Secret Empire: Omega 1: Discussion

Retcon Punch

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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Galton Voysey – Frequently Asked Questions – FAQ

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?

Galton Voysey
Unit C 27/F & Unit A 17/F
Grandion Plaza
932 Cheung Sha Wan Road
Kowloon, HK

+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.

The Truth about Working at Cathay Pacific – Cabin Crew

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”

No, it’s not. LOL

Cathay Pacific Airways posted a net loss of HK$2.05 billion for the first half of this year, compared with a net profit of HK$353 million in the same period in 2016.
Cathay Pacific Airways posted a net loss of HK$2.05 billion for the first half of this year, compared with a net profit of HK$353 million in the same period in 2016.

“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.
-Sprites”

Secret Empire 10: Discussion

Retcon Punch

by Drew Baumgartner and Patrick Ehlers 

Secret Empire 10

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.

Mark Twain

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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My Dormant Blog Still Gets ~1000 views per Month

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.

Final Thoughts

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.

4 Unfair Complaints Hiring Managers Make About Recruiters

 

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.

From LinkedIn

Tesla Sucks

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:

Pros
“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)

Cons
“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.

Galton Voysey appoints Marty Wikstrom of Atelier Fund to its Advisory Board

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.

The information contained in this website is for general information purposes only. The information is provided by this site and while we endeavour to keep the information up to date and correct, we make no representations or warranties of any kind, express or implied, about the completeness, accuracy, reliability, suitability or availability with respect to the website or the information, products, services, or related graphics contained on the website for any purpose. Any reliance you place on such information is therefore strictly at your own risk.

In no event will we be liable for any loss or damage including without limitation, indirect or consequential loss or damage, or any loss or damage whatsoever arising from loss of data or profits arising out of, or in connection with, the use of this website.

Through this website you are able to link to other websites which are not under the control of this site. We have no control over the nature, content and availability of those sites. The inclusion of any links does not necessarily imply a recommendation or endorse the views expressed within them.

Every effort is made to keep the website up and running smoothly. However, this site takes no responsibility for, and will not be liable for, the website being temporarily unavailable due to technical issues beyond our control.

Michael Page International – Review

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

Galton Voysey & DealDash.com – A Conflict of Interest

I first learned about Galton Voysey from a recent Consumerist article claiming they are simply producing premium or luxury products primarily for use on DealDash.com.

Barrel Shack. Verdict, Aava, Schultz, Kamikoto are some notable Galton Voysey brands featured on DealDash.com
Barrel Shack. Verdict, Aava, Schultz, Kamikoto are some notable Galton Voysey brands featured on DealDash

The article goes on to describe a lawsuit accusing DealDash.com of the following:

  • The lawsuit claims that expensive, supposedly high-end products, produced by Galton Voysey, auctioned off on DealDash are not what they seem.
  • Several of these brands, such as Bolvaint, Kamikoto, Aava, appear to only be available on DealDash, the brand’s website or on Amazon directly from the brand.
  • Most of the brands’ websites are registered in the same way to hide their actual ownership.
  • Trademark applications for these brands lists DealDash founder William Wolfram as the chairman of Galton Voysey, the company registering the marks.
  • The plaintiff alleges this is all a ruse to sell auction bids for overpriced products supplied by DealDash’s founder

Galton Voysey Background

According to their website:

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.

Sounds like a normal private company developing and selling private label goods online leveraging manufacturing resources in the Asia-Pacific region with a startup mentality.

However, what is interesting is the background and the involvement of William Wolfram, the owner of DealDash.com and principle investor of Galton Voysey according to InsideRetail Hong Kong:

As it marks its third anniversary, Hong Kong-headquartered online luxury goods retailer Galton Voysey is recruiting more staff and expanding its presence in Mainland China.

Galton Voysey was founded by 28-year-old French woman Marine Aubrée Antikainen and its biggest investor is William Wolfram, 24, who believed the biggest brands of the next 50 years have not yet been built…

…Galton Voysey believes it is disrupting the global luxury goods market with new and fresh thinking, in many cases helping brands go direct from factory to consumer through their own brand websites.

According to LinkedIn, Marine Antikainen is listed as a co-founder while William Wolfram is both chairman and investor of Galton Voysey.  Oddly enough, William Wolfram is not listed on the website and the majority of Galton’s partners are mostly law firms.  These are the other companies listed as partners

  • The Loft Studio, – The Loft Studio does not cite Galton Voysey or its brands as clients.  However, it is likely this company produced the photos seem on the company website and for its brands under NDAs.
  • Vistra – Vistra is a company providing “tailored trust, fiduciary, fund and corporate services”. It is likely they are supporting Galton with various offshore financing and related services.
  • A partner with a magnifying glass and letters “AI” as its brand logo.

The rest of the website is somewhat vague on their actual work aside from a sizzle reel about the office culture and a press release announcing the company’s 3rd year of existence.

Galton Voysey Brands & DealDash.com

According to the US Patent and Trademark Office, Galton Voysey filed trademarks for its brands: Schultz, Wilson & Miller, Verdict, New Haven, The Barrel Shack, Kamikoto in 2016.  However, Galton brands such as Bolvaint was trademarked by IPIF Limited, which was formed last July, while brands such as Ashlynn Avenue, Aava, Cate & Chloe, Bardenshire do not appear to have any trademarks.

According to TINA.org:

DealDash.com positively describes and endorses products that are auctioned on its
website. Some of these products are sold by companies that DealDash founder William Wolfram is the Chairman of, a fact that is not disclosed to consumers in any DealDash marketing materials. For example, during any 24-hour period, at least 40% of DealDash auctions are for products made and sold by:

Galton Voysey brands Schultz, Kamikoto, The Barrel Shack

Galton Voysey Brands Verdict and New Haven

Galton Voysey brads Bolvaint, Ashlynn Avenue, Wilson & Miller

There is a clear conflict of interest when a major investor and chairman of Galton Voysey is also selling the company’s brands on DealDash.com, which is also owned by the same person.  It is even more questionable when this strong connection is not disclosed to the public.

The Brands Examined

While the brands appear to have quality products when examined at face value, things are not what they seem.  Galton Voysey’s marketing team and growth hackers have done a great job promoting these brands with a combination of paid Facebook likes, reviews by vloggers and blogs that are either paid or provided based on free products, compelling brand videos and standard SEO.

Although these brands appear to be private label brands one would expect to find online or at a premium retailer such as Macy’s, the pricing strategy for the various products suggests they should be treated as premium or luxury items, despite the relatively new brand development and limited brand history.   What is even more interesting is that these brand have products that have pages of positive reviews without really describing much about the products.

I’ve had three major Galton Voysey brands, Kamikoto, Bolvaint, and The Barrel Shack, submitted to FakeSpot.com, which scans for unreliable or fake product reviews.  Below are the general results:

http://fakespot.com/company/kamikoto

Fakespot has analyzed 6 products and 267 reviews for Kamikoto products.The Fakespot algorithm considers 60.0% of those reviews to be unreliable.

The Fakespot grade is based on reviews of products listed on Amazon with Kamikoto as the company name.

http://fakespot.com/company/bolvaint

Fakespot has analyzed 5 products and 21 reviews forBolvaint products.The Fakespot algorithm considers 20.0% of those reviews to be unreliable.

The Fakespot grade is based on reviews of products listed on Amazon with Bolvaint as the company name.

http://fakespot.com/company/the-barrel-shack

Fakespot has analyzed 8 products and 148 reviews forThe Barrel Shack products.The Fakespot algorithm considers 60.0%of those reviews to be unreliable.

The Fakespot grade is based on reviews of products listed on Amazon with The Barrel Shack as the company name.

When reviewing the websites, it appears nearly all the Galton Voysey brands have the same website layout from Shopify, and relatively limited contact information.  The Bolvaint website claims to have an office that is occupied by Patek Phillipe, while the Kamikoto brand doesn’t have a Japanese website, its return address is in a residential area, the brand site is hosted in the USA, and apparently the knives are made in China (which is unheard of for artisanal Japanese knives).  The lack of real information behind the brands and brand history is a recurring pattern among the Galton Voysey brands.

Conclusion

While Galton Voysey initially appears to be a private company developing and selling private label brands, it is merely a tool for DealDash.com to promote overpriced products to unsuspecting customers.  The fact the William Wolfram is involved in both companies without full disclosure, the limited information available for Galton Voysey, the strange trademarking process for the Galton brands, and irregular product reviews make the entire arrangement extremely questionable if not an outright scam.

Despite some glowing reviews by unsuspecting vloggers and blogs, none of the brands promoted by Galton Voysey can actually justify their prices due to their lack of history, actual reputation, or product quality in certain cases.  I would have no issues with their brands if they were actually being produced and sold as private label brands to leading retailers as implied in their mission statement and official interviews.  However, the reality is that they are primarily pushed through DealDash.com at inflated prices and placed on Amazon.com and their own brand websites to create the perception they are actual products.

For more details on the lawsuit – see https://consumermediallc.files.wordpress.com/2017/04/dealdash.pdf

For latest updates from TruthinAdvertising.org – see https://www.truthinadvertising.org/dealdash-status-updates/