Ronin | PerpDEX

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Ronin | PerpDEX

Ronin | PerpDEX

@Ronin9x

Narrative-focused writer on Perp DEX. Early OG of @HyperliquidX & @Lighter_xyz https://t.co/UIEzNLKvuh

Katılım Nisan 2023
3.1K Takip Edilen1.7K Takipçiler
Danh Tran
Danh Tran@danhtran68·
Hi vọng trend đóng cửa mùa này của các các dự án sẽ ko dính đến @dawninternet Chứ tiền điện hơi tốn quá rồi 😅 mặc dù free :(( 1M Points = 1k$ ko ae?
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Danh Tran@danhtran68

Campaign $RIVER Trading Comp của @RiverdotInc trên Hyperliquid Anh em nào trước lụm được airdrop $RIVER chú ý nha, mình thấy volume chưa cao, ít người tham gia thì dễ lụm Trade RIVER/USDC trên Hyperliquid Spot. Top traders sẽ nhận được RIVER ▸ Thời gian: từ ngày 05/04 - 19/04 ▸ Phần thưởng: 1.500$ RIVER + 150.000 River Pts ▸ Top 20 người có volume cao nhất sẽ nhận được RIVER ▸ Volume từ 100$ trở lên đủ điều kiện nhận River Pts

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dinhthang97
dinhthang97@dinhthang97·
Tiếp nối trend kể lễ thua lỗ trong đầu tư :))) Nói chứ này k phải than vãn hay gì đâu mà nói lên cái ngu để ae sau này chừa và né ra nhé! Đây là list dự án mà tôi đã mộng mơ đầu tư để ăn xx đây ae, Kèo ít thì 500$, nhiều thì 3000$ :))). Kết quả là đi bụi hết, chắc được 1 2 kèo về bờ, còn lại chia 100-1000 lần :))) $GOMBLE $Polyhedra $Yuliverse $MAVIA $Bitsmiley $Imaginary $REDACTED $RAIINMAKER $REVOLGAMING $PRIVASEA $Peaq $MOCA Còn nữa không ae liệt kê thêm hộ cho zui cửa zui nhà nào. Riêng con @Raiinmakerapp này thì đầu tư 1k5 nhận về 11$ nha ae :)))
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Thành Phan@bachkhoabnb

Gomble Games - 1000$ (chia 100) Poly Hydra - 1000$ (may hoàn vốn) Raiinmakerapp - 1000$ hay 500$ gì đó (đi bụi) bitSmiley - 1000$ (đi bụi) Privasea AI - 3000$ (vest 1 phần và chia gần 100) Victory Chain aka CRTL Protorcol - 1000$ (chưa or có lẽ không TGE) Còn nữa không thì không rõ nữa @@ Backer toàn quỹ lớn không đó nha, vì yêu mà đâm đầu Ai biểu ôm giấc mơ sẽ lặp lại như Coinlist $IMX $BICO $CSPR đồ 🤣🤣

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Ronin | PerpDEX
Ronin | PerpDEX@Ronin9x·
@BillAckman @X Fight them to the end. These fake claims and toxic lawyers need to be exposed and stopped. No settlement. Set the precedent
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Bill Ackman
Bill Ackman@BillAckman·
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?
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VictorNguyen10X
VictorNguyen10X@Victornguyen10x·
OneFootball Club chính thức thông báo chi tiết Airdrop @ofc_the_club vừa công bố cho airdrop token $OFC Hơn 25.000 users đủ điều kiện Phân bổ theo tier Claim mở ngay sau TGE Tất cả đều unlock 10% ngay ngày 1, phần còn lại unlock dần. 3 lựa chọn claim: 3 tháng → nhận 30% 6 tháng → nhận 65% 9 tháng → nhận 100% Lock càng lâu = càng nhận được nhiều token hơn. Ae có thể tăng tốc unlock bằng cách dự đoán 10 trận/tuần = unlock nhanh 2x Dự đoán càng chính xác = unlock càng nhanh Top 100 điểm cao mỗi tháng chia prize pool $OFC. Nghe sao giống giống của ít lòng vòng thế này 🙃🙃🙃
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Thien Thien
Thien Thien@Thienthien1305·
Nicky mất 180.000$ gần 5 tỷ VNĐ Và rất nhiều công sức cày dự án. Niềm tin, tiền bạc, công sức, thời gian. Anh em nghĩ còn gì đau hơn. Thật sự còn quá nhiều góc khuất mà anh em chưa biết. Những bánh vẽ ở thị trường này quá nhiều. Nên mới nói kiếm được tiền đã khó, giữ được tiền còn khó hơn 🥺
Phạm Ninh | AlphaBack.net@NickyPham_HC

Theo dòng sự kiện đi pool private sẵn e bóc dự án @Mint_Blockchain (team build @nftscan_com) E từng support từ media rồi cày affiliate top2 dự án lúc ra testnet và nặng nhất là góp vốn đi pool 180k$, dự án lật mặt trắng trợn @@ Em đăng lên cho mọi người nắm được thông tin thôi, vì những dự án #SCAM như này xứng đáng được mọi người biết bản chất. Em đầu tư 180.000$ để nhận lại 1000$ @@ cay đắng không biết nói gì luôn. Thông tin team dự án @Mint_Blockchain 1. ZK (đã xoá X) → Founder, Executive Officer, Director, Promoter Địa chỉ: Sichuan (Tứ Xuyên Trung Quốc) 2. Shier (Co-founder) → Co-founder MintBlockchain 3. Rose Quan active (@RoseQuan_eth) → Head of Ecosystem of Mint Blockchain 4. Dannie (X @Dannie0x29) → CMO of NFTScan Ae kol hay quỹ bị vụ này thì nhắn cho em để em hướng dẫn gửi mail để kiện tập thể, bịp trắng trợn. Lúc listing đã chia 6 giá private và lúc trả token vesting thì chia sml rồi scam@@ Sợ các dự án này quá chị ơi @Thienthien1305

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Ronin | PerpDEX
Ronin | PerpDEX@Ronin9x·
VENTUALS ( @ventuals ) might be the most slept-on play heading into the next cycle 👀 ☑️Billions in daily volume during a bear market - rare signal ☑️ OI quietly stacking = smart money positioning ☑️ Founder from @paradigm - these people know what they're building Fundamentals strong. Volume there. Backing locked in. The narrative writes itself 🧵 DYOR — NFA
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kdot | bulk
kdot | bulk@kdotcrypto·
Incase ya'll didn't notice... Q2 is here This means only one thing... And it's coming for you all
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UR
UR@urspeaks·
Small accounts 🔥 I have 70.6k followers, 9.7k being verified. If you show up in my replies, you'll definitely get new mutuals. Check replies 👇 Grab 500+ mutuals daily 👍
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KEN
KEN@AnhTunBi536660·
Bãi biển của Đà Nẵng vẫn là 1 cái gì đó đi sâu vào lòng người
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Piz 🐬TermMax
Piz 🐬TermMax@WhalePiz·
Mong sớm đạt mốc 10k tích theo dõi Mỗi ngày phấn đấu thêm 1 tí anh em ạ
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0xww
0xww@dimqtdl·
Chương trình mỗi ngày cùng nhau phát triễn, cùng nhau kết nối, cùng nhau xây dựng. Xem mình còn xót ai không cmt giúp mình
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Chiến !
Chiến !@chien29x3·
GM ae tài khoản lớn nhỏ đâu rồi kết nối với nhau nào ✅ Nếu bạn muốn buil X nhanh hơn: - Viết tweet mỗi ngày - Reply ít nhất 100 lần mỗi ngày - Xuất hiện ở nơi có traffic Đừng cố trở nên hoàn hảo, hãy cố xuất hiện mọi nơi trên 𝕏 Vì trên 𝕏, người xuất hiện nhiều nhất Sẽ là người được nhớ
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Lecter
Lecter@Lecter_XFinance·
- @ForteProtocol Raise 900M$ vòng gần nhất từ 2021 Build chán, ăn chơi hết tiền -> 2026 làm perpdex bào 🤣 dẹp cho lẹ
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Lecter@Lecter_XFinance

🔥 USDT trên TRON đã >$85B, tăng hơn $20B trong 1 năm. Người dùng thật đang dùng mỗi ngày để chuyển tiền, thanh toán: phí ~0, xử lý vài giây. ~2.6M địa chỉ active/ngày Doanh thu on-chain top đầu Use case thực, không phải hype Trong khi nhiều chain còn “kể chuyện”, @trondao làm hạ tầng dùng được luôn. $TRX ~30B market cap nhưng đang gánh lượng stablecoin rất lớn @justinsuntron @TronDao_VIE #TRONGLOBALFRIENDS

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PhuDuc F4
PhuDuc F4@DxPhuduc·
Tổng hợp những kèo mình đang theo 1. Opensea ( @opensea ) Ra 1 nùi mùa nhưng vẫn chưa TGE, cúng fee cũng kha khá 2. Abstract (@AbstractChain ) Cũng ra 1 nùi task rồi badge các kiểu, đốt tiền cũng khá và tất niên vẫn chưa TGE 3. Quip Network ( @quipnetwork ) Viết bài chơi chơi thôi, khả năng lỏ 4. 3Lookz ( @3look_io ) Cũng viết bài chơi chơi, khả năng lỏ 5. Nasun ( @Nasun_io ) Viết bài và cày testnet, khả quan hơn xíu 6. Xoob ( @XOOBNetwork ) Viết bài và mua nft, khả năng lỏ 7. The Invent Money ( @TheInventionNet ) Cày task, ít người cày, nhưng fund cũng ít, khả năng lỏ Ae còn kèo nào khác không? cmt cho mình theo với
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