimateinsight

>Last quarter I rolled out Microsoft Copilot to 4,000 employees. >$30 per seat per month. >$1.4 million annually. >I called it "digital transformation." >The board loved that phrase. >They approved it in eleven minutes. >No one asked what it would actually do. >Including me. >I told everyone it would "10x productivity." >That's not a real number. >But it sounds like one. >HR asked how we'd measure the 10x. >I said we'd "leverage analytics dashboards." >They stopped asking. >Three months later I checked the usage reports. >47 people had opened it. >12 had used it more than once. >One of them was me. >I used it to summarize an email I could have read in 30 seconds. >It took 45 seconds. >Plus the time it took to fix the hallucinations. >But I called it a "pilot success." >Success means the pilot didn't visibly fail. >The CFO asked about ROI. >I showed him a graph. >The graph went up and to the right. >It measured "AI enablement." >I made that metric up. >He nodded approvingly. >We're "AI-enabled" now. >I don't know what that means. >But it's in our investor deck. >A senior developer asked why we didn't use Claude or ChatGPT. >I said we needed "enterprise-grade security." >He asked what that meant. >I said "compliance." >He asked which compliance. >I said "all of them." >He looked skeptical. >I scheduled him for a "career development conversation." >He stopped asking questions. >Microsoft sent a case study team. >They wanted to feature us as a success story. >I told them we "saved 40,000 hours." >I calculated that number by multiplying employees by a number I made up. >They didn't verify it. >They never do. >Now we're on Microsoft's website. >"Global enterprise achieves 40,000 hours of productivity gains with Copilot." >The CEO shared it on LinkedIn. >He got 3,000 likes. >He's never used Copilot. >None of the executives have. >We have an exemption. >"Strategic focus requires minimal digital distraction." >I wrote that policy. >The licenses renew next month. >I'm requesting an expansion. >5,000 more seats. >We haven't used the first 4,000. >But this time we'll "drive adoption." >Adoption means mandatory training. >Training means a 45-minute webinar no one watches. >But completion will be tracked. >Completion is a metric. >Metrics go in dashboards. >Dashboards go in board presentations. >Board presentations get me promoted. >I'll be SVP by Q3. >I still don't know what Copilot does. >But I know what it's for. >It's for showing we're "investing in AI." >Investment means spending. >Spending means commitment. >Commitment means we're serious about the future. >The future is whatever I say it is. >As long as the graph goes up and to the right. https://x.com/gothburz/status/1999124665801880032

smart_doge

Don’t worry, you’ll get to ask your HR out next

thebiglebowskiisfine

I worked there for 30 years. I'm not buying any. PE made a mistake when they bought this from the self proclaimed Jewish mafia. They had no idea how well it was run and how lean we already were. Look at when it was bought - right after COVID. When prices and profits were thought the roof due to import issues and shutdowns. A case of exam gloves went from $35 to $400. The company stopped paying commissions on them because it would have doubled or tripped the reps income. This was one of the largest PE deals in history. PE only works when rates are at 2%. Guess what happened after the market stabilized after COVID and prices dropped / rates exploded. PE raped the org, the highest paid employee in 2024 was a gay guy in HR who was paid to fire people and cut incomes. They paid him 5M. What asshole HR loser makes more than the CEO? What do you think will happen to the distribution business in 2026 when more than half the tenured reps with all the relationships walk away and the new employee they plucked out of the Verizon kiosk takes over? It's a toxic radioactive sludge. The company still owes 25%. They will end up buying it back for pennies on the dollar. Why are they only listing 5B? See other notes below.

thebiglebowskiisfine

I worked there for 30 years. I'm not buying any. PE made a mistake when they bought this from the self proclaimed Jewish mafia. They had no idea well it was run and how lean we already were. Look at when it was bought - right after COVID. When prices and profits were thought the roof due to import issues and shutdowns. A case os exam gloves went from 35 to 400. The company stopped paying commissions on them because it would have doubled or tripped the reps income. This was one of the largest PE deals in history. PE only works when rates are at 2%. Guess what happened after the market stabilized after COVID and prices dropped / rates exploded. PE raped the org, the highest paid employee in 2024 was a guy in HR who was paid to fire people and cut incomes. They paid him 5M. What asshole HR loser makes more than the CEO? What do. You think will happen to the distribution business in 2026 when more than half the tenured reps with all the relationships walk away and the new employee they plucked out of the Verizon kiosk takes over? It's a toxic radioactive sludge.

Technical_Cry_5878

In a Safe Harbor basic match plan, 100% vested means the match is fully yours as soon as it’s contributed, with no vesting schedule. It does not require the employer to deposit the match each pay period. IRS rules allow employers to delay depositing Safe Harbor match funds until their tax filing deadline for the plan year, which can push the actual deposit several months into the following year. It’s called an annual true-up approach, and it’s legal as long as: 1. The full match is deposited by the deadline, 2. It is 100% vested when deposited, 3. Safe Harbor notice requirements are followed. The downside is that the match isn’t invested during the delay, so you lose the growth you would have earned if contributions were made per paycheck, but it’s still compliant. A clear question to ask HR is whether they’ve formally switched from per-paycheck matching to an annual true-up method. I am a subscriber of Ian King Strategic Fortunes and he has often talked about the fine print details and how it’s all in **how** the plan document defines the timing of contributions - so maybe something to look further into.

LogisticsGod

What would HR think if they saw your WSB comments... Calling Wendy's now to get all you idiots fired.

Traditional_Honey108

Hello, HR?

pigeon_shit

Laid off in April. HR/middle management. I’m cooked.

jrinredcar

Can confirm. We use it at work for HR systems and no one could see the holiday calendar for weeks. Absolutely dog shit system. Don't get me started on the recruiter add on ORC. I can't even amned the rejection emails they put in to make them slightly more personal. I recruit blue collar tradesman so need to keep in regular contact so the generic templates aren't good enough!

AlfrescoDog

The **Fed** announced it will buy **$40 billion of Treasury bills over the next 30 days**, beginning **December 12**. Predictably, the **misguided** memes will arrive—Jerome Powell firing up the money printer, and amateur traders posting that a bull market is starting. **Do not fall for that**. Here’s the truth, stripped of fantasy: **This is** ***not*** **QE** (Quantitative Easing). This is not the money printer. **This is** ***not*** **a policy pivot signal**. **This is plumbing**. The Fed is expanding its balance sheet **only to maintain ample reserves in the financial system**—nothing more. The Fed judged that reserve balances have slipped toward the bottom of its comfort zone, and it’s nudging them back up. That’s it. Here’s the **analogy**: Your friend calls and says, “Get ready, we’re going to Las Vegas. Everything is covered.” You imagine dazzling lights, rooftop pools, a weekend you’ll never mention to HR. But then you find out you’re going to a local three-and-a-half-star restaurant called “*Las Vegas*.” Still pleasant, still nice—but not the life-changing event you imagined. That’s what this announcement is.

Internal_Field5970

My back hurts so bad, I need a massage but I feel like if I ask someone at work I might get a calendar invite from HR

PerfectInAllThings

ADBE and CRM have good free cash flow, both undervalued Incredibly boring companies/products but both are a buy There's a concern AI will obsolete ADBE, I doubt it CRM does HR work, Quality Systems (Pharma), etc. Companies have a history with CRM and its hard, risky, and expensive to switch from their existing application. So CRM is my favorite.

Super-Extent-1210

Free to take you our for dinner my darling. Why is HR hot as fuk?

Club-Loud

hello I'm HR, are you free for a catchup at 5pm?

ShittyUsernane1222

im not an insider. job data is probably shit: \-frictional unemployment increased significantly due to shitty HR recruiting practices \-unemployment rate is on an up trend due to "budget constraints", more companies cutting jobs. \-Rumours of Great Recession level unemployment are swirling around with many unverified reports of being fired in the internet \-🥭 refused to publish the the last economic report, I assume this implicates jobs numbers too.

Pretty_Ad_7885

if this premarket bullshit continues i will have to explain to HR why i am shouting racial slurs

liquidpele

Not much will change for the first year, except they'll let go most of your HR, Marketing, and Sales in favor of their own teams. Then a year later you'll realize that their sales people were not selling because they didn't know your products and your products compete with things they were already selling. Also you'll realize that the hiring/promotion freeze wasn't actually temporary while they integrated. The 401k 6% match is nice though so you tell yourself it's fine. Then at about year 2 the HR/sales issues start causing spreadsheets to turn red so they start micromanaging, solutions will have to use certain hardware IBM makes, or certain software components that IBM owns, etc. Any innovation grinds to a halt, and by year 3 you'll look around and and realize all the skilled people left months ago.

Fuzzy_Strawberry4792

Yeah definitely check the actual fees first - sometimes the horror stories about JH are overblown depending on your specific plan. Also most employers don't allow in-service withdrawals unless you're 59.5+ or have hardship situations, so you'd need to confirm that's even possible with HR

Character_Economy928

Im senior accountant, and have said I’m not working weekends, even in the interview. Been there 3 years Most recent meeting, some HR employee suggests I can be on call on weekends to help salesmen. I really need that dude to fuck himself. I work 6-4 and he works 9-5. Any suggestions if they ever ask me to work weekends?

dopef123

I wonder when we'll have a better understanding of what went wrong in hollywood. Seems like something about the current structure just turns out shit. Horrible writing. Bad projects. Lots of weird woke stuff shoe horned in. Kind of feels like some bad HR person took over hollywood and doesn't really understand the business. Would love to see some old school hollywood people take over a major studio and go back to 90's hollywood. Back when you were actually excited to see things in theaters. Now there's occasionally something I want to see but it's very rare.

iAmTheWildCard

I always bring this up during the first interview with the HR rep

ThereforeIV

>Can you call a brokerage and ask them if there is a 401k match for a company and how much? They are likely going to tell you to go ask your HR dept. They just manage the plan, thru don't do the match contributions. >When job hunting I’ve had almost 0 percent chance of getting this information from employer or contracting company where I may end up working full time someday. What? Why not? - First, if you are not an employee then the brokerage is legally not allowed to tell you anything about the plan. That is private customer data and none of you business. - Second, The compensation package including health benefits, 401k match, vacation PTO, etc... Is normal standard part of the conversation when applying for a job. I've never gotten a professional job, workout discussing and negotiating the compensation package. >It’s obvious that if they don’t want to divulge this information it’s prob nothing or small like less than 6% match. Not divulge to whom where? They don't divulge compensation package details publicly on the internet. If you are going through the interview process it is standard part of the conversation. >If you find out what brokerage it is can you call the brokerage and simply ask what the match policy is? As a random person in the internet asking for private costumer corporate proprietary information; no, no they will not. And if anytime does, that person should be fired for cause. That's like sometime calling up your bank to ask much you have in your checking account.

WSBrookie

No but HR may come to me

Fineous40

So he went to HR?

InsideExcellent861

Think "Second Life" but corporate, soulless, and mandatory for HR meetings. It’s a solution looking for a problem.

TherealCarbunc

u/complex-jello-2031 Scratched the surface on this one, looks interesting, what do we think of Lymphir's ability to compete with currently established treatment plans? Mino-Lok feels largely positive and I could see it becoming a standard for CVCs based on the trials results but i'm not sure of it's market value as I suspect the standard would still be to replace CVCs and this would be used for the patients that would be contra-indicated for Here are the key results demonstrating Mino-Lok's efficacy: # 🎯 Primary Endpoint Met (Time to Catheter Failure) * **Endpoint:** The primary endpoint was the **time to a catheter failure event** (e.g., removal due to infection, worsening symptoms, or death) measured in days. * **Result:** Mino-Lok demonstrated a **statistically significant delay** in the time to catheter failure compared to the control group (p-value = **0.0006**). * **Data Highlights:** * **Control Arm (SOC):** The **Median Time-to-Failure (MTF)** was **33 days**. * **Mino-Lok Arm:** The **MTF exceeded the duration of the trial** and was therefore **not estimable (NE)**, indicating the drug was highly effective at keeping the catheters functional throughout the study period. * **Hazard Ratio (HR):** The Hazard Ratio was **0.53**, meaning patients treated with Mino-Lok were approximately **47% less likely** to experience a catheter failure event compared to the control group. # ✨ Secondary Endpoint Met (Overall Treatment Success) * **Endpoint:** A critical secondary endpoint was the proportion of patients who achieved **Overall Treatment Success** (defined as no catheter failure, clinical cure, and microbiological eradication) at six weeks. * **Result:** Mino-Lok achieved a significantly higher success rate than the control group (p-value = **0.0025**). * **Data Highlights:** * **Mino-Lok Arm:** **57.1%** of patients achieved overall treatment success. * **Control Arm (SOC):** **37.7%** of patients achieved overall treatment success.

AbrocomaNegative825

Thanks HR

yellowLantern

So I was citing INTERpath-009 which is the NSCLC trial, as I mainly focus on NSCLC and I'm more familiar with that space. The other comments here are more likely regarding the adjuvant melanoma trial. I think the last data they released on that one was at ASCO 2024 ([Individualized neoantigen therapy mRNA-4157 (V940) plus pembrolizumab in resected melanoma: 3-year update from the mRNA-4157-P201 (KEYNOTE-942) trial. | Journal of Clinical Oncology](https://ascopubs.org/doi/10.1200/JCO.2024.42.17_suppl.LBA9512)). I think what I would look for in an additional data cut is to see if the RFS benefit was maintained, but more importantly if the hazard ratio tightened because it was very wide in that publication HR=0.51 \[0.288-0.906\] with a nominal p=0.019. Basically if the HR crosses 1, then actually it is not statistically significant. In addition, the nominal p is a p-value that is not adjusted for multiplicity, and we could go into a whole stats convo here, but there is a possibility that after adjustment, it becomes not statistically significant which means the trial would fail. I also don't like how they stated that "OS favored combo vs pembro alone; 2.5-y OS rate was 96.0% vs 90.2% (HR \[95% CI\], 0.425 \[0.114–1.584\])". You can see here that the HR CI crossed 1 so it's not statistically significant. Language like that is not what I would consider scientifically professional and can be deceptive. Again, people need to understand that having a drug approved is only the beginning of the process. You still need to commercialize it and gain access to insurance companies and get oncologists to use the treatment by getting it incorporated into oncology guidelines or pathways. Until pembro becomes a biosim (supposedly 2028, but let's be real, I've seen Abbvie extend the Humira patent for years with law suits), this is actually a 2 branded drug combination which means incredible amounts of money to utilize. I absolutely see insurance companies being fairly unwilling to pay for it unless the data is absolutely spectacular.

taplar

I would suggest you check with your HR department. The $23,500 limit is the pre-tax contribution limit. Many 401k programs allow an employee to contribute beyond this limit and the amount that goes beyond that limit falls into a post tax bucket. This feature of 401ks is a part of the Mega Backdoor Roth strategy for high earners. 

Bannedfrompopeyes

Yeah I agree AI can seriously boost productivity, which is sick. But, I’m thinking more about warehouse job, entry level white-collar work, HR stuff, secretary work… Like, if you’re in a field where you could realistically do everything remotely; what stops AI from taking your job if it’s efficient and accurate enough?

Crazy_Donkies

Well, there is a lot of competition in the space, as well as specific products that can be implemented by specific departments.  The IT folks have only so much leverage.  E.g. HR can look to WorkDay and ServiceNow.  Sales and Marketing have CRM and others.  

Corne777

I mean realistically what’s the payoff from AI? Ostensibly the end goal is reduce labor cost, reduce the overall workforce and available jobs. End game wise, for a non AI and tech company how does putting a large amount of the population out of work help them with profit? Aside from cutting costs in their workforce. If I’m an insurance company, I utilize AI to get rid of some HR, developer, BAs, QAs, all graphics designers and photographers gone. And now my client base of insured individuals has gone down because every company is doing the same and people are losing their jobs. I’m a junk food company, same deal I’m more efficient, maybe we get robots for manufacturing and distributing, get rid of truck drivers for automated trucks. Cool, people don’t have money for junk food, they have to just eat beans and rice because they don’t have a job.