u/wandelust19

https://mwomercs.com/news/2026/08/3098-patch-notes-august-25th-2026

We get both the original IS and the new Clan versions of the RFL-Sneede

https://mwomercs.com/news/2026/08/3098-patch-notes-august-25th-2026

Edit - I hate mobile Reddit, one edit screwed up my post. Will correct when I’m back in front of an actual computer.

Edit 2 - fixing my post on an actual computer.

Edit 3 - added number 8

Edit 4 - restated number 1. Originally said "stepping stone" when I meant I don't want to hire someone overqualified who keeps interviewing in the background. I want to develop the right person.

Context - I went through my own search for 9 months that ended at a great job in a great company and I’m hiring my first team member in this current economic era. I wanted to pass along a few observations from my perspective in hopes that it’ll help someone.
I have 1 headcount (likely more in new fiscal year) for a post entry level role, company is fast growing and in the healthcare sector.

1. Fit is king, tailor that CV - Objectively I’m looking for a few years of entry level experience in the sector, so I’m looking for a good foundation in CVs as well as indications of willingness to step up (eg - leading projects) and learn what they need to for the next role (I have time and desire to train them). In past years, I’d consider functional experience without sector experience but the sheer number of qualified or near qualified applicants means I’m going to prioritize those with sector exposure. However, I’m also getting overqualified applicants and HR and I have aligned on hiring the right person at the right stage in their career. 1) developing the next generation is important, 2) I don’t want my position to be an interim role for someone who continues to interview for more senior roles. Whoever is hired will have ample room to get promoted. I do not have budget to uplevel.
2. Speed helps but isn’t everything - a hiring manager calibrates their own perception of the hiring pool based on the qualifications of applicants. I’m going to wait a couple of days before my HR manager and I start advancing or rejecting people. Being fast maybe means a name sticks in my head but a scattershot CV raises questions. This is different than non-traditional pathways which I’m open to. If I see a policy background navigating multiple healthcare stakeholders (eg - academics plus govt) I’ll still consider them for their ability to manage multiple priorities. Ultimately I’m going to prioritize best fit from the pool that I get.
3. Culture fit matters in interviews - the company is growing fast, I’m looking for someone who can be a self-starter and not require micromanagement. I like experience but I’m not open to someone who wants to build an empire (eg - hide behind people) or is a slave to process that they know (eg - not adaptable to our way of working). Energy to chase down tasks is important. When I say this, I don’t want someone who shows up like a performative cheerleader, I want someone who knows how to get something done now, not next week. I’m especially gauging this for on-site finals since there’s no looking at AI prompts.
4. Networking helps raise your profile but isn't everything - 5 strangers reached out to me on LinkedIn (do this, not through my work email even if you're able to figure out my address) and I scheduled quick 15 minute calls with each. These calls were quick intros to each other, and clarificaiton on the job. 2 of them I advanced from applicant to HR screen, 1 I advised was not a fit (due to remote ask, we are hybrid or full RTO), and 2 I redirected to roles I knew were open and better fits. With regards to networking, I may be an exec but I can't just hire someone without justifying it so a 15 minute conversation gets you a chance if there's a fit. It helps you communicate your enthusiasm to take the next step given a good entry level foundation.
5. Don't lie - Yes I saw plenty of employment gaps and applicants noting "layoffs/restructuring not performance" is perfectly acceptable. My HR manager and I understand what the economy is like. We did have 1 applicant who tried to uplevel a small consulting firm to McKinsey and lied about dates (there were inconsistencies that were easily checked). He was immediately rejected, HR is probably going to blacklist him.
6. We didn't/don't use AI - My company uses Greenhouse and it has a weird "match" function. I set it with a couple of match attributes just to see what would happen and it notes every single candidate as low match. It doesn't reject anyone, my HR manager and I do that. I want that feature to die everytime I see it
7. On the CV, achievements matter (how you did something and what was impact) - Listing what you did in a "job responsibility" format does me no favors in helping to communicate your value. There were some bullets I saw in godawful CVs that were 3 works long. I don't have time to call them up and ask and my HR manager is supporting 10 other positions. There are enough easily discernible CVs that I won't waste time decrypting anything.
8. I do have 3 internal referrals. One of them is so new (1 year of exp) that I wouldn't consider that person even in a tight labor market, but I will commit to having mentoring conversations with them if that's a path they want to go down eventually. The other 2 are functional switch potentials and the referral gets them advanced to an HR screen. If they are a fit they get advanced to me. If they are not (given the better fit candidates) I'll at least also commit to mentoring them and staying connected.

Numbers so far (ballpark) - yes we read CVs and even cover letters (proper CV more important)
157 applications (in 5 days, ramps up and down like a bell curve, had about 30 the first day)
~70 rejected by HR (I spot checked some)
~50 rejected by me
~25 advanced to HR phone screens (in progress)
Of the 8 screens so far, 2 were rejected, 1 slow rolling in context of more experienced candidates, 5 advanced to me.
Of the 5 advanced to me - 1 advanced to final onsite, 1 rejected, 3 scheduled for next week.

I anticipate 2-3 final panel on-site candidates. The team will debrief and choose the one we like best and a backup.

Hope this helps with some key takeaways and lessons in this economy.

I don’t know why people are capitalizing every single letter of their name in LinkedIn profiles.

1. It comes across as shouting.
2. I worry if you know proper grammar.
3. If you created/imported your profile from a CV template that had capital letters for names it tells me you don’t QC.

Might be my personal preference but as a hiring manager that will not help.

My squadron mates and I played our first two Ops yesterday. One purely ship based (Terminal Prosecution) and one ground based (biohazard takedown) and we really enjoyed them. We were scattered across the bubble, our new colony area, and the black and were able to play together which is what I believe FDev ultimately intended.

We did Terminal Prosecution on hard since we were all engineered and Biohazard on easy since a couple of us were only partially engineered for foot combat. It was good to see and fight endgame content in space as I think it’s gotten too easy even in hazrez or high intensity combat zones. In Terminal a couple of us did get our shields popped and take hull damage but focus fire carried the day.

Also, the rewards are fixed as we had no problem getting paid out with merc coin, credits, and materials and those were amazing. We’ll definitely be playing more. I’ve also seen vods of how to solo some so I may give that a run sometime.

One guy was on Starlink but had no issues. I did personally experience 2 very short laggy moments in Biohazard but compared to the optimization period in HD2 it was nothing.

Given some of the noise around Operations I think it’d be good to provide an impression of it after hotfix #3.

I’ve been messaged through LinkedIn twice to join the board of directors for Novo Nordisk and Uber. The sender usually has some non-company email address and writes a flowery message praising you and asking for interest and your details.

Anyone else seeing these messages come through? Pretty sure it’s a scam. I mean, I’d like to think it’s real but even my ego isn’t that big.

Congrats to Orca and those who pulled off the transition from clinical to commercial stage. While they are technically a better stem cell transplant vs cell therapy, the science is very impressive and a further boon in the fight against cancer.

Also, since it’s still privately held I hope the employees get a nice IPO to celebrate sometime in the near future.

Congrats to Orca and those who pulled off the transition from clinical to commercial stage. While they are technically a better stem cell transplant vs cell therapy, the science is very impressive and a further boon in the fight against cancer.

Also, since it’s still privately held I hope the employees get a nice IPO to celebrate sometime in the near future.

I play mouse and keyboard and don’t have space for a HOTAS/HOSAS setup.

Is there a recommended set of key binds to use? Normally I get along okay but I’m realizing that my current WASD and tab for boost binds are a bit jank for FA off Kestrel (or even just trying to juke 3 directions FA on as my fingers get in each other’s way. Maybe space bar for boost…?

Would like any tips you guys have. Thanks!

I’m a 40yo dad looking for some fun intro pc games for my kids, 7 and 5, to play. Not giving them Doom or something like I had when I was 7, but stuff that might give them productive exposure to tech. For example, when I was a kid I a Mario Bros typing game.

My 7 year old already plays some limited Minecraft through her school computer club and I’m okay with it as it’s once a week and she also loves and builds complex Legos.

What are some other suggestions I could put on an older laptop? Open to all sorts of puzzle, building, typing, reflex building, even stuff that introduces the fundamentals of programming. Not trying to turn them in little SWE or something, just making productive use of screen time.

Thank you for your suggestions!

Having played a lot of flight and/or shooter games, I’m appreciative of how MCs still have plenty of utility as part of certain meta builds even for later game players. I was running a frag-de-lance or mixed with a huge PA before I came across the all MC build with OC, incendiary, corrosive, and emissive mixed in.

So that got me thinking, what other all or primarily MC builds do you all like? Can you share an edsy or coriolis link?

Much appreciated and o7

I started playing when Odyssey launched (didn’t stick at the time) and took a 5 year break. I recently came back and really enjoyed the experience, to the point I now am architect multiple systems, have gone to Colonia, and have my own FC.

With the announcement that the old lighting system is coming back with Operations, what are some places that you all recommend I go to see some spectacular lighting? Any old screenshots or compare/contrast would be appreciated.

Thanks all. I’m loving the freedom to do whatever catches my fancy and I’ll probably take a tour of suggested locations after the changes happen.

I’m wondering what people think of the opportunities at the smaller, more dynamic biopharma companies?

There’s been a slate of great clinical news so far and they all seem to be trending towards differentiated product approvals.

Thinking along the lines of Revolution Medicines, BeOne, Immatics, Ionis, Orca Bio, Arrowhead.