Sampson II

@Innocent__Gucci @RafaelSereti Same fucking shit

@RafaelSereti 😂😂😂😂 from Kenya nooo he is Nigerian that accent is Nigerian

😂 Arnaque classique à Rome 🇮🇹 : Des gars te glissent un bracelet « cadeau mon ami ! » au poignet près du Colisée… Puis : « 10€ maintenant ! » 😡 Refuse net, enlève-le et marche sans t’arrêter. Ne laissez JAMAIS personne vous attacher quoi que ce soit !

@KKaWSB 对比世界其他地方的战争和迫害，这边狗狗在岁月静好，挺地狱的

理想的工作确实存在。它们的小背包。🥹 这是加拿大安大略省的一个狗狗巴士日托服务，每天早上司机会开车到各家门口，然后狗狗们一一上车，载去日托中心玩一天，晚上送回家。书包里放的是它们的零食。

@__Inty__ 卧槽司机好像Hulk Hogan

想在后院种好东西！需要好土！ 找你当地卖土的公司比去lowes，Home Depot节省10倍的价格，而且质量又好。 （这个送货司机，牛逼！上班时间，身上带了把枪）😄

@druncle 经济学是最最骗人的专业，职业政客一样的职业教授在那半死不活的教各种curve, 画equilibrium，大多数不会带小孩接触股市，更不会讨论太多更前沿的东西…

昨天收到一位多年前国内朋友的消息，她人在美国做牙医，孩子今年大学放榜，同时拿到了卡内基梅隆（CMU）和密歇根大学（UMich）的经济学offers。 ​现在家里闹了分歧：朋友有典型的华裔私校情结，中意CMU；她儿子却铁了心要去UMich。他知道我是密歇根校友，儿子也在那读书，便特意打来电话听听我的看法。 ​职业规划的视角 ​如果单看经济系排名，UMich其实更胜一筹。但如果孩子未来锁定了华尔街，我个人稍微倾向于CMU。 ​虽然两家的商学院都是顶级，但CMU在商科、数学与计算机技术的融合上做得极出色，与华尔街的量化金融圈子有很深的渊源。 ​校园生活的广度 ​职业前途只是一方面，对于二十岁的年轻人，享受青春同样重要。在校园氛围上，UMich几乎是压倒性的优势。 ​安娜堡是全美最著名的安全大学城，UMich拥有美国最大的体育馆，那种热血的体育文化和丰富的校园社交，是匹兹堡这种落寞工业城市无法比拟的。 ​同样是名牌公校，UMich的校风虽然也偏左，但比伯克利那种嬉皮士发源地要平和得多。反观CMU，校园很小，生活相对枯燥。 朋友说，他儿子的很多美国同学都愿意选密歇根大学。我儿子当年的同学也是一样，很多宁愿放弃藤校，也愿意去密西根大学。其实这些都是美国孩子的一个共性，就是学校的排名在他们心里没有那么的重要，青春的体验可能更加重要。 ​个人努力与资源利用 ​其实无论在哪所学校，资源都在那里，关键看孩子怎么用。我儿子在UMich大二就拿到了未来两年的华尔街实习offer，这并非完全因为学校排名，而是他主动参与商学院活动、自己努力的结果。所以学校固然重要，个人的努力更加重要。 ​孩子长大了，我们很难再替他们做主。当年我儿子选校时，放着计算机排名前五的名校不去，非要选UMich的数据科学，理由是计算机专业受AI冲击更大，以及想做金融毕业后回纽约，但我知道，那个疯狂的体育校园氛围才是最吸引他的。 ​看着儿子现在在安娜堡生活得神采奕奕，我觉得作为家长，尊重孩子的意愿、让他们享受一个精彩的青春，远比那一点点所谓的排名优势更重要。

@JamesTate121 After this, they dropped the Chinese exclusion act💀 like some Karen in Maryland hired Mexicans to do roofing and then called ICE

1863. The Central Pacific Railroad needed to cross the Sierra Nevada. White workers quit. “Too high, too cold, too dangerous.” The foreman hired 50 Chinese men from California. They worked. By 1868, 12,000 Chinese men were 90% of the workforce. Pay was $28/month. White men got $35 + board. Chinese bought their own food. Slept in tents at 8,000 feet. They called them “Celestials.” Said they were too small. Then they watched. Chinese crews laid 10 miles of track in one day — April 28, 1869. A record never broken. White crews managed 2 miles. They hung in baskets off cliffs to blast Cape Horn. Snow tunnels through Donner Summit — 15 tunnels, 1,659 feet of granite. No machines. Black powder, chisels, and nerve. Hundreds died in avalanches and explosions. Company records say “2 dead.” Graves say 1,200. In 1867 they struck. 5,000 men walked off. Demanded $40/month and 8-hour shifts in tunnels. The boss cut off food and supplies. Starved them back in 8 days. May 10, 1869. Promontory Summit. Golden Spike ceremony. The photo has zero Chinese men. They were told to step aside. They built 1,776 miles of America. Excluded from citizenship until 1943.

@woyongdehuawei @__Inty__ 保十年

@__Inty__ 韩国车别买，一过保就坏

你是砍价高手吗？ 你看看下面 这个车和对方出的价格。 你觉得你会最低价格出多少？为什么？

@harukaawake Graffiti might be the dumbest fucking thing like ever. Like a dog peeing and saying “look this is my territory”

🇯🇵 A tourist from New York was captured spray painting graffiti in Shimokitazawa, Tokyo. This type of behavior should get you immediately deported from Japan.

@dylanzhao 好像确实东北人的长相是有一定地域特点的，比如说眼睛有的会非常大，但是又不是那种有神很水灵灵的大，就是一个大眼睛往外凸，然后很大的卧蚕。我东北ex也长这样（一开始撒谎说自己杭州）

狗镇国人的脑袋里只认钱了

@efubiku 其实很不错的，让人不饿，是一种很高级的感觉😂 然后我的话是平时练力量举但是脂肪肝，减了二十斤，力量掉的不多。如果没有脂肪肝不太建议啦，还是自然的好

已经看到不止一个推友在 BMI 正常的情况下上司美格鲁肽和替尓泊肽。 稍微提一下，这两个东西的收益一般来说仅对重度肥胖患者是正向的，因为重度肥胖的人本身就是半个死人了，那点副作用风险完全可以忽略。 但是如果非肥胖人群为了达到瘦的目的，不过脑子地用这类药物，风险是高于收益的。 慎重。

@Banana8The @Eivor_Koy Gee imagine telling the Jews the healing process is done by last century they German people are awesome now, time to change history book lol

@Richsd36 @Eivor_Koy The healing process was officially done last century, when China-Japan relations were restored, FDI from Japan and the West went into China, apologies (see Murayama Statement) issued. You know how the Japanese are - 小鼻子，小眼睛. They won't change. So why hold the grudge?

This Japanese dude was "shocked" when his UK international school daughter felt "ashamed to be Japanese" after learning about the Nanjing Massacre. He held a family meeting and tried to convince her it was exaggerated Chinese propaganda. This is a big slap in the face to those who say "it’s the past, let bygones be bygones." While some Japanese do reflect on their brutal history, many others continue to downplay or twist it — calling the suffering of invaded nations “propaganda” and shielding their children from the truth. Can you imagine the German government denying Nazi history without consequences? Yet the Japanese government has been doing exactly this for decades: denying, downplaying, and erasing its wartime atrocities — from comfort women to the suffering across Asia. The girl shouldn’t feel ashamed of being Japanese. She should actually be proud that she’s learning the truth about history and showing sympathy for the victims. It’s her parents — the ones proudly twisting history and misleading their own child — who should feel ashamed, not her. A nation built on lies and denial can never be truly strong or respected.

@fannaoxiaoyang x博士最新一期讲的就很好，以后世界没有中产阶级了。

周末逛街，观察到一个不寻常现象：今年初始，大厂都默契推出史上最便宜产品： 1）苹果推出499刀Macbook Neo； 2）特斯推出3.8万刀减配Model Y，且停产了X、S高端车型； 当下第一个念头：中产阶级在加速萎缩，而大厂得益于后台优势，战略上已未雨绸缪。 为了进一步验证，又去翻了Costco财报，发现其自营品牌Kirkland（各类品牌平替版），市占率创了新高。因此有理由怀疑，北美中产的消费能力可能正在陨落。 春江水暖鸭先知，我认为Main Street已开始显露疲态，而Wall Street还没有完全计价这点。 这一次，也许真的不一样。

@BillAckman @X A lot of bigger companies have low efficiencies due to lawyers, LGBTQ stuff, rip-off consultants balabalabla

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?

@Biantaiboooo 居然给我推了匈牙利的博主！！！关注关注！！我觉得你做的对，他像是送你人情一样… 这种老中很难打交道的而且没有边界感。布达佩斯真美呀！2020年疫情前我在那里study abroad一下，后面可惜提前回美国了但是还是好意难平！

@goshenggo 这是伊朗犹太人吧，Persian jew

读Master的时候，班里有个28岁的伊朗女同学，平时看着那是相当低调，完全就是个普普通通的留学生，直到有一次，我们聊自己每天回家要多久……她才轻描淡写地报了个地名，我才猛然发现她住在比弗利山庄一个超级富人区，至今都没盘明白她家到底是干嘛的，这简直成了我人生的“头号未解之谜”之一…线索： 她有美国绿卡 单身 新移民 不喜欢伊朗政府 但可以回伊朗 …

@jason4031820711 @Rustallintsla 请问前面和普通y比起来也更大嘛

@Richsd36 @Rustallintsla 平时主要当大4座用，超级宽敞

Model Y L 真的要在第二季度一骑绝尘。 我说的。

@elonmusk What about HW3??

FSD 14.3 is in Tesla employee beta now and will probably go to wide release end of week

@keyahayek 卧槽，美国国内航空真的是ripoff，直接显示的价格是穷鬼经济舱，真正的经济舱还得加钱，想早点登机也得加钱，然后还分group1-9？？然后好不容易坐下来了旁边大胖子有狐臭… 问题上国内航班头等舱我可能看的晚了，居然还有2-3000的还不能躺平…

American Airlines 有一个鸡贼的定价策略：部分航线 1 位乘客价格是 $324，而 2 位乘客的价格是 $249，换言之买 2 张比买 1 张更便宜。较优解显然是买 2 张，1 张 no show。 但我们数字蝗虫🦗的最优解是合理利用米国机票付款后 24 小时无条件退票的规定，找客服 split 预定单再部分取消。直接 3 折。

@zengying1107 真的好奇怪，我认识好多在大城市打拼的东北人名字都奇奇怪怪的，什么李李，陈陈，这又来个张张

张雪峰前女友张张（在他第一任和第二任婚姻之间单身时谈的女朋友）在得知张雪峰逝世消息后，悲痛出镜，并在自己社交媒体评论区回击网络谣言。 张张因原生家庭创伤恐婚，在2021年领证前夕临时反悔。两人三年恋爱期间，虽多次拍摄结婚登记照，但始终未正式登记。 她称两人交往于张雪峰第一段婚姻离婚半年后，恋情未公开，是为了保护张雪峰孩子。 2024年初，因感情变淡、磨合问题和平分手。张雪峰在分手后仍支持其事业发展，张张称“他给我堂堂正正的爱”。 张张全方位肯定张雪峰为人，称即便分手，爱错时间，但从未爱错人，至今依然爱着他。