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HR Is Not Your Friend? Debunking Another Viral HR Hate Rant
Another week, another internet expert explaining why HR is supposedly ruining the workplace.
This week on Jaded HR, Warren and CeeCee dive into a viral anti-HR LinkedIn post claiming companies would be better off eliminating Human Resources altogether. The article argues HR creates unnecessary problems, protects weak performers, and acts as a "shadow government" inside organizations. Naturally, Warren and CeeCee have a few thoughts.
The discussion explores why so many HR critics seem convinced Human Resources is the source of workplace dysfunction, and whether the real issue is often weak leadership, poor management, or employees who struggle with accountability. The hosts break down the difference between legitimate criticism of bad HR practices and the endless stream of internet content that paints all HR professionals as villains.
Along the way, they discuss:
AI-generated podcast intros and how artificial intelligence is changing content creation and workplace learning. SHRM certification renewal headaches and the never-ending certification debate. Remote testing, lockdown browsers, and the increasingly invasive world of exam proctoring. Why managers often force HR into the role of workplace bad guy. PTO, staycations, theme parks, and summer vacation plans. Travel dreams, Belize, Costa Rica, language learning, and Warren accidentally speaking German instead of Spanish.If you've ever heard someone declare that "HR is the problem," this episode is for you.
In This Episode
Why "HR is not your friend" keeps becoming viral content The difference between accountability and harassment Weak managers versus effective managers Learning & Development's role in employee engagement SHRM certification frustrations AI tools transforming work and podcasting Summer PTO strategies Travel planning and language-learning mishapsConnect With Jaded HR
Jaded HR is the podcast that says everything you're thinking about work—but says it out loud.
If you enjoy the show, share it with an HR friend, manager, leader, or anyone who's ever blamed HR for their own bad decisions.
Because sometimes the problem isn't HR. Sometimes the call is coming from inside the cubicle.
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What happens when a CEO publicly blames HR for “creating problems that didn’t exist” and then fires the entire department? In this episode of Jaded HR, Warren and CeeCee dive headfirst into the viral Bolt controversy, startup culture chaos, and why HR somehow always becomes the corporate punching bag when leadership decisions go sideways.
The conversation starts with a jaw-dropping workplace harassment case involving a bisexual Army police officer, a hostile work environment claim, and an investigation run by…the alleged harasser. Because apparently “conflict of interest” was just a suggestion. Warren and CeeCee break down how retaliation, poor investigations, and management incompetence can quickly turn into a Title VII nightmare.
Then things get delightfully messy as the hosts unpack the comments from Bolt CEO Ryan Breslow after the fintech company eliminated its HR team during another round of layoffs. The company’s valuation reportedly cratered from $11 billion to $300 million in just two years, but sure — HR was definitely the problem. Warren and CeeCee discuss startup culture, “people operations,” leadership scapegoating, and the growing public perception that HR only creates red tape.
But this episode isn’t just about roasting bad executives.
Warren shares practical insight into how smaller HR departments can actually prove business value through retention initiatives, pulse surveys, onboarding check-ins, and solving the quiet operational problems employees deal with every day. From safety equipment delays to onboarding experiences and employee retention metrics, the hosts talk about the invisible work HR does behind the scenes that rarely gets recognized until something breaks.
And because this is Jaded HR, the conversation also somehow detours into:
HOA pool drama and chair-saving wars Passenger princess relationships Grocery store tourism Why HR always gets stuck planning office parties Whether Coldplay should headline SHRM instead of Christina AguileraSo basically: workplace retaliation, startup dysfunction, talent retention strategy, and poolside chaos… all in one episode.
In This Episode:
The viral CEO who fired HR and blamed them for company problems Why harassment investigations fail spectacularly Retaliation and hostile work environment lawsuits HR’s role in employee retention and engagement Pulse surveys, onboarding check-ins, and retention KPIs Startup culture vs. corporate HR structure Why employees think HR only plans parties HOA pool politics and cruise chair saversKeywords
HR podcast, human resources podcast, workplace harassment, hostile work environment, retaliation claims, HR layoffs, Bolt HR team, Ryan Breslow, startup culture, people operations, employee retention, HR compliance, onboarding experience, HR investigations, pulse surveys, HR news, SHRM, cynical HR podcast, funny HR podcast, workplace culture
Hashtags
#HumanResources #HRPodcast #WorkplaceCulture #Leadership #StartupCulture #EmployeeRetention #HRCommunity #PeopleOps #CorporateCulture #Management #HRHumor #JadedHR #SHRM #HRNews #WorkplaceDrama
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What happens when a company decides HR experience doesn’t actually matter?
In this episode of Jaded HR, Warren and CeeCee dive headfirst into the frustrating reality of how many organizations still view HR as little more than paperwork, party planning, and administrative busywork.
The conversation starts with a real-world story that’ll make HR professionals cringe: a small company passes over an internal employee with an HR degree for an HR opening… and hires a former school teacher with zero HR experience instead. Why? Because leadership viewed the role as “mostly administrative.” Warren and CeeCee unpack the deeper issue behind decisions like this — the ongoing devaluation of HR expertise and the dangerous assumption that “anyone can do HR.”
From there, things spiral beautifully into discussions about:
companies replacing CHROs with “Chiefs of Staff” why succession planning can backfire when nobody retires retaining ambitious employees in small organizations the emotional toll of career stagnation why great employees eventually outgrow some companies Walmart’s latest accommodation lawsuit disaster and SHRM’s absolutely wild 2026 conference pricingThe SHRM rant alone is worth the listen. Warren and CeeCee break down the jaw-dropping cost of attending the national conference, debate whether modern HR professionals still need organizations like SHRM, and question whether niche experts and social media creators are replacing traditional HR associations entirely.
There’s also:
Costco vs. Sam’s Club suburban warfare forklift certification anxiety Pokémon Go bonding moments pool season HOA drama thunderstorms as sleep therapy and enough cynical HR commentary to power an entire leadership retreat.If you’ve ever wondered whether companies truly understand the value of HR — this episode answers that question loudly and painfully.
Topics Covered
HR leadership CHRO trends HR career growth succession planning employee retention SHRM conference 2026 HR certifications workplace accommodations Walmart lawsuit HR burnout talent development organizational culture HR professional development cynical HR stories Human Resources podcastSupport the show
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Quiet Cracking, AI Trust, and Training the Next Generation
After an unexpected week off, the hosts catch up on a kitchen remodel and debate gas versus electric cooking, then touch on Cinco de Mayo drinks and missed Star Wars Day plans. They shift to workplace trends, defining “quiet cracking” as employees who are burned out and disengaged but staying due to an unstable job market, alongside “job hugging,” and discuss low applicant flow, burnout at big tech, and the need for real PTO. The conversation turns to AI-driven layoffs, distrust and unclear use cases for AI at work, and tools like Copilot, Gemini, Cowork, NotebookLM, and Spark AI for planning, coaching managers, role-playing difficult conversations, and studying—while warning about hallucinations and cringe-worthy copy-paste AI emails. They also discuss kids’ screen-heavy schooling, Gen Z tech skill gaps in onboarding, IBM tripling entry-level roles, and the value of interns and early-career training, ending with a note about launching their first YouTube episode.Support the show
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Season 7 kicks off the only way Jaded HR knows how: with questionable life decisions, corporate chaos, and HR stories that make you wonder how some companies are still functioning.
Warren almost dies test-driving a 50-year-old truck (worth it), Cece is out here installing gas appliances like a DIY queen, and somewhere in the middle… we actually talk HR.
This episode dives into the latest mass layoffs at Oracle Corporation, including:
The brutally cold layoff email that feels like it was written by AI (because… it probably was)Reports of 12,000+ jobs cut globally while the company remains profitableThe growing trend of companies cutting staff to fund AI investments and cost reallocationWhy “we’re profitable but still laying people off” never sits rightWe break down the reality of mass layoffs in tech, including:
Why large-scale layoffs ignore individual performance (yes, even your top performers aren’t safe)The psychological chaos of “tap on the shoulder” layoff daysWhether there’s actually a right way to lay people off (spoiler: there isn’t, but there are definitely wrong ways)Then we pivot into another workplace classic:
LinkedIn… but make it a red flag 🚩
Should hiring managers really be comparing resumes to LinkedIn profiles like it’s a forensic investigation?Why LinkedIn is basically “business casual Instagram”And why not updating your profile for 5 years doesn’t mean you’re unemployable (shocking, we know)We also get into:
The current hiring slowdown (hint: bonuses + economic anxiety)Why employees are staying put instead of job hoppingAnd the increasingly sketchy trend of companies stretching 401(k) vesting schedules to keep your money (because of course they are)If you’re in HR, leadership, or just trying to survive corporate America without losing your mind, this episode is your reminder that:
👉 Common sense is still optional in business decisions
👉 “People over profits” is usually just a slogan
👉 And sometimes… you almost die buying a truck and still consider it a win🎧 Tune in for real talk on HR layoffs, workplace trends, LinkedIn hiring myths, AI job disruption, and why corporate logic rarely makes sense.
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This week on Jaded HR, we dive into an HR nightmare that somehow checks every single box of what NOT to do.
A pregnant employee. A doctor’s note. A simple work-from-home request.
And a company that said… “nah, come into the office.”What happened next? A $22 million lawsuit that has HR professionals, employment lawyers, and workplace experts all asking the same question: what were they thinking?
We break down the now-viral case involving Total Quality Logistics and unpack the real-world implications around:
Pregnancy accommodations in the workplaceRemote work policies vs. medical necessityHR compliance, FMLA, and legal riskHow rigid company culture can backfire (spectacularly)Along the way, we also get into:
Why “HR is here to protect the company” isn’t always the slam dunk people think it isThe dangers of blindly following policy without using actual human judgmentAnd yes… somehow TikTok HR advice catches a stray (as it should)If you’re in Human Resources, leadership, or just enjoy a good corporate cautionary tale, this episode is equal parts insight, frustration, and “you’ve got to be kidding me.”
Because sometimes protecting the company… means not handing someone a $22M reason to sue you.
🎧 Listen now for real talk on HR mistakes, workplace law, pregnancy discrimination, remote work, and how common sense isn’t always that common.
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You know those polished corporate videos that are supposed to scream “we have a great culture!”?
Yeah… this is not one of those.
In this episode, we break down a marketing video that was clearly meant to attract talent, boost morale, and make leadership feel good about themselves… but instead managed to do the exact opposite. Think less “employer branding win” and more “unintentional documentary on workplace dysfunction.”
We get into:
How employer branding videos can backfire spectacularly The gap between what companies say vs. what employees experience Why “culture” can’t be faked (even with a decent camera crew) And how this video accidentally revealed more truth than any engagement survey ever couldIf you’ve ever watched a company try way too hard to look like a great place to work, this one’s going to feel painfully familiar.
And if you haven’t… congratulations, you probably don’t work in HR.
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This episode has a little bit of everything: the Olympics, employee side hustles, and a workplace debate that is guaranteed to make at least one person in HR deeply uncomfortable.
We kick things off with a question no one asked for but everyone has an opinion on:
Can women mansplain?
(And more importantly… should you be having that conversation at work?)From there, we dive into:
The reality of workplace double standards (and how they actually play out) Employee side hustles — when they’re fine, when they’re not, and when companies pretend to care Why some workplace debates are less about being right… and more about not getting yourself firedIt’s part cultural commentary, part HR therapy session, and part “maybe don’t say that in a meeting.”
As always, we bring a mix of sarcasm, real-world perspective, and just enough honesty to make this slightly dangerous to play out loud.
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What happens when a company decides the bottom 5% of employees just… shouldn’t be there anymore?
Well, if you’re Accenture, you call it a strategy.
Everyone else might call it something closer to corporate survival of the fittest.In this episode, we break down Accenture’s approach to upskilling employees while simultaneously cutting the lowest performers — because nothing motivates people quite like the looming threat of being next on the list.
We dig into:
The logic behind performance-based workforce cuts Whether “upskill or you’re out” is actually effective… or just stressful How these strategies impact employee morale, retention, and culture And whether this is smart HR strategy or just a more polished version of layoffsIf your company has ever talked about “raising the bar,” this episode might help you understand what that really means.
Spoiler: it’s probably not a team-building exercise.
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Let’s address the elephant in the office:
Nobody likes HR.Okay, that might be a slight exaggeration… but not by much.
In this episode, we dive into the long-standing (and very vocal) frustration people have with HR — where it comes from, why it persists, and whether some of it is actually… deserved.
We get into:
The most common reasons employees say they don’t trust HR Where HR actually earns that reputation (yes, we said it) The disconnect between what HR thinks it does vs. how it’s perceived And why “we’re here to help” is often met with… skepticism at bestThis isn’t a defense of HR.
It’s not a takedown either.It’s more of a brutally honest conversation about why HR sits in one of the most awkward positions in any organization — and why that probably isn’t changing anytime soon.
If you work in HR, this might sting a little.
If you don’t… you’re probably already nodding.Support the show
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Just when everyone got comfortable working from home…
companies have decided it’s time to bring everyone back.Because clearly, that’s what employees wanted.
In this episode, we break down the return of return-to-office mandates and the completely predictable reaction from employees: resistance, frustration, and a whole lot of updated LinkedIn profiles.
We get into:
Why companies are suddenly doubling down on in-office work How employees are responding (hint: not enthusiastically) The impact on retention, morale, and recruiting And whether forcing people back is actually about productivity… or something else entirelyIf your company has recently announced a “we’re all coming back together” plan, this episode might explain why that Slack channel got real quiet afterward.
Or why half your team is suddenly “exploring new opportunities.”
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It’s been quite a year in HR… so naturally, we decided to let ChatGPT weigh in.
But before we get there, we start with a story that’s a little more serious (and a lot more expensive): SHRM and an $11.5 million reckoning that raises some uncomfortable questions about leadership, accountability, and how things can go sideways even at the top of the HR world.
Then, because we like to balance chaos with… slightly different chaos, we turn things over to AI.
Yes, really.
We asked ChatGPT to recap the year in HR — and the results are somewhere between insightful, mildly concerning, and a reminder that even robots are starting to understand workplace dysfunction.
In this episode, we cover:
What happened in SHRM’s $11.5M situation (and why it matters) Lessons for HR leaders who think “that would never happen here” The biggest themes and trends from the past year in HR And what happens when you let AI summarize an entire professionIf you’ve ever wondered how HR looks from the outside… or from a machine that has read way too much internet, this one’s for you.
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Every company assumes they know who’s on their payroll.
That assumption might be doing a lot of heavy lifting.
In this episode, we break down a situation where someone ended up on payroll who absolutely, positively… should not have been there. Whether it was a breakdown in hiring, onboarding, or basic oversight, this is one of those stories that makes you wonder how often things like this happen without anyone noticing.
We get into:
How hiring and onboarding processes can fail in surprisingly simple ways The risks of poor HR oversight and internal controls Why payroll errors aren’t always just “accounting problems” And how something like this can go unnoticed longer than anyone would like to admitIt’s part cautionary tale, part “how did no one catch this,” and a reminder that even routine processes can go sideways if no one’s really paying attention.
If you’ve ever trusted the system a little too much… this one might make you double-check a few things.
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When AWS goes down, a lot of things stop working.
Including, apparently… people’s patience.
In this episode, we start with the AWS outage and how a tech failure quickly turns into a workplace stress test. Because nothing exposes operational cracks faster than systems going offline and everyone scrambling to figure out what they actually do all day.
From there, we expand into the bigger picture:
What tech outages reveal about workplace dependency and communication Why office culture tends to show its true colors when things go wrong And how conversations around salary negotiations fit into a world where expectations and reality don’t always line upIt’s part tech story, part workplace commentary, and part reminder that even the most “stable” systems (technical or human) have a breaking point.
And when they break… it gets interesting.
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It’s spooky season… which means it’s time for something truly terrifying:
Workplace stories that actually happened.
In this encore episode, we revisit some of the most ridiculous, uncomfortable, and borderline unbelievable HR situations that prove you don’t need ghosts to have a horror story at work.
We get into:
The kind of HR nightmares that make you question everything Workplace situations that somehow went from bad… to significantly worse And the uncomfortable realization that none of these stories are as rare as we’d like to thinkWhether it’s poor decisions, bizarre behavior, or just classic workplace chaos, this episode is a reminder that sometimes the scariest thing isn’t Halloween…
…it’s your coworkers.
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SHRM is trying something bold.
Or depending on how this goes… something that could turn into a very expensive mess.
In this episode, we break down SHRM’s upcoming “Blueprint” event — including a high-profile DEI debate featuring two very different perspectives — and why it’s getting so much attention (and pushback) across HR circles.
At around $1,300 to attend, the conversation quickly shifts from “Is this valuable?” to “Who is this actually for?”
We get into:
The structure of SHRM’s Blueprint event and DEI debate The controversy around the speakers and their viewpoints Whether HR needs more open debate… or less of this kind of attention And the real concern: is this a meaningful conversation, or something that could spiral into a public HR dumpster fireAlong the way, we take a slightly uncomfortable middle ground:
There’s value in hearing opposing viewpoints But there’s also real risk when those conversations go sidewaysBecause sometimes the difference between a great discussion and a complete disaster… is very, very small.
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Ever wonder what’s actually sitting in your coworkers’ desk drawers?
This episode kicks off with a workplace discovery that goes from strange to deeply unsettling in a hurry. When maintenance opens a former employee’s desk, they uncover journals filled with explicit ratings of female coworkers’ appearances. Yeah… exactly as bad as it sounds.
We break down:
Whether this creates a hostile work environment after the fact What liability looks like when the employee is already gone And the uncomfortable reality that sometimes the biggest workplace issues are the ones no one sees… until it’s way too lateFrom there, we pivot to something lighter—but still revealing.
We share a story about medical professionals at a concert, fully decked out in goth makeup, who seamlessly jump into emergency mode when something goes wrong. It’s a reminder that your coworkers’ “outside of work” identities might be wildly different from what you see Monday through Friday… and that’s not a bad thing.
Then we get into the return-to-office debate, where things are somehow getting even messier.
Companies are now offering buyouts to employees who refuse to come back to the office, which raises a pretty obvious question:
In the middle of a hiring crunch… is this really the hill to die on?We dig into:
Why some organizations are doubling down on in-office work The surprising reality that Gen Z may want the office more than millennials do And why this might be less about generation—and more about career stage and what people actually need from workWe wrap with one of the most quietly damaging workplace issues: inconsistency.
Hybrid policies sound great… until employees realize that flexibility isn’t applied equally. When high performers get one set of rules and everyone else gets another, trust starts to erode fast.
It’s part workplace horror story, part reality check, and part reminder that no matter how polished things look on the surface… there’s usually something weird going on underneath.
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Every HR professional knows there’s a massive gap between what’s in the employee handbook…
and what actually happens at work.This episode lives firmly on the “what actually happens” side.
We kick things off with one of the most unhinged workplace investigations we’ve ever come across — starting with rumors of cocaine use and, somehow worse, very questionable noises coming from the women’s restroom.
Yes. That’s where this starts.
Bill walks us through how this situation unfolds, including the exact moment a well-meaning but wildly unprepared manager decides the best course of action is to directly ask female employees if they’re… handling personal business in the bathroom.
Shockingly, that approach does not go well.
What follows is the kind of investigation that reminds you:
things escalate faster than you expect the wrong person asking the wrong question can make everything worse and by the time HR is involved, you’re already deep into damage controlAnd somehow… that’s just the first story.
We also get into a case of an employee who decides it’s a great idea to film their own job — including safe access, cash handling, and security procedures — and post it online.
Because nothing says “job security” like creating your own training video for how to rob the place.
From there, we shift into hiring — specifically the rise of what we’ll call “job tourists.”
Candidates bouncing from role to role, stacking titles without building actual experience, and leaving hiring managers trying to figure out what’s real and what’s just… creative storytelling.
Which leads to a bigger question:
How much should employers dig into resume gaps? And at what point does “giving someone a chance” turn into “we’re going to regret this”?Throughout all of it, we stick to the four walls rule — because if you work in HR, you already know:
Some of the stuff you deal with is too absurd to explain to anyone outside of it.
And sometimes the only way to survive it…
is to laugh at how ridiculous it all is.Got a story that made you question everything you thought you knew about the workplace?
Yeah… we want to hear that.
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LINKS for context:
https://youtu.be/9vGQ1VvylS8?si=to_V9RELAhvz4Gnmhttps://www.reddit.com/r/ThatsInsane/s/rrCihdYAtK
Ever witnessed management decisions so shocking they leave you speechless? This episode dives into three workplace scenarios that'll make your jaw drop – and your blood boil.
First, we discuss why water parks might be the worst team-building venue imaginable. As Warren shares from his experience managing one, "I've seen more tail today than I'd see in an aquarium" isn't exactly the feedback you want from your company outing. We break down why swimwear and colleagues simply don't mix, no matter how fun the slides might be.
The conversation takes a serious turn as we analyze a viral confrontation between an Alaskan resort employee and management. When managers barged into employee housing demanding sick workers show up, one bartender decided to record the interaction. What follows is a masterclass in how NOT to handle workplace conflict – from false accusations to the dismissive "you're just a bartender" comment that ultimately ignited a termination. We unpack the racial microaggressions, power dynamics, and management failures that turned a fixable situation into a PR nightmare.
Most disturbing is our final story about a 19-year-old special needs employee at Meijer grocery who was arrested for eating approximately $110 worth of food over three months. Rather than addressing this through coaching or compassionate conversation, management monitored him for months before involving police – a decision that speaks volumes about their values. As HR professionals, we're outraged by this callous approach to managing vulnerable employees.
These stories highlight critical workplace issues around power, dignity, and proportional responses to problems. Whether you're in HR or management, these cautionary tales demonstrate why leading with empathy isn't just morally right – it's essential to functioning workplaces.
Subscribe, share your thoughts, and join us in exploring the sometimes jaded world of human resources – where we say everything you're thinking but can't say out loud.Support the show
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Ever look back at a job and think:
“That was actually pretty good… why didn’t I appreciate it at the time?”
That’s where this episode starts — with the idea that most people don’t realize they’re in the “good old days” of their career until they’re already past them.
We get into how easy it is to normalize stress, frustration, and burnout while you’re in it. At the time, it just feels like work — deadlines, expectations, annoying coworkers, whatever the issue is that week.
But then you move on.
And suddenly the job that felt overwhelming starts to look… manageable. Even good.
From there, the conversation shifts into what actually defines a “good” work situation.
Not in theory — but in real terms:
the people you work with how much autonomy you have whether leadership makes your life easier or harder and how much of your energy work is taking from you on a daily basisBecause it’s usually not just one thing — it’s the combination.
We also get into how career progression complicates this.
As responsibilities increase, so do expectations. The trade-offs change:
more money often means more pressure more visibility means less margin for error and what used to feel like growth can start to feel like constant stressWhich raises the question:
At what point does “moving up” stop being worth it?
There’s also a reality check around burnout — and how people tend to ignore it while they’re in the middle of it.
Not because they don’t feel it, but because:
it builds gradually it becomes normal and stepping back isn’t always an optionUntil something forces the issue.
By the end, the conversation circles back to a simple idea:
You might already be in the version of your career that you’ll look back on later and say:
“That was actually pretty good.”
You just don’t realize it yet.
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