u/mapotofurice

The 2nd half of gChem series I got a C in and I can't retake it at any public university of junior college near me.

Every single counselor has told me I can't retake it since I've already "passed it".

This is a huge issue since every PA program I'm looking at in California requires at least a B- minimum.

How do I even work my way around this?

I'm getting back into applying after a pause in 2020-2025 due to personal/health issues. I'm not sure how long of a setback I've put myself in.

In completing my CAPSA requirements I reached out to my Microbio professor in college only to get a phone call from the bio dept that so-and-so passed away in 2023. It's gutted me because not only was she a really cool professor who I had worked closely, she was the first one to even inform me about what a PA is.

My pool to ask for LORs is small. I barely had 3 LOR candidates to ask from and now I'm down to 2. Currently I have a psych ward supervisor, my current director (however I work in a non-healthcare role FT at the moment).

I quit my MA job years ago when I was applying the first round and many of the nurses/PAs/DOs that were there I never had their contact info.

Making time for volunteer work in the healthcare space might be sparse since I live in a rural area where there's not very many opportunities given my 9-5.

What's your main audience that you train?

Are they internal in an organization? Or are they those looking to upskill on their own via an MOOC eLearning provider like Coursera.

Genuinely curious because I've seen trainers/strategists just give "training" to learners who request it, but that's it. It's very A to B, and repeats with each new cycle.

What are the nuances that you've experienced with each learning audience (groups, learners, employees) and if you've been with the same type of learning audience for your whole career (i.e. corporate trainer) what are several things you've seen change over time in delivery, experience, or how it was from year 1 to year now.

I feel like this post is aimed towards the hybrid athletes on here but leaving this out there.

As a former bodybuilder, it's still hard for me to adapt to full endurance training even after completing three half IMs. I still want to train resistance like the old days but know that I can't fully have both.

On training blocks leading to a race (~4 months out) I'd say I have 5 days total of endurance, 2 of which are T1 or T2 block training.

My resistance training is 1 day within those 5. I just feel so disorganized with so much endurance. I feel that my hips and knees and muscles are just so exhausted that I forget how to bench press or can barely even hold a squat. Because of my schedule, I'm doing full body training at 20% of what I used to do as a competitive bodybuilder.

Do y'all just keep resistance training for the off season or do it resistance/strength training in the afternoon?

Note: I have no serious injuries currently besides a meniscus tear from rugby in uni. I do regular stretching and PT to correct imbalances from training.

We redirected a site from BlueHost to Siteground. Did all the necessary on-page and preserved content however after running a SF and SEMRush audit noticed that all the redirects we sent via the hosting service were not listed as follow.

I'm concerned since, all of our content has performed well since, external, internal linking, EEAT have all been established. But the site transfer wrecked this one site. It's one month post and we're still not even seeing a gradual bump in traffic.

Is even possible to request to follow a link?

To start, I do use AI to help me write the overview which includes keywords, structure with Hs, and style of writing. I keep it very high level and sometimes granular to the point of being specific of basically saying "hey, writer #2, this is what I need". We work in SaaS so it's very precise on what details we have to have per section.

When my writer comes back with the first draft, it'll have all the signs of AI slop : laundry listing, em-dashes, run on sentences, ~1,000 words longer than needed, and page links that really have no semantic reason to be there.

If I wanted AI to produce this junk, I would've done it myself. However, we have to outsource writing simply because our team isn't big enough to handle all the content projects at least from the briefing and writing stage. The reason why we opted to use a writer is because Claude, Perplexity, and CoPilot among the 10 or so AI agents did not follow the instructions we used to avoid writing like an AI.

I'm stuck between becoming the writer, finding a legit human writer, or using a combo of AI and writing. It sucks because, as AI tools become the norm in everything SEO/AEO, it'll just become harder to do.

Suggestions on how to make the content marketing process better are welcome...

This is a hypothesis I have although the more I look into it the more I'm starting to convince myself it's true.

We launched a redesign in 2023 and the SERPs have but bottom of page 8 terrible despite having a strong SERP value before that. To give you an idea how bad we've fallen, for all of our keywords visibility we had about 43% market share per SEM Rush, now we're at 0.57%

In terms of implementing 301s, we matched new to old URL structures as expected ensuring we had the most 1-to-1 match as possible. Everything else was sent to the home page to prevent a 4xx error.

However, I think we may have a double (or perhaps triple) redirect in place via WP plugin, .htaccess, and implementing a 301 redirect list on SiteGrounds.

On, .htaccess at least I have this snippet of code:

SetEnv PHPRC /home/customer/www/myrandomsite.com/public_html/php.ini
# Added to redirect old subdomain to new subfolder
RewriteEngine on
RewriteCond %{HTTP_HOST} ^mx.my-random-site.com [NC,OR]
RewriteCond %{HTTP_HOST} ^www.mx.my-random-site.com [NC]
RewriteRule ^(.*)$ https://myrandomsite.com/fr/$1 [L,R=301]

This was meant to ensure all old domain URLs, in case we missed any, go to the new URL. For redirect on sitegrounds, it's a semi-massive list of URLs on redirects settings on SiteGrounds.

The old URL with mx. as a subdomain is quite old. In theory, it should've already fallen off by now.

My main question is, is it safe to delete this snippet or the redirect list to ensure we're back to better SERP exposure?

Received a small plot of land from an old colleague as I was named in her will. I was surprised for how much she paid back in 2004.

For about a 2,500 sq ft plot of land she paid close to $45k. It's current value per the assessor's is something like $2k at best. It sucks for her cause I feel like basically got swindled and lost a lot of money on something that was supposed to generate value in her lifetime.

I read reports both in LV and NV as a whole that the area will appreciate but for the most part it just seems like a ghost town with nothing for miles. I want to sell it but at the same time, I also don't want to make the same mistake she did.

Yes, Vegas is dying cause it's so expensive but as more and more families move to the greater LV area, it makes me speculate myself. At least the property taxes are cheap, so there's that.

I cannot access half of the sites that I regularly need to access on Chrome since it's been flagged as malicious for whatever reason. I know since because I try to access the same site(s) on Firefox and Opera, both on different machines, and I don't encounter the problem at all. I need to use Chrome since we are very much a Chrome first company and all of our attachments are via Drive.

For the few sites that do let me enter, I have to go through multiple CloudFlare and Captcha protocols that's driving me nuts.

So far I've tried the following on Chrome to no avail:

• Paused or deleted extensions on Chrome that may prevent me from accessing.
• Rebooted computer multiple times
• Ran Microsoft Defender scan to ensure there are no issues (returned zero malware)
• Plugged and unplugged my routers and modem.
• VPN doesn't help whether on or off.

Hello freight forwarders and supply chain experts!

I work in the training industry and would like to know first hand what are the most common training issues, skills gaps, and inefficiencies that those in the SC/3PL/transportation industry are currently facing?

I'm specifically leaning towards training matters that could benefit more from in-person training than online learning more than anything.

Interested in hearing what you can provide. Thank you very much in advance!

I'm new to this home ownership thing and I've noticed since I bought my home in 2021, the property tax has risen every year by a few hundred dollars.

By this definition doesn't that just mean the home will also go up in value indefinitely? The property tax has a linear positive trend and has never went under.

Meanwhile when I check Zillow or Redfin, my house can range from $700k in value to $1.5 million.

All of this is confusing me (and honestly, makes me miss renting)

Hello freight forwarders and supply chain experts!

I work in the training industry and would like to know first hand what are the most common training issues, skills gaps, and inefficiencies that those in the SC/3PL/transportation industry are currently facing?

I'm specifically leaning towards training matters that could benefit more from in-person training than online learning more than anything.

Interested in hearing what you can provide. Thank you very much in advance!

Hello freight forwarders and supply chain experts!

I work in the training industry and would like to know first hand what are the most common training issues, skills gaps, and inefficiencies that those in the SC/3PL/transportation industry are currently facing?

I'm specifically leaning towards training matters that could benefit more from in-person training than online learning more than anything.

Interested in hearing what you can provide. Thank you very much in advance!

Looking to enter law enforcement, but I'm concerned that my work history will cause some potentially major issues during the BI phase.

The reason why I want to enter is that I hate my desk job, find it impossible to enter into any good-paying industry with the threat of AI, find no purpose, especially when it comes to helping others, and have had limited promotional opportunities or growth since all the companies I've worked for have been medium-sized businesses at best. Very interested in serving the community, no vices, active 6 days a week (triathlon, gym, ultra marathons, etc)

I'm based in Southern California, and I see so many agencies, local and county, hiring on the web and even on billboards, and the benefits are too good to pass up, from what I hear.

My top picks for applying are: LAPD, OCS, RSO, San Bern County, Anaheim, Hawthorne, and Pasadena.

I'm not sure how far back their work history process goes, but the past five years have truly sucked for me: I got terminated from one job for supposedly breaking an NDA in the first month on the job (2020) when I barely knew the processes, nor did I have training.

In another role, I resigned from a 10-year role after having to report to a very inexperienced manager in my last year. I was forced to hand-hold this person through client calls and even teach them how to use every single piece of software, despite this person claiming they had 15 years of experience (2024). Supervisors above her (um, sorry, "they/them/zedd" were the pronouns) even agreed, as do Glassdoor and my LinkedIn colleagues, but I know BIs don't care: It's HR's word over mine. 

This has just happened in the past five years. Further back, there are all these little indiscrepancies that aren't major, i.e. being late because of traffic.

I've been told that if the termination, resignation, or write-up was over two years ago, they'll look over it as long as my persona/profile shows "positive trajectory". 

I was told by a gym mate that if I get rejected by all these agencies, it's best to apply to LACS since they'll basically take anyone who can do 20 pushups and isn't a felon/pedo. Not interested in CHP, nor can I, since I'm over the age of 35.

Before you say "you should go work somewhere else" and find a new role that's not associated with it in the title:

1. Yes, I've vetted and still vet that as I look for new opportunities on an already toxic LinkedIn platform
2. Hear me out on my intra-Asian professional working experience for a hot second.

I write this as a 2nd Gen Filipina-American woman in her late 30s who is on her third stint working with a small to medium-sized business owned by a first-generation Asian-American family.

I wanted a change of pace, so I moved from corporate banking in my first 10 years and wanted to see how much easier it would be to work with smaller businesses to help foster real growth. I've also wanted to be, as naive as I feel now, helpful to those looking to grow their businesses as immigrants and entrepreneurs.

I've found myself being dead wrong, as the environment is a certain kind of toxicity that seems unique to Asian-owned businesses in the US, or at least in Southern California. With my corporate life, which was predominantly white and pretty even in terms of racial makeup, I've never experienced the kind of treatment elsewhere.

I'll break it down by my previous two to current experience, starting with my current:

• Taiwanese logistics firm in Rosemead (AR/AM Manager):

  • Found out my pay compared to my Taiwanese and Asian but not Taiwanese counerparts was significantly lower by at least 20%. Long work hours are expected of me, sometimes scorned when we leave right at 5 pm; company-wide holidays include CNY, but that term is used loosely as "essential" departments that don't have many Taiwanese people have to work on CNY week.

• Korean electronics RMA provider in Torrance (Accounting Specialist):

  • Everyone speaks English perfectly here, so there are no communication issues, or at least there shouldn't be. There were 12 non-Koreans on the team, with me being the only Filipina. At lunch, my colleague, a Korean female, told me that during a lunch conversation that was purely in Korean, they see my kind as dirty, submissive, and easily swindled; I was more sad than I was upset; My pay is (surprise!) also significantly less than my Korean colleagues; there are outings for the entire company where everyone who is Korean goes out for drinks and there isn't even an announcement on Slack/email. The non-Korean people find out through the grapevine, which is social media. What really irritated me was an IG post that read: "shout out to our Pacific Sales Team for Reaching their Q2 goal and growing XXX company by $2.7 million!" The people who were celebrated in the post did the bare minimum (almost nothing, actually), and it was indeed me, two Viets, three Chinese, and a hardworking Salvadorian mother who got those deals to happen.

• Chinese eCommerce & warehouse management provider in City of Industry (Accounting Specialist):

  • Everyone working here who wasn't Chinese was getting paid cash, including me. Three other non-Chinese and I were getting paid 40% less than everyone else in the same positions. It's not wise that someone like me, who has access to the financials, can see this; the manager openly called out one of his employees, who was Chinese, in disgusting terms, for not meeting sales goals in front of everyone. When my colleague translated it, I was absolutely disgusted at how this was normal. The HR department doesn't even exist here.

I'm in the process of going back to corporate or at least non-SMB work. I'm just shocked and sad that other Asians treat each other like this in the workplace. As someone who went to a good school and joined an Asian-American sorority that instills value, camaraderie, and friendship among Asians regardless of cultural differences, these experiences just twist the knife for everyone who experiences it.

If we're going to hire other Asians in an Asian-American-owned business, we should at the very least favor, celebrate, and reward fellow Asians working for businesses and not section them off or play favorites. It just makes me really mad that this is the case for me and perhaps many others.

Thank you for listening to my rant.

My team and I are running low promotional budgets and we need to think real strong about how much or with how little we can make promoting our products to the L&D community.

For the seasoned folks who visit this thread, whether you're a vendor or a professional working with a training provider or L&D department, what is *the* best convention to attend to and why. What do you get out of it that makes spending the convention attendance fees worth it and what are the other ones that don't make it worth it?

We really need to start thinking strongly about which events we go to and how selective we are. A partner of ours was at ATD and despite people they spoke to, it wasn't really the crowd or clientele they were looking for. They were more university and education focused than anything.

Ready to see how many people on here say "that one company with AI [this]"

There are too many LMS platforms to count right now. So much so that I actually fall asleep when a software sales rep for [insert top 30 LMS platform here] talks his/her head off about what XYZ can do.

They all seem the same to me. Each use case seems more or less the same, whether it's delivering to a bunch of learners, expanding reach, making it easier, etc.

What truly makes an LMS different from another? Why did you choose your current LMS over another? Please make my search a little easier.

Why am I asking this? My CLO is making me find *drumroll please* yet another LMS to fix it because training roi has slumped yet again. He blames the technology again. I'm gonna be really excited to find out that the only thing that changed was the color of the UX inside the LMS. I almost want to go back to traditional ILT at this rate