John Famar

@johnarnold @fullbidlift uh huh. Forgot to mention the balls of steel.

@fullbidlift Combination of information advantages, modeling capabilities, strong capital backing, and good trading/structuring ability.

If you can’t convincingly articulate your edge in a market, whether sports betting, prediction markets, stocks, commodities, or whatever else, trading may provide some entertainment but you’ll almost certainly lose money over the long term.

@johnarnold how did you kill it in the NGAS market. You are a legend.

@Jesse_Livermore I still have a vhs of the last day of FNN. Legends.

For the many people that have asked who the familiar CNBC face in the PTJ clip was... c'mon, man! Bill Griffeth, arguably the GOAT of financial news broadcasting. The clip was from when he was the lead anchor at FNN, which got bought out by NBC in 1991 and merged into CNBC.

@kejca and your debt?

Occidental Petroleum CEO Vicki Hollub: "In 2015, we were 8 billion barrels of oil equivalent in resources. Today, we're 16.5 billion. We've more than doubled our resource potential from 2015 to now." "We were 668,000 BOE per day of production then [and] we're 1.4 million now."

@SullyCNBC don't forget russia with an addition 2-3 million day once the war stops

Hot take on #oil: In 1-2 years Venezuela and Iran at over 5m total barrels (from ~4m now), Brazil closing in on 5m and the US staying over 13m. Oil back to $50-$60. Agree or disagree? Why or why not?

@pdoocy peter doocy so rocks!

Thank you for watching The Sunday Briefing

@BMNRTracker If he really knew he wouldn’t be on tv telling people.

Tom Lee stated today that he believes the market will still test the new Fed Chair, but then we will go on to have, “one of the best 18-24 month periods we have seen in our life”

@reesejgorman @kadiagoba @NancyMace What’s wrong with her legs ? She looks injured or ill.

News from @kadiagoba Cory Mills is weighing an expulsion resolution against @NancyMace and already has text drafted notus.org/congress/cory-…

@burrytracker @SquawkCNBC @realDonaldTrump Squawk box. Get your shows straight.

@SquawkCNBC @realDonaldTrump Cramer x Trump Beautiful.

TOMORROW: @realDonaldTrump joins Squawk Box at 8:30am ET. Tune in!

@BronchickJ @RickyDoggin FWD

@RickyDoggin Any person over the age of 40 can say the same thing about almost any top 50 MSA. Hermosa is still Hermosa…a chill beachtown without decent sushi!

I grew up going to Hermosa Beach. Nothing like this ever happened. Hermosa Beach 2nd Weekend “Takeover” Ends in Familiar Chaos as Fatigue Sets In Hermosa Beach, California ran the experiment two weekends in a row: large coordinated “teen takeovers” that start as beach energy and end as predictable disorder. Thousands gather. Music blares. The boardwalk fills up. And somewhere in the middle of all that, the situation flips from crowded to chaotic as multiple fights break out across the sand and walking paths. Families and regular beachgoers get pushed to the margins while law enforcement moves in to break up clusters and restore order. Same sequence, different weekend. At this point, the reaction from the public feels less shocked and more exhausted. The nation is fatigued watching the same scenes repeat under different sunsets, with the only real change being how quickly it escalates. By night’s end, Hermosa Beach is left with the usual aftermath: scattered trash, viral clips, and officials once again looking for ways to manage gatherings that keep proving they can’t manage themselves.

@burrytracker @BillAckman @X wow. what an ego.

@BillAckman @X Why did you write a book

I am reaching out to the @X community for advice with the likely risk of sharing TMI. I have been sufficiently upset about the whole matter that I have lost sleep thinking about it and I am hoping that this post will enable me to get this matter off my chest. By way of background, I started a family office called TABLE about 15 years ago and hired a friend who had previously managed a family office, and years earlier, had been my personal accountant. She is someone that I trusted implicitly and consider to be a good person. The office started small, but over the last decade, the number of personnel and the cost of the office grew massively. The growth was entirely on the operational side as the investment team has remained tiny. While my investment portfolio grew substantially, the investments I had made were almost entirely passive and TABLE simply needed to account for them and meet capital calls as they came in. While TABLE purchased additional software and other systems that were supposed to improve productivity, the team kept increasing in size at a rapid rate, and the expenses continued to grow even faster. While I would periodically question the growing expenses and high staff turnover, I stayed uninvolved with the office other than a once-a-year meeting when I briefly reviewed the operations and the financials and determined bonus compensation for the President and the CFO. I spent no time with any of the other employees or the operations. The whole idea behind TABLE was that it would handle everything other than my day job so that I would have more time for my job and my family. Over the last six years, expenses ballooned even further, employee turnover accelerated, and I became concerned that all was not well at TABLE. It was time for me to take a look at what was going on. Nearly four years ago, I recruited my nephew who had recently graduated from Harvard and put him to work at Bremont, a British watchmaker, one of my only active personal investments to figure out the issues at the company and ultimately assist in executing a turnaround. He did a superb job. When he returned from the UK late last year after a few years at Bremont, I asked him to help me figure out what was going on with TABLE. When I explained to TABLE’s president what he would be doing, she became incredibly defensive, which naturally made me more concerned. My nephew went to work by first meeting with each employee to understand their roles at the company and to learn from them what ideas they had on how things could be improved. He got an earful. Our first step in helping to turn around TABLE was a reduction in force including the president and about a third of the team, retaining excellent talent that had been desperate for new leadership. Now here is where I need your advice. All but one of the employees who were terminated acted professionally and were gracious on the way out (excluding the president who had a notice period in her contract, is currently still being paid, and with whom I have not yet had a discussion). The highest compensated terminated employee other than the president, an in-house lawyer (let’s call her Ronda), told us that three months of severance was not enough and demanded two years’ severance despite having worked at the company for only two and one half years. When I learned of Ronda's request for severance, I offered to speak with her to understand what she was thinking, but she refused to do so. A few days ago, we received a threatening letter from a Silicon Valley law firm. In the letter, Ronda’s counsel suggests that her termination is part of longstanding issues of ‘harassment and gender discrimination’ – an interesting claim in light of the fact that Ronda was in charge of workplace compliance – and that her termination was due to: “unlawful, retaliatory, and harmful conduct directed towards her. Both [Ronda] and I [Ronda’s lawyer] have spoken with you about [Ronda’s] view of what a reasonable resolution would include given the circumstances. Thus far, TABLE has refused to provide any substantive response. This letter provides the last opportunity to reach a satisfactory agreement. If we cannot do so, [Ronda] will seek all appropriate relief in a court of competent jurisdiction.” The letter goes on to explain the basis for the “unsafe work environment” claim at TABLE: “In early 2026, Pershing Square’s founder Bill Ackman installed his nephew in an unidentified role at TABLE, Ackman’s family office. [His nephew]—whose only work experience had been for TABLE where he was seconded abroad for the last four years to a UK watch company held by Ackman—began appearing at TABLE’s offices and conducting interviews of employees without a clear explanation of his role or the purposes of these interviews. During this period, he made a series of inappropriate and genderbased [sic] comments to multiple employees that created an unsafe work environment. Among other things, [his nephew] made remarks about female employees’ ages (“Tell me you are nowhere near 40”), physical appearance (“Your body does not look like you have kids”), as well as intrusive questions about family planning and sexual orientation (“Who carried your son? Who will carry your next child?”). These incidents were reported to senior leadership at TABLE and Pershing Square. Rather than being addressed appropriately, the response from senior management reflected, at best, willful blindness to the inappropriateness of [his nephew]’s remarks and, at worst, tacit endorsement.” The above allegations about my nephew had previously been brought to my attention by TABLE’s president when they occurred. When I learned of them, I told the president that I would speak to him directly and encouraged her to arrange for him to get workplace sensitivity training. The president assured me that she would do so. When I spoke to my nephew, he explained what he actually had said and how his actual remarks had been received, not at all as alleged in the legal letter from Ronda’s counsel. I have also spoken to others at the lunch table who confirmed his description of the facts. In any case, he meant no harm, was simply trying to build rapport with other employees, and no one, as far as I understand, was offended. Ironically, Ronda claims in her legal letter that TABLE didn’t take HR compliance seriously, yet Ronda was in charge of HR compliance at TABLE and the person who gave my nephew his workplace sensitivity training after the alleged incidents. In any case, Ronda, as head of compliance, should have kept a record or raised an alarm if indeed there was pervasive harassment or other such problems at the company, and there is no evidence whatsoever that this is true. So why does Ronda believe she can get me to pay her nearly $2 million, i.e., two years of severance, nearly one year of severance for each of her years at the company? Well, here is where some more background would be helpful. Over the last two months, I have been consumed with a major family medical issue – one of my older daughters had a massive brain hemorrhage on February 5th and has since been making progress on her recovery – and I am in the midst of a major transaction for my company which I am executing from a hospital room office next to her . While the latter business matter is publicly known, the details of my daughter’s situation are only known to Ronda because of her role at our family office. Now, let’s get back to the subject at hand. Unfortunately, while New York and many other states have employment-at-will, there has emerged an industry of lawyers who make a living from bringing fake gender, race, LGBTQ and other discrimination employment claims in order to extract larger severance payments for terminated employees, and it needs to stop. The fake claim system succeeds because it costs little to have a lawyer send a threatening letter and nearly all of the lawyers in this field work on contingency so there is no or minimal cash cost to bring a claim. And inevitably, nearly 100% of these claims are settled because the public relations and legal costs of defending them exceed the dollar cost of the settlement. The claims are nearly always settled with a confidentiality agreement where the employee who asserts the fake claims remains anonymous and as a result, there is no reputational cost to bringing false claims. The consequences of this sleazy system (let’s call it ‘the System’) are the increased costs of doing business which is a tax on the economy and society. There are other more serious problems due to the System. Unfortunately, the existence of an industry of plaintiff firms and terminated employees willing to make these claims makes it riskier for companies to hire employees from a protected class, i.e., LGBTQ, seniors, women, people of color etc. because it is that much more reputationally damaging and expensive to be accused of racism, sexism, and/or intolerance for sexual diversity than for firing a white male as juries generally have less sympathy for white males. The System therefore increases the risk of discrimination rather than reducing it, and the people bringing these fake claims are thereby causing enormous harm to the other members of these protected classes. So what happened here? Ronda was vastly overpaid and overqualified for the job that she did at TABLE. She was paid $1.05 million plus benefits last year for her work which was largely comprised of filling out subscription agreements and overseeing an outside law firm on closing passive investments in funds and in private and venture stage companies, some compliance work, and managing the office move from one office to another. She had a very good gig as she was highly paid, only had to go into the office three days a week, and could work from anywhere during the summer. Once my nephew showed up and started to investigate what was going on, she likely concluded that there was a reasonable possibility she would be terminated, as her job was in the too-easy-and-to-good-to-be-true category. The problem was that she was not in a protected class due to her race, age or sexual identity so she had to construct the basis for a claim. While she is female and could in theory bring a gender-based discrimination claim, she reported to the president who is female and to whom she is very close, which makes it difficult for her to bring a harassment claim against her former boss. When my nephew complimented a TABLE employee at lunch about how young she looked – in response to saying she was going to her 40-year-old sister’s birthday party, he said ‘she must be your older sister’ – Ronda immediately reported it to our external HR lawyer. She thereby began building her case. The other problem for Ronda bringing a claim is that she was terminated alongside 30% of other TABLE employees as part of a restructuring so it is very difficult for her to say that she was targeted in her termination or was retaliated against. TABLE is now hiring an external fractional general counsel as that is all the company needs to process the relatively limited amount of legal work we do internally. In short, Ronda was eminently qualified and capable and did her job. She was just too much horsepower for what is largely an administrative legal role so she had to come up with something else to bring a claim. Now Ronda knew I was a good target and it was a good time to bring a claim against me. She also knew that I was under a lot of pressure because on March 4th when Ronda was terminated, my daughter had not yet emerged from consciousness, she was not yet breathing on her own, and my daughter and we were fighting for her life. I was and remain deeply engaged in her recovery while at the same time I was working on finishing the closing for the private placement round for my upcoming IPO. Ronda also knew that publicity about supposed gender discrimination and a “hostile and unsafe work environment” are not things that a CEO of a company about to go public wants to have released into the media. And she may have thought that the nearly $2 million she was asking for would be considered small in the context of the reputational damage a lawsuit could cause, regardless of the fact that two years of severance was an absurd amount for an employee who had only worked at TABLE for 30 months. She also likely considered that I wouldn’t want to embarrass my nephew by dragging him into the klieg lights when her claims emerged publicly. So, in summary, game theory would say that I would certainly settle this case, for why would I risk negative publicity at a time when I was preparing our company to go public and also risk embarrassing my nephew. Notably, she hired a Silicon Valley law firm, rather than a typical NY employment firm. This struck me as interesting as her husband works for one of the most prominent Silicon Valley venture firms whose CEO, I am sure, has no tolerance for these kinds of fake claims that sadly many venture-backed companies also have to deal with. I mention this as I suspect her husband likely has been working with her on the strategy for squeezing me as, in addition to being a computer scientist, he is a game theorist. My only advice for him is to understand more about your opponent before you launch your first move. All of the above said, gender, race, LGBTQ and other such discrimination is a real thing. Many people have been harmed and deserve compensation for this discrimination, and these companies and individuals should be punished for engaging in such behavior. Which brings me to the advice I am seeking from the X community. I am not planning to follow the typical path and settle this ‘claim.’ Rather, I am going to fight this nonsense to the end of the earth in the hope that it inspires other CEOs to do the same so we shut down this despicable behavior that is a large tax on society, employment, and the economy and contributes to workplace discrimination rather than reducing it. Do you agree or disagree that this is the right approach?

@Dave_doric Right on Dave. Godbless you.

@FamarJohn I applied for the trial over five times and was rejected each time. Later, a team member shared Dr. Patrick Soon-Shiong’s personal email with us. After reviewing my case, he forwarded my details to his team to arrange and send Anktiva drpatricksoon-shiong1@outlook.com

Another milestone in our BCG Naive randomized trial (QUILT-2.005) reached in which 50% of enrolled patients reached an evaluable time point for efficacy, triggering an Independent Data Monitoring Committee (IDMC) review to evaluate statistical power of the adequacy of the sample size (N=366) to detect clinically meaningful differences between ANKTIVA + BCG versus BCG alone. Determination by IDMC of whether we need to enroll more patients or whether the 366 completely enrolled is sufficient to detect the pre-specified clinically meaningful differences between the two arms. Stay tuned. Our hypothesis that IL-15 is a key immunotherapy cytokine and the quest continues.

@zerohedge He should create a $1 million bill and put his face on it. Hey. We are headed to Zimbabwe so let’s get there faster with trump

Trump To Put His Signature On US Dollar Bills, Breaking Tradition Since 1861 zerohedge.com/political/trum…

@MaryBowdenMD @HustleBitch_ Third

@HustleBitch_ Isn’t this the second time?

🚨 BREAKING: TIGER WOODS’ CAR FLIPS IN VIOLENT ROLLOVER CRASH — SOMETHING ISN’T ADDING UP Golf legend Tiger Woods has reportedly been involved in a violent rollover crash on Jupiter Island, Florida just after 2 PM. Martin County Sheriff’s Office is on scene and investigating. • Vehicle flipped • Heavy emergency response • Details still unclear For someone like Tiger Woods… on a quiet road… in the middle of the day… How does something like this just happen? What really caused the crash… and what are we not being told yet?

@PeteThamel $

NEWS: The NCAA’s appeal to the Mississippi Supreme Court in the Trinidad Chambliss eligibility case has been denied. He’ll be eligible to play for Ole Miss in 2026.

@ClayTravis Leave him alone

Tiger Woods arrested for DUI after accident in Florida, passed a breathalyzer — spokesperson says they expected that as alcohol didn’t appear to be involved — but he refused a urine test.

@BarryOnHere He is goodness. God bless him

I'm old enough to remember when Tebow first blew up at Florida. Always thought he had to have been hiding some big secret bc there's just no way anybody is really that good of a person. 20 years later he is the only guy I can think of who was built up by the media to be a saint and has actually lived up to it. Also has a higher playoff passer rating than Tom Brady.

@iowahawkblog I am so there

This may be the douchiest thing I have ever seen

@BigJoeBastardi @PaulRoundy1 Yuck

actually not Paul I am a steroid free competitive BB and testosterone levels in males are falling likely due to lifestyle and eating,but not plastic. Here are the facts: Normal ranges today (for adult men) are typically 300-1000 ng/dL total testosterone, with "low" often flagged below ~300 ng/dL. However, population averages have shifted downward, and more men now fall into lower ranges even at younger ages. For context on 1950s levels: Anecdotal or indirect references (e.g., early studies or retrospective claims) sometimes cite averages around 600-800+ ng/dL for young healthy men in the mid-20th century, but these are not from large, comparable modern assays. The documented decline since the 1980s implies that 1950s levels were likely higher than today's for equivalent age groups—potentially by 25-40% or more when extrapolating backward, though this involves assumptions about assay differences and population health. One analysis notes that a 20-year-old today may have levels similar to what a much older man had decades I can see this in the college students around here. When I was in school most kids were lean and had a more pronounced ripped look. Now I look at kids walking around campus and wonder what the heck is going on. I think in your well trained athletes, assuming completely clean, its likely higher because to be blunt about it, when young you are a testosterone machine if you do everything right. People accused me of taking stuff all the time, yet at 5 10 I never competed over 175 I just got ripped. Now btw I compete at 150 because at 70 thats all there is. But I am ripped when I step on stage so I am likely maxed out for what God gave me

Testosterone levels are rising. We don't have a plastic spoon's worth of plastic in our brains. There's no turbo cancer. People are fatter than decades ago (a result of plenty of food and insufficient exercise). Not everything is collapsing.