Good morning ladies and gentlemen a Very warm welcome to all of you in IGCI Singapore As all of you are aware cybercrime has been a major concern for law enforcement agencies for years now and It is consistent constantly emerging and becoming more and more sophisticated We all feel that there is a need to build capacity in all law enforcement agencies in our member countries Interpol has been supporting its membership through providing operational and forensic support strategy support research support and through capacity building efforts The capacity building efforts in cyberspace by Interpol have so far included national cyber reviews to identify the gap areas designing of standardized training curricula and Delivery of trainings as Another step in this direction Digital security challenge was planned in this kind of an event law enforcement agencies will have an opportunity to team up Join forces and work together to solve the cybercrime cases presented to them This digital security challenge will present to all of you participants a cybercrime scenario Which you will be expected to solve The teams will collect and present their evidence before a panel consisting of prosecutors from at or knees at on the general Chambers of Singapore The teams will be required to solve the case by making use of their own experience of cybercrime investigations and skills to effectively manipulate digital forensic tools We expect that through this digital security challenge participants who face and tackle tough cybercrime challenges are able to engage in Hands-on sessions and are able to experiment first-hand with members of their team to solve cybercrime scenarios and thereby hone their skills and expertise Expand your investigative IQ learn actionable tips and tricks to stop cyber adversaries Grow your law enforcement contact share knowledge and best practices with other cybercrime investigators digital forensic practitioners Gain access to knowledge from outside of your organization and enhance your own unit's capability and Gain an opportunity to learn the latest trends in the field of cybercrime and Utilize the knowledge in making better decisions through training sessions We have received an overwhelming response to this event and we have received registrations from 78 participants from 33 countries in one region These are the countries from which we have received registrations most of them have Have come and we are still awaiting some more people. Hopefully they'll be joining us very soon The scenario the cybercrime scenario which has been planned for this has been created for this has been will be explained in the Flag of session which will be which has been planned after the coffee break The cyber defense Institute and NEC has played a pivotal role in development of this scenario The digital security challenge will include the involvement of different stakeholders like private sector companies working in digital security and forensic fields academia and research organizations to provide training tools to the participants as Part of the digital security challenge we felt that knowledge and experience and expertise from private sector academia and research Organizations would be of great value to the participants in solving cybercrime both here in the exercise As well as back in your organizations therefore training presentation sessions on relevant digital forensics and Cyber investigation topics have been scheduled and planned to be delivered during this event The external entities which are scheduled to deliver their training presentation during this event are on the day Two that is tomorrow in the afternoon. We'll have sessions from trend micro and University College Dublin on The day three morning. We'll have sessions from magnet forensics and institute info com research, Singapore On day three in the afternoon. We'll have presentation from MSAB and Interpol cyber research lab on bitcoins On day four in the morning. We'll have presentations from NEC and Celebrite In addition to these entities Financial and technology crime division at Orney General's chamber of Singapore has kindly agreed to support this activity from their viewpoint as prosecutors All of you would have received the copies of agenda On the first day of the digital security challenge all participants will gather in the auditorium and after the coffee break and they will be briefed on the case as well as what they are required to investigate and The rules of the digital security challenge that is do's and don'ts scoring method, etc After lunch the participants would be divided into teams and they will move to their assigned meeting rooms During the investigation exercise, they will work as a team and investigate the case at their own pace The advisory board will monitor the progress of each team from the management office and help them if necessary The digital security challenge has been broken into a set of missions and the progress on solving missions would be monitored by the management team The investigation exercise will continue until the third day and as soon as the investigation is completed The teams would be expected to work on preparing a prosecution report which would be submitted to the judge panel On the final day of the event each team will be invited to auditorium individually And representatives of each team will present their prosecution report in front of the mock code The panel judging team will listen to each presentation and ask questions to clarify how accurately they investigated the case Presentation from each team would be around 15 minutes which would include 10 minutes of presentation and 5 minutes of question and answer session Once all the teams have presented their prosecution reports, the digital security challenge operational team will evaluate the whole activities in collaboration with the judge team And evaluate the work done by each team during the investigation as well as the prosecution report and determine the winner of the digital security challenge All teams will gather in the auditorium again and the winning team will be requested to make the presentation of prosecution report before all the teams The digital security challenge will end with the award ceremony I would now request our Executive Director Mr. Noboru Nakatani to deliver his welcome speech


My mic working, it should be. I see some people all joined. Feel free to mention in the chat what you like to see out of this. I'm sure you have a chat window, so Q&A window. It is 11 o'clock and I expected to be starting the live stream right now. However, I don't see Vlad. I do see that the chat is awesome news. So we can, oh, Vlad is here. He's trying to get in. Hello to talk. So Vlad, I'm on the queue. Hey. You were second to go. Yeah, I can hear you fine. Have you been waiting for long? No, it's just, it's got me joining as an attendee. I thought it was going to have me join with my camera. Yeah. Right now it doesn't allow you to humor. No, I think it's got me as a normal attendee. Yeah, I think I just promoted you to a panelist. There we go. Magic. We're one minute late, so let's get started. I'm Sid. I'm the CEO of GitLab. I'm joined by Vlad. Vlad, you want to introduce yourself and maybe what you do. Sure. I'm the CEO and co-founder at Turtle. So we make it really easy for startups to find freelancers all over the world and for freelancers all over the world to work with us based startups. So we're both run a remote first. Or as I like to call it now, all remote, like everyone's room. And Vlad, I want to discuss something. So I say, take it away and we'll keep an eye on the chat. Sure. So I thought we'd both start off and just talk about how we got started for remote work. It's been around for a while, but I'm guessing we both had untraditional starts. So Sid, do you want to maybe start? Yeah. First person I hired was in Serbia. I was in the Netherlands. I said that I'm working there. My co-founder was in the Ukraine. So we started working remote and I ended up hiring a bunch of people in the network and I had a single desk at home. And I like invited them in and they came for three days and then they kind of started working because all the tools were there and why not? We never kind of discussed it, but they kind of started to work from home. I continued until we joined by Combinator and they said that works for engineering, but not for sales and marketing. So we got an office in Soma and the same thing happened. The Hayden, the salesperson came in for three days and I started working from home. We never discussed it, but like, why come to the office? It takes an hour each way to commute.  What would be interesting, but slightly distracting. And I think we were just in that spot where video cards, like internet connections got good enough and you had like blue jeans and our own, which make it easy to do. And I kind of continue and many executives joining were like, oh, this is worth a few weeks. They were like, well, my life certainly improved. And guess what? I've learned to communicate with my words and built reports. And I think the trick is a lot of video calling. How about you? Pretty similar in that I just kind of fell into it. I mean, my mind started a lot sooner though. I was in undergrad and I had a internship that turned into a part-time job at a company called Merkel. And they were also in kind of early to the game with, hey, we don't care if you come into the office or bill some hours from home. And I remember sitting in a, actually in a more mundane class and undergrad. So I hope none of my undergrad professors are watching. And I remember logging in and billing a couple hours during a more boring lecture. And I was like, wait, isn't this work? So that was kind of my first exposure to remote work. And then both companies that I've started Darwin apps and turtle, we wouldn't have been able to become real companies if it wasn't for remote work. Just the price of talent in the U.S. has gotten so insane that unless you take the traditional route of VC funding and hiring people for what the average salaries are in New York and San Francisco, it's impossible to compete while there's great talent over the world that you can tap into if you can forego a traditional office. Seems like a small size for great talent. Well, it's, I don't think it's a sacrifice. I think it's, I find it more enjoyable. Yeah. I get more done in a day. And I, now in a normal meeting, I like hated that we're not collaborating in a group, but there's someone taking notes and that someone after that, our meeting has to compile the notes and then we have to agree those were the notes that I have the Google Doc in front of us and everyone can see what's happening right there and then. Yeah, I agree. Async for this nature of remote work is better even if applied for an office work, like whether you're sitting across from a desk on video calls or simply in a room together and you're logging everything versus being in different rooms. There's a lot of benefit to it. And I think we both are huge remote work proponents. So I was thinking to make this interesting. Maybe we could both chat a bit about cases against remote work or at least this is that we've heard. Let's do that. And by the way, actually, thanks for mentioning my voice was strange. I hope that's fixed now. The case against remote work. I think it's really hard to run a hybrid company where you have part remote part of the people remote and part of the people at the office. It tends to be that the people at the office keep doing what everyone else does. They're not taking any meetings, not taking notes, not doing video calls. When they do join a video call, they join with like the whole table so that you have like bad audio and you can see the faces of people clearly. So that's really hard. If I had a company that was like 80% co located, I would not allow 20% of the people to work remote is already for us. It's really hard to enforce these standards. I can only imagine how hard it is to enforce standards. If you're hybrid and standards, I mean, like every meeting has a Google doc, every meeting starts on time, things like that. Yeah, I mean, those sound like great standards, whether or not you're remote or not. I hear you on the difficulty of it. I think it's something that that work as a culture has to fix though, because it'll be much more difficult for people to transition fully in house to fully remote versus being able to hit some hybrid in between. I think it'll just fundamentally make the ecosystem more difficult to add or move remote if you can't cover the hybrid piece. Yep. I do think it will be a case of like creative destruction. Yeah. I think it's, I think we were lucky to like build a new company and build it all remote. I think that it's going to, there's going to be lots of things that are going to get started this way. And at some point you'll have to change, but I think, I think we'll see the trend that a higher percentage of startups will be all remote until most new companies are there, and then startups take 10 years to mature and then 20% of the companies is all remote. And then the big ones will start changing, but it's going to be, that's going to be a big, big change. Yeah. I did think of a couple of cases. So, I mean, the obvious ones to me were anything close to birth and death. I think birthing people remote, very difficult. So some things in the medical profession, especially those that involve kind of high touch, as people get sick, et cetera. I think that's very difficult to do remotely. You need the human touch. That said, things like even cancer screenings, et cetera, being able to send those over remotely to review. I don't see a case there. So then I tried to find some other cases against remote work before starting this webinar. And there was some that seemed a little silly, like IBM forcing everyone to move remote. That seemed like just a control tactic. Some that start to make more sense, like Apple, where they're an incredibly secretive organization, and the theory is they keep everything in-house and it's less likely for things to get out questionable, but starts to make more sense. And then there were some that didn't really add up to me and just started really bipartisan. It was actually the Andreessen Horowitz podcast, the last one that came out last week or so. And Ben and Mark both go on there. And they really just said they think Silicon Valley will keep getting stronger. They didn't say remote work will not happen. And I think that there's a tendency in the community to kind of be incredibly bipartisan today. It's like either you're totally for remote work or totally against remote work. What I think Ben and Mark were saying was you will keep hitting collisions in Silicon Valley and it'll still be an epicenter for collisions. And at the same time, other areas might become stronger. And at the same time, remote work will become stronger. And I think that's kind of the stance that we have to take to embrace remote work culturally and inside of our own organizations. Otherwise, it's going to keep being this like, yes remote or no remote one way or the other sort of thing. There is something to being in person. I tend to have lots of dinners with people. There's something to breaking bread together, to having, sharing a meal, increase a setting, that's great. We bring the whole company together every nine months, get lab contribute. And it's a great experience.  And we should not underestimate the value of that. I believe that very high bent with exchanges, mostly where people riff on each other, that is still hard. Like playing jazz together is very hard, remote because of the latency. I think there's something else to be said for like working on ideas together. When we come together as an executive group, every quarter and we come together in person. If you're remote, it's like really hard to interrupt someone, to add a thought or something like that, or to show how you're supportive or not. There's all these known verbal clues. I think you get 80%, but you don't get 100%. And I do think that there's value to meeting up in person. I think that will keep happening. I think where collaboration tends to be hardest is between companies because you need more trust. So for that reason, I totally agree that Silicon Valley and specifically San Francisco will keep being the epicenter. Everyone in our company that regularly has to deal with external parties, either lives in the neighborhood or flies in. And that will not change. There is something, our brains do something when you've met in person with someone else and I think that will continue being the case. I'll even give an example. Turtle at this point is a much smaller company than GitLab, but the reason this live stream is happening is because we happened to be at an event in San Francisco and I tweeted at you and then we ended up hanging out for an evening and organizing this. That would not have happened if that was a remote interaction. Totally agree. Yeah. I think we'll share a recording. I just made a note. It should be on a YouTube channel, either a YouTube channel GitLab or GitLab unfiltered. So on the note of kind of taking the benefits of in-person and the benefits of remote work, I think our lens of looking at it is we've always basically been 100% remote. We just naturally fell into it. How can a company that's not remote today, you know, let's start with the small startup and then let's move our way up to companies in FANG. How can they start motivating either their teams or their leaders or, you know, just the org in general to start adding remote? Yeah. I'm not an expert at that because I've never done it. I guess one way to do it is to have like a remote day at the company where no one is at the office. Before you do that, of course, convince everyone or not everyone, but try to convince people about the case for it and how much time they'll save and all the other things. Get your tooling in place. And then after you're able to function as a company, being remote at least for a day, then I think it's time to make sure people are not missing out. So if you have an all-hands, make sure there's a camera there that records it and someone that relates questions that are asked from other people or have telepresence robots. We have one in my home here. Things to make sure people are not missing out. People don't come to work because they like to commute. People come to work because they don't want to miss out on relevant information and career opportunities. So it's very important that they hear everything. And I think in most companies, there's a lot of relevant information you cannot get in another way. When we, for example, were fundraising, we had a fundraising channel. You had a play-by-play of like, we had this meeting with a VC and they said no and they said yes and et cetera. Normally that's only done informally and you have to kind of catch the CEO coming in back from a call and then ask like, hey, how did it go? If that's the case, people come to the office because they carved that information. Yeah. I think that's a great reason for coming in and meeting with your team. More often, I've seen some bad reasons like being there because they think that they have to. I think if you're seeing anything like that in your organization, you should just call it out and recognize it in yourself. If there's a good reason for being somewhere, embrace it, run with it, repeat it. If it's a bad reason and it's just the way that things have been done, potentially it's worth calling out and stopping. Yeah, it's crazy how many companies, even companies that are very recent and very well-run in many other regards, still value input. I know output is hard to measure, but that has to be the thing. If you start measuring people and hours worked and who stays late, it's very dysfunctional. Yeah, and there's a question that came in that's pretty relevant to what we were just talking about. I think maybe we can break up the discussion a bit and answer some of the questions throughout. Yeah, make sure you repeat the question. Yeah, so Andy Tiffany asked, I joined a bit late, so not sure if this is already been discussed, but what are your thoughts on the importance and frequency of in-person gatherings and off-sites? Maybe we did cover being 100% remote, doesn't replace getting together and having either executive level or company-wide off-sites and gatherings. I don't think we got into detail as to tactics for that. So what should the frequency be? How should you think about it financially? Without having a formal office and the equipment and rent and all that goes into it, there's obviously a bunch of budget that can be left over for things like this. So Sid, how do you think about it? And then if there's anything that you don't cover, I can jump in. Definitely do it. We do it every nine months. We found that the ideal frequency for us, we do it for a week. People have to come from all over the world. So if we do it shorter, it doesn't jive with the travel time for people. We try to make it worthwhile. You don't come to Sid's presentations. We can do that every day. We do that every day. There's a presentation from a certain department in the company about what they're up to. So we don't do that. There's an opening ceremony. Then there's lots of excursions. Then there's an un-conference for a couple of days. And then there's a closing ceremony. That's it. Only the opening and closing ceremony, people sit down and watch someone on a podium. So that's crucial that you make it about meeting the other people, sharing meals together, doing stuff together. But otherwise, it's super expensive. We now are also inviting people from outside the company to them. We're even trying to sell tickets publicly. I want to make it about more than just a company, because it started to be more than a million-dollar spirit event. And then when things are bad, people start looking at that line item. Now, things aren't bad, but you always have a rough quarter every once in a while. And I want to make sure that the benefit is more than just the team members. For individual groups that need high bandwidth decision-making across different things, it makes sense to bring them together. The costs are not only monetary, but also we see productivity dip by half in that month. We do half of ourselves. We do half of the feature shift. We're just shocking, because it's just a week. But like the prep time, the downtime afterwards, people taking vacation in the location, and just people getting sick traveling, it's really costly to travel, mostly because of productivity. Flier flu, right? Yep, the flu. Flier flu. Go ahead.  But I wonder if we look at it over a year. You know, not over that month's productivity, but over a year's productivity, I would bet that it looks the other way. And then on the cost perspective, a million dollars a lot, no matter how you twist it. Like, that's a line item that needs to be looked at. But if you're at a smaller company, whether you're an employee or a founder, I think we have to recognize just, like, what the costs are of office space, two hours of commuting each way. I mean, if you have high level talent, two hours of commuting each way on its own for a week's worth of time or a month's worth of time.  Yep. Of course, like, the commute time mostly accrued to the individual, not to the company. It's their benefit. Our budget for the event is three thousand dollars per person for travel and the location. We get to go to great places. We're pretty flexible. So we ended up in, like, South Africa and Greece and beautiful sites. And, like, even companies that are co-located and still do off-site, for them there's less travel, tends to be less travel involved. But imagine that, like, it's not something you need because you're remote. It's just a bit more expensive because you're remote. But the need is there anyway. And our attendance is 90%. So people really do want to be there and they think it's useful. And I guess for the, for less of the off-sites and gatherings and more on just, like, formal meetings, what we do is we get together about once a quarter. We do goal setting for that quarter. Monthly meetings can still happen remotely, but in person as executive quarterly gatherings. What is your frequency for the executive gatherings? I think you said monthly? No, every quarter. Every quarter, so you guys also do a quarter. Andy, I hope you answered your question. If there's anything else, you can just follow up in the Q&A. Go ahead. I was going to say, I was hoping that, you know, we could find something in remote work that we disagree with. Making it a little interesting for the audience. You know, we both have strong opinions, I'm sure, on certain things. So I'm not sure if we'll get there, but I thought we'd give it a shot while we're live. Is there something that you have a strong opinion on that is unpopular relative to remote work? That's a good question. I'm not sure. I see that you don't believe that 40 hours a week should be the norm. Oh, I think I have something. I've had so far, I know some digital nomads that are absolutely doing fine, but so far in GitLab, they haven't been very successful. Now, sample size is like two people. But people that travel the entire time to new locations that they want to explore, they tend to not do really well. I can see people like staying somewhere for like seven months at a time or something like that, but if you travel to Bangkok for a month and then Singapore for a month or something like that, that tends to not go well. And I think one of the reasons is you're continually hanging out with backpackers that don't have a day job. So it starts becoming really hard to get the discipline to work enough hours and put enough focus in it. That and your regular commute becomes an irregular bus trip or flight or backpack journey or something. So you're adding the commute logistics to it as well. I've seen similar things happen with some freelancers on turtle that are nomads. So yeah, I think it's one of those good in theory hasn't worked in practice yet sort of things. Yeah, I think there's a few people who manage it, but they tend to stay longer per location. Yeah, agreed. Someone asked how we deal with all the regulatory and financial nuances of running a business internationally as a startup. I think you're referring to like people and hiring people and that is hard. There's no fixed answer. We have entities like we incorporated in I think more than six countries now so we can put people on our payroll there. But we also hired people to resellers. We also have a lot of people that are contractors and you have to kind of dive into the specifics for each country to determine like what is the risk of having people there like how many people you have there what business you do there and also like the local law obviously. Yeah, I think that's a great question that's going to apply to more and more startups as it gets easier to even a two or three person team might be in two or three countries. Are there any services or anything like that that you've used that help you kind of navigate the waters on how to work internationally? Yeah, we have a bureau whose names escape me but they help us like look at the risk of every single country I've used for example manpower as a payrolling service in Serbia to hire Madin but it's a bit of a patchwork. Yeah, I hope that gets better. Just as kind of like video conferencing and all that has gotten better I hope the infrastructure for global work gets better. It's a massive part of remote work. Yeah, I want to strive for employing people. Yeah. Then there's another question from Hasan on how can you control lazy employees in remote work? I think that's an easy one. I think it's in office. You shouldn't have lazy employees. Yeah, well it's the same thing like I think in an office you can be well first of all I'm lazy like every every talented person should be lazy and not want to do any work but I think what he's referring to is people that are just not producing results and yeah you should manage underperformance and that means telling those people that they're not producing enough and if they're trying to coach them to improve the situation if not suggest they seek employment elsewhere or let them go. And I think that's the case everywhere. I think using kind of people showing up as a proxy for doing work it doesn't make a lot of sense. You can show up every day and be the most enthusiastic person and then still not produce a lot. So our number one value is results and I think being remote forces is to focus on that. Yeah, and I would say there's a certain word in there. It says how can you control lazy employees in remote work? Whether or not they're remote I wouldn't look at it as control I would look at it as objective and goal setting and if they're hitting those objective and goals everything's good and you don't need to correct otherwise you do. The moment that you look at it as control is the moment that you start measuring if someone shows up at nine has their butt in a seat and then leaves after five. And there's another question when we get together do we pay for travel and hotel? Yes, we do pay for travel, accommodation we do fun stuff like we go to vineyards, we climb Table Mountain it was a lot of great things. We even pay 50% for your significant dollars. So if you want to bring them along and they're interested in GitLab then you can bring them along. And on our kind of ROI and costing question Tammy posted a really nice link in there. I haven't seen that before but there's a nice link in the chat that lets you kind of calculate what your remote work ROI is to the employer and to the employee. So that's a cool reference. Thank you for that Tammy. As a junior deaf it's hard to find remote work someone remarks. Yeah, totally agree. I think there's a couple of things maybe training is easier in person I'm not sure but also because remote work it's kind of an employer's market right now like it's a lot more people wanting it than employees willing to offer it. So companies tend to go for more experienced developers if they can so they don't have the overhead of training people. So as a junior deaf it is I can see that it's harder to find a remote job. I think also there's lots of hybrid companies that just where it's hard for them to train you if you're a remote and even at GetLab I think training is one of the harder things you really have to go in video calls together and do things like that and if you just stay in chat the whole day then it's not going to go well. I don't have any special tricks to find remote jobs obviously you can search for them and there's just multiple websites for them but I wonder if Lab has an opinion. Yeah I think there's a more fundamental piece of what he's asking there so as a junior deaf I think it's it's just harder to find work than as a senior deaf so I would focus less on the remote piece and more on how to both present and level up the skills to appear less like a junior deaf. Whether you find a senior deaf to pair with and the two of you can collaborate on projects together and you can do more of the execution and the senior deaf can help with more of the strategy and kind of the sales part of it or eventually getting to the part of playing that senior deaf role yourself at the end of the day you have to be able to self present and deliver as a junior double low and you can't do that remotely find other collaborators that you can do that with and there are plenty out there. Yeah and do like courses read Martin Fowler's refactoring book like there's lots of things you can do to make yourself better and yeah junior in the end you want to be able to just remove it from your title. And get on Twitter like people want to help you like there are senior that will take you under their wing especially if you look like somebody that's promising like there are plenty of humans all over the world that want to help you so get your name out there. See we got a couple more in Sam asked a really good question there Sam Rubel asked how much do you consider a remote employees location cost of living when setting their salary I think maybe we can think about this first in the U.S. and then internationally as well I think this is a really difficult question internationally. Yeah so we have our global compensation calculator maybe someone can post it to the chat just google forget a lot global compensation calculator and one of the factors in that is the location factor and it's not about the cost of living it's not about but it's about the market rate we want to pay kind of at or above market and the market rate depends on where you are so we want to we factor that in and we have different rates in different regions in the U.S. but also different regions also in the in the world I think all in all there's a couple of hundred locations in our calculator. Yeah I think for us it gets a little more difficult because we kind of you know we hold this fundamental theory that it doesn't matter where you're born or where you're living your skills to determine your income not your birthplace so for us we I don't think we have a perfect formula for it yet it's one of the business challenges of turtle in general to figure that out right now we pay very similarly no matter where somebody is more than what a senior dev in the U.S. would get so we simply don't take on devs in the U.S. because we can't compensate them in the same way that we think they would expect and deserve. Finally we found something we disagree on this is awesome we're paying local rates I put a link in the chat you can also Google get lab paying local rates and that's for five reasons if we pay the same rate around the world we'll have a concentration of people in lower wage regions because get lab is a better deal to them so we won't be all across the world which we want to it also means many times the market rate is correlated with cost like San Francisco highest pay but also highest housing prices so it's a really bad deal on those high wage regions it also leads to it just costs us more money if we start paying everyone our highest rates our compensation costs would increase greatly we'd be able to hire way fewer people and our business model wouldn't work there's also if you pay people above market rates it's kind of golden handcuffs they cannot even if they don't like the company and want to leave they might stay because of the financial incentive which is something you also don't want you want happy people unhappy people that are just biting their time and yeah if we start paying everyone the lowest rate we'd have nobody in the US we need people in the US there's a lot of customers here there's a lot of people there's a lot of customers here we need to support and we do a lot of work in the public sector so we think it doesn't make sense I think the fairness argument is the thing is as remote works becomes more popular all the salaries will start getting equal but I think this is it's a market and I think fair in a market is market rate I guess I want to pay at our above so we never want to be lower than market and many times we're above market that's fine but not based on the role not on the location yeah well I think by saying at or above you're already kind of cutting into the arbitrate like a bit into it I think if anybody have a chance to click on those links those are five awesome reasons have trouble arguing with those one for one I would just say it's an incredibly difficult conversation and it's timing how does remote work eventually impact cost of living in different cities and how does just globalism in general impact cost of living global cities I think it would be like answering is capitalism good or bad there are definitely bad parts to capitalism and capitalism has also lifted a significant portion of the globe from poverty so there's both sides to the equation I think there's all these five reasons individually are great I still do believe that it shouldn't matter where you're born you should have the same opportunity that might mean that you should move to a different area at some point in your life but I think long long term things will settle as we become more internet work and as other cities simply rise I think that will become less of a difference Eugene asks how do you onboard new employees how do you share the learnings as a remote team well onboarding we do with the help of a pretty big template so I shared that and it is all like the tasks you have to do but also a lot of people have to do for you so if you can see what's still coming and whether people helped you did what they had to do for you sharing lessons we double every year in headcount so at the end of the year most people in the company are new they've been there for less than a year so it's really important that we write stuff down so we have a pretty extensive handbook it's more than 1500 pages and many times when we learn something we write a handbook or the documentation of GetLab or somewhere else but we tend to write things down and if you look at our handbook you'll find that there's a lot of the answers you might have joining a company are already answered Tammy just put a question into the Q&A there so Tammy asked how transparent are your organizations in determining salary for example Buffer has a transparent salary calculator she's all about the calculators today awesome I like calculators too Buffer's calculator first calculator was an inspiration for us our formula is a bit different I think better but have a look at our global compensation calculator and that for us we don't share people's individual salaries because they go up and down based on performance and we think performance is something between you and your manager that's not the business of the whole rest of the company and we want to we want to have that be a safe place but we do have a calculator like if you know where you live and your experience factor then you know how much you're going to earn so the calculation is our San Francisco benchmark for the role your location, the level like are you junior, intermediate or senior your experience factor that is kind of a minus to plus 10% within the role the contract type you have the company or contractor and what country you live in yeah I think Buffer did an awesome job making it insanely transparent I don't know if another company has come close yet or ever will I'm sure that there were probably problems with being that transparent too I've looked at the literature and the company is doing that and it tends to not end super well yeah how we do it is individual to the freelancer they will know exactly the rate that's being built to the customer and the rates that they're getting and why there's a specific delta and we manage that delta based on the developer's experience so if a developer can self manage it doesn't need any help with translation or anything like that they will get the highest rates and we will have the lowest margins and if they need a little more help behind the scenes from a CTO type or a chief product officer type or sometimes with language we will make a higher margin because we have to do more work so if Turtle has to do more work we take higher margin if Turtle does less work we take lower margin there was a good statement by Andy Tiffany for many companies trust is more important for remote work as a more senior dev you've had the opportunity to build more trust and stronger relationships that can lead to remote roles I think that's very accurate for hybrid companies it tends to be the people who work remote are people that have already proven themselves either at the company or somewhere else but they have a stronger relationship and that's why they're allowed to work remote and you mentioned Yahoo earlier or no IBM no longer letting people work remote I think for many companies our work from home is kind of code for I'll be taking the day off without taking a vacation day and as long as that's the case remote work will always be kind of looked down upon yeah and I also just you know I want to avoid three terms in general in my life but one that I do like a lot is manage up if you're working from home if you're working remotely if you're a junior dev or in any case like set expectations for what your team or your manager should expect from you meet those expectations and make sure that you publish meeting and setting those expectations don't expect that from other team members or from your managers I think that's a very junior way to approach things so someone asked how do you manage contracts now luckily we have handbook slash contracts which are linked and lots of our contracts can be found on there for a contractor we just pay a monthly rate for their work so we say hey you're going to help get like going to work on this this is this is what will pay you every month so I think on that we can jump to one of the things that we might disagree on the 40 hour thing so I think in the same way that offices are a left over from the industrial revolution that we need to rethink I think 40 hours a week is in the same category I don't think that humans are only effective in 40 hours I don't think that work relationships should start with a very brief interview and then all of a sudden you jump into a full commitment I think there's a lot of value to 10 15 20 25 hour arrangements especially for people that might be dealing with something in life that means that they can't make work the number one thing for a specific point time yeah we have very few people working part-time we're not it's possible we do we do allow it but it's infrequent and I think in a company a lot as a company grows more and more of your costs are kind of overhead costs communication costs like bringing people up to speed so that they can do their job and there's kind of a law of diminishing returns as you get bigger it kind of costs more time to just keep up to date and I think therefore in a smaller company it's easier to work part-time and contribute the larger company gets the more overhead the more those like those hours count suppose the overhead is five hours of just keeping up to date if you work 10 hours 50% of your time is wasted it's not efficient anymore I'm not sure it works like that exactly but I do think that's a component I do think I don't think it's a so much about the hours I think it's about flexibility and there's someone left our company today today is his last day his name is Job and he wrote a post on Medium maybe someone saw it and can link it in there he's like starting helping other companies go remote.com right exactly but I think he also touched on a time when he needed to be there for his family and that was just okay and he could just focus on that so I think people care less about the hours but care a lot about the flexibility if you have a life event that pops up that you need to take care of you want the company to support you I think that is really important to us and we're trying to be as generous as we can there I guess I'm just wondering why can't companies set something up where hey for the next six months of the next year I'm going to go to 25 hours a week I feel like you can transparently have that conversation adjust a salary based on that or an hourly rate based on that and have that work 25 hours a week can be covered in 2 or 3 days a week if you want it to but you're right on if you already have that covered in flexibility there's not really necessity for it we just look at it more from the freelancer perspective we have the average freelancer in turtle works 25 hours a week and makes double their local income in total alright let me pull up I don't think we have any and he asked a question in Q&A biggest challenge is GitLab is encountering today that can be attributed to remote working wow I'm going to cheat and tell a bit about the historic things historically fundraising was hard in our B round we got lots of no's and almost no's because people didn't think we'd be effective and people think we didn't make a good acquisition target because it's harder to acquire the employees of a company if they're spread all around also hard is hiring some execs some execs say look I don't see this model working for me so you diminish the pool there the great thing is you have a lot more people to choose from and there's some execs that say look I want to move somewhere else but I do want to work for a Silicon Valley type growth company so it helps too today I think we still have a bit of skepticism people asking like hey can you open like a customer experience center or something like that but I think it's it's more manageable how do you promote working someone quit last week and he said look I feel lonely I moved to a new city I have very few friends here and with GitLab I don't gain any friends in my city because there's nobody else here that makes a lot of sense the lonely piece is really I think unsolved and important I use a service called Spacious and it has restaurants and office space during the day I love it, it's cost effective when I feel lonely or bored or unproductive at home I walk down to one of their office spaces that said I think there's a lot of opportunity for companies like that to build a community aspect of it and I think people and communities can start taking it upon themselves outside of just traditional work organizations to build that community aspect of things and for example at GitLab we have like a travel stipend we give you money to visit colleagues or even like my home in the Netherlands you can stay there for free we want people to be able to travel and visit other people so we've got about five minutes so we'll field any other questions that come in while we kind of cover one last topic so please feel free to add questions in Q&A or in the discussion to the right there thought we'd talk about what does remote work look like in five years and let's try to avoid the obvious of how much it's possible like the whole VR and AR thing like we know connectivity is going to get better we know that equipment and video is going to get better what does it look like culturally what does it look like globally and what does it look like from the Oregon individual perspective by the way I don't think VR and AR are going to be a big help I don't see that happening maybe that you can have more of a sense of presence but I'm I'm slightly skeptical I think it's going to get way more popular for startups I'm seeing it already in the white combinator batches that the percentage of old remote companies is increasing and I expect that to continue so there's going to be more of a people saying we're old remote or we're co-located but I think this we're remote first but not really I think that's those people will have a harder time and people are going to pick sides hopefully it will be embraced by people that care about the environment that people care about spreading opportunities equally throughout the world because it's great for that and it's going to be more known like right now there has not been a New York Times article about and I think that will happen and ironically we'll even have a big conference where we all get together or all join the same link together I think it will be an in-person conference ironically yeah I think the part that you mentioned on it hasn't been written about and organizationally it just hasn't been thought about that much I think we've got the better part of a century how traditional office orgs are organized and I just don't think consultancies or management organizations or simply seasoned executives have really thought about if offices didn't exist, if traditional work didn't exist how would we build this from the ground up and I think thinking of it that way is more likely to tell what remote work looks like in five years what would organizations look like if they were formed remote first and commuting and offices weren't part of your original conversation compensation to how much money you have to set up a home office or to use a service like Spacious or WeWork or one of those if you needed to come into an office once in a while so I think seeing orgs and individuals help other orgs do this will create a lot of thought leaders in this space and will create a lot of infrastructure that doesn't exist today I also hope that we're successful and that someone gets the idea to make a great business case by studying our handbook because I think it's one of the few instances where you have a public handbook with complete version history where you can see the evolution of the fast growing startup How long has GitLab been running that? Since 2015 or something It's probably hard to keep up and do but once you get going I think that's incredibly powerful It's an unnatural act but so far so good Unnatural, I like that Well, we're hitting right up against 1150 I don't see any other questions in Q&A or in the discussion If there are any last minute questions please feel free to paste them in now Otherwise, Sid, any last points? No, I think this was great, Vlad and I gladly do this again Thanks everyone for listening in and for your questions We really enjoyed the experience Thanks everyone for joining in and thanks, Sid, for doing this Thanks, Vlad


Pia, you drew with who you found a very exciting game. Are you satisfied with the result? Yes, I'm very very satisfied. I played with them you found many times and I have lost many many times In some draws and I won one blitz game, but it has been normally tough for me And I was playing with black also. No, I was very happy also because I thought the opening was fine But then I miscalculated the undermost estimated her attack And then I just thought I was lost but then I find this idea king FA to keep the game going and I don't know if she had something Winning there or something very good for her, but the way it went it was it was fine for me It seemed a position where there were a lot of dynamic opportunities for both of you Were you ever afraid at any point that this could be worse? Yes, no, I was very afraid when she played queen h3, so I guess e4 was probably mistake I needed to go castling. I need to develop My my pieces and put the king away and she takes rook a8 b4 c3 and maybe take an e5 This is what I needed to do and I maybe it's it's it's unclear or something But the way I played it was just very very dangerous for me Dangerous but interesting just like we love it now tell me one thing Were you surprised with you founds choice of in the Sicilian to capture queen d4 instead of the usual knight d4? No, I wasn't because she has played it before she played lots of different things and Okay, queen take d4 is one of them mainly she maybe takes with the knight, but but no I wasn't surprised with a player like you found who has such a wide repertoire and it's it's it's a challenge to prepare against her Yes, but it's also very nice to get the chance to play with her So in one way I was just very pleased and I'm also very pleased when I can't and find some fine moves Some ideas and no, so it was no it was very very exciting, but I'm very happy also right now Yeah, I know that you and your fun are also very good friends Very very good friends. So it's kind of like a little nerve-wracking to play against if it's not the same You know when you're playing against a friend So how do you deal with that when you have to sort of fight each other on the board? No, actually, I normally like to play against friends I don't mind that because you know your friends and then you play at the board and you know It will be a long very hard along. I don't know, but it will be a hard Struggle so no, I don't mind that at all. And then when it's over you just go back to being friends. Of course Right now Pia, you are someone who has been at the chess festival since its very first edition You've been coming here for 15 years.  What is it that you love about it so much? Yes, no, it's the tournament is yes fantastic for me. It's the it's the best tournament of the year It's really really wonderful so many people coming here everyone enjoying it and enjoy it also very much And we have seen though. Okay, the whole family of us We have seen the tournament grow and become better and better every year. So no, it's just Yes, fantastic to be here every year that actually gets me to my next question that Because you've been here from the very start and now we are in the 15th year of the trade by Gibraltar Chess Festival How has the tournament evolved in your house ice? How has it changed over the years? It has become of course much stronger and much bigger the first year when we played It was about I think it was about 50 players. They were not very many women players They're very few. I think they actually only were two or but very few so It so of course it has been a big change, but it's very nice to see the tournament growing and Becoming better also all the ladies coming and I think that's really very nice what Brian's doing It's very very important to support women chess Because tournaments are so much nicer than when you have women who play but you need to support women because otherwise They cannot keep on playing. They cannot be professional players Right, you're absolutely right about that Pia and we love having you Anna and your husband You're the tournaments the tournament cannot be complete without the three of you Thank you very much all the best for the remaining rounds. Thank you so much


The automotive industry's reliance on fossil fuels has led to significant environmental damage, including climate change. To reduce these effects, we must transition away from traditional combustion engines and toward electric vehicles. This transition requires a shift in consumer behavior, as electric cars are currently more expensive than their gasoline counterparts. In order to make electric vehicles more affordable, researchers have been working to improve the materials used in batteries, such as cathodes and anodes, in order to increase energy density and decrease costs. Additionally, manufacturers should take advantage of economies of scale and process improvements to lower costs over time. By 2030, it is estimated that electric vehicles will become competitive with gasoline-powered vehicles, allowing them to reach a wider audience. This article was authored by Gert Berkman's, Martin Messagie, Jels Meekins, and others.


Hi everybody Sean with jazby's case breaks calm here doing 2020 Panini illusions football eight box intercase break pick your team number two Where on release day all-card ship pretty straightforward We do have two random number blocks. You can see here's the list of customers and their teams We have one random overlock here with the bangles chargers Ravens Raiders and the Rams and one here with the dolphins Packers Eagles Colts and the Patriots So this is the second half of a master case Eight boxes per intercase and you can see here on the right pick your team number two So here's our list. Let's get this all set up Matthew that's a good question Take a look the site. There's still a couple of breaks that are very close. So We can keep going. This is the last thing we have sold out, but Doesn't mean this is the last break. That's for sure. Cool. Good luck everybody So my first look at it We're saving all the encased cards. I think we are So we're gonna do we're gonna save the encased cards till the end. Oh really Matt. Yeah, I know the I Know I wasn't here for it, but Joe said that the the site went down for a little while or like YouTube was down I guess that's weird. I think on the front David will find out. I have not opened any of this So I don't know it's a good question. AJ says both Acetate on the back AJ says So starting off with Clyde Edwards E. Lair for the Kansas City Chiefs Which goes to Riley Zimmer? They're very nice Nick chubb to 75 for the Cleveland Browns Glen Campbell and To a Taga by Loa acetate mystique Not numbered, but very nice to a that's for the Miami Dolphins and that's a random number block team Unnumbered random number block So that's our first entry. That'll be going to a one person in the break at the end Like I said, we'll do a randomizer at the end for all unnumbered rookie patch or Jersey instant impact Michael Pittman, Jr. Indianapolis Colts random number block team That is unnumbered that's part of the Same dolphins random number block living legends acetate Aaron Rodgers AJ Dylan to 399 Green Bay Packers random number block Also part of that dolphins random number block.  That's a nice looking one That is numbered 305 of 399 Dallas Cowboys Daniel del Spinasi It happens AJ, but once I see the names two or three times Just go smooth Superlatives auto three out of ten for the Miami Dolphins You see dolphins on there even though he's one of Patriots Jersey three out of ten Kyle van Noy Dolphins random number block spot three Shawn Maddock Gardner men shoot a 499 for the Jacksonville Jaguars Zach Miles Deandre swift mystique die-cut or sorry acetate AJ Anderson and the Lions Joe Burrow Unnumbered random number block for the Bengals living legends Brian Urlock or acetate eight out of ten Very short printed for the Bears Justin Ward Roquan Smith to 399 252 out of 399 for the Bears Justin Ward Eli Manning clear shot to acetate instant impact Jersey Chase Young for Washington football team and Mark Mazzur Stounding Colts Jonathan Taylor No numbering on that Indianapolis Colts Part of the random number block with the dolphins So that's part of the unnumbered KJ Hamler 158 out of 499 for the Broncos and Craig McMillan James Morgan mystique to 1 49 for the New York Jets That's going to Adam cupperman Darrington Evans first impressions patch and auto To 299 Tennessee Titans Justin Ward Antonio Gates living legends acetate for the Chargers No numbering There you go, Eric. Let's keep it going tonight. I know that was pretty close along with quite a bit other stuff, too Cool box to okay now that I know what it looks like Cool good luck got a redemption clear shots Brett Favre To 299 for the Green Bay Packers, which is part of random number block spot eight Packers random number block is Chad boom AJ Dylan mystique Unnumbered for that Green Bay Packers random number block spot Richard Sherman 106 out of 399 for the 49ers Victor Samora Peyton Manning clear shots out of 149 for the Denver Broncos Craig McMillan Instant impact look at the relic on that four colors Philadelphia Eagles That is random number block Also part of the Colts random number block spot 616 out of 50. That's going to Jason Johnson Jerry Rice cleary clear shots for the 49ers Clyde Edwards E. Lair And that's a Kansas City Chiefs Riley Zimmer Khalil Mack 13 out of 25 Chicago Bears Justin Ward Phillip Rivers astounding for the Colts Unnumbered part of the random number block Marvin Jones 127 out of 199 for the Lions AJ Anderson Tom Brady living legends acetate non numbered Tampa Bay Buccaneers Darren Porter Joe Burrow unnumbered for that Bengals random number block Shining stars acetate Keenan Allen for the Chargers Random number block. That's part of the Bengals random number block T Higgins out of 399 for the Bengals random number block 59 spot 9 going to David Tran Mystique Henry rugs to 399 for the Raiders. That's part of the random number block with the Bengals That's going to spot 4 264 out of 299 spot 4 is David Baker Grant Delpit rookie signs Otto Nice to sign in that for the Cleveland Browns Glen Campbell Not numbered, but very nice Jonathan Taylor Mystique Non numbered Tom Brady For the Buccaneers Darren Porter Tom Brady to 399 Darren Porter and the Buccaneers Clear shots Dan Marino for the Dolphins part of the unnumbered portion of the random number block Redemption first impressions autographed memorabilia so patch auto gold Is that out of 10? anybody No card 117 T E E T Higgins So that goes to the zero spot on the random number block for the Bengals and Carrie Carrie sasset Hopefully we can find something for the His teammate Joe Burrow later on that's going to be sleeved They sleep It's 25 or less. Thank you very much AJ so that T Higgins Otto is numbered to 25 or less Thanks for the assist much appreciated Philip Rivers living legends acetate Non-numbered George Kittle shining stars To 299 for the 49ers Victor Zamora CV lamb to 75 for the Cowboys Daniel Dela Spina say Patrick Mahomes shining stars acetate Non-numbered for the chiefs and Riley Zimmer Jordan Love part of the Packers Unnumbered portion of the random number block. I was gonna say do a lot of that have been awesome Philip Rivers Justin Herbert rookie idols dual Los Angeles Chargers part of the random number block Unnumbered unnumbered That is part of the Bengals Chargers random number block. So that's part of the unnumbered randomizer at the end JJ walk clear shots to 399 for the Houston Texans Zach Miles Matt Ryan to 399 for the Atlanta Falcons Kenneth Sexton Henry rugs mystique for the Raiders part of the random number block unnumbered Randomizer Chase play pool Steelers Michael Golucci Patrick Mahomes for the chiefs Riley Zimmer and first impressions patch Otto to 299 AJ Dylan Green Bay Packers random number block 167 out of 299 spot 7 Kyle a boat clear shots Troy Aikman for the Cowboys Chris Carson to 399 for the Seahawks Keith Gebers Levisca Chanel Junior mystique acetate to 299 for the Jaguars Zach Miles Jacob Eason instant impact relic for the Colts part of the Dolphins random number block unnumbered randomizer Travis Kelsey astounding To the chiefs acetate that is Riley Zimmer sake one Barclay to 399 for the Giants Jerry Bennington and Eli Manning living legends acetate for the Giants and Jerry Bennington Clyde Edwards you layer for the chiefs Riley Zimmer and Rookie Otto for the New Orleans Saints Tommy Stephens 85 out of 199 New Orleans Saints is Stuart Fontana Terry Bradshaw die cut to 399 for the Steelers Michael Golucci Cam Acres to 399 for the Rams, which is part of a random number block spot to David Baker Alvin Kamara shining stars acetate for the Saints and Stuart Fontana box to Box for Stuff's looking really nice. I like it. Now. Let's find some big auto names. It looks good Joe Burrow mystique acetate That's nice out of 149 spot 8 Sean Maddock, there you go Sean Jalen Hertz for the Philadelphia Eagles random number block unnumbered. That's part of the Dolphins Green Bay, so that'll be randomized JK Dobbins out of 50 40 out of 50 for the Baltimore Ravens Like I said spot zero on that randomizer is Kerry's or sorry random number block is Kerry sasa and Astounding Joe Burrow unnumbered so part of the unnumbered randomizer on that random number block Shining stars Josh Jacobs to 399 for the Raiders. That's part of the also the Bangles random number block spot 8 Sean Maddock Justin Jefferson Minnesota Vikings Pat Wolf Nice three color patch here for the Denver Broncos 3 out of 25 Craig McMillan, there you go Craig Drew Brees living legends acetate for the Saints Stuart Fontano to Sean Watson to 399 Houston Texan Zach Miles Clear shots say Quan Barclay For the Giants Jerry Bennington. That's number 299. Very nice Here's what we're talking about and look at the patch and numbering on this Clyde Edwards E. Lair For the Kansas City Chiefs Riley Zimmer Nice three color patch and Otto 16 out of 25 There you go, Riley Lamar Jackson shining stars acetate for the Ravens random number block Unnumbered that's part of the Bangles Todd Gurley to 399 for the Atlanta Falcons Kenneth Sexton Jerry Judy Denver Broncos Craig McMillan acetate Chase Claypool instant impact relic for the Steelers Michael Gallucci Jonathan Taylor astounding for the Colts to 399 numbered 191 out of 399 going to spot one of the randomizer Thong Vu Jordan Love Green Bay Packers unnumbered part of the randomizer at the end Deandre Swift to 199 122 out of 99 for the Dolphins I'm sorry, not dolphins the Lions AJ Anderson Brian and locker clear shots For the Bears Justin Ward Rookie Otto Davion Taylor for the Eagles four out of 99 Philadelphia Eagles random number block spot for David Baker Tom Brady astounding Non-numbered for the Buccaneers Darren Porter Chase Claypool Michael Gallucci and the Steelers non-numbered Patrick Mahomes chiefs Riley Zimmer Cole Comet to 399 for the Bears Justin Ward Troy Aikman living legends To 299 for the Cowboys Daniel del Spena del Espanace cool Box five of course AJ. Let's find you some more. No, we don't stop it long Shining stars Aaron Rodgers unnumbered for the Packers random number block La Michael P. Rhine to 399 for the Jets Adam Kaepermann Shining stars Aaron Rodgers yellow Numbered six out of 25 very nice spot six Jason Johnson in that random number block Five Edwards E. Lair for the cheese Riley Zimmer Terry Bradshaw relic for Michael Gallucci and the Steelers There you go. Justin Herbert misty Non-numbered that's gonna be part of the non-numbered randomizer at the end for the Bangles Chargers random number block Tyree kill to 499 for the Chiefs Riley Zimmer Troy Polamolo clear shots Michael Gallucci and the Steelers Jalen Régor 157 out of 299 Patch and Otto for the Eagles random number block spot 7 Kyle abode Jerry Rice clear shot for the 49ers Victor Zamora number to 149 Joe Burrow unnumbered part of the random number block randomizer at the end Jonathan Taylor to 199 for the Colts random number block spot 3 Sean Mattick CD lamb astounding for the Cowboys Going to Daniel Del Spina say Jacob Eason instant impact relic Colts unnumbered number block Living legends Jerry Rice for the 49ers Victor Zamora Matt Ryan to 499 for the Falcons Kenneth Sexton and Living legends Larry Fitzgerald for the Cardinals to 399 Joe Casper Colton Tom Brady for the Buccaneers Darren Porter. Nice Josh Jacobs Otto 25 out of 50 for the Raiders random number block, which is spot 5 Kerry sasso. Here you go Kerry Drew Brees shining stars acetate for the Saints That's going to Stuart Fontenot Deandre Swift. I don't know what that is. It's not coming off with my finger. So AJ For the Lions AJ Anderson to 75 Hopefully that just comes right off. I don't want to do anything to it But there you go Deandre Swift AJ Jalen Hertz for the Eagles Random number block unnumbered that's part of the Dolphins Packers Eagles. It'll be randomized at the end with everything all in one lot. I know AJ, right? It law honestly, it looks like it's like tape like you can see a little bit of little edge right there.  So that's off. You just probably need to wipe it off AJ, but it looks fine Like I said, it looked like there was like a little piece of plastic that was sticking off the end So luckily that came off Box six. I remember we have all the encased autos coming up at the end as well Dalvin Cook to 50 for the Vikings Pat Wolf George Kittle shining stars to 149 for the 49ers Victor Zamora To a Miami Dolphins unnumbered randomizer at the end of the break Stacks getting pretty big Brandon I you relic for the 49ers Victor Zamora Brett farve clear shots going to the Packers Random number block so unnumbered random number block Kyler Murray to 499 for the Cardinals Joe Castor cone Jerry Judy astounding For the Denver Broncos Craig McMillan Joe Staley Otto 11 out of 50 for the 49ers Victor Zamora and mystique blue Joe burrow to 299 1 40 of 299 spot zero again carry Sasso There you go Carrie Jalen Hertz for the Eagles random number block unnumbered Lynn Bowden Jr. to 75 for the Raiders part of the Bengals random number blocks spot one Steve Habarca Living legends Brian Ehrlacher for the Bears Justin Ward Justin Jefferson for the Vikings Pat Wolf astounding Travis Kelsey non-numbered for the Chiefs Riley Zimmer Tom Brady Buccaneers Darren Porter Aaron Rogers to 499 for the Packers random number block spot nine That is Gary McLaugh Living legends Eli Manning For the Giants That is Jerry Bennington and rookie relic KJ Hamler for the Broncos Craig McMillan Joe Montana astounding to 399 for the 49ers Victor Zamora Marvin Jones Jr. to 499 for the Lions AJ Anderson shining stars acetate Alvin Kamara and the Saints Steven Starr Stuart Fontana. This guy was great Jared Allen Otto for the Vikings one out of ten Minnesota Vikings Pat Wolf Jordan Love mystique Non-numbered part of the random number block non-numbered randomizer and Justin Herbert Non-numbered part of the other random number block non-numbered randomizer at the end of the break those non numbered randomizers guys They get pretty worth it pretty quickly Especially that Bangles Chargers one couple unnumbered Justin Justin Herbert's Joe Burrow So if you're in those random number blocks and you haven't hit much on your numbers Hold out for that a unnumbered spot. Cool. Last two boxes box seven. Good luck And remember we also have being cased autos as well. I get I get what you're saying Oliver. I See I see Sly guy there Oliver is a patch Otto the other night Oliver over on Personals. No Neymar Jr. Who's who's that one? I don't know who that is Is that his proper name? No, I'm just confused CD lamb to 99 for the Cowboys Daniel Della Spana say Jonathan Taylor mystique To 399 150 out of 399 for the random number block spot zero Desiana Cardona Jordan Love unnumbered for that number number block. I have not seen that Justin Jefferson, this is a nice one 46 out of 299 patch and out of Minnesota Vikings Pat Wolf you go Pat astounding Joe Montana for the 49ers Victor Zamora Matt Ryan to 199 for the Atlanta Falcons Kenneth Sexton Really Oliver interesting Aaron Rodgers living legends Go to the Packers unnumbered number block Instant impact Van Jefferson La Rams random number block unnumbered part of that unnumbered randomizer at the end Emmett Smith living legends red to 399 going to the Cowboys Daniel Della Spana say Chase Clay fool Michael Glucci and the Steelers out of 399 Michael Pittman Jr. for the Colts 115 out of 399 spot 5 Gary McLaugh Christian McCaffrey shining stars For the Panthers Tim Thorsett was it his hands Antonio Gandhi Golden for Washington Mark Majure 75 out of 75 Shining stars acetate say Quan Barkley for the Giants Jerry Bennington clear shots drew breeze acetate That's numbered 143 out of 399 for the Saints and Stuart Fontenot Clear shot to acetate Joe Montana to 149 also for the 49ers and Victor Zamora Stefan Gilmore to 399 for the Patriots random number block spot 5 That is Gary McLaugh Brandon Ayuk acetate Otto for the 49ers Victor Zamora Oliver did you know who he was before without having to look it up? dual relic Barry Sanders and DeAndre Swift for the Lions AJ Anderson there you go AJ Patrick Mahomes clear shots Kansas City Chiefs Riley Zimmer you did I think that says more about you Oliver than it does me Ryan Tannehill out of 499 for the Titans Justin Ward Clear shots Brian Urlock or blue to 299 for the Bears Justin Ward Patrick Mahomes for the Chiefs Riley Zimmer not bad, huh AJ? I thought you do you'd like that And Kevin Byard Otto 92 out of 99 for the Titans Justin Ward AJ you like this one too DeAndre Swift acetate mystique Not numbered but very nice for the Lions AJ. I know rando ish too, but like I Feel like most of the rando ish. I know is not Sports related Let's find that AJ. Is there a dual Otto of them? I think that'd be pretty cool And box eight and then our encased autos Well last box everybody and then our encased cards good luck find something big maybe it's waiting in there Every time Like guaranteed Oliver Odell Beckham jr. The 399 for the Browns Glen Campbell Nice look at this team color matching Justin Herbert mystique blue out of 299 51 spot 1 Steven Havaraka instant impact relic JK Dobbins for the Ravens random number block unnumbered That'll be randomized with the unnumbered random spot Chase young mystique Washington Mark Majur That's a good one Gabriel Davis the 499 Buffalo Bills Colin Adams Ezekiel Elliott clear shots Cowboys Daniel Delos Benasseh One of my favorite autos eight out of 99 Preston Williams for the Miami Dolphins with his little smiley face in the middle Dolphins the random number block spot eight Chad Boone last spot module Living legends Philip Rivers red 275 out of 299 spot 5 on that round of block Gary McLaugh Clyde Edward G lair unnumbered Riley Zimmer chiefs Jalen Hertz to 99 99 of 99 for the Eagles random number block spot 9 That is Gary McLaugh Gary. I don't know what happened to the Top of that card It really looks like somebody like got mad at Jalen Hertz this helmet But just a heads up John L. Way astounding for the Broncos Craig McHillen That's not a happy happy memory ha clear shots JJ Watt Houston Texans Zach Myles Jared Goff to 499 for the Rams part of the Bangles random number block 411 spot one Steve Havaraka Jordan Love astounding for the Packers Non-numbered part of the random number block randomizer non numbered spot, which is getting real big Cam Acres Unnumbered Relic for the Rams and the random number block non numbered you're a state fan Peyton Manning clear shots red to 399 For the Broncos Craig McMillan Jordan Love unnumbered going to the unnumbered spot Drew Brees to 199 for the Saints Stuart Fontana Joe Montana living legends for the 49ers. That is Victor Zamora Chase Claypool Michael Glucci and the Steelers unnumbered Nice Andre Reed patch and out of 30 out of 50 Buffalo Bills Collin Adams Tyreek Hill shining stars acetate Chiefs unnumbered Riley Zimmer Patrick Holmes unnumbered Riley Zimmer and that's the regular portion. Let's see these encased autos There you go, Brad We can do this again guys Next one's close Cool eight encased autos Good luck after this we got a random number block randomizer for the unnumbered Very nice first auto Jalen Hertz Rookie endorsements auto Philadelphia Eagles random number block eight last spot mojo Chad Boone You go Chad Thanks for closing out that random number block. Boom shining stars Keenan Allen Chargers random number block With the bangles That's number ten out of ten Spot zero again. Carrie sasso Congratulations, Carrie you are cleaning will shields mirage auto 17 out of 25 for the Kansas City Chiefs Riley Zimmer It's a great great show.  I'd be excited about that Rock you sin for the Colts random number block 88 out of 99 spot eight Chad Boone last spot mojo. I had heard something about that Oliver I was not I was very excited. I Go back and watch the first one every once in a while or I mean when it's on I Happen to find it and put it on Deandre swift there you go AJ 30 out of 75 Rookie endorsements auto encased AJ Anderson Detroit Lions Jonathan Taylor rookie endorsements auto Colts random number block 119 out of 150 spot 9 Gary McLaugh CD lamb rookie endorsement 67 out of 75 Dallas Cowboys Daniel Delas Panasse and Our last hit if one was good two is better Deandre swift 34 out of 99 the other one was out of 75 AJ Anderson there you go man And We've got two randomizers. We got to do we're going to Give me one second or come over here So we're gonna take the zero one two three four five six seven eight and nine I'm gonna copy that list twice Random number block right so let's do numbers So this first one here is gonna be represent the first random a block on the list which was the bangles chargers Ravens Raiders and the Rams and this second one here is going to represent the Dolphins Packers Eagles Colts and the Patriots so First up for the bangles random number block dice rolls gonna be the same for both So one and a five six times this is for the bangles random number block. Good luck and six in final time Congratulations spot seven Which is Matthew brister? All unnumbered cards Matthew. I don't think I called your name I'm going to you which includes multiple Joe burrow unnumbered as well as Justin Herbert. So congrats and for the Dolphins Packers Eagles Colts and Patriots random number block six times on that Good luck and six in final time. Congratulations spot three Sean Maddock, so I also don't think I said your name very much in that at all You're getting yourself all those unnumbered cards which includes quite a bit of I think there was at least one two Jordan love Jalen hurts lots of good names in that as well And then we've got a random. We're gonna do a recap Just give me one minute pause and we'll be right back to do a recap So little recap auto recap lots of good stuff going on to a lot of people random number blocks did really well Regular people customers did really well as well, but here's our recap on autos These are all straight-up customers Andre Reed out of 50 Kevin Bayard out of 99 Justin Jefferson patch auto out of 299 Joe Staley out of 50 Jared Allen out of 10 Clyde Edwards E layer out of 25 look at the patch on that Tommy Stevens out of 199 Grant Delpit out of 99 and Darrington Evans out of 299 the encased autos Deandre swift out of 99 CD lamb out of 75 Deandre swift out of 75 and will shields out of 25 from the Bengals and Bengals Chargers Ravens Raiders and Rams random number block We had a Josh Jacobs auto out of 50 and a Keenan Allen auto out of 10 10 out of 10 on that very nice and from the Dolphins Packers Eagles Colts and Patriots random number block We had a J Dylan patch auto out of 299 Davion Taylor auto to 99 Jalen Régord patch auto out of 299 Preston Williams auto out of 99 Cal Van Noi auto out of 10 and Jonathan Taylor auto out of 150 Rock you sin auto out of 99 and Jalen Hertz auto out of 99. There you go guys. That's our auto recap for 2020 Panini illusions football eight-box intercase break pick your team number two. I'm Sean Jasper's case breaks calm Pick a team threes in the store now down to single digits four is also in the store Jasper's case breaks calm We'll see you next time. Thanks for hanging out


I CAN'T FIGHT BACK! Hold on, hold on, really guys. Somebody order a revenge death ball! Dumbass. How's it going everybody? Datoi here and I am very upset with this video. This is... Dato, Dato, Dato, I got you, I got you. Dato went through it, Dato went through it. He has to throw all his bots away. He got our team iPhone now and we're gonna run it back.  You don't know Battle of the Bots is a game mode in Dragon Ball Fighters which you can play in the arena by talking to this man here and then you can just play it. But I am going to change my team because this team right here, they're scrap metal now. I don't use these bots no more. They're bad at the game. Oh, you know what? You got a plan, you got an idea, sounds like it. I have a little bit of a plan. I have a little bit of a plan, playing successful. I got my new bots, my new bots already. I noticed you brought Broly back again. Yeah, I noticed you brought Ginyu back. I don't know why I didn't. Ginyu is bad at the game. And you put him in the third slot. No, this is a new Ginyu, this is a new Ginyu. Now Dad, do you remember what the positions mean for each team? Like the first guy heals, second one does the most damage, and then the third person takes where your move are. Something like that, yeah, whatever. I don't really, oh look it's Super Baby 2 and Chow Tzu. Watch this, watch this. I train these bots. I train these bots. I train these guys up pretty well. I train these guys up pretty well. Look, I would like to point out that Donald's pink square is bots that go away here. No, I don't, I don't, I wonder if it can go away from battle of the bots matches. No, it can. It happened to me last, the first time you not played. I am very worried because my pink, my pink square is on critical condition. Baby, you're supposed to be the ace of the team. Oh, there we go, nice work. Oh, you're getting jumped. That's a good guard cancel. At least my team knows the mechanics. We love to see it, we love to see it. Oh my god. Whoa, whoa, whoa, whoa, whoa, wow. I just watched my way through that. Get up, get up, get up, sell. Why was Celts just doing that? I am getting jumped.  The boys. This isn't new to you. Level three, level three. There we go again you. Now he's finally putting that big brain to use there. Wait, hold up. Can you walk through a CPU bully that does a lot of damage? Oh, level one. You're dead here. Broly is lagging the game, dude. Why does Broly, you're digitizing of my discord. Yeah. Oh no, is my internet dying. You're digitizing. I'm fighting a real robot rhyme style in the way you did so well. My internet might be in the process of dying right now. My audio is fine though. My audio is fine, I'll have my fine audio still. I know your audio is fine but what I'm listening to is not, dude. Let's go block it. Teach this robot what happens when you mess with the king, baby. All right. The real question is, can he get through my Broly? I see your back. I see your internet's recovered. Are we good? Are we good? You're good, you're good now. Level one. Does every bot in the game struggle with that tech? Nice block, actual defense. Wait. Is my team actually playing the video? No. I can't even be mad. You're trash, literally dog water.  Come back. Come back. Come on, finish the job. Finish the job. My team was going crazy there for a second. Oh no! I'm feeling pretty good about that. My pink square survives another day. But the match and set isn't over yet. It's not, but my team was kind of cooking a little bit. You're lucky my internet dropped. My bots didn't get information from me what to do. Bro, you should have stayed with the old Broly, bro. Your new Broly kind of bad, might I say. Now when my Broly wipes the entire team in a second, I want the editor to come back to... You're good. I noticed you stopped talking. Level 1. Oh, yeah. What did you say about Broly? What did you say about Broly? He's bad. Level 3 again. Oh, you're dead. Yeah, I should have said those things. You're dead. Oh, I lived those. But I'm still... That was the most aggressive. He snapped your back. That was the most aggressive. That felt like a long time, too. That man snapped your... That man snapped your whole back. Oh, I don't think my key blocks are going to crash. They're pushing stairs. And your team popped in. I'm just mad. Reach, reach, reach, reach. Let's go. Do it again, baby. Oh, hey, guess who got a new cell assist? Me. Thanks. Your bot is my bot now. My cell is loyal to me. Get punched in the face. Oh, no! Somebody ordered a pizza. Best I could do you as a revenge death ball. Please spark, please spark, please spark. Kill that man. Oh, tech. Don't get too aggressive. Oh, I'm charging out of him. One single combo. I am! I can't fight back. You can't fight back. Hold on, Broly got you. Somebody order a revenge death ball. Dumbass.  You are cheating. You are cheating. Hold on, let me pose. Coldest outro screen 2K21. Shout out to the truffles or whatever. Let's go. My team is good. We are cooking right now.  They play the game. They haven't played a single level 3 in the game. Yell at them. Wait, wait, wait. You said that with some sadness in your voice. Come on, you guys play the game. Why are you doing combos now? There we go. Tia could have ended it right there, but I think you felt bad for little kid boo. Watch out. I haven't hit a single level 3 with kid boo. Please do something. We generate. There we go. That's fine. I'll spark, heal that, whatever. You're not going to spark. Boom. Why are you sparking? Why does he know how to play now? My bot is always not a bot. Anybody order a revenge death ball, get your revenge death ball. He just took it. Get up, man. Did somebody order a revenge death ball?  You want another revenge death ball? Let's go. Super baby actually playing around Broly. Did somebody order a revenge death ball? Please do something, man. That's cool. I am dead. I am dog water. I got you looking goofy. Still can't do anything right now. Bro, please buy back. Oh, I know my teammates. I got your old teammates acting against you. You know what? I'm not done yet. I am perfect after all. You know what?  What are you doing here? You're just here to style on him. Oh, he almost took your body. Please come out. Bro, come out. You died to the raccoon explosion.   My team isn't doing anything, man. What happened to the team from the last video? I'm getting an 8k. Can I borrow your shredder? Can I borrow your shredder?  I need to borrow your shredder after that one. This is unacceptable. This is unacceptable. My TN knows how to play the game. My TN knows how to play the game. My TN knows how to play the game. Block that. Reflect that. He's going to space it. He's going to space it just perfectly. That's fine.  We good. Shoot him. That was quite the combo.  He's going to do something. Oh, you're going to get five hits. He's not killed. What do you mean he killed? That would have been crazy. Oh, TN is angry.  Why do your team always just punch the air?  At least my Broly knows to always grab into that level one and do a lot of damage. All right, but here goes Baby. This is the wild facts. Baby is the team leader. Baby just tosses out level three. He's left and right and always works. There you go. We can't lose Baby. There we go. And there it is. And I'm dead. And I'm dead.  I think this video is over at this point. Kibbu and Cell are not bringing this back. They're not. Kibbu busy. Look, he's eating crayons. And Cell is just... Cell, let me know. Oh, that was sick. I got you, never mind. You're looking mad goofy right now. Finally something, man. All you do is scream. Yeah, at least it's something. Take his body. Oh, that should have worked. Take his body. For the ultimate disrespect. Oh, no, no, no. We can't let Kibbu win. Please finish the cover for one time, man. One time. I think Gini's getting greedy.  Let me pose on you with the place. No way. You're dead. You're dead. I got you looking goofy. You can't win this. Take his body. Take his body. That's fine, too. I'm actually dead. Let me use Kibbu's assist real quick, though. Oh, no, no, no. Not the double Sunday. No. Okay, you're the last one left, baby. You have to spark. No, baby. It's okay. Anyway, it's recipe bozo. Bozo the clown. I never lost faith in my team once. Oh, my God. Rest in peace. Bozo. You know what? You know what? You're about to lose a set, too. This is my video now. No, no, watch this. There we go. I got to not lose faith. My team knows how to play. Nice confirmed. That was a dode on ray. Confirm at the level. Oh, that's what I heard. I'm getting my health back, folks. Please find back. Stop moving. Stop standing there. You know your boss better than anyone. What's Kibbu's favorite flavor? I can't. I spent all my days teaching my boss. Clearly, you can learn something from me. Watch this. Oh, yeah. What's Broly time looking like? This is what Broly time is looking like. This is what Broly time is looking like. This is what Broly time is looking like, Donald. This is Broly. I'm telling you, I'm winning this set. Do you have access to Kibbu's assist? Okay, but I have access to this. Watch this. Dude, my bots love running into Broly's grabs. Yeah, and Hold is coming. Look at that. Broly is wearing a shirt that says free hugs, dude. Anybody ordered an edge death ball? We're blocking this. Yeah. I'll throw another one. Please hit a spot. Oh, my God.  I'm almost dead. That's a block. Take his body. Bar cancel. Don't switch. No. Level three. I need him alive, dude. I need him alive. Nice defense. What is this defense? Could have went for something more confer.  It's disgusting. Jay's Cosmos. Take his body. We can't win this. It's game over. Just take his body to embarrass him. It's game over. Why can't you stop playing? Why can't you stop? Cell can't do this. Cell can't do this. Cell can't do this. Cell can't do this. He's dog water. I was teasing you. You know my team was giving you a chance. Anyway, send him to the scrap heap. We done here. We did. We got 2 rolls. Your last thoughts. You want to borrow my shredder. You just want kid Boo to get shredder? That means, dude there. Everybody else getting shredded.  Sal and kid Boo, one shredder coming up. My hope you enjoyed these videos. If you did, let us know down below in the comments. While you're there, make sure you like and subscribe. Check out other videos.


The CNO's tenets of warfighting first operate forward and be ready or fundamental for our Navy to overcome worldwide threats. We've come a long way since World War II.  You know, that was very costly in World War II. It was the best that they could do at the time with the technology and the capabilities that they had, so they didn't have much of a choice. But nowadays we want to go where the enemy's not, so we want to gain access without going into the teeth of the enemy. We have those capabilities. New platforms like the LCS and DDG-1000 keep the Navy a step ahead of our adversaries. From the Defense Media Activity, I'm Petty Officer Tyrell Morris.


Happy Chanukah! I'm Dr. David Klein, a friend and supporter of Jews for Judaism, a world leader in online Jewish outreach. Just like you, the staff at Jews for Judaism has been in lockdown for a long time. It's been a tough nine months for them. Fighting for Jewish survival while battling the COVID-19 pandemic has been very challenging for Jews for Judaism. Combatting threats to Judaism, like deceptive missionaries, cults, Jewish apathy and ignorance, Eastern religions, BDS, with social distancing, masks, holding no public lectures, working from home, it's been difficult, but Jews for Judaism is proud of its accomplishments. However, Christian missionaries targeting Jews are just loving the pandemic. While most people today are focused on their own well-being and safety, aggressive evangelical proselytizers are using the COVID-19 crisis as a strong lever to influence susceptible Jewish people worldwide. To the missionaries, Jews are sitting ducks at their home, on their devices and computers. Pop-up ads appear on screen enticing Jewish seniors, adults and children to watch seductive videos offering hope, peace and forgiveness of sin, if these Jews will only accept Yeshua HaMashiach, Jesus, as their Lord and Savior. These missionaries insist that Jews can remain faithful to their Jewish heritage, even if they don the cross and accept Christianity. Elderly Jews, in fear of dying, are a primary target for them. With just one click, Jews online are sucked in, bombarded with videos, emails, and chats with an online counselor. The purpose of my speaking to you right now is to ask you to please help Jews for Judaism to continue its vital mandate, to counter deceptive missionaries that target Jews, and fight for Jewish survival. Jews for Judaism needs your help to continue achieving success. Please consider contributing on a gift of as much as you can comfortably afford. Just click on the Donate Now link below, and know that you will be helping Jews for Judaism to keep Jews Jewish and save Jewish lives. With multi-million dollar budgets, these missionary groups convert thousands of Jews yearly. They even boast of enormous success they're having converting Jews in Israel and around the world. Someone you know could be their next target. With aggressive online missionary activity increasing, the need for Jews for Judaism is more important than ever. In recent months, Jews for Judaism social media posts and hundreds of YouTube videos have received 7,500 visits a day, triple the number of visitors they had prior to COVID-19. That's pretty phenomenal. Despite these unprecedented times, Jews for Judaism's free, life-saving, educational, and one-on-one counseling programs continue unabated, helping those desperately in need. Like Joel, you guys brought me out of Christianity and back to Judaism. I was so ignorant, but your amazing knowledge saved me. I feel more connected to God than ever before. Jews for Judaism, from the bottom of my heart, thank you. Another example, Rabbi Aaron. I'm an outreach Rabbi in America. I watched your 15-part YouTube anti-missionary video series with a student who was being seduced by a Christian club on campus. Thank God he is on his way to Yeshiva after the quarantine ends. As a world leader in online Jewish outreach, Jews for Judaism has had a huge impact on Jews who actually have no issues with Christianity or cults. Their difficulty is connecting with Judaism. And Jews for Judaism is extremely helpful, making this connection easy for them. Recently, we received this email from Carla, a teen whose family is not Jewishly observant. Rabbi Scoback, it's been hard to stay religious during COVID. Shul is in lockdown. I'm unmotivated to pray and keep Shabbat alone at home. I want to have a relationship with God, but I'm not sure how. Please help me to be more inspired. It's hard because I go to high school and that takes up a lot of time. I'm stressed and I don't know how to get back to my original routine of prayer and study. I trust your opinion, thank you. Rabbis go back connected with Carla. And after several one-on-one sessions, he helped to motivate her back to a rewarding embrace of Judaism. Especially helpful were links to the rabbis many inspiring video lectures on various Jewish topics on our YouTube channel. You can find links to these videos right here on this channel. Jews for Judaism has been able to help countless people over the years, like Joel, Rabbi Aaron, and Carla, only thanks to the support of kind people like you. Please help Jews for Judaism. Despite the current difficult times, Jews for Judaism is succeeding in the battle to save Jewish lives and keep Jews Jewish. During COVID-19, Jews for Judaism gave numerous Zoom presentations, counseled countless of individuals, and responded to many inquiries. They posted articles on social media in the press, reaching thousands weekly. While their public lectures had to stop, for now, each week, Jews for Judaism is posting a new YouTube video lecture, reaching thousands of people worldwide every day. During these last nine months, almost everything has come to a standstill, except Christian missionaries who target Jews for conversion and Jews for Judaism's effort to counter them. Your support means so much right now. Jews for Judaism's life-saving work is urgent. Please establish a partnership with Jews for Judaism right now and help in their fight for Jewish survival. Please consider a generous Chanukah gift to Jews for Judaism right now. Just click the Donate Now link below. Thank you. Wishing you and yours a very happy, safe, and healthy Chanukah. 5781.


Hi everyone Sean with jaskiescasebreaks.com here doing a random number block randomizer for 2020 flawless two box case pick your team number 13 chargers eagles and packers in pick your team number 13 so every spot to get to random number from the break in zero through nine for example if you the number three you'll get all cards with three being the first number next to the slash on the left side of the slash for these three teams for example if the card is 243 out of 299 1399 3 out of 25 43 out of 49 93 out of 99 and so on number three with the card zero will get any and all redemptions for the teams listed including one of one redemptions while the number one will get any live one of one pulls here is the list of customers from Dmitri down to Ryan golden with last spot mojo and the numbers from zero through nine dice roll to randomize both lists and pair them up a two and a three five times one and fifth and final time from PJ down to PJ and five times on the numbers fifth and final time from six down to zero five times on the randomizer from the numbers five times on the customers five times in the dice so PJ McNeely was six Dmitri with four and one Ryan golden with nine last spot mojo Alex logevedish with seven David Garcia with five PJ McNeely with eight Dmitri with three Travis Abramson with two and PJ with zero there you go let's sort that by number so PJ with the zero spot would get any and all redemptions for the chargers eagles and packers even known one of one redemptions while Dmitri with the one spot will get any in person live one of one for those three teams as well and there you go guys that's the random number block randomizer for the chargers eagles and packers in 2020 flawless two box case picker team number 13 random number block I'm Sean Jasper's case breaks dot com we have one more random number block to fill up and the break will go Jasper's case breaks dot com thanks for hanging out we'll see you next time