Once upon a time the people of Hong Kong were proud of the airline they thought of as their own, Cathay Pacific. When you boarded the green and white aircraft with the attractive stewardesses in Manila or Bangkok you felt you were already at home. Then along came the accountants. They chopped everything. Economy class […]
By Ryan Mogge and Drew Baumgartner
This article contains SPOILERS. If you haven’t read the issue yet, proceed at your own risk!
Ryan: Every event in your memory left some sort of mark. When it comes to trauma, those marks are more like deep grooves. No matter how much you heal, or how much better off you are, you are changed by what has happened to you. In the wake of a rebellion against a group of fascists bent on world domination with the face of the most trusted man alive, you certainly can’t expect to move forward without being changed. In Secret Empire: Omega 1, Nick Spencer and Andrea Sorrentino offer a mixture of back-to-normal plot points and artful rumination that operate quite differently but still offer the same themes of trauma and the scars left behind.
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In response to the growing interest in the previous post about Galton Voysey and DealDash, I felt it would be a good follow-up to help readers learn more about the company given the limited information on their actual About Us page.
When was Galton Voysey Founded?
Galton Voysey was founded in 2014 by CEO Marine Aubrée Antikainen backed by William Wolfram, Founder & CEO of DealDash and Chairman of Galton Voysey.
What is the difference between Galton Voysey and DealDash?
DealDash offers shoppers the most fun & exciting way to save up to 90% off their favorite brands. Unlike ordinary penny auctions, DealDash’s model allows bidders who didn’t win the auction to buy the item for its regular price and get a full refund of all the bid credits. Galton Voysey brings outstanding brands to a market of discerning, quality conscious shoppers. Between building, acquiring and advising brands across a wide range of products categories, Galton Voysey has become home to 28 iconic labels. Products from Galton Voysey’s 28 leading brands are regularly featured on DealDash.
Who is the head of Galton Voysey?
William Wolfram is the Chairman and Marine Aubrée Antikainen is Chief Executive Officer of Galton Voysey.
How many employees work for Galton Voysey?
Galton Voysey employs over 200 people in total. Their headquarters is in Hong Kong, but they also have offices located in cities like Helsinki, Tokyo, Paris and New York.
What is Galton Voysey’s primary business?
Galton Voysey acquires and develops timeless brands leveraging the power of social media and data. The company has a portfolio of 28 brands. The brands house a wide range of product categories, the largest being chef’s knives, jewelry, leather goods and handcrafted rustic furniture.
What is the mailing address and phone number of Galton Voysey’s world headquarters?
Unit C 27/F & Unit A 17/F
932 Cheung Sha Wan Road
+852 6573 6334
Is Galton Voysey a Scam?
No, Galton Voysey is a legitimate company producing a variety of products sold on their brand website, on Amazon.com, and on Dealdash.com. The company also has a strong and positive employee culture as noted on Glassdoor.com.
Originally posted at CX Secrets. Edited for clarity.
Your Reasons for staying with Cathay Pacific – Cabin Crew
I would like to mention a few things that maybe many people never really thought about when they are working at CX (Cathay Pacific).
#1 Reminder: You are Working for Someone Else.
#1 Reminder: You are working for someone else. You are not your own boss at anything as long as you’re bound to him/her.
There is no such thing as “the ‘company’ changed this” or “the ‘company’ changed the policy”. We have to understand and avoid using “COMPANY” and “CX” because we cannot define it as a “group” and must understand that any decision is made by a single person.
What is your reason to stay with Cathay Pacific?
Ever ask yourself what is your reason to stay with Cathay Pacific?
Let’s break it down and review these details one at a time.
“I’m in it solely for the travel benefits”
Let’s define the company definition of “travel benefit”. We can all agree that discounted ticket prices are a major plus when compared to a normal passenger paying “full fare” for a ticket. However, we need to look at this in a more selective way.
As a Cathay Pacific cabin crew, the ticket price is reduced but the trade-off is the ticket is only available on “standby”. Being on standby defeats the purpose of a discounted ticket and therefore makes the travel benefit largely useless. Although getting a seat on a single flight with travel benefit is somewhat likely, it still will not be confirmed until the last-minute.
A good example to compare the standby ticket is when you see something you really want online for a very cheap price. Then, you add it to your online shopping cart only to find out that is “Out of Stock” on the checkout page at the very last-minute because you do not have any actual knowledge of its availability.
If you only desire “travel benefit”, then Cathay Pacific may not be for you. If you are wealthy, average income, or even below average income, you shouldn’t allow this “travel benefit” to lure you into joining Cathay Pacific cabin crew for the long run.
“I want to travel and see the world!”
Yes, we all want to travel and see the world! However, do not become a Cathay Pacific cabin crew as a way to do this. If you truly want to travel the world, buy full fare tickets, skip the standby tickets, don’t waste your time in the air, and stay grounded instead.
“I have a family or other expenses to take care of and need to stay in this job”
Sorry, but you are about to run out of luck with Cathay Pacific. Would you say Cathay Pacific started out as a solopreneur (a business owner who works and runs his or her business alone) or as an entrepreneur (a person who sets up a business or businesses, taking on financial risks in the hope of profit)? If money important in your daily life, then please try to do something else besides working in CX.
Cathay Pacific does not pay you well and will not pay you any better as the years go by unless the law changes. We hear that “competition is tough”, but Cathay Pacific always has a positive profit (profit does not mean losing money).
However, a new set of estimated earnings or growth rate is set at a higher rate every year, which always leads to a “loss” when really the numbers are just a goal. I encourage all you Cathay Pacific employees to leave CX especially if you have a family because this is not the job for you if you have that kind of responsibility. Find something else, don’t be afraid that it’s too late. If you need help, just ask, but don’t stay silent.
“CX is my dream airline to work for”
“I like to be in the service industry and what better way to do it than in the air!”
It’s true that it’s pretty cool to gain the title of “Cabin Crew” or “Flight Attendant”, but let’s be honest here, depending on your reason, there are way too many other service industry jobs to do besides being an airline cabin crew.
Lately, there have been many discussions about Hong Kong cabin crews facing the problem with “retirement age” limitations. I just want to say vote for whatever proposals raises the highest retirement age.
The company newsletter says there will be a big “reduction in promotion” if the retirement age is raised. However, you are not going to receive a promotion anyways regardless of whether the retirement age is raised or unchanged, so just vote to raise the maximum retirement age.
Your service to Cathay Pacific
Your service to Cathay Pacific should not exceed anything between 1 day to 20 years. We can agree that most of the cabin crews are female. It has been said that girls are generally the “softer” part of the two main genders and I want to remind all female crew to take care of yourselves and never allow Cathay Pacific to interfere with your health.
The sky is beautiful but unless you are cockpit crew, you don’t even really get to enjoy any views and being in an aircraft all the time will both physically and mentally stress you out.
The average human lifespan is around 70-85 years. If you spend more than 20 years with Cathay Pacific, then you are literally reducing your lifespan by 25-30%+ from doing this job and it really is not worth it if you think about it.
Don’t serve others, be your own boss and make a dent in society.
by Drew Baumgartner and Patrick Ehlers
This article contains SPOILERS. If you haven’t read the issue yet, proceed at your own risk!
Truth is stranger than fiction, but it is because Fiction is obliged to stick to possibilities; Truth isn’t.
Drew: This may seem like an odd quote to kick off a discussion about a comic featuring superpowered heroes battling over bits of a cube that can rewrite reality, but I think it’s safe to say Secret Empire has really never been about superpowers or cosmic cubes. Those are the trappings of a big summer event series, sure, but the story was actually about how seemingly good people can be corrupted by toxic ideologies. That’s immediately recognizable as Steve Roger’s arc through Steve Rogers: Captain America and Secret Empire, but it’s also an arc that has been running in the background of Hydra’s America throughout this…
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I haven’t been active on this blog for years, other than the sporadic post regarding current events or writing about whatever topics are of interest at the time. Despite being inactive, the frequently searched posts are ones related to the old “Prison Break” TV show, a review of a now-aborted comic storyline where Batman died, and various essays on Asian history and culture. Even though most of those posts were written several years ago, they are still being searched by people to this day.
Why Does This Dormant Blog Hold Up?
I reckon this is a good question and I sometimes wonder why this blog is still relevant despite being dormant when compared to the period where I had the most content during 2006-2010. If the “Prison Break” posts mean anything, is it suggests a good number of readers are interested in the show’s long and convoluted storylines given the success of the revival series. Much of what I wrote about “Prison Break” spans from Seasons 2 to part of Season 3, where I stopped watching after they supposedly killed off Sara Tancredi.
After the show wrapped, there were enough people that still liked the cast and crew from the Prison Break TV show. Not surprisingly, many of the show’s leads were eventually cast in shows like the CW’s “Arrow” and “The Flash”, with the Dominic Purcell playing HeatWave while Wentworth Miller plays Captain Cold. With growing interest among the cast and solid home video sales of Prison Break, it was no surprise FOX commissioned a Season 5 revival of the show.
Even though the main character was killed off in the final season of “Prison Break”, they retconned it so that Michael Scofield somehow survived and is stuck in a Yemeni prison. Because of this, Lincoln Burrows and C-Note have to work together with much of the supporting cast to get him out while dealing with another conspiracy. I didn’t really have much interest in the revival series and joked with friends that liked the Arrowverse shows that Captain Cold and Heatwave were taking a break to do “Prison Break”.
How Does the Other Content Help?
Other than people’s revived or new interest in the “Prison Break” TV show, there seems to be ongoing interest in Batman being killed off, Asian social issues, and Asian-American issues. The original post about Batman being killed off was actually about the character’s apparent death in a comic book crossover called “Final Crisis”. The other posts mostly revolved either around social issues or essays about Asian culture.
I am not going to discuss too much about how Batman gets killed off, as the recent DC Comics Nu52 reboot basically made it so all stories before the reboot did not happen (much like how some Japanese claim the Rape of Nanking didn’t happen or enough Turks claim the Armenian Genocide is a lie). However, the ongoing DC Rebirth retcon of the DC New 52 reboot now claims that some stories happened but not in the way they were originally written and that Alan Moore’s Watchmen had something to do with it. In any event, the post is still unrelated to ongoing concerns regarding Ben Affleck’s status as Batman in the DCEU movie franchise.
In regards to the posts about social issues, I reckon many people are more conscious of social issues whether they are real like Climate Change or based on whatever Twitter is talking about. In this special place of social issues topics, many people are increasingly interested in posts about Asian-Americans given the lack of real conversations about issues that affect that community. On the other end, people are also having a growing interest in history as much of it has an impact on our daily lives.
After reviewing the popular blog posts since the blog’s inception, it appears television reviews and opinions of social issues are what keep people visiting. Even though the traffic gradually declined over the years due partly to inactivity and changes in search engine logic, the blog still gets on average a thousand views per month. I am sure it really isn’t much in the grand scheme of things but it’s really interested seeing as people are still interested in content that is years if not decades old. Thanks for your time and support.
At most companies, hiring is a partnership between a recruiter and a hiring manager. And that means that there’s the potential for both parties to be critical of the other.
On the one hand, the recruiter is the one whose core job is to master the hiring process, whereas for the hiring manager, it is generally a secondary duty. So, the recruiter should take most of the responsibility for how the process unfolds.
However, often hiring managers will make complaints about recruiters that are unfair, as the problem is partially their fault. The main issue with doing that isn’t that the blame is being passed around, but that the crux of the issue isn’t fully addressed, meaning that it can’t be fixed.
What are those circumstances, where a hiring manager’s critiques of a recruiter are unfair? Well here’s a list of four common complaints, and when they are unwarranted.
1. “The recruiter doesn’t know what I want.”
This is one of the most common complaints levied by hiring managers about recruiters. But the question is, did the hiring manager really tell the recruiter what they wanted?
Granted, it is the recruiter’s job to set up the intake meeting and get a good idea of what the hiring manager is looking for. But was the hiring manager really clear in that meeting about what they wanted? Did the hiring manager have a definitive idea themselves of what they wanted?
Chances are, if the same hiring manager is having this problem again and again, it might be a problem with their communication skills – not the fault of the recruiting team.
2. “The recruiter isn’t giving me high-quality candidates.”
Another common complaint. But what does a high-quality candidate look like, exactly?
The top minds in the business world have looked to solve this exact problem, and still no one has come up with one universally accepted metric to measure quality-of-hire. That leaves “quality” to be defined almost arbitrarily.
To a recruiter, quality might mean someone with a great resume. To the hiring manager, quality might mean someone who interviews well. Whose to say which one is right?
Hence, it is tough to complain about a recruiter not getting high-quality candidates, when “high quality” is a subjective term. Instead, a recruiter can do the best job they can finding the type of people a hiring manager wants, which goes back to the first point.
3. “The recruiter isn’t getting people fast enough.”
This is arguably the most unfair complaint hiring managers make about recruiters.
If all things work perfectly, it generally takes about two months to hire someone. And that can be a lot longer, if the hiring manager wants to hold out for the perfect candidate.
Obviously, hiring managers want the person immediately, because generally the new hire is filling a need that’s immediate. But that’s just not reality, particularly if the hiring manager wants someone excellent.
The recruiter should lay out a timeline at the beginning of the hiring process and explain if it has to be extended, and the reasons why. But hiring managers need to be patient as well and realize that hiring a strong person is not something that can happen overnight.
4. “The recruiter couldn’t close the candidate.”
A hiring manager interviews a candidate, likes them and offers them a job. The candidate rejects the offer. If the hiring manager blames the recruiter, they are likely blaming the wrong person.
LinkedIn research reveals a candidate’s interview with the hiring manager will have the most impact on if they take the job or not. So, if the candidate doesn’t take the job, the root cause is often a bad interview experience with the hiring manager, not something the recruiter did.
There can be other reasons too. Maybe the candidate got a better job offer elsewhere, they had something come up in their personal life, or they just changed their mind. Again, none of those are really the fault of the recruiter.
That isn’t to say a recruiter has no say in closing candidates, they definitely play a role (the biggest of which is coaching up hiring managers to provide strong interview experiences). But, more times than not, if a candidate interviews and doesn’t take a job, the blame lies with the hiring manager, not the recruiter.
How to address these issues in a balanced way
The point of this list isn’t for recruiters to show it to their hiring managers and say, “I told you so” or somehow use this to shield themselves of all blame. Instead, the point is to re-emphasize that hiring truly is a partnership, and everything that goes wrong isn’t the recruiter’s fault.
Same goes for fixing problems. Yes, recruiters need to take responsibility for recruiting and the problems that arise, but they can’t fix everything on their own. They need their hiring managers to work with them, or else problems are likely to persist.
Bottom line, if you want your company to get better at hiring, you can’t just look to recruiters. Everyone else at your organization needs to improve as well, particularly your hiring managers.
Tesla sucks because not only are they dependent on government subsidies to make their models more affordable in the market, but they also have staff that are unprofessional.
While the sales team at their retail locations are generally professional and competent, I can’t really say the same about their corporate staff. I don’t know if it is because they are always busy or if they’re just millennials but they really like ghosting candidates in job interviews or have job interviews where the majority of time is spent talking about themselves and their projects.
While I admire the company’s founder and efforts to improve the quality of life, the fact their company is incapable of even any sort of professionalism outside of their retail stores is disappointing. On this note, it’s not a surprise Tesla’s various models have product defects and their overall messaging to the public is nothing more than what Elon Musk says or does.
According to glassdoor.com, the majority of employees say the following about the company:
“Watching the company literally change the world” (in 40 reviews)
“Fast paced environment, surrounded by passionate people” (in 65 reviews)
“Fast-Paced, dynamic work environment with employees that are incredibly enthusiastic about what they do” (in 41 reviews)
“Great company to build incredible experience with” (in 40 reviews)
“Tesla is everything you imagine it could be – amazing people doing cutting edge work” (in 31 reviews)
“work life balance needs improvement” (in 125 reviews)
“Long hours with large work load” (in 126 reviews)
“Absolutely NO work-life balance” (in 32 reviews)
“Upper management in my area created a huge lead-by-fear culture where people were threatened to be fired daily” (in 27 reviews)
“Intern Salary was pretty low compared to other interns in the Bay Area” (in 25 reviews)
Going through Glassdoor, the majority of interviews are largely negative with their HR and interviewers lacking any process or professionalism. It’s really heartbreaking to see such a wonderful brand be damaged by their own internal incompetence and dependence on their founder.
HONG KONG, July 31, 2017 — Galton Voysey (the “Company”) is pleased to announce that Martha (Marty) S. Wikstrom, founding partner of Atelier Fund, is joining the Company’s Advisory Board.
Wikstrom, who has more than 30 years’ experience in the sector, has joined as chairman of the Company’s board.
As Chief Executive Officer, Ms. Wikstrom led the Fashion and Accessories brands of Compagnie Financière Richemont SA. She also served as both a Non-Executive and then Executive Director of the Board, sitting on the Nominations Committee, the Group’s Management Committee, the Chairman’s Committee and the Strategic Product and Communications Committee.
Ms. Wikstrom served as the Deputy Managing Director and then Managing Director of Harrods, Ltd. She was a Board Director of Harrods Holdings Ltd, Harrods Estates and Kurt Geiger, Ltd where she was also the interim Chief Executive Officer.
Prior to joining Harrods, Ms. Wikstrom spent 19 years at Nordstrom, Inc. where she rose from a part-time sales assistant to President of the Full Line Stores Group.
About Galton Voysey
Galton Voysey is a platform for building, buying and developing consumer product brands. We are home to 28 iconic brands that we have developed or acquired, and extend our professional expertise to a portfolio of global brands. We believe it makes more sense to test early to validate ideas that work and ones that don’t. This gives our operation and design teams a way to experiment with something tangible, gain experience in the process and reapply their learnings in the next iteration. With a proven network of over 140 factories, Galton Voysey builds brands across a broad range of consumer, lifestyle and home goods segments across Europe, US and the world. Website: https://galtonvoysey.com/
This is a fake press release.
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In the past and recently, I have been contacted by recruiters from Michael Page International. In the past I was brought in for an interview and the recruiters did not seem to have bothered looking at my application or my resume before evaluating a list of companies for me. Also, the recruiters gave me an attitude by saying the company I worked for at the time was “nothing” and they were the only gateway to a nice job in New York City. After the interview was over, one of the recruiters mentioned something about me being an “idiot” while leaving the interview room with the other recruiter.
From this experience, I can safely say that the recruitment consultants from Michael Page for mid-career or experienced candidates are unprofessional, ignorant and most of all arrogant. It would not surprise me if these junior recruiters were recent graduates who have cultivated a false sense of sophistication from their first job at Michael Page in New York City or possibly from their employee orientation programme.
This is one of the reasons I tend to dissuade my peers from taking Michael Page International seriously. Their recruiters are arrogant and they will mistreat you if you are not in a middle or executive management role.
Recently, two recruiters from Michael Page had contacting me. One was based in Philadelphia while the other was in Iselin, New Jersey. The person in Philadelphia for some reason assumed I was looking for work in sales in that area despite submitting my resume on MichaelPage.com, Monster.com, and Careerbuilder.com indicating that I am of a marketing and telecom background in several places. Another person called today when I was in the middle of a fire drill also asking if I was in sales.
I asked him nicely to email me the information so I can follow-up, yet he kept trying to collect information. After I reminded him I was busy in a fire drill and asked for the details in an email, he abruptly hung up on me. Again, I would like to point out the piss poor professionalism from the renowned Michael Page International recruitment consultants.
I have been told that these recruitment consultants do not get commissions from successful hires but these kids are acting as if they are under pressure to make quotas and they seem to have little or no training in properly contacting candidates.
I am not sure how the Michael Page International recruitment consultants are in the rest of the world, but I can safely say that the American office was rude, arrogant, and difficult to work with. If you don’t believe me, you can read all the wonderful reviews on glassdoor.com