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Accounting loving sucks
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Sep 21, 2018 17:58
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| # ? May 9, 2024 00:32 |
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Kawasaki Nun posted:Accounting loving sucks No u
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Sep 21, 2018 18:03
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You’ll also get like $800 in the fall if you take that much. Which means you’ll only get $200 in the spring* *not guaranteed. You might get overpaid like I did almost every semester. And if you drop any classes you owe them the book stipend back for those credits even if it doesn’t change your tuition cost.
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Sep 21, 2018 18:03
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My books are included in my tuition, so does that just mean that I get that money to do whatever with?
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Sep 21, 2018 18:34
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That's what I do. All my books are cheap used ones so I have an extra couple hundred dollars for "educational expenses."
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Sep 21, 2018 19:57
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I’m seriously about to go to the VA and look into getting a hearing aid. Labs are just high pitched voices across the room in my good ear and the whispering droning of a confused teenager in my bad ear and it’s becoming a major point of stress. At least chem lab the kid is kind of alright and understood I can’t hear him half the time but I don’t know if I can do this for years and years. Like I’ve literally gotten poked with pens because I can’t hear someone try to talk to me while the teacher has to yell to have herself overheard while some other table shrieks about Instagram or some poo poo. It’s impossible to focus.
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Sep 21, 2018 22:54
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If you have an iPhone with Airpods (and maybe other headphones, dunno) there's a hearing aid mode that uses the phone mic to amplify sounds around you through the airpods.
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Sep 22, 2018 03:52
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I double checked Ebenfits and it’s updated with the information that they sent out these checks by mail under some general category of like Post 9/11 GI payment or something but it doesn’t go into detail about what they were payments for. I’m also getting checks that were sent out more recently than ones they sent out awhile ago. The cherry on top of all of this is it’s very clearly showing that I HAVE chosen to have these payments direct deposited. The school got its money direct deposited awhile ago though.
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Sep 24, 2018 19:47
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With another week gone by and still no Ch 33 I called the VA. They had no idea about an ETA just that they were really back logged. Indifferent news is better than no news I guess.
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Sep 25, 2018 20:13
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I got paid from the VA late last week, but it was less than half of what I was expecting. Unless they take out 60% in tax.
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Sep 25, 2018 20:19
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A Bad Poster posted:I got paid from the VA late last week, but it was less than half of what I was expecting. Unless they take out 60% in tax. Paid for what? I’m not asking to be a jerk but if I know what specifically you got paid for I might be able to tell you why it was low based on my own experience.
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Sep 25, 2018 20:35
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Oh, yeah, my BAH from my GI Bill. Total brain fart, I've been on my rear end sick all day.
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Sep 25, 2018 20:52
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A Bad Poster posted:Oh, yeah, my BAH from my GI Bill. Total brain fart, I've been on my rear end sick all day. Did you factor in that they only pay for 30 days, and even if you had class on the 31st you don't get paid for it?
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Sep 25, 2018 20:56
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My classes started on the 4th, so I don't think that's it. Or maybe it is. I don't know, this is all brand new to me.
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Sep 25, 2018 20:57
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A Bad Poster posted:My classes started on the 4th, so I don't think that's it. Or maybe it is. I don't know, this is all brand new to me. Take your BAH and divide it by 30. Then multiply that number for the days you were in school for the month. That’s a pretty accurate way to gauge how much BAH you should get. Are you sure it wasn’t a book stipend? It’s difficult to decipher the difference based on line items on your bank account and ebenefits.
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Sep 25, 2018 21:09
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A Bad Poster posted:My classes started on the 4th, so I don't think that's it. Or maybe it is. I don't know, this is all brand new to me. To figure out your BAH, take your monthly benefit and divide by 30. That's what you get per day. And if classes for you started the 4th, then multiply that number by 27. Your monthly benefit can be figured out at the VA's GI Bill calculator. I can dig up a link if you need it.
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Sep 25, 2018 21:10
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It could be the book stipend. It was a hair under $800, which would be weird for them to give me 80% of my yearly book stipend in the first semester. I'm an international student so the monthly rate is a flat $1650, so the math doesn't line up from that calculation either.
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Sep 25, 2018 21:21
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A Bad Poster posted:It could be the book stipend. It was a hair under $800, which would be weird for them to give me 80% of my yearly book stipend in the first semester. I'm an international student so the monthly rate is a flat $1650, so the math doesn't line up from that calculation either. I rarely got less than $750 for my book stipend in the fall because I would register for 18 credit hours every semester. You get $41.67 (give or take for rounding) per credit hour for your book stipend.
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Sep 25, 2018 21:25
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A Bad Poster posted:It could be the book stipend. It was a hair under $800, which would be weird for them to give me 80% of my yearly book stipend in the first semester. I'm an international student so the monthly rate is a flat $1650, so the math doesn't line up from that calculation either. Likely the books, they frontload most of the $1000
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Sep 25, 2018 21:26
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boop the snoot posted:I rarely got less than $750 for my book stipend in the fall because I would register for 18 credit hours every semester. You get $41.67 (give or take for rounding) per credit hour for your book stipend. OK, that's exactly what it is, unless you pulled that $41.67 out of thin air. I'm taking 19 hours and that multiplies out to a hair under 19. Thanks a bunch guys.
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Sep 25, 2018 21:30
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A Bad Poster posted:OK, that's exactly what it is, unless you pulled that $41.67 out of thin air. I'm taking 19 hours and that multiplies out to a hair under 19. $1000 divided by 24 credit hours since 12 is full time. You don’t get a book stipend bonus for taking more than 24 credits in an academic year.
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Sep 25, 2018 21:31
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boop the snoot posted:$1000 divided by 24 credit hours since 12 is full time. You don’t get a book stipend bonus for taking more than 24 credits in an academic year. OK, thanks for the info. Since they've got that rolling, I'm guessing I should expect my September BAH payment along with my October payement on the 1st?
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Sep 25, 2018 21:45
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Whenever I start a new semester I get crazy dribble drab payments after 2 to 4 weeks that you can never figure out what exactly is coming from or for where but it seems to all add up in the end. My wife's however just comes in one big lump and is fine.
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Sep 25, 2018 21:51
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A Bad Poster posted:OK, thanks for the info. Yeah, the BAH is paid out at the end of the month
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Sep 25, 2018 22:04
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Positive: Grad school full-time being 9 credits and the BAH pro-rate is pretty baller at 7 credits. Negative: They don't extend that to the book stipend. Sad! (They base it on the 12-credit hour full-time for Undergrad).
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Sep 26, 2018 00:57
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not caring here posted:Whenever I start a new semester I get crazy dribble drab payments after 2 to 4 weeks that you can never figure out what exactly is coming from or for where but it seems to all add up in the end. Right?! My wife keeps thinking its a gently caress up.
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Sep 26, 2018 06:14
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Please pay me for my services, VA.
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Sep 27, 2018 04:59
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Gents, I need some advice. I have my bachelors in Economics, and currently working in banking/finance. Long story short, I hate working in an office, working for something so insignificant, and am depressed doing this job. I have 24 months worth of my Post-911 GI Bill left, and am contemplating getting a Masters or PhD in a subject that will allow me to spend a decent amount of time, if not most of my time outdoors. The problem is, I have no idea what subject/area of study I am most interested in. I think I would be interested in something along the lines of environment/conservation. But due to my depression from my current job, it is difficult to gauge where my interests lie... I know many people would recommend to become a firefighter. I'd love to become a firefighter, but the market, at least in California, is horrible for firefighters. Plus, my blood pressure might DQ me unless I'm on meds or something. I appreciate your thoughts on the matter.
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Oct 1, 2018 17:14
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My sister studied Geology and she got to do a few trips around the country (and even europe) to look at rocks.
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Oct 1, 2018 17:51
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My cousin has his bachelor's in herpetology. He got to travel to the Galapagos for his degree, and now he works at a zoo taking care of their lizards. Might be something to look into.
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Oct 1, 2018 17:56
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A Bad Poster posted:My cousin has his bachelor's in herpetology. That’s most college students
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Oct 1, 2018 18:06
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Maybe geomatics? Some of what you learned in accounting could even be applicable depending on what you end up doing
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Oct 1, 2018 18:06
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I have a BS in eco and got a law degree. I've been unemployed for 9 months. Don't do what I did.
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Oct 1, 2018 18:44
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boop the snoot posted:That’s most college students 
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Oct 1, 2018 18:48
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mad_Thick posted:Gents, I need some advice. I dunno, get a Masters in Applied Sciences and go do yield calcs for urban farms or something. Basically, find an industry that does large calculations and are very bad about doing them efficiently and then get good at doing their calcs for them!
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Oct 1, 2018 20:15
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mad_Thick posted:Gents, I need some advice. Look into Division of Forestry. My dad is basically a wildlands firefighter and the amount of knowledge required for this is loving insane. My dad is also on a federal team which means that it doesn't matter where the fire is, he goes to it. He helped with the Medicino fires not too long ago. The good news is that you should be able to get continued work considering that wildfires aren't going anywhere. If you want, I can talk to my dad and ask what degree would be best (if he knows) or where to start. You can also find DoF jobs on the USAJOBS website.
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Oct 1, 2018 22:17
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Okay, now I start getting loving cranky. If it's the VA loving up, the school could at least kick me my goddamn Pell. If it's the school and I haven't received a single email or call about it, I'm going to have to email them so the wide-eyed crazy doesn't come through over the phone or in person.
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Oct 2, 2018 03:24
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I'm still waiting too. No tuition to the school, no book stipend, no housing allowance. Called the VA last week and they just said they're backlogged and my claim will be processed in the order it was received.
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Oct 2, 2018 03:47
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Did you register with your SVO?
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Oct 2, 2018 07:37
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| # ? May 9, 2024 00:32 |
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Ok gents, I've been doing a lot of interviews lately on both sides of the table, for reasons I can explain later. I've helped enough people / answered questions / etc. enough in the past few months about this that I should probably make a full and proper effortpost about it, since a lot of goons seem to be getting done with school and starting to enter the proper educated workforce. I'm putting it in this thread because it's a better place for it than the regular chat thread. CAVEATS: My background is that of a low/middle management, white collar worker in the DC-area military industrial complex, clocking in at roughly 7 years of experience, 4 years in-industry. Just enough to fill a senior role as an analyst and a mid-level for management. Some of the stuff that I'll be discussing will be industry specific, but a lot of it will be generic and universal because white collar work is generic. So you'll have to excuse me if some of the stuff I say doesn't apply to your aspirations to be a horse butthole inspection roughneck or something. Specifically, my focus is on the dreaded "Culture Fit" portions of interviews, as my background is that of a generalist rather than a specialist. I have interviewed potential subordinates (~100), peers (~50), and superiors (~10). Recently, to keep my skills sharp and save some cards for a potential power play later, I have been interviewing at other companies for my level or above. I am 3 for 3 on getting offers in this adventure, which is largely meaningless, but I'll explain why later too. I will not be talking much at all about resumes. That's another topic for another day, that requires a lot more in-depth industry specific discussion. The only thing I will say is that if your resume isn't one page long, I'm not reading it unless it's insanely interesting and for a senior position. I don't expect cover letters per my industry, but if you provide one, and it doesn't blow my socks off, I'm tossing your resume without reading it. I've had resumes in the past with amazing cover letters and advanced the candidate based on that. So consider them a choose your own adventure - just be aware if it's not interesting it will sink you. TERMINOLOGY: Junior refers to people just entering the workforce. Age is largely irrelevant, but they tend to be in the 22-26 range. Experience is typically 0 to 3 years in-industry. Your resume will fit on one page. Mid-level ('mids') are 3-7 years related experience and are the bulk of the workforce. Age is also irrelevant, they can be as young as 28-ish to as old as whatever. Your resume will fit on one page. Seniors are 7-10 years of related experience, and again if you're noting a trend, age is irrelevant. My first program manager was a year younger than I was, having worked in-industry since 22. You resume will fit on 1.5 pages at the absolute maximum, ideally still just one. UNIVERSAL RULES: If your application has moved forward, DO NOT HARASS THE HIRING POINT OF CONTACT. Email them one time, at least a week after, and don't be surprised if they ghost you. poo poo happens. Resumes don't include references anymore. If I want them I'll ask for them later in the process - or, more likely, HR will ask for them. They take up valuable room. If you're a junior it's ok to pad your resume with poo poo like knowing office or being self-driven. I don't want to see that poo poo on anybody mid level or above. ---------- THE PROPER INTERVIEW PROCESS: The proper interview process consists of several components, which I will be covering in detail below: 1) An online application* 2) A phone screen and/or phone interview 3) An on-site interview 4) The closing negotiations. 1) The online application. This gets an asterisk next to it because sometimes if the company is small enough, you don't have to do this one. I was a referral hire at my company and I still had to fill out the online application because the talent management software that is popular with most companies does not really like it when you manually put someone into the system. It's just easier for everyone involved to just loving fill out the thing. The purpose of this stage is to screen out the absolutely insane amount of applications that are straight up invalid with the job requirements. I hate them, you hate them, but there's nothing that can be done about this. I found this out when I put up my very first requisition and HR informed me that they had received 7k applications for a 14-day req, but the system had screened them down to roughly 500. Seven. Thousand. Who was screened out, you might ask? People that live outside the US. People that checked off 'NO' to 'are you a US Citizen'. People that don't have a bachelors degree and/or an expected bachelors degree by next year. People that have a PhD. All of this poo poo was straight up in the requisition posting. It doesn't matter, people will apply to anything and everything because idiot career counselors still dish out 'just apply! you lose nothing if you just apply!' advice. Seriously, these things are awful. Especially the ones that make you fill out every block from your resume then require you to attach your resume anyway. .......... 2a) The Phone Screen. So you've been contacted by an actual human being that wants to talk to you! Hooray! The purpose of this screen is to make sure that you actually didn't just check off what we thought you wanted to hear. Sorry, this person is likely from HR and has absolutely no power to do anything other than ask you questions you probably already answered. It's lovely to get to this stage and hype yourself up thinking you're almost there, but again this is a necessary component of the process. You can find out if this call is a phone screen or a phone interview, if it's not immediately obvious, by asking the emailing/calling person. It's 100% ok. Say something like "Just so I'm adequately prepared, is this a screening call or an actual interview?" and your contact will tell you. They aren't going to pull a gotcha on you, they're already burning time contacting you. Phone screens are quick calls, sometimes as short as 5-10 minutes. They look at your resume and you verify certain parts of it - sometimes distilled down to 'would you say you have between 5-7 years of experience in this industry?' or 'how confident are you that you will complete your degree by [insert time]?'. It's nothing personal. 2b) The Phone Interview*. Hooray for real! This is sometimes combined into one call, sometimes it's not. This is likely with a person that has actual for-real hiring power! But don't get too excited yet, as you're only just starting the actual interview process and there's probably 12-15 people in this pool. The questions that will be asked in these calls are often entirely work history / technical related. The reason behind that is simple: We're pretty confident that you're not lying to us about your basic qualifications, now let's see if you actually have technical skills. I can't tell you what questions will be asked beyond that, as it's 100% company/position/industry based. Just be prepared if you have an actual phone interview to be prepared for a majority of technical skills questions. Phone interviews can last anywhere from 30 minutes to an hour or more, your interviewer will let you know before you agree to a time. Please make sure that you have a quiet place with good cell reception, that you have verified beforehand, to take the interview call. I've had applicants on a call do it from outside; which is fine...except it was a windy day. Or in a stairwell with bad cell reception. Really fucks with the process, which could end up in your rejection because we couldn't get the detail we needed because we had to repeat the question/answer six times. *THE WEBCAM INTERVIEW: This gets a special note. Sometimes you'll have to do these in place of a phone interview. They're loving awful and I hate them. What's going to happen is you're going to have to dedicate a space and time to properly set up a webcam, dress up like it's a real interview, and awkwardly answer technical questions while staring at a camera on your laptop. It's going to be low quality and lovely, and you're going to be nervous and awkward. For the love of god make sure you wear pants, and do a sound check BEFORE the interview. RED FLAG: If you're given any sort of take-home homework that requires more than an hour, two hours tops, without compensation. You'll see this in computer toucher jobs a lot with programming tests. I recently had to do one that involved a program management case study - an hour to read, half an hour to write. That's the upper limit of what you should tolerate, but it's up to you how badly you need/want a job that makes you jump through hoops like this. RED FLAG: If you're hired without an on-site interview. Yeah, sometimes this happens. That doesn't make it a good idea. If they hired you without making sure you're not some kind of sentient crustacean with the personality to match, what's to ensure that your coworkers aren't? I'm not saying don't take the job. But it's like buying a car without a test drive  ........... 3) The On-Site Interview. Aw poo poo, you're in it now. This part is going to be a lot more detailed because this is it, the big leagues. The company is spending actual real money on you now. But don't get cocky, as there's probably 4-5 people that made it this far and you're just one of them. But, chances are they're either flying you in or paying you mileage to get here. If you're being flown in, chances are it will be early in the morning for a mid-morning interview followed by a late afternoon return flight, unless your interview is multiple days long or there's serious distance involved. This isn't a vacation, so don't gently caress with the travel plans unless you have to. Often enough companies get a special rate for doing same day in / same day out. WHAT TO WEAR: The uniform of the day for your industry. This is my cop-out answer, sorry. I don't want to have to argue with ten goons saying 'lol west coast doesn't wear suits' or something like that. Here's a slightly more detailed answer SPECIFIC TO MY INDUSTRY (and probably just for men, sorry): JUNIOR: You should wear at least a buttoned shirt, tie, and dress pants. Make sure your belt is the same color as your shoes. Don't wear overly fancy things unless you're 100% certain you can pull it off. Standard, extremely boring shirt/tie combo. At the junior level people don't expect you to be able to afford a suit, but if you can make sure it is tailored to your current weight/shape. A 250-dollar suit with 20 bucks in tailoring looks better than a 1000-dollar suit you bought off the rack with no modifications. You will not be judged how you dress if you wear things properly. MID/SENIOR: You should wear a suit that is properly tailored, with conservative shirt/tie colors. Can't go wrong with a dark suit, light blue shirt, and red tie with minimal patterns. But again, I'm not a fashion expert nor can I speak for any industry but my own on this one. RED FLAG: If the company expects you to fly in on your own dime without reimbursement. Or any travel really. I interviewed with a company a few weeks ago that paid for my metro ride to get to their office and coffee I bought at the shop in the building while waiting. Four years ago when I was looking for a job in the DC region, both my finalist companies paid for me to travel from Connecticut to DC to include parking fees at the airport, cab fees, breakfast (for the incoming flight) and dinner (for the return flight). If you're doing any sort of actual real travel (>35 miles) and the company has no mechanism to pay you for the effort, then you have to ask yourself how much you want that job. RED FLAG: If the company is unwilling to front you the money to travel if flight is involved. I was a broke-as-gently caress fresh graduate working at a non-profit. One of my finalist companies originally wanted me to fly on my own dime (~800 dollars given the short notice) and they would reimburse me within 30 days. I talked to the travel person and they gladly charged it on their end; on the precondition that I give them >24h notice if I cancel. Which worked for me, because I had 400 bucks in my bank account at the time. If a company isn't willing to buy the tickets/make the reservation for a hotel (if needed) then it really shows they give zero fucks about applicants that can't cough up a grand or more for thirty days waiting for reimbursement. .......... Ok, so now that that's out of the way, time to actually get into the dreaded on-site interview process. What can you expect: More than likely there will be a few people involved in your interview process. A good on-site interview involves multiple people, preferably the people that you'll be working with on a regular basis. This could be direct team members, members of your larger team, etc. All of my interviews that I've taken recently involved at least one subordinate, one peer, and one supervisor. All the interviews that I've given have been as a peer, supervisor, or subordinate. This is important because the company needs to get a number of perspectives from multiple levels. It depends on the industry and company, like always, but there will *probably* be little technical skills questions asked at this point. They've done their interviews for that already, and your skills have been demonstrated enough that they don't have to play that game. So why are you there? This is a culture fit interview. .......... THE CULTURE FIT: The catch-all reason to hire and fire, the most subjective of all deciding factors and the overriding aspect of an applicant. Abused by some, hated by many, necessary for all. We can crack jokes about how some places use the term to mean 'not white enough / not hot enough / went to the wrong school' but that's not what I'm here for. The culture fit is actually important when you're talking about it properly, and I'll explain why. Human Capital (that's you!) is expensive to replace and expensive to retrain. It can cost many thousands of dollars in labor and expenses just to hire someone, even juniors. It costs money even if you're fully trained, because you have to spin up to your new environment, a process that can take anywhere from a month to a year - during which you might not be a good return on investment at all. Most importantly it costs a lot of money to replace someone that left, because you've got that position/labor slotted out and now it's empty! This problem gets exponentially harder as you scale upwards, and can rapidly create a toxic environment. As I've climbed the ladder, I've learned just how loving expensive people are when they leave, and how much that eats into your overall profitability in a business unit. It's a lot of loving money. WHAT YOU CAN EXPECT IN A FIT INTERVIEW: Fit interviews can be conducted in a variety of ways, but the most common way is to just have a conversation. It's very hard for an applicant to maintain a carefully curated persona if they're doing four fit interviews back to back over the course of two hours. The purpose of all of these is to get you out of 'I'm in an interview oh my god' mode and into 'I'm having a nice chat' mode. It can be a little forced sometimes if both people don't have at least some chemistry, but it's usually fine. For subordinates, I screen for people that are hungry. I want my potential subordinates to have ambition, even if they have no idea how they're going to get to a destination I want them to at least know where they want to end up. I can accomplish this by asking them questions about how they picked their major or school, and letting them tell me their life's story from that point. I'll interject with questions periodically not just because I wanted more detail, but because I want to see if they're running off a script or can't handle people interrupting them. I've had one person snap back "if you recall what I just said" in an annoyed tone which caused me to pretty much nix the entire process. For peers, I want to make sure that they're capable of handing not just their assigned workload, but also any additional responsibility thrown on top. Sometimes they literally start with a story that explains that using past work experience, which makes life easier. Sometimes they don't, so I try and direct questions that let them tell a story of increasing levels of responsibility. I want to be assured that as a peer, sometimes poo poo happens and I need to be able to rely on that person to help out with a reasonable request. For superiors, I want to make sure they're not going to be huge dicks. These people are very tricky to do a fit interview for because they often are well versed in interviews at this point and will try and run circles around a central personal theme. I try and ask questions more about the teams of people they managed, rather than the work they did as a manager. Not just because I might not be familiar with their type of work, but because good managers know that it's the people under them that got them where they are. I'm also extremely careful to pay attention to the tone that they take when responding - I don't want to work for someone that browbeats or mansplains everything. .......... 4) THE CLOSING NEGOTIATIONS - This part is a little tricky because you actually should be doing this at the end of your phone interview AND your on-site interview. This is the part where every interviewer (should) ask: Do you have any questions for me? THINGS YOU ABSOLUTELY SHOULD ASK: What is the expected timeline for next steps, should I move forward in the process? Obviously you should only be asking this question to someone who might know; you don't ask this question if you're doing a subordinate or peer fit interview. The answers you'll get will probably not be anything more substantial than 'we expect to move forward in a week or two' but you would be surprised. We had a few applicants ask this, get told 1-2 weeks, and THEN drop the bomb that they have a pending offer and need an answer in a few days. Sorry fucko, we got more people to interview and day jobs so I guess it's goodbye. Likewise, I asked this question four years ago and got told that HR moves very slowly and it will be likely closer to a month before I hear anything. It never hurts to ask. WORK/LIFE BALANCE: If this is important to you (and it should be, IMO), then this is a question you absolutely should ask. Ask your interviewers in your fit interview when they last took PTO. You're going to get a variety of answers, but the thing you're looking for is what is expected of me at this level. When I was interviewing for my current company years ago, I asked my peer fit interviewer and they told me they just got back from a three week trip to South Africa. I asked my supervisor fit interviewer and they told me how they took a vacation to Disneyland to celebrate the end of proposal season. I asked another peer fit interviewer and they hadn't taken a vacation in a long time, because they were a workaholic so they just donate their PTO to others. When I asked a company I just interviewed with that same question, I was given a bunch of bullshit answers like 'whenever I can sneak away from the work' or 'I take a mental health day sometimes'. That doesn't paint a good picture for me, it says that either everyone is working themselves to death because they want to (no, because peer pressure), or that the project is so poorly managed they can't afford to have people missing for more than a day or two (hard no). Don't ask about compensation because you're not at that level yet. Don't ask about benefits unless they volunteer that poo poo out there. It's incredibly offputting to have someone in a fit interview, roughly 75% of the way through the process, tell me that they won't leave their current gig unless we pay for their relocation and give them a 5k signing bonus. Buddy, we do both of those things if you're important enough, but you don't dictate the terms at this point; and you certainly don't demand it of me, a guy with limited direct hiring authority doing a peer interview. .......... A universal truth is that beyond technical skills, which are usually pass/fail, you're telling your interviewers a story. You don't have to be a dashing adventurer that travels to parts unknown with a talking monkey on the weekends to be considered interesting. One of the best fit interviews I've done so far has been a 15-minute conversation in a peer interview where the guy was talking about restoring an old sailboat with his dad. I don't know poo poo about sailboats, but he went into sufficient detail in little tangents to explain the core concepts to me and I understood it. Which is good, because we were hiring this person to work on (drumroll) a knowledge translation project. fin
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Oct 4, 2018 19:17
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