Introducing the much celebrated patent-pending Taki Flyboxes from Taki Fishing. This crowd-funded Kickstarter business set out to fix the problems of today's flyboxes and have resulted in creating a benchmark product satisfying the brief. We are not the only ones who think these boxes deserve praise. When investing showed two years in a row at AIFTD and recommended as a must-have by Trout and Salmon, we are proud to stop these innovative products. Both have a strong, non-wearing, full-length hinge with powerful magnetic corners on tough polycarbonate casing and, most importantly, the silicone fly insert which has no memory, water-resistant, temperature-spike-resistant and slightly tacky to hold all your flies tight. These boxes boast all of the benefits and none of the pitfalls of other foam alternatives. The larger of the two sizes, the original, has 168 teardrop-shaped slots designed to slide the bend of the hook into and the interlocking layout of slots gives a better presentation through the clear lid. The Daypack is around a third smaller, yet still holds 90 of similar-sized flies as the larger version. This time, though, the slot design is eye-shaped with slots at both ends of the holes for double the number of tiny midge or nymph patterns. The dual slots offer directional placement of the flies, too, for a presentation again through the clear lid. The Daypack version also has lanyard hooking points at either end of the hinge for convenience. This is not offered on the larger original. This innovative, sleek and tough polycarbonate design helps keep your flies dry, organized and secure in place. Watch this space with tacky fishing. They're dedicated to bringing you meaningful products to improve your fly fishing experience.


When we fill our lives to the brim and beyond, we inevitably react like a knee being struck, an almost involuntary response to go from loud to lazy, from 50 hours in a boardroom to 5 days on a beach. We need a slight shift in our escapist mentality, we need to rethink what it means to vacate. Rather than this once a year release, what if we reorient it all 52 weeks, finding a rhythm between the manic and the mindful, so that we can vacate the chaos we create and experience vacation all the time.


Okay, and so for Kai, Kai is the CEO of Mercurix, people and analytics startup focusing on computational psychology. He previously worked as a recruitment consultant specialising in tech. After working 10 years in the HR industry from recruitment to LND, Kai noticed a gap between companies and its people. Employers not knowing enough to bring out the best in their employees, a gap that can be closed using data. So, with a background in psychology and a passion for tech recruitment, he and his team at Mercurix plan to help companies big and small, hire, train and retain better through computational psychology from getting the right fit to correctly accessing performance. Yeah, and take it away Kai. Thanks, awesome. Yeah, thanks for having me. So, you already shared quite a bit about me. So, yeah, I actually graduated in the Bachelor of Psychology. So, yeah, not tech related. I spent many years in HR, everything from learning and development to internal HRBP to internal talent acquisition to recruitment consultancy. And when I was working as a recruitment consultant for one and a half years at Robert Walters, I was specifically recruiting for analytics. That means like data engineering, data scientist, business intelligence analyst, so on and so forth. That was my main focus. However, before we kind of start, I wanted to do a little poll on how many people are actually in this group right now are currently working in tech or who is not working in tech. And there's a yes and no. So, what you can do is you can go at the bottom, you can click on participants and there's a yes and no button. And like all of you, just if you are working in tech at the moment, click yes. If you are not working in tech, press no. Just to give me a kind of general feel. Okay, I can't see the results. So far it's 15 yes and 17 no. Okay, alright, so we got quite a few people not. Okay, that gives me a good kind of feel so I can focus on that a little bit more. Right. In that case, since I believe a lot of people are you are quite interested to kind of get into tech. I'll share a bit more on, focus a bit more on that. So yeah, obviously I'm not from a tech background. How did I get in this kind of position? It's a bit different. It's not really so much like an applying for a job. It's more like, yeah, I'm running company now. So it's a bit different. But the way that I moved into this space was that I saw there was a massive gap in data utilization within HR. And this was something like five years ago. I realized there was an under-utilization of training needs analysis data, training feedback data, data on performance evaluations and a whole lot of stuff like that. So that got me initially interested and I did online courses in data science. They had a lot of online courses back then. And what I actually then did is a bit unusual. So my next jump was actually to recruitment consultant and within an agency. And when I got that job, I only specifically requested to recruit for the data science slash analytics desk. I would only recruit these kind of people. And the reason I did that was because that gave me the opportunity to speak to these kind of people every single day for one and a half years. So I used to dig their people's brains. So imagine I interview people and I said, okay, what kind of data do you have available within your organization? How do you utilize that data? What did you build from that data? What kind of insights do you get out of that data? So this was basically my kind of job for one and a half years. And I was not so much focused on placing people other than just learning for myself. So generally when recruitment consultants interview somebody, they interview someone for like 15 to half an hour, half an hour. My interviews would go for like 45 minutes to an hour because I would go into detail. I had candidates sit down with me at the table and they draw me how the whole architecture, the database works and stuff like that. So that kind of got me on my own personal interest. And then I actually joined Mercuryx as a startup, initially as a product director and project manager. And then I took over as CEO one year ago. So I was in Mercuryx for close to two years now. But I took over as CEO a year ago. So yeah, what we do is in the domain of computational psychology. So we basically our company consists of psychologist and computer scientists. That's basically just so we have data scientists working together with organizational psychologists, mostly. We do projects and everything from population sentiment analysis, feedback analysis, topic analysis on what people are saying about what's going on. We do personality assessments, pre-employment assessments, job satisfaction surveys, things like that. We also do create models on assessing financial risk. That was for like a hedge for like a fund and things like that. So that's how we've been operating mainly for the past two years as a kind of consultancy firm. And we also now have a platform. We have two platforms, Selfie Corporate and Selfie Personal. I'm sharing links of people. We can try them out when you're free. Selfie Corporate is basically a behavioral assessment platform for organizations. So it lets you easily just log in, register, choose different types of behavioral assessments and send them out to your pre-existing staff or who if someone, if you want to hire somebody, it's like pre-employment assessments as well. And what I realized was that a lot of times these personality assessments or pre-employment assessments, they're siloed. What that means is that you usually do it once and it ends there. That data isn't being re-routalized in the future. So what we do is if you hire somebody and you have their initial assessment and you can tie it up with some pre-existing data about what kind of job they're doing, their pre-employment history, from there you can then track it. You can then compare their pre-employment assessment to some behavioral assessment within the team, to their job satisfaction surveys and so on and so forth. So we want to realize this kind of data from the start of the employee lifecycle all the way towards the end. We even provide exit surveys if someone leaves the company. So this is the kind of stuff we're doing. Recently, just one and a half weeks ago, there was mental health day. So we provide a mental well-being assessment and this is extremely important right now with COVID.  This is good so you can kind of see that, you know, how everyone's doing, especially during COVID, it's a nice little thing to do just to make sure everyone's alright. Then there's Selfie.ai, which we call Selfie Personal. It's basically a site where you can do a whole bunch of different personality assessments for yourself. Selfie.ai is free to use. We built this because we realized that a lot of personality assessments out there are free, yes, but they're only located on one, for example, one type of assessment is located on one site or another type of assessment is located on a different site. So we collate everything together and what you have is all that data for yourself to tell you more about yourself. You have an overall profile and this overall profile, what we actually have is some background technology which we have from ASTAR because we are an ASTAR spinoff company and this model, what it does, it does inferences on traits. So if you do on Selfie.ai, if you do some personality assessments about yourself, you get inferences of your other traits. So it predicts other traits based on what you have, you know, completed for assessments. So yeah, that is metrics. If you're interested, you can play around with the two links that I sent out and any questions, you can reach out to me as well on the telegram chat later. Right. So the objective actually today is talk a little bit more about seek finding a job and finding a job specifically for Teh. Usually when I conduct a talk for this, it's two hours long. It goes everything from understanding yourself to preparing your CVs and everything and all the way to the end of it. So the focus on today is a bit on where can you apply for jobs, how do you apply for jobs and preparing for the interview. That's the main thing that we'll be focusing on today. Okay. So most of the time people the traditional way to apply is number five. It's job portals. But I've ranked these according to the most, the highest chance you'll get a job so number one is personal networks. It's the number one method to get a job and especially if you're for example, not working in technology. If you know someone who is or you have a business owner friend or manager who works in this, maybe your friend runs a startup and you can probably ask, hey, would you take on a project manager, for example, that is not in tech yet but while you're there you can also pick up skills or from experience. So that could be one example if you know somebody. Number two is the best way to get a job is through recommendations. Recommendations through your personal network or recommendations through previous engagements. One of this could be an internship that you went through previously. So you can go back to the previous boss, previous manager and ask him, hey, are you hiring now that I've finished my course and graduated or things like that or you can even ask them, hey, do you know anybody that is hiring at the moment? Okay, so the best way to always get an opportunity is to always ask around. Even for me when I used to be a recruitment consultant I would always ask, do you know anybody that is hiring or do you know anyone that is looking for a job? It works the reverse as well. So the number one method also if I were to hire somebody through personal recommendations. Number three is direct outreach. This is a bit intimidating because it's a bit like cold calling and one of the perfect tools for this is LinkedIn. So what you can do on LinkedIn is you see a job opening on a job portal for example within Procter & Gamble or Hitachi or whatever kind of organization and you see that it's for a specific department under a specific head, department head. You can actually search for this person on LinkedIn and you can connect to them, write a short little message and say, hey, I'm really interested in what you're doing. I'm looking into getting into this field. Could we connect, for example? And once you connect you can open up a chat that you can have a discussion with them and say like, hey, I saw there was an opening. Are you guys hiring? I'm interested in this opening. That's an example of a direct outreach. Other ways is there ways to get certain email addresses. You can also email them directly if you have their contact or if someone recommends you or passes you an email, you can reach out to them and say, hey, this is my cover letter attached to my CV. I'm really keen to work with you guys. Yeah, this is me, for example. Fourth is recruiters or recruitment consultants like I used to be. So recruitment consultants, the way that they work, the reason I put it as number four is because they represent you also for their own interests, meaning that if I were to represent you as a candidate, you are of a certain salary level and you are a certain capability because I earn a commission from your total annual salary basically.  So most of the time a recruitment consultant highly likely will not represent you. So that's why I put this as number four. Right? Number five is job portals. That's the most traditional way. This relies on mainly a pure numbers game sending out multiple CVs. I know of people that send out up to 200 CVs, 200 CVs to different types of organizations in hope that the HR will get back to them. This is also dependent on another factor of how your CV looks like, for example, or depending on the type of job portal. Certain job portals what they require is a Word document rather than PDF where they just scrape the data from your Word doc and then put it into a certain formatting which is not really control. Other organizations, if you can have the chance to do up a nice CV, it's to your advantage so that it stands out. What I'm going to copy and paste within the chat now are two links. So the first link is basically how to do up your resume and if you're going to take the either way you should do up a good resume. Your resume tips this is basically following the XYZ formula. I'm not going to go into detail with it because it takes quite some time but you can click on that link on you know how to improve your odds of getting hired at Google. It's a good example. And then the Canva is coming CV layouts so you can use that on your own time but I won't go through it at the moment. Okay. Alright. So right now this is a question that I get asked quite a bit at this current point especially with COVID happening and a lot of organizations letting people go. How is the job market for tech right now? It's good. It's still fine. Don't worry. Tech is still hiring. It's an industry that hasn't really been affected by COVID-19. It comes with its benefits that a lot of developers can work remotely and generally people that work in tech they're a lot more adapted to this kind of situation of working from home than other kinds of job functions. So tech job market is still quite good and I know that a lot of organizations are still actively hiring for tech. For those if there are fresh graduates in here or people that have recently graduated with a master's that leaves you the option to apply for traineeship programs. So recently there's been a lot of traineeships available but then I get the question should I apply for traineeships? So the answer this really depends on your current situation and your own finances for example. If you are a late career individual late career job switcher and you have dependents like kids or finances and of course the cap for traineeship is 2.5K. So that one is an issue. If you are a fresh bachelor's with no dependencies then it's easier for you to pick up a traineeship program for example because of that amount. So I'm just going to go a little bit through two parts. This one is about interview prep soft skills mainly. After this I'll go through a bit more about technical skills and interview for prep for technical interviews. So I got a little story first. This might seem basic to a number of people but you'd be amazed at how many people don't prepare for interviews or even face to face interviews anything like that. There was an example of one person who actually was going for data scientist opening at Rio Tinto. If you don't know Rio Tinto is a large Australian mining company. They've been around for quite a long time they're huge. They have an office at Marina Bay Financial Centre. So if you think about MBFC you already know from the people that walk around there how they dress and basically how this kind of thing this person went for the interview she didn't prepare at all and it was even to a point when she turned up to the location in slippers and shorts and to me I was shocked because I met her there and I'm like do research on the company please. In tech a lot of times generally it's quite casual especially in start-ups for guys polo tea jeans kind of thing it's cool that's good enough but just to be safe if you're unsure it's better to dress up rather than dress down just to be safe so yeah this person she came in shorts and slippers which was the total wrong thing to do especially for a company that has an office in MBFC she also then asked me where's the office location what floor is it and what is the job so what was the job again that one blew my mind so this is just a completely bad case a very very extreme example so first things yes research the company go online, find out what they're doing go to an extents go through the news, find out what have they been doing recently if it's a start-up check their fundraising how much money have they raised go on to crunch base crunch base is an excellent one for start-ups go on LinkedIn go find out how many people are working in that organization if you are applying for a big organization you can find out who's the potential boss who's in his team things like that and try to find out and this kind of preparation we'll also prepare you to then ask potential questions so that's basics of preparing to research in the company the other one that most people don't know to do is to also do research on the interviewer and most people then ask me how do i do this how do i even know who's interviewing me that's up to your own initiative if you pass the initial phase of speaking to HR and HR for example arranges an interview you can always ask the HR right who is it will be interviewing me do you mind letting me know can you send me their LinkedIn or if not just their names and then with that information you can go on LinkedIn you can go find out a bit about themselves about them, what was their background what is their experience like and continue to find out a little bit more about who you would potentially be reporting to and the other thing is it's always so there's one thing here it's also good to have small talk to build rapport so if you go on LinkedIn and you see recent activity you can see what kind of stuff they like what kind of talks they've attended what kind of stuff they comment on and yeah so you can see oh okay this person give a talk at one of the Google events and then you know this during into you you can throw it out I saw your talk it's really interesting tell me a bit about that this is rapport building this will increase your chances alright next up prepare questions this is really important and even me if I hire somebody always look out for this it shows interest if at the interview if the interview ask you do you have any questions and you say no most of the time it's a red flag it means this person he didn't do his research on the company he's not interested in what we're doing it's a major red flag so always prepare a set of questions before you go for an interview even during the initial call if the calls initially with HR you can even ask some stuff about the company next thing be courteous punctuality I wouldn't even have to talk about but you'd be amazed how often especially nowadays other people's time for granted be punctual turn up 10 minit early don't turn up like half an hour early just like 10 minit and even after the interview follow up be the take the initiative and be the first one to email the person back thank you so much for your time today I really enjoyed meeting you I'm so keen to find out more about your company just pleasantries these little things matter there have been several occasions where even when I speak to someone on the phone for an opening I send them some information about the company and there's not even a reply and sure maybe someone doesn't want the job but I'm going back to the previous slide about recommendations number two even if I liked you and I felt that you weren't a good fit into maybe a role with me or whatever I potentially still could recommend you to someone else within my network so if you reply to me and might have rejected you it's fine at least that I know that this person is courteous he still follow up with me and through an email maybe if I know that one of my fellow startup friends is hiring or looking for a front-end developer for example I didn't want to hire him but maybe my friend will so these things matter you might not think it but it really doesn't a long term practice the last one interviewing is a skill that you learn especially if you are a late-curious switcher or a fresh grad someone that hasn't recently been interviewing or attending interviews it is a skill that you learn and also if you haven't attended one for a long time you lose it because interviewing or attending into you it's an uncomfortable situation we generally feel very uncomfortable being in a room or now mainly or presume with maybe being interviewed by two or three other people we are nervous we are anxious and it's totally normal to feel that way is to get used to that kind of feeling but role-playing is one way of doing it with a friend however there is another avenue and this is a trick that we used to do as recruitment consultants we used to at times send some of our candidates to jobs that we didn't want them to get so for example if I wanted to place a data scientist at a very large organisation but I also have some other vacancies that potentially available I would send him to these other vacancies as well so this person would get practice in interviewing before the big one so I would give him some practice one or two interviews before that before I send him to the third one which is the one that I know he wants and I know I want him to get so you could actually potentially do the same thing for yourself if you apply for certain jobs don't deny it don't say that actually I want a different type just go and attend it first you never know you might actually like it so that's kind of a way to get some practice out there attend interviews even if you don't say 100% that you want it just attend it for practice and then when the job comes around that you really really want you'll be more prepared about technical interviews most of the time based on my experience as a tech recruiter technical interviews do not happen at the start most of the time for larger organisations it's generally the HR that will call you first ask some generic questions and then set up a face to face with the hiring manager and then after that they will follow up with the technical interview when they're doing the third sometimes if they are generic technical tests that are available online some organisations use this as a way to shortlist but these kind of these kind of mass market tests from a higher perspective I wouldn't use them because the information and the answers are always available online they are quite easy to bypass generic tests or assessments it's very easy you just google something and then you can find some information on forums or something and then you can pass that kind of technical test the generic ones the better ones generally happen later on in the interview process one of the main things preparing for technical interviews is to make sure that whatever you put on your CV matches with your skills I've seen some people put a whole bunch of different like they put python r and then java, c-sharp and the list is never ending and then they can actually they only main strength is python they just put the rest as just filler so don't put it if you are not strong in it because you will get questioned about it and if you get questioned about it and they assess you on it you kind of dug your own grave so maybe list some CVs python i put like 4 out of 5 and then that one works too at least it gives you the interviewer and understanding that yes okay you are mainly focus on python but you have skill sets in other programming languages for example okay yep so be prepared to answer questions on how proficient you are and how many me as a programming experience you have in that language and how many projects you've worked on utilizing that and other things yes state if you work on XYZ project be prepared to describe the technical details on what you utilize what kind of technology you utilize on those projects and most of the time your interviewer will be technical so it's get technical too i've seen some where people try to talk in layman and it doesn't do them any benefit right when you talk about the projects you need to be able to highlight what was technically difficult about that project why was it difficult for you how did you overcome those challenges how did you find a solution to overcome those challenges and what kind of framework you used for that project as well so if your CV also states you've worked on a technical project you need to be prepared to answer what role you played in that team so if there was a project team you need to be able to explain i was the UI UX designer or i was the front end developer or i was the backend architect if it's a technical interview and you say i was the project manager for this project for this technical project the project manager it's not really a it requires technical understanding but not of course a full technical role so they might question you on this kind of stuff alright next so number two be very familiar with data structures and algorithms so this is especially important actually it's generally important so the requirement from what i've seen is a recruitment consultant it's more required in the bigger tech firm so during this time they might ask you just be prepared to answer questions to why you chose to solve a certain problem in a certain way was it because of memory efficiency was it because of beenhance processing time things like that there are some tips which i can send to you guys i'm going to put a few links in the chat again these are some resources on prepping for technical interviews i'll put them there now they're in the chat and later on i'll also put them in the telegram group chat it's because i copy and pasted it from a notepad alright okay next thing number three be somewhat familiar with software engineering practices so for example use of git versioning control test driven development agile methodology most of the time these kind of requirements will also be in the job description so you know if they generally work in agile methodology it would state that as well other thing when it comes to actually git is something i forgot to mention in the previous one when it comes to your CVs to include a link if you get hub in there and don't leave it empty make sure it's been active recently because higher managers do check that and the last one of course is basically a topic of this practice practice practice pre-prepared i just provide you a whole bunch of links oh really? oh yeah, still in technical use so there's a lot of sites that provide you information which i've shared just prepare and practice right one of the main questions that most interus always ask is why do you want to join us and don't answer smart like saying oh because there's an opening or because i need a job i've had people say that to me it might sound funny but it's not funny you might think i don't have the sense of humor but no it's after you hear it a few times it's entertaining state why you want it why do you think you would be good in it and what will you help achieve a lot of the times when someone okay sorry so a lot of times when someone applies what's important for me as well is that an organization that you also learn there has to be personal growth for you as an individual if there's no personal growth that is a red flag as well because then if it stagnates within 1-2 years the person will probably leave so it's important to make sure that you think about how you're going to personally grow within that organization itself this can also be a consideration for you whether you should join the company or not but most of the time when I hire somebody I'll ask them what a few things and how you're going to contribute to the company and how is the company going to contribute back to you as well with your learning and your exposure and your personal growth I put first in quotes because I'm not quite sure of all the demographics that we have in here when it comes to your current job role so I don't know all fresh grads or some people on mid-career switchers but let's say if you do start newly in tech what do you prioritize? do you prioritize personal growth do you prioritize salary salary for tech in the market it's generally higher and that's one thing to consider so the question is what do I prioritize but my recommendation generally if you are fresh grads or mid-career switcher focus on growth that's the most important at this standpoint because your future will be determined on how much you learn at the start of that career or career switch and sometimes I get asked what kind of company should I join as an example I actually find that start-ups are a very good option if you are new to tech if you are fresh grad or if you if you are mid-career switcher the reason for this is because when it comes to exposure it gives you quite a bit of exposure to doing different types of things you might go from full stack to focus mainly only on front-end development or different kind of things but of course as Shane was sharing just now within GovTech he had the opportunities to switch as well so that's great but yeah he shared a bit about that already but generally I find that if you're quite unsure at the start and you want to explore what your interests are when it comes to working in tech start-ups are a great place to start starting salary one thing I forgot to mention about follow-ups and interviews the question I got a lot is when do I ask for salary or when do I ask about salary or when do I listen to you never on the first time meeting the hiring manager most of the time this is left towards later on and maybe third interview or third meet-up or something like that if they ask what your expected salary is or they ask or the HR ask that's fine then you can start talking about it managing expectations and self-worth so the reason I put this is because there's a lot of research again we work in psychology we work with a lot of psychological research there's a big correlation between self-worth and salary people with high self-worth have higher salaries so that's why I put that in there about managing your own expectations of salary but of course if you have expectations of salary it's important to note that you don't go out and you throw some ridiculous number out there without the experience to back it so you got to be kind of realistic you can do your own market research on what the market is at and then from there if they ask you what's your demand what is your salary expectation then you can answer them Negotiations wise if you are a fresh grad or a mid-career switcher and you go from a background non-tech into tech when it comes to negotiations as either fresh grad or that you don't have much weight to negotiate so mainly as fresh grads most of the salaries are kind of normalized with an industry according to the university that you graduated from for late careers it can depend but a lot of companies can tap on to grants from our late career switchers so that can be to your advantage as well because they get grant support from government mainly for Singaporeans okay last one is have options when it comes to salary negotiation it helps if you have options because you are not so desperate just to take that one single offer or that one single job and it's okay to have options because it's your career so if you exploring two or three different opportunities and you got two job offers that gives you an advantage because you can decide which one you really want and if you feel that within a salary negotiation process that you are undervalued it kind of gives you you know that the other person has offered me more I'm not going to go into so much detail of this you can ask me questions in the telegram chat later because I think we are a bit over time yep so I'll stop there when it comes to interview prep and other things there's more I could potentially share but we're done for time I guess we're going to move to Q&A now so if you have any questions or you should take over ya so if you have any questions you can either type it in the chat or you can just say here and then we can get you to say your question with your voice so if you have a question for Kai or Shane you can type it out or you can say who will the slides will your slides be available later ya I can try hi I have a question ya so okay I know how to code but I'm not sure about all the methodologies like gel or waterfall so how should I proceed on from the knowledge that I have so I'm unfamiliar with sanitisation and then Ajax and sending requests all those programming kind of stuff like API requests because after all I started out as a self-taught developer but then on to the theory all those I have no knowledge ya so waterfall is quite arcade not used very often anymore most people but generally from my experience it's quite outlaw but agile methodology is actually there are so many courses online I actually attended at some time back which was I used my skills future so you can attend courses there are like I know I can put it in the telegram chat later there's one that offers 2 day course full day and it's $110 after subsidies if you're Singaporean and you can use your skills future credits for that so when it comes to these kind of methodologies ya online courses or you can attend courses the other way of course is actually using the methodology which is a different story getting that project management experience or working on a technical project I know there are some groups out there that kind of do tech for good stuff I have some contacts that are involved with this so what they actually do is over weekend so when you have spare time you can be part of a tech for good project as a developer I know a friend she's working on a project that's looking for a front end dev and these kind of things they're building an app for seniors and it's not profit so potentially if you have time to spare and you want to gain experience working in a technical team these are the kind of stuff that I would recommend that you can do I will fish out some resources and send it in the telegram chat okay got it thanks actually Tyler I think it's interesting that you say that the theoretical part is the part that you find the most difficult to learn because I mean I thought that that one is like learning the theory is where there's more resources but as Kai mentioned learning the practical part like using it generally that one is where you have to work hard to get opportunities because you actually have to work for something related to that but if it's just the theory there's online courses there's even textbooks on data science okay so that's why you are able to build up I think you're able to build up theory relatively easy and practical experience yeah I was actually looking for a job like some months back then I think in the job description there were like a lot of theory requirement like death ops then after that a job then I think there were so many others others that I cannot recall and there is also like okay let's say PHP all those kind of thing which is like okay from what I know it's like an old language but I do not know why in the Singapore market right it's like still in demand yeah there are some companies that still work on legacy systems that require some older kind of technologies lot are banks actually but that one really depends on the organisation now okay I think I will just wait for you to share on the volunteer projects then I wouldn't mind getting into it so that you know I have more understanding yeah there is one more question that came out yeah on the chat what kind of impact does online courses on getting a job in tech Shane you want to go first I would say personally from I've been on both sides of the fence I would say that the online course itself doesn't carry weight it's more like how do you apply what you've learnt from the course because if I see a resume if I see a resume and I see you've done a number of online courses maybe I'll be like okay there's some interest I could maybe ask you a few questions but that's kind of like a lead in it doesn't automatically quantify you but it's more like even if you've done a lot or you haven't done any but when I do the technical interview you're showing me some interesting things then I think maybe this guy is good this guy is showing that he's really he's learnt a lot of things even be it through courses or not it's more of just the learning point so so when I look at the CV journey I look at I have nothing against online courses nothing but good things to say about online courses and which is great with how things work nowadays you can get access to so much information what I look for is does it fill your gaps so for example if there's someone applying as a data scientist and he's a background in physics and he'll be able to work in the technical aspect when it comes to coding might not quite be there so if I can see that there are some courses that this person took to fill those gaps that's the kind of thing I'll be looking out for I know that this person made an effort he filled in the right gaps that he has with certain online courses he made an effort to learn it himself that's generally what I'll be looking out for it also depends on the employer so when I used to be a recruitment consultant in tech some organizations are very hard up on hiring someone with a CS background it's I've I've seen that we're a bit more progressive now in the last two years where because I guess also it is such a high demand for people in this industry but the requirement of having a background in CS is no longer such a huge requirement like it used to be organizations are still like that so how I would say it really depends on the employer and the employer's mindset did you fill your gaps with online courses I mean that said of course it never hurts to do them but I guess the reason why they alone are not seen as like sufficient qualifications is also because if you go through online course I mean you can just like host it without learning anything more than just the bare essentials or you really can like dig in they ask you a certain problem you do your own research you branch out so these two people have completely different experiences from the same course so the only way to sieve out one from the other is really to see if that guy can demonstrate in any of those skills yeah actually utilizing or actually coming with pet projects is another way I would say there is probably a limit the amount of online courses that you can put on your CV to a point where it no longer becomes I would say useful or in a way it's no longer attractive on the CV what I would rather than see is maybe you've taken a few online courses and then after that you've done some pet projects so maybe you have an interest so for example I like rock climbing in the rock climbing community there is a big issue when it comes to finding rock climbing shoes so me and a friend got together tried to develop a computer vision model to then analyze people's speed sizes to then recommend shoe models this is a pet project it has nothing to do with my work it is done out of pure personal interest but this kind of thing I can put on my CV for example that me and him work together and created something like this so people can look at your github and that exists that is more valuable than just taking a ton of online courses anything else? no more questions? no more questions okay I think we're about time also so thank you so much Shane and Kai so I have like 2 announcement over here first is that if you still have more questions for Shane and Kai then you can ask him questions and then we also have okay let me share my screen okay so and then this is a link to a feedback to today's event so like super helpful for us what do you like about today what do you not like about today please fill it up and tell us so we can improve and give us give you like better events so yeah I think last words from Ryder, Shane and Kai I just hope it was helpful and if you have any questions yeah you can ask in telegram chat group okay thank you so much for everyone for your time today as the same goes you can be anywhere tonight but you are here today so thank you so much for Kai and see you next time thanks bye


Good morning and welcome to the second meeting of the session 6 of the Delegated Powers and Law Reform Committee. I hope all members were able to get a break over the summer and before we do move to the first item on the agenda, I would like to remind everyone present to switch mobile phones to silent. Agenda item 1 is the decision on taking business in private. Agenda item 2 is the consideration of instruments subject to the made affirmative procedure. An issue has been raised on the health protection coronavirus requirements Scotland regulations 2021, SSI 2021-277. The instrument revokes the health protection coronavirus regulations 2021, SSI 2021-277. The instrument revokes the health protection coronavirus regulations 2021, SSI 2021-277. It does, however, retain some requirements still considered necessary by the Scottish Government and provides that these are applied uniformly across Scotland. The instrument still requires that, subject to some exemptions, face coverings are worn in most indoor spaces. The guidance accompanying this instrument states that face coverings are not required to be worn while dancing in a nightclub or dance hall. However, a specific exemption for dancing is not listed in this instrument. In correspondence with the Scottish Government, it considered that dancing is a form of exercise which reasonably requires that the person is not wearing a face covering, which is an exemption provided for by regulation 5R. Does the committee wish to bring the instrument to the attention of the Parliament under reporting ground H that its meaning or form could be clearer? Also, the instrument revokes the health protection coronavirus Scotland regulations 2020, but fails to revoke all the other instruments that are amended at that instrument. The Scottish Government was grateful that the instrument has been revoked. Does the committee wish to bring the instrument to the attention of the Parliament under the general reporting ground, but, at the same time, welcome the Scottish Government's commitment to revoke the relevant amending instruments at the next legislative opportunity? Does anyone have any questions? If you have any questions, please feel free to post them in the comments below. I agree with everything that you have said, but I think that this highlights a problem of the need to be clear in law about what you mean. If it was the Scottish Government's intention that people in nightclubs who are dancing are not required to wear face masks, then why didn't they just say that? The word dancing appears nowhere. Probably the reason it appears nowhere is that it's actually very difficult, if not impossible, to define what dancing is in law. We've seen an example of dancing in a nightclub in Aberdeen over the weekend. Some people may call that dancing, some people won't.  It's very, very difficult to define what dancing is in law. The Scottish Government says that dancing can be taking part in exercise of a type which reasonably requires that the person is not wearing a face covering. Of course, dancing can be exercise, but it doesn't necessarily have to be. It's just a recreational activity. It doesn't have to be exercise. It's not necessarily strenuous, so I think it's very, very difficult this. If we want to be clear in law and we do want to be clear in law, I think it's worth highlighting to the lead committee that there are issues with this. I think the reality, probably in nightclubs, not that I've been to one, I haven't been to one for many, many years, is that my guess is that as soon as people get into the nightclub, they're taking their face masks off, whether they're dancing or not. So I think possibly the lead committee ought to be looking at this and just accepting that as a reality. So in terms of clarity of the law, I think this falls down and I think we should highlight to the lead committee. Just in follow-up to Graham's question, which I think looked at the definition of dancing, I'm just wondering about the issue of using 5R, because it opens a question in relation to the context. Obviously, this regulation governs nightclubs, but hypothetically, if I was to then dance my way around as soon as possible, I think that I would be able to do that. Would that then be a form of exercise that would allow me not to wear a mask? Obviously, there are questions that Mr Simpson raised in relation to the definition of dancing. But I also do wonder whether or not the way it's currently framed opens up an issue that we should be alerting to the lead committee in relation to the context and the premises in which that activity takes place. Okay, thank you. Any other questions? Paul? Thank you, chair. I think that there may be potential opportunities to investigate how it interacts with licensing law and potential definitions. There are perhaps the committee could express that through the Government and also perhaps looking at the extent to which their experience is being done. I think that I would be able to do that. Thank you, chair. I think that there may be potential opportunities to investigate how it interacts with licensing law and potential definitions. There are perhaps the committee could express that through the Government and also perhaps looking at the extent to which their explanantia note are covering scenarios that are practical where this is likely to be a consideration. Perhaps there could be better definition in the explanantia notes as well. Okay, thank you. Paul? No, nothing in particular to say on that, except to say that we need to refer it back to the lead community in order to ensure that they are not actually dealing with people dancing in the head of a con. ond it's just done. What dancing is and that's the end of it? It's certainly worthwhile the suggestion to write to the lead committee. We should do that, on the points that Graeme Craggyrch raised. The point that Paul raised should be gyda'i gwybod o'r licenswyr. Felly, maen nhw'n rydw i'n ffyrda'r gwerthbwyl, dwi'n gweithio'r ffyrd ar y dioletr. Rydw i'n gweithio'r licenswyr, rydw i'n gweithio'r licenswyr. Felly, gwybod efallai, gan gael. Gweithredu y gael pethol argei'r licenswyr, rydw i'n gweithredu i'r licenswyr On SSIs 2021, 252, 254, 255, 256, 261, 262, 263, 264, 265, 275, 278. In relation to SSIs 2021, 275, the committee may wish to welcome that shortly after the instrument came into force during the parliamentary recess, the Scottish Government corrected a referencing error in regulation 3 of the instrument by amendment in SSIs 2021, 278. Is the committee content with these instruments? Next item is under agenda item number six. We are considering instruments subject to the affirmative procedure. No points have been raised on the following draft instruments. The provision of early learning and childcare specified children, Scotland amendment number two, order 2021. The conference of the parties to the United Nations framework convention on climate change, immunities and privileges, Scotland order 2021. The European Union and European Atomic Energy community, immunities and privileges, Scotland order 2021. The national bus travel concession scheme for young persons, Scotland amendment order 2021. Is the committee content with these instruments? Thank you. Agenda item number four are the instruments subject to the negative procedure. Issues have been raised on four of these instruments. The first is SSI 2021-233, the age of criminal responsibility Scotland act 2019, register of child interview rights practitioners regulations 2021. These regulations make provision for the establishment and maintenance of a register of child interview rights practitioners to provide children with advice, support and assistance in relation to their involvement in investigative interviews. Regulation 3-6A provides that a person who is included in the register must comply with the child interview rights practitioners code of practice published by the Scottish government. However, regulation 3-7 of the instrument when compared against mandatory requirements contained in paragraph 17 of the code of practice appear to provide differing notification timescales and requirements for child interview rights practitioners, yet both must be complied with. In light of this, does the committee wish to bring the instrument to the attention of the Parliament under reporting ground H when the basis stat is meaning or form could be clearer while also calling on the Scottish government to clarify this issue as soon as possible. In addition, there appears to be an unusual or unexpected use of the enabling powers conferred by the parent statute. It would be more usual and expected for the Parliament to be given the opportunity to scrutinise the code of practice where there is a requirement in law to comply with it. Does the committee also wish to bring the instrument to the attention of the Parliament under reporting ground G when the basis stat has been made by Scottish ministers by what appears to be an unusual or unexpected use of the enabling power? The second negative instrument that has been raised is SSI 2021-241, the national health service travelling expenses and remission of charges Scotland number 2 amendment regulations 2021. The instrument amends the original regulations and provides for free dental treatment for all young people aged between 18 and 25. It was laid on 15 June 2021 and came into force on 24 August, however, as the Parliament was in recess from 26 June until 29 August, during which time the clock stops. It was laid less than 28 days before it came into force. It is therefore in breach of section 28.2 of the interpretation and legislative reform Scotland Act 2010, which requires that negative instruments are laid at least 28 days before they come into force, not counting recess periods of more than four days. Do you have any questions? Thanks very much, convener. The reason for this 28-day rule is to allow parliamentary scrutiny. There are occasions where the Government will breach that for very good reasons. It could be emergency legislation and will often accept that. I do not think that this falls into that category. There is simply no good reason, in my view, for the Government to breach this rule. I think that we should be pushing back very strongly on this. The explanation frankly does not wash. Change of minister is not a reason to breach the 28-day rule in my submission. I think that the point regarding the change of minister, clearly the officials will remain the same unless there is a change there, but they will remain the same. It is a valid point that you raise. Does the committee wish to draw the instrument to the attention of parliament under reporting ground G as it had been laid less than 28 days before it came into force? The committee's expectation is that the Scottish Government should adhere to the 28-day rule to facilitate proper parliamentary scrutiny. Does it nevertheless wish to note that it is satisfied with the explanation, notwithstanding? The explanation provides a failure to comply with the laying requirements, given the particular circumstances in this instance, but notwithstanding the points that Graham Simpson raised a moment ago. We will have the minister in front of the committee in a couple of weeks' time, so it is a point that we could raise directly with the minister at that time. Two drafting errors have been raised on SSI 22.1.249, the council tax reduction scotland regulations 2021. Before we turn to those errors, I first highlight that the instrument will consolidate the council tax reduction scotland regulations 2012, which together with the council tax reduction state pension credit scotland regulations 2012. The session five committee has called on the Scottish Government to do for a number of years, it's a positive start to the new session. Does the committee wish to welcome that the instrument will consolidate the council tax reduction scotland regulations 2012, as the committee has called for previously? The council tax reduction state pension credit scotland regulations 2012 are, however, yet to be consolidated. Does the committee wish to write to the Scottish Government asking if and when those regulations are also to be consolidated? Turning to the drafting errors, there are two incorrect references in both regulations 23H and regulation 77.1 of the instrument. The full details of those references can be seen in the published paper listing, all of the correspondence with the Scottish Government. Does the committee wish to draw the instrument to the attention of the Parliament under the general reporting ground in respect of those drafting errors? Does the committee wish to welcome that the Scottish Government intends to bring forward an amending SSI to correct those errors before it comes into force on the 1 April 2022? An issue has also been raised on SSI 2021-274, the milk and healthy snack scheme Scotland amendment number 2 regulations 2021. The instrument makes a number of amendments to the milk and healthy snack scheme Scotland regulations 2021. It was laid on 28 July 2021. It came into force the following day, so it is clearly in breach of the 28-day rule. A letter from the Scottish Government to the signing officer explains that the need to bring the regulations into force with immediate effect was to enable local authorities to make payments for the launch of the Scottish milk and healthy snack scheme on 1 August 2021. This is the second amending instrument breaching the 28-day rule. The instrument makes provision for the basis for calculating payments under the scheme, which is an important aspect of the operation of the scheme itself. Does the committee wish to draw the instrument to the attention of the Parliament under the reporting ground G, as it has been laid less than 28 days before coming into force? The committee might wish to recognise the necessity for breaching the 28-day rule in this instance. Does it wish to add in its report that it considers the circumstances of the breach to be unsatisfactory in this instance and emphasise that the Scottish Government should normally comply with laying requirements to facilitate timely parliamentary scrutiny of such important policy choices? Finally, no points have been raised on SSI 2021-251. Is the committee content with this instrument? A agenda item number five, we are considering instruments not subject to any parliamentary procedure. No points have been raised on SSIs 2021-244 and 250. Is the committee content with these instruments? Thank you. I now move the committee into private.


Things are happening as institutions more and more are getting into Bitcoin and then also Bitcoin is being bought up at a particular key level, which has never happened at this much amount as almost 4% of the total supply has been gobbled up. Before we get into that story, I just want to remind everybody that today was an interesting day. I got to go back to my old show DCA Live. That's me, James, and Invest Answers. And we talked a lot about the things we're going to talk about here with some nuances. So I'm going to link that in the description and it was fun times to be back. But what I'm talking about today is this story that takes place on Decrypt and also on Cointelegraph and talks about how Bitcoin funds need the largest consecutive weekly buys since 2021. And I'll let you make your own decision, but here's what we have. So digital asset investment products experienced 137 million inflows over the past week. Now when they're talking about inflows, they're not talking about inflows to exchanges. They're talking about inflows into crypto projects. And that could be a host of different things that are out there. But these are for institutions and not actual exchanges. So inflows over the past four weeks into these investment products has been a three quarters of a billion or roughly $742 million. This is the most substantial run of inflows since the final quarter of 2021. This is the stat that really blew my mind. Trading volumes for crypto investment products, the yearly average is just $1.4 billion. Last week, the trading volumes reached $2.3 billion last week. So we can take a look here. And of course, we were talking about $137 million. This is from CoinShares and this goes by week to week. And last four weeks or so, this is roughly around the same time that BlackRock and Larry Fink came on and announced their intentions for the Spot ETF. And you see things just skyrocketed after that. But I think the big money knew what was going on, the top tier of the top tier, and they were buying beforehand. And now we've got a lot of people kind of fomoing in, but we'll see how that actually does for the actual price itself. So there is that piece. And then also, not only are people getting into investment products or as inflowing investment products, there's also people buying Bitcoin on just the regular exchanges. And this talks about buying a DIC. The DIP, record 4% of the Bitcoin supply last moved at $30,200. So this is almost 4% and the most popular amount has been at this 30.2 time point, or price point. Here's what we have. This is from Glass Note. And we're going to take a look at this diagram in a second. And this is how they calculated. They discarded coin movements between addresses controlled by the same entity, as such transfers do not correspond to real purchasing events and would disrupt the actual mean purchasing price, being back and forth between two different or one different wallet. Further, we exclude all supply that is on exchanges because a single average price for the funds of millions of users would be misleading and give rise to unwanted artifacts in the data. So it's as clean data as they possibly can get. The result is that 3.8% of the total supply of Bitcoin last moved at $30,200, more even than at $16,500, which marks the area near the 2022 post FTX bottom, which was roughly the bottom. So it goes to show you that, and I've talked about this before. Baron Rothschild said it is the same thing with me. I made all my money by never selling at the top and never buying the absolute bottom because it's almost impossible to actually get in at the right time. But really, what you want to do is just get into it close enough. And then of course, now we take a look at the actual chart itself. And we can see that, yes, at this price point, at $30,000, roughly $200, was the time when people bought the dip at the most of any price points across the continuum. So there's a lot of things going on. But just remember, that's of course, with these Bitcoin funds, there's things that are happening behind the scenes, OTC over the counter markets, then the buying the dip could be the same thing. What does that mean for the price action of Bitcoin? Not much. People say I'm very bearish. I'm just a realist. And all these things that are happening behind the scenes, it's going to take some time. It's like the old saying, slowly, then suddenly. And we're actually seeing like a little bit of a retraction of Bitcoin. So the real question is, what's going on behind the scenes? Does somebody know something? Or are there market makers that are suppressing the price just a little bit before that Bitcoin ETF actually gets approved if it does get approved? I am one of the theory that it may not get approved, but we'll see how it works out. And lastly, before we move on, just want to remind everybody that even though we have these good news and things that are happening, never lose sight of the big picture. When in doubt, zoom out. And just remember that this is a chart which takes a look at the return on investment. July is not a bad month year. I mean, all the years that we can put together are 14 years or 13 years in this case, but we've got one, two, three, four, five were in the red and the rest were all green. Now right now in July, we're seeing a little bit of a negative, but we'll see how it works out. But August and September, September being the big month, is the worst bear month across all years in crypto and also in the traditional market, which I believe we are still correlated a little bit to. So just be aware that if you're going to FOMO in and put everything in right now, just know it's going to be rocky leading into the big run up, which I think will be starting in 2024 with the Bitcoin having. Anyhow, let me just think about that in the comments section. Then to finish up a little story from unstoppable domains, just so you know that they stayed here, that they're the one-stop shop for Web3 domains. As they like to put it, they are the GoDaddy of Web3. And you can now manage your .eith.nft or .x domains all in one place. To me, I always kind of saw this as like buying up properties just like how we did in the late 90s, only 2000s when people were buying up all these different websites and then they were holding on to them. It's the same thing here. Well, now in Stopable Domains, it's going to be doing .eith, which I didn't know this, but on different Web3 platforms or different domains, it's just you buy it once and forget it, but not .eith. So what I'm going to do is I brought in Matt Gould. He's the CEO of Stopable Domains. And he's going to talk to us about what this actually means. So let's jump in. Yeah. So what I want to ask, so like we know, and we cover this story already, we know that now in Stopable Domains, on top of the fact that you can get your .crypto.nft, .wallet, .polygon, all the different .nft and browser extensions that you want to, now you guys are going to offer this .eith. But the thing, the question I had was you can come here, you can purchase it, you can make it super simple. Like again, this is kind of like the GoDaddy of Web3, but recurring fees. Because when I purchased like my name, digitalassetnews.crypto, like it's there and there was no recurring fees. Same thing with .polygon and .dow, I think. But what is going on with this .eith? Is there recurring fees? And is there any other type of product that you have recurring fees and how does that work on Unstopable? Yeah. So as we're trying to be the one-stop shop for all the Web3 domains, decision we made to do this year, we're looking at other naming services and ens.eith is the other really large one in this phase. And unfortunately, they have renewal fees. So we're talking about this internally. And, you know, we don't have any renewal fees on .nft.ex any of those domain names. And that's to prevent you to have to, you don't have to think about it. You don't have to worry about it. You don't have to do the blockchain transaction fees, blah, blah, blah. But for .eith, they do. So we had to build systems on the back end to make that super easy for you. I think the innovations at Unstopable are really, you can now come with a credit card. You can check out. You don't even necessarily have a wallet because we have a fall product, which you can store your domain in for short term. And then you can buy your .nft domain. And if you buy a .eith domain, you can click a button and then we'll all, we'll monitor it for you and make sure you don't forget to renew it. And we'll actually renew it for you too in the future. So you can just register it like you would at any other domain shop that has a renewal fee. So that was, that's kind of the idea behind it. We think that, you know, there's a couple dozen naming services in the space that look like they're going to be here for the long term. And we want you to be able to manage all those different naming services at Unstopable domains. So you don't have to have 50 accounts in 20 different places or whatever to just keep track with this emerging asset class. Yeah, perfect. Hey, so let's just, let's just dive into it. We got time. Talk to us about like, what you can do with these domains? What can you do with these NFTs? What do you see is like what's happening now and what could potentially happen in the future? Because to me, I look at these things kind of like how it was like the rush in the late 90s, early 2000s when people were buying up domains and then kind of either they were using them or they're doing other things with them. But how do you, Matt, how do you see it as far as what's going on with Unstopable? Well, the first use case we always thought and still believe should be to make it easier for people to look you up to send you money, right? And, and anyone who uses crypto knows that they have those really long hex addresses and you have one, a different one for every blockchain. So you'll have like a different address for Bitcoin than Litecoin and Ethereum or Dogecoin or whatever. All these different tokens that you might have or even NFTs that people want to send to you, all of those things could be associated with a different address on a different blockchain. And what we do with a Web 3 domain is you basically say, here's all of my addresses, my list of, you know, 40 plus addresses or whatever. And then when someone needs to send you money instead of having to, for you to like send them a 40 character address that looks kind of like a bank address, you can say, Hey, just send it to my name, Matt.Crypto. So we believe that that's going to be the driver for the adoption of Web 3 domains, at least in the short term, as more people use crypto. If we expect to have billions of people using crypto every day to buy things, they're going to be sending it back or to each other. They're going to need an easier way to be able to do that. So that's really the use case behind Web 3 domains. And then if you take that further out, like, Hey, how could this evolve?  And you'll have identity information tied back to that. So how could that impact a normal person?  They could potentially take a look at your name and then see, Hey, is this person trustworthy?  And then they could even reach out and contact you. So we're also working on things like messaging for domain names. And Coinbase actually just announced messaging for domain names on their wallet. We have messaging with domain names coming out very soon. We actually announced it a couple months back. It's been in progress. And we think that's also a very natural thing. Because if you send someone money, maybe you also want to follow up with a message like, Hey, did you get that money? Right? So yeah. So this is what we're seeing. And what we think will happen is something that you use simply as a payment address today could be something that you use as a way to like identify yourself in the future across all these different networks to have a place for people to come out and reach out and contact you. And that's just that's the thing that you see of all in social media, time and time again, we think that's kind of happening with wet three domains over the long run. Yeah, I can see it. You know, and we were just we were talking a couple days ago about AI and how to verify AI and different things that are coming about, especially with presidential election coming up pretty soon here in the States in 2024. I mean, how are we going to be able to verify that? So it's an interesting prospect, what you just said about you can verify things. And maybe that is a future about verifying things on the blockchain. I can see that. Well, and that's what blockchains are really good for. It is verifying that, you know, if someone says he's a Bitcoin, you know that you have it because you can look on chain and see that it's been received, right? And that same type of verification that we use for blockchain consensus can be used to verify all sorts of things about people to see whether or not they're telling the truth. So yeah, in a world with a bunch of AI fakes out everywhere, and a lot more scammers and phishing online, having a way for people to build up digital reputation, we think it's going to be useful. We think you're going to do that with your domain. Yeah, I got to agree. So everybody right now, don't do what I do and wait in because I'm an old person and I waited for a long time to get a certain specific email. Now I got some wacky email with a bunch of numbers after it. If you're looking to get into it early, why don't you just use and sign up over there and stop all the things. There's a link in the description right now, pretty darn cheap. And then just like Matt had talked about, only a couple of slot on ETH have a recurring fever. Other than that, here's forever. Matt, I appreciate it. Thanks so much for stopping by any last words of wisdom for people going through the markets right now. I would say, hold.  This is the time where people can learn and build. And if you're doing that, I think you're doing the right thing. And it's inevitable where the stream is going. And it's always helpful to be early in this space. So check us out with DoubleDomains.com, pick up your name. We have a lot of tutorials on what you can do with these digital identities, start building it. And hopefully you learn something about Web 3. Excellent. Well, Matt, thanks so much for stopping by. We appreciate it. Everybody, let's jump back. All right. So thanks, Matt. And of course, if you want to find a link to Unstoppable Domains, there is a link in the description. It looks just like this. And you can go over there and check all that stuff out. Now, again, this is an affiliate link. So if you cannot stand using affiliate links, that's fine. Just go to UnstoppableDomains.com. Check it out. But you may lose any kind of positivity for the link itself. But that is it for today. So look, thanks so much for stopping by. I do appreciate you. If you like today's video, give it a thumbs up. Consider subscribing. A lot of news is going to come at you hot and heavy over the next year or so. So just subscribe to somebody. Get your information on a daily source and go from there. That's it for today. Thanks so much. I do appreciate you. And I'll see you on the next one.


Hello Psych2Goers! We just want to take the time to thank you for all your kind support. We are a team of dedicated, passionate, and hardworking individuals who come together every day with one goal in mind. We want to make psychology come alive for you. We are self-funded and recently launched our Patreon. If you enjoy the work we do and find it meaningful, please stick around until the end of the video for information on how to get more involved with us and all the cool rewards you can get from us. We hope you enjoy this video. Anxiety isn't fun for anyone. We all know what it's like to feel our stomach de-flips or panic over things we feel we have no control over. Some of us soak our clothes with sweat before a job interview or a presentation. Others have trouble forming words leaving them tongue-tied. These are our physical reactions to stress. Here are six signs you might have anxiety and not even know it. 1. Chronic headaches. If you have throbbing head pain that won't stop coming back no matter what you do to treat it, then you may be suffering from an anxiety disorder. Or at the very least, chronic stress. Constant headaches and migraines are common for people who suffer from chronic anxiety. According to the American Migraine Foundation, over 50% of those who have migraines also have anxiety. Don't worry, if this sounds like you, there are a number of treatment options available.  2. Excessive bathroom use. Do you often need to use the bathroom before major exams or large social events? One study in 2011 revealed a strong correlation between a heightened need to urinate and anxiety. Kyle Stoller, MD, states that stress also causes irregularity in our bowel movements. The nervous butterflies in your stomach are actually spasms in your intestinal tract, which can speed up the digestion process and give you diarrhea. Sometimes, those spasms only occur in one area of your system, leaving a blockage in another. This can lead to constipation. 3. Muscle tension. Ever feel sore in your neck or back or catch yourself clenching your jaw? That body stiffness is most likely a product of stress. Body tension can be so long-lasting that many people actually become used to their problem areas. Don't normalize tension. Pain is your body's way of telling you to de-stress. Loosen your muscles with regular exercise. Activities like jogging, yoga, or even a brisk walk can help to reduce muscle stiffness. Good habits like regular stretching and meditation also work wonders on the body. If you experience more severe muscle tension, you can invest in visiting a licensed masseuse every now and then. 4. Perfectionism. There's nothing wrong with driving to do the best that you can, but there is a difference between doing your best and trying to be the best. Although it's useful to pay attention to detail, being perfect is impossible and can bring stress to anyone. If you are someone who needs perfect outcomes, ranging from work projects to planning the perfect relaxation day, you might be doing more harm to yourself than good. Psychologist Sharon Moore links these behaviors to anxiety, which is related to our obsession over control and fear of failure. For more information on similar behavior, check out our video, 13 Things People Don't Realize You Do Because of Your Anxiety. 5. Trust issues. Do you often find yourself feeling threatened or intimidated when you meet new people? Do you feel this despite all your other friends liking them? Your perception of events like this may be affected by anxiety. A 2016 study shows that people with anxiety are less able to differentiate between safe and negative situations. One may believe they are simply being smart by keeping their guard up to protect themselves from possible social threats, but this wall stems more from a fear of being vulnerable and forming connections. 6. Nailbiting. Biting or picking your nails may seem just like a regular habit. It gives you something to do to keep your mouth and hands busy. Some people don't even realize they are doing it until someone else points it out, but nailbiting is not always just a habit. For many, it is a reaction to stress and anxiety. People often bite their nails in an attempt to relieve tension. There are other common ticks and habits that people hold onto as well, such as hair or eyebrow pulling, itching a specific area of the body, and foot tapping, just to name a few. Do you experience any of these signs? Please share your thoughts with us below. Also, don't forget to subscribe for more content from Psych2Go and check out our Patreon. 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