
xPhoenix
41.9K posts

xPhoenix
@xPhoenix
Mom, Artist , Theoretical Thinker, Amateur Photographer 📸 • Space nerd, Tesla Fan 🦾, Loyal to God ✝️ American 🇺🇸 • Low-key from Mars





🚨BREAKING: Delta Dental calls itself a "nonprofit" for the tax breaks, while its CEOs raked in $48 MILLION over four years. Her pay jumped from $4.5M to $15M a year. Meanwhile, they slashed dentist reimbursements and patients paid more. This is how "nonprofits" game the system.












I’m an artist, I create art and have been a part of the 𝕏 ecosystem for a long time and you can see by my impressions how it treats people who are bringing nuances to the platform. I am also a multifaceted human being. Your system is not designed to recognize any of this. It simply reads signals and your OG “creators” (much who are not creating anything just recycling other people’s creations as original posts) have completely gamed your system like pirates and they know your attention is on more important things so they get away with it. I have attempted to share a solution but either it is not the intention of 𝕏 (and its top executives) to make it a fair and agnostic system (no more favors for “friends”) or you have yet to discover a good solution. I implore you to consider this option.




Elon Musk says he underweighted one trait in hiring and learned it the hard way. For decades, talent acquisition built its scorecards on three pillars. Skills. Experience. Cultural fit. Resumes were ranked accordingly. Then the bad hires happened anyway. "Generally, I think it's a good idea to hire for talent and drive and trustworthiness." Talent. Drive. Trustworthiness. The first three felt obvious. The fourth had cost Musk careers. Hires he'd defended. Hires he'd promoted. Hires he eventually fired. Then Musk named the trait most rubrics skipped. "And I think goodness of heart is important. I underweighted that at one point." Musk named the trait: **goodness of heart**. Polished. Predictable. Almost useless without it. Musk, who had interviewed the first few thousand SpaceX hires himself, knew the longest training set. A high-talent, high-drive, trustworthy employee with bad intent could ship more damage to a company over a quarter than a low-output engineer could in a decade, because the same competence that delivered the win also delivered the harm. "Are they a good person? Trustworthy? Smart and talented and hard working?" You can teach domain knowledge. You can teach a process. You cannot teach a person to be kind. Or to mean well when nobody's watching. After Musk made the correction, his hiring filters added a layer most rubrics never named. Goodness of heart became a yes/no gate. Musk, on the four traits that can't be unlearned: "Those fundamental properties, you cannot change." What's the trait you keep meeting in great hires that doesn't show up on any resume? P.S. I made a playbook breaking down 100+ most powerful decision making mental models used by history's greatest thinkers. 5,000+ downloads. 113 five-star reviews. Grab a free copy here: besuperhuman.gumroad.com/l/mentalmodels — Elon Musk ( @elonmusk ), CEO of Tesla and SpaceX, on Dwarkesh Patel's ( @dwarkesh_sp ) podcast







