yes yes, BCRX is a really weird way to spell GME/AMC/BB etc. Moving right along....
The Shorts - The Side Show
Let’s be honest, the real reason anyone is in WSB right now is to fist shorts. BCRX, however, is also a company that needs to gap up to reach fair value. Fist the shorts and hold the gains.
Biocryst has a high and steadily growing institutional ownership currently reported at 71%. Biocryst has a float of 175m (124m of which are held by institutions), who are buying every share they can and not likely to sell any time soon. This leaves 56m tradable shares. The shorts have 30m shares or 70% of the tradable float. This is not as big as the $GME naked short taken on by u/DeepFuckingValue. But, we think this is a stock that if it gaps up can hold the gain based on value. Institutions run an algorithm almost every day and short the stock (check the charts). We can make these fuckers squirm with the slightest effort.
Rating: 🚀🚀🚀🚀/10
Orladeyo - The Prelude
Orladeyo has recently been approved in the US and Japan to treat Hereditary Angioedema(European approval expected shortly). HAE is a rare disease that affects roughly 1/50,000 people, or about ~25,000 people in the three regions mentioned previously.
Orladeyo treats a rare disease and that means the medication is expensive. It costs $485,000/year in the US and will roughly cost half of that in Japan and the EU. The company has projected they will capture 40% of the market (page 15). Capturing 40% of the market is a share price of $70 when trading at a reasonable (if not conservative) 7x revenue multiple. Work your own numbers and you’ll find SP should be more than $9 and the current market cap of 1.6 billion. FDA approval of Orladeyo enabled BioCryst to cross a bridge from a small unprofitable research company to expanding commercial biotech now engaged in execution.
Rating: 🚀🚀🚀🚀/10
Factor D - The Main Event
Factor D is the blockbuster. Full stop. The company is already pursuing PNH but has indicated their intended subsequent targets for this drug. They’re small targets like “Lupus” and “IGA Nephropathy” along with 6 others (page 24) and it’s already being hailed as “best in class”
So what’s this look like money wise? Alexion’s drugs SOLIRIS® and ULTOMIRIS® are the current treatment for PNH those make up 4.3B of their 5B revenues. AstraZeneca just bought them out for a whopping 39B. If Factor D receives same valuation, that alone puts SP at $222 given our float. The sky is truly the limit over the next 24-48 months. The point is, the company is ready to gap up on merit, but is being held back by high short activity.
Rating: 🚀🚀🚀🚀🚀🚀🚀🚀🚀🚀/10
Galidesivir - The Wild Card
If you aren’t already excited, maybe you’ll be excited by a drug that provides 90% protection against Ebola when dosed 72 hours post exposure. Huge Ebola outbreak? BioTerror attack in a major city? Think humanity might end in a pandemic more lethal than covid with people hemorrhaging blood from their eyes? No problem. Just distribute the galidesivir and most everyone will be protected. (Animal studies suggest high protection against Zika, Yellow Fever, Marburg, Tick Borne Encephalitis and others).
Why didn’t we already have this drug? That’s anyone’s guess, but politics seems to have something to do with it. No one can yet determine the value or ultimate use of galidesivir as it is tied up in government development contracts. The company has already stated that it is developing galidesivir for government contracts and shareholders seem to have little to do with this. So, we’ll just call this the sleeping wild card.
Rating: 🕵🏽‍♂️ 🛸
FOP- The Feel Good Drug
This is not a money maker. But, in case you haven’t found a soft spot for this company, they appear close to a first time cure for an extremely rare disease called FOP. It slowly (and painfully) cripples children when their joints fuse together with excess bone. Children affected by FOP often end up wheelchair bound by age 11. Can’t tell you this drug will be a money maker as the affected population is too small. But, gosh, don’t you want the company to succeed?
Rating: ❤️
The Competition - The Class Clowns
Disease: Hereditary Angioedema (HAE)
For the prophylactic (preventative) market, the competitors are Cinryze, Takhzyro (from Takeda) which are IVF and subcutaneous injections respectively. Haegarda (CSL Behring) has a subcutaneous injection as well. Orladeyo recently received FDA approval to be the first and only oral prophylactic treatment for HAE.
The patents of the competitors expire in 2032 and no generics are expected on the market before 2032. Orladeyo was granted extended patent protection until 2037. Royalty Pharma did a deep dive on BioCryst’s expected Orladeyo revenues when it agreed to royalty financing that enabled BCRX to fast track Factor D development and expand it to 8 clinical indications.
Disease: Paroxysmal Nocturnal Hemoglobinuria (PNH)
Alexion holds the sole drug Soliris and its spin off Ultomiris (both IVF C5 inhibitors) to treat the rare blood disorder PNH. Alexion has market exclusivity until 2025 for Soliris. This activist letter and this article highlight that analysts believe the 39B purchase of Alexion was a fire sale due to mismanagement. If Factor D received at least the same discounted valuation as ALXN, that would mean its market cap would increase from 1.6B to 39B. Excited?
Factor D is expected not just to be equivalent to Soliris, but exceed it. BioCryst Medical Director Bill Sheridan believes Factor D will make competitors “obsolete” as it cures patients earlier in the disease process than C5 and C3 inhibitors. Unlike competitors, Factor D will also be both an oral pill *and* a monotherapy. In other words, there’s not much competition. Also, PNH is only the first of 8 serious illnesses expected to be treated by Factor D.
The Insiders
Still not convinced? CFO Anthony Doyle joined BioCryst April 02, 2020. Four months after joining the company he used $220,320 of his own money to purchase shares in BioCryst ATM. As he is mortal like the rest of us, we assume CFO Anthony Doyle also pays taxes. Therefore, it appears as if he put the entirety of his after tax salary, for a whole year, into aligning himself with shareholders. Famed biotech investor Alex Denner has also been accumulating a passive position, ATM, right next to retail, as recently as a couple weeks ago.
Rating: 🚀🚀🚀🚀🚀🚀🚀🚀🚀/10
Too Many Good Things?
BCRX researched small molecules and crystalline structures for years. If that’s opaque, the easier way to think of it is they first developed an engine and are now in execution and placing the engine into cars.
No More Shareholder Dilutions
If your interest is perking, you’ll be happy to hear CEO John Stonehouse promised(listen to question and answer section) there will be no shareholder dilutions, as all company operations are funded into 2023. The company does not plan to revise guidance.
This post was prepared by a group of longs on stocktwits. Come, join us.
Not investment advice, just some DD by some longs.
Positions: GME, BCRX

Ok so this goes way back and still leaves me fuming This is my very first post will be probably long winded but there is a reason :)
Background: I will call myself Daisy qualified as mechanical engineer in the mid 1980's working in Textiles, in a little African country, Players.
Ed the consultant with carte blanche , ed was there to assess performance but also investigate why a profitable company takes a nose dive within 18 months.
The villains are Bob, NoB BoN
Story is long, take a break get yourself a coffee/tea/ shake/ cocktail whatever rocks your boat..
I was part of a management team employed on behalf of an NGO (Non Govt Organisation) company funded by the Commonwealth and IMF ( International Monetary Fund) to help set up viable labour intensive industry for this country in the Mid 1990's.
To start with this was a dream job Free luxury accommodation in a secured village with Tennis courts, swimming pool. Free utilities like electric, water and telephone landline (no internet at that time and no mobiles in this region) Free private schooling for my 3 children A monthly allowance ( note not salary) and a great pension.. the catch was that my husband was not allowed to work permanently, he could consult for companies but not be employed as part of the work and residential permit process I was the total breadwinner. I was respected by the management team and my employees. I loved the people of this nation, the culture the warmth and the willingness to learn even if the majority of the employees were Illiterate - I helped set up schools to improve their verbal and written skills not only in English but also in the local official language, I woke each day ready to tackle the challenge and see the company flourish and become profitable
The company becomes very profitable and as part of agreement with the CDC (Commonwealth Development Corporation) & IMF ( International Monetary Fund) it needs to be sold to investors in this country as a profitable venture with the caveat that all local employees remain in employment for 18 months.
The order books were full, the bank balance very healthy on the day the new owners came in.
The new owners have their headquarters in South East Asia, this is when the troubles began New CEO (NoB) and CFO (BoN) come in and first order of the day is to remove the majority of the previous management and bring their team in.
I was told in no uncertain terms that as a female I should be home breeding and not working, my time was up hmph. the company starts "loosing money" within 9 months, this new team started blaming the local employees, this meant that head office sent in an independent observer ( will call him Ed) to feedback proposals to the group's CEO in South East Asia, this is important for later.
I had to have medical leave for 8 weeks and whilst on medical leave the CEO makes decision to cut off free private education for my children and no more free utilities or food allowance WITHOUT adjusting my Allowance - remember as a true expat the company owns you totally - I made a formal complaint but was told if I did not like it the company would inform the Country Government that I had been fired due to not being qualified, this would have meant 48hrs to leave the country with NO support from the company this means my family would loose everything and become distitute!
On my return to work they Demote me and place their own man to run my previous department ( engineering and maintenance)
I go to introduce myself to my new Manager ( let's name him "Bob" ) Bob refuses to shake hands and states that he is there to make my life hell and get me fired.. I saw RED.. NO ONE THREATENS MY FAMILY'S wellbeing and gets away with it, he was only the spokesman for the senior management.. Pay Back is needed
I decide to start investigation on what is going on...
In the 12 months that this new management team has taken over.. the company is now in serious debt. New equipment that had been installed by the NGO previously has to be "sold" to help pay salaries. The pension fund was found to be "under funded" explained as the NGO having "taken money out".
This management team has somehow brought over extended families that were all being educated in top Universities either in South Africa or even the UK as well as top private schools in the region for the younger children, there was also extended house staff and drivers.. all of this coming out as "losses" in the company books. To top it up I find out that my new Manager's University Doctorate degree was fake! This management team treat the local staff as sub-human, I had had enough of this Bullshit,time to sort these wankers out.
STAGE 1: Prove current boss is not qualified in what he says he is..talk to Ed about my suspicion, show him the transcript from telephone conversation with the University that he has a PhD from and we set a trap..
We have a set of machines that are seriously underperforming , Ed and me work out a plan where I walk into lead meeting late I was to be quiet until Ed asked, we wanted to give Bob enough rope. In the meeting I sit quietly whilst Bob blames the local operators, the local maintenance fitters for all the woes that are happening and reasons why we can't meet the order book demands, Ed sweetly asks if there is a possibility of a mechanical issue and Bob denies it. Ed then asks me for my opinion.. I explained that Bob has been Changing suppliers of critical component to cheaper versions but somehow they still cost the same on the "official" books, I had evidence that demonstrates that Bob was receivng a significant percentage of the difference on the side. I also stated that I could fix the problem using some of the correct components, if I was wrong then by all means I could be fired. Ed sets a challenge to me and Bob, each one of us has a team of fitters and our chosen components.
Bob storms to shop floor and does his usual screaming at everyone, I go down and explain what I was trying to achieve and how it would benefit the operators and get the project going at end of week I have to report back to management team, Ed had asked a few operators, mechanics and production supervisors how Bob worked and if there was any attempt to sabotage my project.. Needless to say Bob did try everything, Ed gives Bob a chance to come clean but Bob still stated I was a liar and knew nothing. Ed stands up goes to the door opens it and outside is Bob's Family, Ed had organised drivers and contacts to fly to South Africa pick up all the Children from schools and Universities and for those in UK the University was informed no company funds would be forthcoming, then he proceeded to give each of Bob's family plane tickets for the following morning . Company security guards and police were sent with Bob to his bank where these funds were frozen due to fraudulent transactions, he accepted a plea bargain, he will not be welcome in Africa ever and his home country police where informed When Bob landed in his home country the head office had organised a police escort.. basically he was unemployable and his family greatly shamed.. I hope he got his just desserts couldn't care less - Stage one complete!
Stage 2 the final event prove NoB and BoN have been defrauding the company and Country...
NoB and BoN were still in charge of the company this is now 18 months from take over.. the stated clause that the workforce could not be touched was up NoB and BoN called an all site meeting.. they stood upfront with tears running down on how the NGO had lied about the company orders and profitability, how they are trying their best but the company is really struggling and people will loose their jobs.
I had been working closely with NoB and BoN's secretary, so had been able to access the info needed- survival kicked in
As I was part of the original management team I had the original accounts that were audited as part of the CDC and IMF funding for the NGO.. in between I accumulated information on the losses being shown and the missing money going off- shore into private accounts and not the head office accounts You see these 2 did not respect women or the locals and assumed that what was being done would not be picked up.. if they had bothered to understand who they employed in the office they would have found that the purchase officer and the accounting supervisor were qualified accountants with close links to Government, the banks and they were.. you're right - women.
I had explained that there would be a time when we needed evidence to safeguard the money and people's livelihood.. so the files had been building from when they were in 6 month to now a year later..
NoB announces that 66% of staff will have to be let go, again I talk to Ed and give him the evidence we had been accumulating.
NoB calls me to the office to tell me that I am redundant with immediate effect and that to be able to stay in the country to sort out my family I would now owe the company rent that was Twice my given allowance.. I lost it... I literally turned around and explained that in less than 24hours he would have no future, his family would have no future, no matter where they run .. they would be found.. I knew this to be true as Ed already had the wheels in motion. This time the Group Chairman walks in on my heated conversation together with the IMF representative and BoN in toe.
Nob was fired on the Spot loaded onto a plane with an international warrant for fraud.. the IMF persued this fully .. they were screwed.. in this South East Asian country a stain on your trustworthyness means you are untouchable...
As for me.. well the company limped along but I no longer trusted anyone from that group.. myself and my husband found employment in another regional country this time both of us had work permits and also had airtight contracts.. no one will ever screw us over or make us feel like slaves The message was- do not threaten my children or my family ... I will destroy you by waiting until you hang.. not proud just realistic. Update: After I left this company I actually ran a little guest lodge .. wanted a break from the chaos only to get into other type of chaos Now living in the UK, came home to my husband's home town Some other stories will be told though they will not beat this one.. will probably need to have these either under entitled, choosing beggars or pro-revenge.. Your support really super..

Hello everyone! I’ve been a long-time lurker here since I discovered FIRE back in 2014, but I’ve rarely posted. I hit $1 million earlier this year, and I wanted to share my story and hopefully exchange some valuable insights with you. It has taken me a while to work up the courage to share, but here goes. I’ll try to keep it fairly short and simple, although I apologize in advance for the long Background section, and I’ll follow up with more details as they come up in the discussion.
TL;DR: I’m 34, single, watch collector, no children (and don’t plan on having any if I can help it). My NW reached ~$1 million at the end of August 2020. I increased my liquid net worth from zero to $850,000 in 6.5 years, and I aim to reach my FI number of $2.5 million by age 41. I don’t hate my job, but I do hate that it keeps me from staying fit and active, so the sooner I become FI the better. Look at my charts. Ask me questions or for more charts. Thank you for reading!
Background
I grew up middle class in a developing country (Middle East) as an only child. I was privileged to have parents who were more than willing to forego most pleasures in life—including travel, nicer cars, etc.—and to instead spend every penny they had to make sure I received the best education possible. They put me in a private American school and paid for my college education, but they also were not the absolute savviest with money.
My health and education came first for my parents, but what came a very close second was every little whim and desire I had as a child—they spoiled me. They almost never invested, and instead spent all their extra money on whatever clothes, computers, videogames, music CDs, cameras or extra pocket money I wanted as a teenager. They found it very hard to say no to me. Because of this I grew up not knowing or appreciating the value of money, and by the time they (involuntarily) retired in their 50s they had virtually no savings.
What’s done is done, right? By the time I woke up to all this in 2013, I was 26 years old and armed with a pretty good education, but I hadn’t exactly been all that successful since graduating in 2008. I had gotten my CPA back in 2009 and was working at a public accounting firm making a measly $12,000/year (yes, that low, because developing country).
I hated my job, mainly because of the people I worked with, but I won’t get into that in any great detail. There was just a big gap between the way I had learned to work in a private/American education and the way I had to work ‘out in the real world’. I also had not been promoted in several years because I was seen by my peers and supervisors as a poor team player.
Anyway, in early 2014, everything changed! Thanks to the way my education and career start looked on paper—and thanks to LinkedIn Premium which I was (and still am) paying $30/month for—I was headhunted for a financial controller position in an east African country. This of course meant leaving my family, my city and my friends, and starting all over. To me this was all very new and scary, but it was almost a complete no-brainer. The move was to propel me from $12,000/year to $75,000/year + all the benefits that come with an expat position.
One thing that made it even easier for me to work abroad was my U.S. citizenship, which I got from my father’s side of my family. Anyway, I packed everything that mattered to me in a few suitcases and got on a one-way flight. My liquid net worth was negative at the time; I had $25,000 worth of credit card debt, plus more owed to my parents. I paid it all off within a few months of moving, but my parents later refused to let me pay them back what they’d contributed for an apartment back in my hometown. The apartment cost about $115,0000 and they’d paid for half of it. I still own it.
Since I made that move in 2014, I have made two more moves to other countries, and I’ve grown to quite enjoy my job and responsibilities. I’ve been promoted three times, and each promotion or move has come with a salary bump. I am now a CFO and my income has steadily climbed from the $75,000 in 2014 to $110,000 now in 2020. In addition to that, I get a ~30% performance-based bonus, and a 6% retirement benefit, plus company-paid housing, furniture, utilities, car, gas, internet, phone, house help, gardener, and two flight tickets home per year.
I’m fairly happy with how I’ve done over the past 6 years, but I look back and I still think to myself: What if I hadn’t been so spoiled? What if I’d learned the value of money earlier in life? What if I’d saved my money and started investing at the age of 21 instead of 27? Where would I be now?
Current financial position
I have an insane Excel spread sheet I’ve been developing and using for the last 6 years. I track every dollar I make or spend, every stock I buy, and hundreds of metrics. I do it religiously, and it’s made it very easy to pull numbers out to share with you guys.
In this chart, my total net worth over time is in orange, and my liquid net worth is in black. The green line is my stock portfolio.
This table breaks down my current net worth near the end of 2020 and each of the previous 6 years. I’ve kept things pretty simple and my stocks are split between two individual accounts with two brokerages—there’s no 401k or IRA of any kind. As a U.S. citizen with no home base in the U.S., I get to exclude much of my income under the FEIE rule, but it also means I can’t contribute anything to a tax-advantaged account.
EDIT: Several of you have pointed out an error I've made in the original chart and table. I erroneously included in my illiquid net worth (from 2014 to 2016) a separate property that my parents owned until 2016. I was tracking the value of that property in my spreadsheet before it was sold in 2016, but it was never a part of my own net worth and it shouldn't have made its way into the table and chart.
I've updated the table and chart. Thanks for pointing out this error!
These are currently my 6 largest stock positions:

Stock	% Gain	Value
TSLA	+411%	$ 100,400
NFLX	+43%	$ 79,800
AAPL	+51%	$ 77,000
FB	+281%	$ 61,200
AMZN	+104%	$ 48,100
MSFT	+62%	$ 39,300

This chart shows my income and how much of it I have spent/saved since 2014. I had a particularly low savings rate in 2016 and 2017 because in those years I pursued (and paid mostly out of pocket for) an expensive top 20 MBA degree. I find out more and more every day that this degree is (and will probably continue to be) completely useless to me, and that the ~$85,000 I spent on it would have been much better invested in the market. My CPA is what I need for my job, and my company never cared whether I got an MBA degree.
You can also see evidence of a fair amount of lifestyle creep between 2018 and 2020 in the chart below. In some years I travelled more than others, but generally my living expenses now hover around the $25,000/year mark.
I’ve also been very fortunate to have invested during the recent insane bull run, and this chart shows just how much it has helped my net worth over the last couple of years.
You can see in the chart that as of now near the end of 2020, I have invested a total of $300,000 into the stock market, and my portfolio’s estimated value at 12/31/2020 is $680,600. This makes for a total return of 121%, and I’ve calculated an annualized return of over 50% based on the timings of each of my deposits into the brokerage account.
The way forward
I feel that I’ve had a great deal of success over the past years, and I attribute most of it to a great ability to save thanks to the way my compensation has been structured and the FEIE. I do, however, recognize that the current market conditions which have allowed my net worth to climb as rapidly as I show in the table below will not necessarily last.

Year	Net Worth
2014	248,300
2015	309,400	+25%
2016	252,600	-18%*
2017	379,700	+50%
2018	457,100	+20%
2019	676,000	+48%
2020	1,071,000	+58%

*Large decrease in NW due to severe drop in Dollar value of property valued in a foreign currency which suffered severe valuation in that year.
I’ve calculated my FI number at $2,500,000, which I believe would allow me to live comfortably and be able to spend up to $80,000/year in today’s dollars, adjusted for inflation. Based on my current and expected future salary, as well as my expected future savings rate. I’ve also calculated that I can likely achieve my FI number at age 41. Some of my assumptions include a 49-year retirement, average inflation of 2.6%, an annual contribution to my investments of $110,000 (adjusted for inflation), pre-retirement market return of 7%, post-retirement market return of 6%, fixed income return of 5.5%, percent in equities is 110-age (so it changes every year), and annual expenses of $80,000, which decline by 2%/year after age 65.
I guess one other thing I'm grateful for is that I'm not stuck in a loop trying (and failing) to get rich quick like I see some of my friends doing. I'm glad I'm taking the slow and steady path, and that I have the patience and discipline for it.
I’m very happy to get into discussions and answer questions. There are many more charts, calculations and concepts I’d love to discuss and share. The only things I do not want to be asked are 1) what countries I’ve lived/worked in, and 2) what companies I’ve worked for. Thanks for understanding.
Thank you all very much for taking the time to read my story, and I’d love to hear your comments!
EDIT 2: Thank you to everyone who has read my post and engaged in a meaningful exchange with me. Whether we agreed or not, I appreciated the discussion. And thank you, strangers, for the wholesome awards!

Saw this post referencing BB CFO selling shares, got confused by lack of SEC filings by CFO:
So here’s what happened. It’s on the SEDI, not the SEC because Canadian company.
Steve Rai sold off 12,094 indirectly owned shares acquired via an employee stock purchase plan, which means that he chose to take part of his salary as discounted stocks units instead (clear indication he thought they would go up).
He still owns 193,279 performance-restricted share units and 95,024 restricted share units directly. With the addition in December of >50,000 shares of restricted share units and >35,000 performance-restricted share units. In other words, he sold off a relatively tiny bit of what was essentially deferred income, and also recently got a performance/continued employment-based deal for a LOT more shares than he sold today. AKA, he's in it for the long haul and believes that shares are a great compensation package.
🚀🚀🚀🚀

Hi.
​
I'll keep it short. I am currently interning as a Computer Vision engineer at a Spain-based startup, which is actually quite known in its industry. I am working on a real-time object detection system and after the project is completed, I can be hired as a full-time engineer to maintain the product. This startup pretty much offers this as a service and they're doing quite well. Some of their employees are based in the US, including the CFO.
I am in Toronto, Canada. This is my first internship ever. I am 3rd year in my undergrad with a 3.3 GPA. I have experience building object detectors, multilabel classifiers, etc. I have very strong coding skills in C++ and Python. I am basically building the whole thing myself under the CTO's supervision.
​
If and when I do get an offer, what should I ask for a salary? Idk if there is a signing bonus or equity (there could be but idk) so lets assume that its just a salary offer. What is the min/max I can ask for?

A few decades after I left college without a degree, I’ve got one: B.S., Business Administration - Marketing. And it feels damn good. Here are some details that might help others.
One critical point: The least important information is how long it took someone else to finish a course or degree. The most important information is how long it’ll take you.
Ask yourself: What professional experience do you bring to the table? Have you read any business books? Do you read a reputable news source daily? How many credits did you transfer in? Only you can answer those.
Thanks to my background and accumulated knowledge, I was able to test out of around 16 courses with no to minimal studying. But everyone is different. Someone just out of high school will take a lot more time on courses that I breezed through because they’re seeing the material for the first time. Someone with an actual aptitude for math will rocket through courses that took me weeks. Don’t set your goals based on someone else’s life.
Schedule: I spent at least 30 minutes each day doing something. Sometimes it was 2-3 hours, sometimes 4-5. (Sometimes it was 29.5.) Don’t let a day pass without doing some sort of work. If you get out of the routine, it’ll hurt more getting back into the swing of things. Use your calendar and plan. In December, I had some time off work and knocked out a lot of courses.
Basic Approach: I took all the pre-assessments that I could during the period before my first term began - everything but the Excel OAs. I also read every thread here and in the Facebook groups on the specific courses. That helped me develop an estimate of how long I would need to spend on each course. I created a spreadsheet listing all the courses, the type of assessment, and how long each would theoretically take. I added it all up and realized that I could get it done by my stretch goal if I busted my hump.
If I passed the pre with a good margin, I usually took the OA immediately when I got to the course. Some required a few hours of studying to make sure I could clear the hurdle and that the pre wasn’t just a fluke. I’m very glad I took the pre-tests early - it gave me confidence from the start that I could do this.
OAs: I test poorly and was sweating these at first, but they were fine. I can honestly say I never had a single bad experience with a proctor. I only had one time where the proctor failed to show, and one other time when the proctor didn’t come back at the end.
The most difficulty I had with OAs was getting my webcam to focus on my driver’s license. I eventually just laid the ID down on my desk and held the webcam up close, moving it a little bit to account for glare and the holographic things.
I scheduled my OAs a few days out to hold myself accountable, but had no problem rescheduling if something came up or I needed more time. One day I took three easy OAs in an hour and a half - finished each one in ~25 minutes, then just instantly scheduled the next one for 5 minutes away.
One note - there is a significant lag with the scheduling confirmation emails. If you’re scheduling within a short window, don’t count on them as reminders. I don’t know why this is, but it’s something WGU or Examity should fix.
PAs/Tasks: I opened up each task and copied it into a doc along with the rubric. Then I wrote to the rubric. For some items, that meant a sentence. For others, bullet points. I boldfaced words and phrases and made it as easy as possible for the evaluator to find my responses. I only looked up material in the text to address the items - didn’t bother reading anything the whole way through for any of my PAs.
Toughest Course: Finance Skills for Managers. There’s just a ton of material to learn, and this was my first time being exposed to a lot of it. The terminology is very confusing.
Second Toughest Course: Principles of Financial and Managerial Accounting. This was my first-ever accounting course, and I alternated between thinking “what the heck have I gotten myself into” and “gee, this is fun, maybe I should be an accountant.” (Narrator: He did not become an accountant.) I ended up with an Exemplary, which astounded the hell out of me, but was just a result of a ton of study time and memorization.
Easiest Course: Organizational Behavior. I’d taken a few psychology and sociology courses in my prior academic career, and this one was a breeze given that prior knowledge. Also, it felt like half the questions gave you the answer up front - it’s just a matter of reading carefully and using process of elimination.
Second Easiest Course: Emotional and Cultural Intelligence. It’s very simple material. Again, my past coursework helped considerably. Someone without any of that background may find this one more challenging.
Capstone Simulation: You’re a bicycle manufacturer. Kind of fun, kind of boring. Take notes as you go along to help with the tasks at the end. Remember what features are in your bicycles! I kept forgetting and having to redo my ads.
Capstone Project: I took three weeks on this and had fun. You have to create a business plan, do financial projections, assign jobs, etc. You can do whatever you want as long as it’s not a franchise or nonprofit organization. I picked a marketing services firm specializing in a field that I enjoy, and had a good time with it.
Mentor: If you can do one thing to help yourself accelerate or just make good progress, it’s to develop a good relationship with your mentor from the start. Be honest and realistic about your goals and what you need from the mentor to accomplish them. If you want to accelerate, say that up front and then prove to them that you can handle it by passing the early courses quickly and on a rough projected schedule. Once you’ve done that, it’ll be much easier for them to help you speed up. At the end, my PM was moving over multiple courses at a time so that I could keep up the pace on weekends and wouldn’t have to wait until Monday to connect with them. But they wouldn’t have done that if I hadn’t proven myself able to do the work at the start.
How will my degree help me in my career? In several ways, it has already: 1. It automatically qualified me for a salary bump. I got a $3,000 instant raise, and my employer has a tuition reimbursement program, so it basically lent me money to raise my salary. 2. It has made me eligible for new jobs that I would never have applied for because the degree requirement was a firm one. 3. It has given me a pretty good generalist background in business topics that I’d only touched the surface of before. I’m now a lot more confident in my ability to discuss my employer’s finances with our CFO, or to talk business with an actual business owner. And those will open up doors as well.
Any questions, let me know! I’m exploring options for a master’s now, so I might be back. Good luck, Night Owls!

Today I received a letter confirming my annual bonus payout for 2020 as well as compensation changes for 2021. The bonus payout is 150% of what my sign on contract stated (20% annual salary). I also had a 1:1 with my manager who fairly non-chalantly said the amount out loud and didn't seem surprised by it.
Bonuses payouts are based on performance reviews, and it is possible to receive more than 100% of your bonus if you receive the highest evaluation score (which I did), but from what I understand others with the high evaluation score are expected to get ~110%.
I'm currently planning on asking HR if a mistake was made tomorrow, is that a stupid idea? Should I just not say anything? The compensation letter that states my bonus amount is signed by the CFO.
I'd rather not post any more details about the company but I could add some context if that would help. This is the first position I've had that does annual bonuses.

Hey guys, senior II at EY here. I always told myself I would stay until manager but a director I work very closely with is considering leaving EY for a CFO position and asked me to come work with him. Would you leave if you were a senior II who is so close to promoting to manager who also banked his bonus (i.e. deferred $5K senior bonus to receive $25K bonus once promoted to manager)? And if yes, what salary would you expect to receive? For reference, I make about $75K-$80K right now but have received linkedin offers from recruiters around $130K-$140K. Also note, I was told I would receive a manager title if I switched over, just not sure if I would regret not receiving that manager title from big 4.

Dear faculty and students,
Oh, and staff. I keep doing that. If I had any shame at all, I’d feel embarrassed. It’s so hard to remember people that don’t have academic freedom. You’re like Gen X; angsty and frequently forgotten in conversation.
I’m writing to follow up on my original post: An Honest Letter from Your University President About Why We’re Opening This Fall
First, I’d like to address the disappointing survey results we received from you. Yes, faculty, over 17% of the student body is currently in quarantine or isolation, but we gave you a Zoom license and a 720p webcam with a microphone that captures all sound within a two and a half foot radius. Be resilient. This sounds like a “You” problem. If you need help, ask the instructional technology group that we’ve underfunded for the past decade and kept on a hiring freeze even after they lost a quarter of their staff to private industry.
And please stop asking if the students in quarantine are okay. They’re perfectly safe in the Holiday Inn down the road. No, the bad one. Dining Services is making sure they get their meals at least three times a week. Breakfast is an overripe grapefruit and Saltines. The vegetarian option is a chicken salad sandwich. We include a 6oz bottle of water. That’s 2oz per meal! For those of you who’ve asked: the wifi matches the quality of a strong home internet connection from 1997, so don’t let them lie to you when they get kicked out of your hybrid/flexible/in-person/circus/flipped/blended/shitshow/mishmash/Sisyphean instruction on Zoom because “their internet cut out”. They’re fine.
Students: We built our entire reopening plan around your ability to do something all 18-22 year-olds excel at: Self control. Yes, this has led to a massive uncontrolled outbreak on campus, which is why we need to assign blame to the people who’ve done the most to create these incredibly dangerous circumstances: You. I cannot believe that when freed from the restrictions of home life with your parents, the first thing you decide to do is try to make friends. I mean, who does that? It's not like we've spent your entire lives selling you on the college experience. We’re trusting you.
Faculty: Since we don’t trust the scapegoats students, and to reassure the business faculty who are assigning tests that Pearson and McGraw Hill wrote in 2003, we’ve invested heavily in Proctorio. This will allow us to surveil the students from the discomfort of their apartment or dorm room (sorry, “residence hall”). Blinking more than 15 times in a minute, wearing red sweatpants, or having dark skin will automatically fail the student and trigger a meeting with the student conduct board. Via Zoom, of course.
Now then, on to spring. I know many of you are feeling tired from not having any fall break, but good news! This proves we can get through a semester without any break. Maybe even [drum roll] spring break! That’s right! Instead of a much-needed break in the middle of one of the coldest, darkest, most uncomfortable times of the year with no major holidays or time off between January and April, we’ve opted to eliminate spring break in 2021. For those of you feeling stressed, we encourage you to try any of the following meditative exercises our Wellness CzaCFO has provided:

• Spend time reflecting on how lucky you are to have a job.
• Create a spreadsheet of how expensive it’d be to take a job at the next closest university 58.3 miles away.
• Disconnect from social media.
• Calculate the chances someone with COVID actually washed their hands properly after they left the communal bathroom you just used.
• Make a list of how many days it’d take for you to become homeless if you quit right now.

If you are a faculty or staff member who fought us tooth and nail for accommodations to work remotely this fall, this does mean you’ll need to re-apply for spring. The application process will require you to submit the following to HR: A form with a detailed rationale about why you need accommodations (with citations in MLA 9th edition format), two doctor’s notes (one must be from your dentist), a Starbucks gift card with exactly $2.37 left on it, blood samples from your children that you personally extracted, a fourth grade report card (doesn’t have to be yours), the last five digits of your mother’s social security number, and President Obama’s long form birth certificate. The original. If you cannot provide these things, your application will be rejected. This policy should help the administration continue its decades-long tradition of disproportionately disenfranchising our female faculty and staff who have children and the desire to follow a meaningful career path in their field.
Now to answer some other questions you’ve been collectively pestering us with asking:
No, we will not acknowledge the backbreaking burden of the affective labor staff have been doing since March. I don’t care if you’re not “fine”. Do the same thing I’m convinced you do when you say you’re working remotely: Pretend you are. Our faculty need strong, reassuring leadership, which is why you as the people tasked with executing the mission we've created with no input, representation, or feedback from you are going to provide it. Act like everything’s normal and do it with a smile, sweetheart.
No, we will not be paying the Student Life staff more despite the extraordinary circumstances. We let them live for free in the same dorms as their COVID-infected classmates, who they are now required to check in on daily so my administrative assistant can tell these annoying parents that their student’s taken care of when they call. The dozens of hours of overtime this semester on top of their regular courseload mean nothing. You thought we meant it when we said "Their first job is being a student?" Bahahahahahahahahahahahahahahahahaaaaaaaaaaaaaaa, oh that was good. Wait wait, let me get the senior staff on a Zoom call so you can say that again. They're going to love this! Oh, and tell the RAs to consider this semester a life lesson on what it means to be on salary, and that “Other duties as assigned” is a literal statement.
Yes, this semester has put the Black, Hispanic, and Latinx members of our community at higher risk since they're disproportionately represented on our environmental services and dining staff. But if they don’t like it, they can just go get another job. It’s not like we’re in the midst of a second generational recession. I mean could you even imagine?
No, we will not be doing pass/fail this semester. Why does everyone keep asking that? Be resilient! When I was a junior in college I got strep throat and was out of class a whole afternoon! I did the work to keep up despite the massive hurdles placed in front of me, and I expect the same of our students.
I feel this must be said in closing: You all seem to have forgotten that a key part of the administration’s COVID strategy is Performative Normalcy, so don’t expect your “pedagogical mission” or “safety” to trump our operations. We are back in-person for a reason: Money. I don’t know how you missed this. We sent it via email at 5:01 on last Friday, 23 minutes after we’d sent another email announcing the largest uncontrolled outbreak of the semester. Contact your supervisor if you need productivity tips for managing your email.
Socially distanced hugs and kisses,
Your University President, PhD.

For preface: Neither me or my family are wealthy. We would be calculated as lower middle-class. My fiancé comes from a very wealthy family. (We're talking millions in the bank.)
The story: My fiancé took our family car out to pick up some packages from the P.O. It's not a super nice car, but it's nice for our family. It was 24k new, but we bought it used about six years ago for 7k. The car is my parents' pride and joy. They've taken great care of it. Anyway, my fiancé took it to the post office, and, apparently, "...hit one of those small trees they plant on the sidewalk." No reason not to believe him based off evidence, however, I do think it would take more force than he says to break off the passenger mirror.
Anyway, he comes back with no passenger mirror and says it was an accident. That's fine. But, my parents don't have a lot of saved up money and most of what they have saved went to Christmas gifts for us, my sister, and our child. They were frustrated at the mirror being broken because they knew they'd have to lose about $335 (mirror itself, wiring apparently, and paint repair) They weren't going to tell him that of course, but I know them, and know that it'd be difficult financially.
Later in the day, I asked my fiancé if he would pay for it. We don't have joint accounts, so to be fair, I have no idea how much money he currently has in his checking account, but I know that about 4 months ago he had upwards of tens of thousands of dollars. His current salary is near 6 figures. (To add, he probably has his job because his dad knows the CFO well.) I got laid off due to covid, and have strictly been living off credit and savings, but I have barely made 1/2 of his salary in my adult career. So I thought $335 wouldn't be much to him when I asked if he'd pay for the car damage.
His immediate response was, "It's not my car, why should I pay for it?" Drama ensues, he says that I'm being irrational and greedy and only want to marry him for his money. Then slams the bedroom door. He's been apologetic to my parents, but hasn't offered to pay for anything or even help. I love him. He has his faults, sure, but I know that I LOVE him, so this all has really hurt me. (We've been engaged for 1.5 years, and been together for 4. He asked me to marry him. Not sure if that's relevant.) Now he is being short with me, and only staring at his phone, not even making eye contact.
TL;DR: My fiancé comes from a wealthy family, and has a good salary. My family and I do not. AITA for asking him to pay for $335 in damages he did to my parents' car?

I work for a small, but high net worth, company. I have a work history of ‘behind the scenes’ admin positions - i.e. it’s always been my job to make things run smoothly. These positions have always been not very well paid (£18-20k), and I live in a high COL area.
After a series of career moves in companies forced by redundancy, etc., I have found myself working for this company. I am now paid £27k which is commensurate with what I would expect for someone of my experience and responsibilities. I no longer feel underpaid or like I’m just waiting for ‘the next promotion’ to get to this stage (which never comes). Truth be told, I’d be quite happy where I am for a long time. The work is challenging enough to be varied and interesting, but not so much as to lead to burnout or feeling undervalued.
However. My boss plans to retire at the end of the year, and he wants me to take his place. I see how much more than me he works, and how much I would have to learn to take his place. I don’t really feel comfortable with that level of responsibility (though that may change). But, the salary is literally double mine. It puts a lot of things that weren’t on the table, on the table. It would change my life. On the third hand, I’m 31 and I want to have a baby soon-ish. Realistically within 2 years. Even though I’m in the uk so I don’t have to worry about being fired for being pregnant etc I struggle to think how the company would cope if I took the position then yeeted out for a year - the position mainly involves securing out funding and is analogous to a CFO position.
Then I’m also weirdly worried about the idea of taking such a big career jump if I need to look for another job. What if I’m Director of Operations for a year but all my previous experience is so much lower? No one will give me a job at either level.
I’d really appreciate anyone’s views who has been through anything similar. I apologise if this is just a stream of consciousness!

Hi everyone,
In terms of opportunities, salary, hours (work/life balance) and based on your experience, what are the pros / cons for being an internal auditor versus an assistant controller / controller / CFO route ?
I am specialized in asset management (HF, PE, Mutual Funds).
Thanks for your responses in advance,

I'm facing a career conundum. I'm currently a site controller for a global manufacturing company. I have been in talks with a local mid-sized construction management company to come on as a controller and transition to CFO as the current one retires this year.
By chance my old employer, a large manufacturing company where I managed FP&A, has asked me to come back as a Finance Director. The are privately held and are fairly loose with adherence to GAAP, my task would be to create a better compliance environment with improved controls.
I'm having a hard time seeing what would the better career path, salary would be greater at my previous but isnt as important to me.
Has anyone had success returning to a former employer?

I am currently employed as the accounting manager for a $20mil rev/year company, my salary is $75k/year and I work 40 hours (low stress). I was reached out to by a recruiter who saw my profile on LinkedIn and thought I'd be a good fit for a controller position for a similar size company (that is positioned to grow largefaster than current employer). This new role would pay $100k/year, and would be 40 hours a week, probably a bit more stress, but doesn't seem like it will lead to ulcers.
Ideally, what I think I would like to do is get offered this job and take it to my existing employer and have them match the new salary, but that runs the risk of them saying, "nope, you should take the new job, see ya". I think I can only approach this position if I am fully invested in taking the new job, if push comes to shove. My wife is heavily against this, as she says I was really happy with my current role until this new role appeared and offered more money and that I'm never satisfied with how things are (I instead see this as ensuring our financial outlook as we look to grow our family this year, as well as setting us up to do additional moves in the future, such as pay off debts, invest, etc.), and have promised her that I will not take this new role just because of money.
Any advice????
Pros of current job: my own team, very laid back, I make all the accounting policies/decisions, since COVID, have shown that I am just as productive/effective WFH as in person, so have been told I can be WFH as going forward (will still go into the office occasionally for team projects/camaraderie)
Cons of current job: No professional growth, not sure that I'll get a raise anytime soon (our owner is known to NOT do annual raises/reviews, but instead reward employees with annual bonuses, but he decides what each person gets, so this fact is unreliable)
Pros of new job: potential growth under a seasoned CFO, still manage a team, work with said CFO on strategy for the company; $25k/year raise
Cons of new job: Likely more stress (i.e.; the devil you know), would have to report to the CFO and CEO, not just the president; feel like I wouldn't actually be managing the team, CFO is SUPER certified and likely intense, less flexibility in my work-from-home capabilities.

Creating a throwaway account to get feedback on MBA vs. job decision.
Current Job: Private Equity Associate in a top fund in an emerging market. My current all-in salary converted to USD is $150k and age is 25.
Job offer: Senior Director, Finance and Corporate Strategy for one of our portfolio companies ($500 mm - $1 bn annual revenue) which is a fast growing company in the business services space.
This position is 3 designation levels below CFO (Senior Director to VP to SVP to CFO) but since I have a strong working relationship with the C-Suite, i will directly report into the CFO with dotted line to the CEO and other CXOs.
My role will cover corporate development, investor relations (after a potential IPO), corporate strategy, and other C-Suite driven strategic initiatives. I will continue to be a board observer and will get accelerated career progression. I can potentially make SVP in 5-6 years if i perform well in line with other high performers in the company.
All-in compensation will be competitive with PE Senior Associate level compensation in my region: $150k cash plus $150k stock.
I also recently got an admit to an M7 MBA program (Wharton / Booth / Sloan) without financial aid. Although my salary is high compared to other applicants from my region, I also have financial constraints as i am the sole earner in my family. Hence, I am leaning towards the job offer.
Given this context, my questions to the community are (feel free to answer selectively if short on time):

1. Is the offer very attractive vs. what I can get post MBA in a Finance leadership role if i target similar PE-backed companies?
   
2. For my profile, will an MBA greatly enhance my chances of reaching a C-Suite position? If so, is an EMBA from say a Wharton or Booth a better option for me a few years down the line?
   
3. Coming from a private equity firm, I lack a solid accounting / controllership background which is what other execs aiming for CFO positions may have. While i will be focusing on Corp Dev, Investor Relations, and other ‘strategic’ finance sub-functions initially, do i need to upskill myself on the controllership related aspects (eg. through a CPA) or just focus on building expertise in the strategic sub-functions?
   
4. If i rise to VP and develop expertise in Corporate Development and Investor Relations at this company, will i be well positioned for a VP position at a late stage tech startup (eg. Square, Stripe, Doordash, Chime) or a top B2B SaaS startup? Or will the different industry prevent me from getting these roles?
   

I dont tackle the wage gap on the part of the earning part as when controlling for the factor there is a 2-6% difference. The main rebuttal of the counter argument is that the hiring/promotion/raise etc is biased (which would explain the lack of women in some field and hight responsability jobs)
I used sources and studies in western countries, not only US due to the lack of studies in US for some toppic)

The Myth of Invisible Barriers

Invisible barriers
Discrimination in STEM tenure track hiring According to many theories, the first difficulty women face is discrimination in entry to the [STEM tenure track] faculties (https://doi.org/10.1073/pnas.1418878112) . In reality, however, women are more likely to be accepted if they have equal qualifications. Practically with a 2:1 ratio. That's a far cry from the 10% gap here. In addition, another other study shows that the same file is rated better on a scale of 1 to 10 if it belongs to a woman. (8.20 versus 7.14). (cf study this2015). To say that women find it more difficult to access STEM tenure track jobs is therefore simply not true, or at least remains to be proven in light of these studies.
Devaluation of women's work in STEM One of the hypotheses put forward is the devaluation of women's work regarding their articles and referencing women academic sciences. To verify this, copies of the same document were sent to the same reviewers with only the name difference. A 2009 study taking a sample of 1031 reviewers shows that there is no significant difference in the rejection rate or quality assessment of the article favouring or disadvantaging women over men. The rejection rates are 25.44% and 26.75% for men and women respectively. However, female reviewers were more severe in their evaluation and rejection of the article regardless of the author's name. (To Name or Not to Name the effect of changing Name). The result is replicated by a number of different studies. [women academic science](https:doi.org/10.1177/1529100614541236). In addition a 2020 study is interested in peer review of articles taking into account three possible sources of bias. Editorial selection of reviewers, reviewer recommendations and editorial decisions (published or unpublished). The data are based on 145 journals in different fields of research, nearly 1.7 million articles and 740,000 reviewers (MainText.pdf). The article observes a very slight advantage for female authors or co-authors over their male counterparts.
Less frequent citation of articles Moreover, according to some, articles are less cited when they come from female authors. However, there does not seem to be a difference in citation between men and women, or even an advantage for women, except in terms of the quality of the document regardless of the author. (women academic science)
Lack of research funding Another obstacle would be the lack of funding, which would deliberately, through an anti-woman bias, prevent women from moving forward. Understanding current causes of women's underrepresentation in science (https://doi.org/10.1073/pnas.1014871108). However, large-scale analyses by the National Science Fundation, National Institute of Health and the US Department of Agriculture Is there a gender Bias inFederal grant program 2004 show no such bias. Furthermore, data from 2006 (from the European Molecular Biology Organisation A persistent problem: traditional gender role hold back female scientists 2007 shows that women are 20% less likely to be successful in applying for funding than men. Applications were made by removing any evidence of gender in the applications. Thus, by sending the applications of 416 women and 475 men, the committee (deciding whether or not to fund), gives the same success rate as when the sex of the applicant is known (20% to the disadvantage of women). The impact coefficient of publications (related to the number of citations) from women who received an "award" was the same as that of men in the same situation. The gender of the candidate therefore does not affect their chances of receiving funding.
A multivariate 2009 meta-analysis based on 21 studies using different meta-analysis methods (fixed effect, random effect, and multilevel effect) on the chances of obtaining funding shows that when taking into account the country and the discipline, there is no statistically significant difference (marsh2009), in fact, the size effect measured is 0.04. Another 2010 study based on nearly 10023 reviews made by 6233 evaluators (external assesor) of 2331 proposals from the social sciences, humanities and scientific disciplines (144 different disciplines). There is a very small difference in proposal success with an effect of d=0.012 due to gender, which is very close to the standard error (SE=0.013). Gender does not have a significant effect on the rating given by the external evaluators. (march2011). In addition, a 2012 study of Australian scientific funding conducted 8,496 research proposals that were evaluated by 18,357 external reviewers through 23,977 reviews. (mutz2012). Proposals by older people are scored higher regardless of gender. In addition, the study shows that there is a statistically significant but very small difference in application approval to the disadvantage of women, which validates the null hypothesis of scoring and decision based on the gender of the applicant. Similar to what was seen above, when there is parity or a greater number of women than men in the assessment group, there are fewer applications accepted. (d=-0.19 small effect size).
Finally, another study conducted in 2018 based on a database of 1.3 million scientific articles, 30 million citations and 71,104 identified authors (Gender issue in fundamental physics: a bibliometric analysis) replicates the studies showing that there is no discrimination in research, whether in terms of hiring, citations or peer review. (artgender.pdf).
Women have no barriers to funding, to the acceptance of their papers (compared to men) and their work is not proportionally less cited than that of men of equal quality in the research world. (STEM, etc)
Difference in academic promotion and salary According to the study Woman academic science there is no significant difference in promotion rates for women except where there are more women (Life Science and Psychology). Moreover, this difference in promotion and salary is explained in part by productivity and field (engineering, biology, etc.).
Overall discrimination in hiring However, it could be argued that women have easier access to universities but are still discriminated against in employment, leading to occupational segregation and thus to the gender wage gap observed earlier. However (CARLSON2011) a 2011 study indicates that in Sweden, one of the most egalitarian countries in Europe, segregation is not due to any discrimination. Indeed, the study indicates that there is no difference in treatment between men and women. Thus, using nearly 3228 applications for 1614 different workspaces located in Stockholm and Gothenburg (workpalce), we observe that women have a response rate of 31% and 29% for men. Whether in a masculinized, neutral or feminized work environment, the number of callbacks for an interview is equivalent. In fact, for a so-called "masculinized" environment (engineer, etc.), the difference in the response rate is 3% against women, 4% in favour of women in "feminized" professions and practically nil otherwise. Thus it seems that the presence of a woman's name on the application only slightly increases the probability of response or is not statistically significant. Supposed discrimination in hiring therefore does not explain occupational segregation in Sweden.
In addition, a 2018 study, having sent 2000 applications (50% women/50% men) indicates that there is indeed a difference in recall between men and women and that women are generally slightly more likely to be called for an interview than men for an equivalent level except in the case of a very high level of competence linked to their marks (except in the financial world where there is no difference) where men receive an average of 16% of responses for an interview as opposed to 9%. According to the same study, the recruiter saw two elements of justification. The first was that showing very high competence was equated with lower friendliness (among women only) and the second with over-qualification for the position in question, which indicates a more positive perception in this case than for men indicating the same level of competence. At this point one could therefore say that the results are mixed, one penalizing competence and the other over-rating it (although the effect is the same). However, the applications are not strictly identical apart from the variable parameters (skills, gender, etc.) because they were not all made on the same dates and do not have exactly the same form. Moreover, a study from the same year indicates that the protocol of the studies comparing the proportion of recall following the submission of applications was not always appropriate, since the applications were not completely independent variables and the estimate of potential discrimination could be artificially inflated by 30%. Thus, the time of sending as well as the number of applications could influence the recruiter. (Simpson's Paradox). Although the study focuses on the protocol of a given study, the protocol is widely used in similar studies to measure discrimination. The study cited above uses this protocol. (see downloads philips2018(1)) and is therefore to be taken with caution. Job segregation is not due to alleged discrimination.
Result of the negotiation Another hypothesis is that women are given less of an increase even when they ask. The answer to this is that even among men there are disparities. This will also depend on the negotiating capacity of each individual and the values put forward by the organization or culture. A 2013 meta-analysis based on 67 studies shows that cognitive abilities and personality traits influence the results of negotiations. (sharma2013). Another [another meta-analysis](https:doi.org/10.1002/job.2357) of 112 studies with a total of 23,016 participants across 30 countries shows a difference in outcome following negotiation. The size effect is d=0.15. However, the values are heterogeneous. More importantly, the negotiating advantage depends greatly on the degree of individualism of the culture in which participants negotiate. For example, when the culture is highly individualistic, men outperform women with a moderate effect (d=0.31). The opposite trend is reversed in a culture with low individualism with a moderate effect size (d=-0.27). Similarly, women outperform men when the assertiveness score is low and intragroup collectivism is high in similar magnitudes. ([email protected])
The result does not show that women are discriminated against but that certain behaviors in one cultural context are rewarded differently in a different culture.
Stickyfloor and Promotion Difference It is observed that women are on average less promoted than men. The situation seems unfair, however this remains an average, like the wage gap, which can be explained by seniority, sector of activity etc.. A 2015 Canadian study involving 5,840 firms, 16,654 women and 24,192 men. The study shows that women have a 2.9% lower wage increase than men for the same promotion(dp9380) in the same company. Moreover, it is observed that women without children have a salary return per promotion and a promotion rate very close to that of men while women with children do not. Moreover, a 2018 study on wage increases for salaried employees (4888 participants) or hourly workers (5148 participants) shows that there is no significant difference between men and women. (artz2018)
There is no difference in increase and promotion all other things being equal.
Glass ceiling and harder judgment Another hypothesis put forward is that of the glass ceiling (rather glass cliff?) that a woman cannot be promoted to high level positions because of discrimination against her. However, according to a [2014 meta-analysis](https:doi.org/10.1037/a0036734) of 111 studies evaluating the skills of a leader, male or female, the difference is minimal (Koch2015), taking all criteria together, we have a d=0.04. For indication, d=0.2 corresponds to a small effect. Moreover, a 2014 meta-analysis of 58 published scientific articles, 30 unpublished dissertations or theses, 5 books and 6 other sources, involving 100,000 people, indicates an overall difference of d=-0.06 in perceived management effectiveness (PEM). Men are assessed as less competent than women for intermediate positions of -0.17 with p<0.05, there is little difference for high positions of 0.04 and low positions of 0.07. Moreover, experienced recruiters have less bias than young students and inexperienced workers. (d=0.04 versus d=0.19). The difference in judgement therefore has a negligible effect, at best a small one. Furthermore, a 2016 study (human-perf) involving 3,367 managers and 9,670 non-managers (731 managers and 1,297 non-managers retained) shows that differences in performance ratings between men and women are again negligible and not statistically significant.
Women are therefore seen as performing and being as competent as men.
Glass ceiling and promotion In addition, a 2013 study of 3,053 and 57,632 managers is looking at the promotion rate of women CEOs in Denmark. (smith2013) Observations were made from 1997 to 2007. For promotions to the position of Vice President, the gross difference is 0.6 percentage points and 1.6 percentage points for the position of CEO. In this particular case, the presence of children seems to be beneficial for men's promotions, but paternity leave is heavily penalized with regard to future career prospects. The domain also explains the difference in the likelihood of being promoted to CEO. Indeed, vice presidents in human resources, IT and R&D are much less likely to be promoted to CEO than vice presidents and CFOs in sales and production. However, vice presidents and senior managers tend to concentrate in human resources positions, which is an important factor explaining the lower promotion rate.
Women are no less promoted to CEO positions than men simply because they are women.
Glass cliff In finding that women could still reach positions of responsibility, it was argued that there was a glass cliff, i.e. women were promoted more easily than men only when the economic situation of the company was difficult. Again, (bech) this assumption is challenged by this 2016 study which takes the case of more than 120 companies in Germany showing that women were not promoted more or less than men depending on the economic situation of the company. This result is replicated with 100 companies in the United Kingdom. In addition, another 2019 study of 121 (civil service orga unit) German women (GROEN) shows a lack of correlation between economic difficulty and the promotion or hiring of more women. Women are not hired or promoted to positions of responsibility when the company is doing badly. Fewer mentors and lower quality of experience A meta-analysis of 40 studies and a conference paper (O'Brien, K. E., Biga, A., Kessler, S. R., & Allen, T. D. (2008). A Meta-Analytic Investigation of Gender Differences in Mentoring. Journal of Management) shows that the difference in access to a mentor is very weakly correlated with the sex of the protégé with r=-0.01 and p not significant. Moreover, there is no difference in career development mentoring. Furthermore, women report having more psychological support than men (r=.01) (r=.06 very low correlation of gender). Men report having served as more mentors than women (r=-0.07), provided more career development (r=-0.04) and less psychological support than women (r=-0.04). However, the results are heterogeneous and the magnitudes are very low.
Women have as much access to mentors as men and get the same quality experience.
Difference in treatment following failure (lower level of evidence due to lack of more reliable sources) A study of about 539 people indicates that there is no significant difference in trust in male or female executives. Moreover, contrary to what is often said, according to a 2012 study of approximately 200 women and 80 men, women leaders are not more blamed for their failures than their male counterparts. (Hmurovic).
Thus they did not receive more penalties in terms of reward, judging effectiveness as well as kindness.
In summary

• Women have no barriers to funding, to the acceptance of their papers (compared to men), and their work is not proportionally less cited than that of men of equal quality in the research community. (STEM, etc)
• Women are not discriminated against in hiring.
• Women are not discriminated against, but certain behaviors in one cultural context are rewarded differently in a different culture (the affirmation is less emphasized in societies with low individualism).
• Women are seen as performing and being as competent as men.
• Women are not promoted less than men simply because they are women, whether in low, medium or even high responsibility positions.
• Women are not more hired or promoted to positions of responsibility when the company is doing badly.
• Contrary to what is often said, according to another study women leaders are not blamed more for their failures than their male counterparts.

More generally, it is assumed that there are invisible barriers that explain the differences in the representation of women in leadership positions without ever questioning or questioning the qualities needed to achieve them. It is true that some barriers were present before but are no longer the same. Few women are CEOs, but also few men. Moreover, according to the study cited above, women have a lower probability of applying for a position than men without being censured. Men therefore try more often on average, make more effort (overtime, etc.) but also fail more and are more inclined to take risks. (See study). It is therefore essential to look at the internal reasons (skills, behavior, etc.) and external reasons (networks, luck, discrimination, etc.) rather than becoming indignant without asking questions and only looking at the result without looking at the causes, taking into account one's strengths and weaknesses, etc. (Cf. study).
One last word before I am subjected to a trial of intent. First of all, I am not saying that it is impossible for discrimination to be non-existent, but that it is marginal and very weak in the professional context (cf. the evaluation of leaders) and therefore that it is necessary to address more the inequalities as a whole and to understand them. Even if this seems obvious, why do wealthy people live on average 4-5 years longer than others, for example? Then I don't make value judgements. A woman and a man have the same "value". Furthermore, I do not consider people who have been successful in any field (professional or not) to be more valuable than someone who has not been "successful". I am in favour of equality of opportunity but not necessarily equality of result.

I'm facing a career conundum. I'm currently a site controller for a global manufacturing company. I have been in talks with a local mid-sized construction management company to come on as a controller and transition to CFO as the current one retires this year.
By chance my old employer, a large manufacturing company where I managed FP&A, has asked me to come back as a Finance Director. The are privately held and are fairly loose with adherence to GAAP, my task would be to create a better compliance environment with improved controls.
I'm having a hard time seeing what would the better career path, salary would be greater at my previous but isnt as important to me.
Has anyone had success returning to a former employer?

[Tokyo] IR Senior Staff-Regenerative Medicine x IPS Rapid Growth Bio-Venture-Helios Co., Ltd.
NEW Full-time employee No transfer Scheduled publication period: 2021/1/11 (Monday) to 2021/4/4 (Sunday) Agent service to apply Look Application guidelines How to apply Application Requirements Job Description [Tokyo] IR Senior Staff-Regenerative Medicine x IPS Rapid Growth Bio-Venture- You will be in charge of IR staff in the department responsible for internal and external communication of our company, which is engaged in the research and development of iPS cell-derived drugs, which are expected to grow rapidly in the future. Although it is a small department, it is a position that is the "face" of our company externally. We encourage stakeholders around the world to work with management to deepen their understanding and support. In addition, as the number of bases expands, we ask that you devise ways to communicate appropriately and work together as a company toward major goals. ■ IR business: (1) Support for institutional investors: We will respond according to the attributes and wishes of domestic and foreign investors. A CEO / CFO will accompany you. * Visit North America, Europe, Hong Kong, and Singapore about once a year (2) Participation and planning of IR events in Japan and overseas (3) Timely disclosure-related: Preparation of qualitative information other than financial statements such as financial statements, securities reports, and notices of convocation of general meetings of shareholders / Appropriate judgment of timely disclosure items / Press after coordination with business partners and related departments within the company Creating a release ■ PR (internal and external) operations: (1) Implementation of measures for individual investors, (2) Building relationships with the media, (3) Arrangement of lectures, preparation of presentation materials ■ Other work: (1) Support for the management office of the Board of Directors / Executive Board (separation of duties in this department), (2) Execution of business with an emphasis on cooperation within the management department * There is no problem even if you do not have all the above work experience at this time. You can steadily gain practical experience through OJT with experts with abundant IR experience. ■ Attractiveness of working at our company: ・ You can witness the creation of a new industry called cell medicine / regenerative medicine. In addition, it has a great contribution to society because it has the potential to provide new treatments for diseases for which there is currently no cure. ・ It is an environment where you can feel the management decision-making up close because you are close to the management team. It is also possible to make full use of your language skills, such as when traveling overseas. Also, if you want to improve your English and gain practical experience, there are many opportunities to improve your English, such as creating materials using English and emailing. Target person Graduate school, university graduate or above ■ Required condition: ・ Over 3 years of experience in IR activities (understanding of a series of operations such as announcement of financial results and timely disclosure, experience in creating press releases, etc.) ■ Welcome conditions: ・ Experience as an IR in a similar industry such as the pharmaceutical / medical device industry or a chemical manufacturer (regardless of major or venture company) ・ Work experience using English Requirements: Beginner English Depending on your English proficiency, we may entrust you with overseas conferences and overseas business trips. Work location

Tokyo office 2-4-1 Hamamatsucho, Minato-ku, Tokyo World Trade Center Building 15th floor Measures against second-hand smoke: No smoking indoors Toei Oedo / Toei Asakusa Line / Daimon Station Work location 1: No smoking indoors, smoking space outside the building Nothing Tokyo Yes Working hours 9: 00-18: 00 (Regular working hours: 8 hours 0 minutes) Break time: 60 minutes With or without overtime: Yes Core time: 11: 00-15: 00 Flexible time / 7: 00-11: 00, 15: 00-22: 00 * The average overtime hours for the entire company is around 25 to 30 hours, depending on the season and the amount of work entrusted to us. Employment status Full-time employee Three months Salary 3.72 million yen-5.46 million yen (overtime allowance: Yes) 310,000 yen to 455,000 yen Basic salary: 310,000 yen to 455,000 yen Monthly salary system Yes * Salary will be decided based on experience, ability, and salary of previous job. The estimated annual income is just a guideline and may fluctuate through selection. Monthly salary includes fixed allowance. Treatment / welfare Commuting allowance, health insurance, welfare annuity insurance, employment insurance, workers' accident compensation insurance Commuting allowance: Maximum monthly 50,000 yen Social insurance: Complete with social insurance OJT ■ All employees receive a human dock examination (company burden) ■ There is an employee stock ownership association ■ Has a track record of taking childcare leave before and after childbirth ■ Enrollment of reduced working hours ■ Before the official application, it is possible to set up an opportunity for a casual interview where you can talk about your business (the person who will be your boss will be present after joining the company). Holidays / holidays Complete weekly two-day system (and Saturdays, Sundays, and holidays) Paid leave 10 to 20 days 120 days off Year-end and New Year holidays (12 / 29-1 / 3), summer vacation (3 days), special vacation (condolence, marriage, childbirth), etc. Company Profile View the official business overview page [Tokyo] IR Senior Staff-Regenerative Medicine x IPS Rapid Growth Bio-Venture- Helios Co., Ltd. Apply (agent service) What is "Agent Service"? Completely free * 1 * 1. If we cannot prepare a job that can be introduced other than this case, we will wait for counseling until the job occurs. Please note. Transfer to PC Look anxious Job code 3004568006 Related information Other jobs this company is looking for [Tokyo] IR Expert-Regenerative Medicine x IPS Rapid Growth Bio-Venture-NEW [Kobe] [Regenerative Medicine / Cellular Medicine] Cell Manufacturing Expert-Regenerative Medicine x IPS Rapid Growth Bio-Venture- [Kobe] Non-clinical Research -Regenerative medicine x iPS rapid growth bio-venture- [Kobe] Cell manufacturing expert-Regenerative medicine x iPS rapid growth bio-venture-The deadline is approaching Jobs you have viewed NEW Helios Co., Ltd. [Tokyo] IR Senior Staff-Regenerative Medicine x IPS Rapid Growth Bio ... Work location: Tokyo office east ... Salary example: 3.72 million yen-5.46 million yen.
https://doda.jp/DodaFront/View/JobSearchDetail/j_jid__3004568006/

Our HR Assistant is lovely. She's service-oriented, and has good interpersonal skills (in her own charmingly introverted way). When I joined 10 months back, she had several areas of improvement, and didn't have much support in terms of coaching and supervision. I intervened with her line manager, and have worked personallh with her on this, and she's grown by leaps and bounds. She's recently gotten great reviews from colleagues, and is committed to growing her HR knowledge. She's an asset to the department.
Now, her spouse (Fergus?) is in another department (they met at work 2 years back). The CFO came to me (HR Director) and mentioned that Fergus somehow had wind of what people were earning. I have no issue with people willingly sharing their salary information but, apparently, this was not the case. (Fergus works in finance. He had requested a payrise, and brought up several salaries of colleagues in the marketing dept). He's a Fergus, in every sense of the word.
This was 2nd hand info, and the CFO is currently on an extended vacation. I'm not sure how to go about this. This is clearly unacceptable and I want to address this. However, she's a gentle soul and her line manager is a bit brutish, so I want to be careful about how I proceed.
Fergus is a bona-fide Chad/Karen, and I would certainly not put it past him to log-on to her work computer without her knowledge to get this info. So, I have this HRA, a Fergus spouse, and a possible data breach (with or without her complicity). Obviously, she's in my department, not him. I'm thinking to start off by having a discussion with Fergus and the CFO (when she returns), and find out how he knew about the marketing depts salaries.
Any advice?

Hi Everyone! Happy Friday and long weekend for those off on Monday for MLK day!
USA - NY based here and I need some help/reassurance/advice.
We are currently going through our comp planning for 2021 and my manager, the head of HR asked me to pull a YTD earnings report for the company. So I did that and sent it over to him. He noticed that the salary for everyone was over their annual salary in our HPayroll system.
After some sleuthing, it turns out that’s because we moved out 1/1/2021 payroll date to 12/31/2020 due to NYD. (Or so I suspect) I worked out the math and it seems to be the case. Instead of having 26 pay periods in our year, it turned out to be 27. To get an accurate figure we should subtract their last paycheck, which is what I did and it comes out correct. (We had salary reductions so the numbers required me to take that into account as well)
I presented it to my manager with the math, using him as an example, and he did not grasp what’s was saying and thinks I’m absolutely wrong. I told him that the money that was supposed to be paid out in 2021 made it into peoples pockets in 2020 and is showing up in their YTD. He said so we remove one days earnings from the last paycheck (1/1/2021) from the total and that’s it. But clearly that’s wrong and he just won’t reason with me or see my side.
How do I approach this differently with him? I was thinking of consulting our CFO who, when presented with the figures that I worked out would definitely side with me.
I also just need some affirmation that I’m not crazy and this could definitely be the cause of this issue.
If y’all need some additional information to get a better picture please let me know.

Redditors, I'm coming to you with this because I want an unbiased opinion. I know its hard to be unbiased when I am only telling my side but I am going tot ry to see it from.my boss's point of view as well.
I have been working for this security company for three years, I work in the office and I do the job of like 5 people, very busy and stressful. I get paid salary and work 8-5 everyday and very rarely take a lunch break. We are a small business so I work closely with the owner and we have 1 technician. I do all the accounts payable and receivable, all paperwork, customer service, order parts, set appointments, and anything else that needs done. Our technician is a great worker but he only knows what he knows and he's terrible at troubleshooting. He has been with the company for close to 20 years. I have tobasically hold his hand when it comes to troubleshooting, even thoughhe should know way more than me about how it works.
So basically even though I work really hard, for Christmas when the boss gave us bonuses, the technician's bonus was 5 times the amount of mine. I know this because I keep track of the finances, my boss knew I would see it and he didn't even care. He wanted me to know that he values our technician more than me. In a way, I feel like it is sexist like because I work in the office I am somehow less valuable. I also have money problems, my husband has severe arthritis and I am the only one working in our household. So it isn't that I am Greedy, I genuinely need the extra help!
Okay, I am done ranting, should I have some self respect and look for a new job, or am I being ridiculous and I should just let it go? There are many examples of how my boss favors the technician over me. Sometimes I think he doesn't like me but his wife does and since she's the real boss, he doesn't have a choice. His wife is the CFO, so she is judging me based on how well the financial side of the business is being done. She has said multiple times that I am the best we have ever had here but all he says is that his wife is very happy with me.
I like my job, I just feel disrespected and overworked! Help me see it objectively and decide if I'm unreasonable or not!
Update: Now my boss's son has coronavirus and he us going to "wear a mask and keep to his side of the office" healso said he may come in and do work when I'm not at the office... but isn't that putting me at risk? He hasn't even got the results of his test yet and he was just in the office with a mask over his mouth but not his nose. I dont know if I should freak out or not. I have been so careful, I don't even go to the grocery store anymore..
I have updated my resume and been looking for a new job for over a week butnoluck yet!

I’ve seen tons of posts about losing motivation and applying to 100+ jobs with no success. I propose that we just combine all our knowledge together and start our own investment firm.
Of course you need to have some internship experience and be a graduate in finance - I’ve had some internship experience in AM and PE. I think it’d be a lot more motivating when we’re managing our own money rather than work at a bank and you don’t have that same drive. Obviously our salaries will be 0 until we grow bigger and bigger, and we’re going to have to do some major fundraising. I’m also sure we have a large enough user base here to span across Americas, Europe, and Asia.
Rough plan: 1) I already manage my own portfolio of just over $100k, so we can start from there and pool all our capital together 2) Hire some brilliant sales and wealth management people in the 3 regions and target your rich friends and their families 3) In addition to investment analysts, we need some risk people, accountants, and tech people. Just like the divisions at a normal firm. My mom was HR at Goldman so she can do that admin work. My dad also can be our CFO since he has good accounting, finance strategy, and corporate experience 4) Once we have the funds, use 10% of that for Wall Street Bet’s style plays...jk we’re not Madoff, but ok maybe we’ll have a 1% allocation to WSB. 5) Make money and say f**k you to all the firms that didn’t hire us. Buy them all out and then sack every single of them little shits to make them know how we feel right now...
The end. Happily ever after.
EDIT: It was a half joking half real thought I had in the shower. Really great to see people actually willing to start something new.
Realistically, I’ve seen how much useless bureaucracy there is at a big bank during my internship (think of one GS, MS, JPM). For example, the sales guys don’t listen to portfolio managers and they screw up the investment because the sales were impatient and didn’t wait long-term for the catalysts to actually work. It’s because sales are based on commission and PMs are based on 5 year performance. Obvious solution is just to make both of their salaries based on long term performance so that both sales and PM will have incentive to challenge each other to make sure the idea is actually a good one. That’s only one example. Another one from my PE internship is that head office and PE CEO had a very specific focus on India (our firm was global and has $40bn in PE, but my office was in charge of APAC) - idk if there was some bribery or something. Anyways new PE CEO comes in and we basically have to reverse everything the old one did because the investments in India were shit. Main fix here is to have a Head office made up of international people like me - willing and open to actually listen to new ideas and challenge them, and not just be lip service and just say yeah it’s a good investment cuz its in a developing country...
Anyways rant over. I really don’t think this is going to be realistic with our experience and lack of capital. I’ll need some rich people willing to work here and invest something in the partnership alongside my $100k because you know I just can’t be the only one risking this capital. Maybe some crazy rich dude at WSB who needs to reform his investment ways lol. But in all seriousness, keep applying to jobs and if you really don’t get anything by Jan 2021 then I’ll be on here again to see how we can move this thing forward.
For now, start to manage your own portfolio even if it’s just $500 or $5000. I got this money from my grandpa’s will so I’m very motivated to do well and not just do WSB stuff with it. MOST IMPORTANTLY IF YOU HAVE THE CAPITAL, DM me and tell me what your objective is with that and what you’re willing to do with it. Also DM me your CVs and we’ll keep in touch. Good luck!