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Shawn Lennon, a former Defense Logistics Agency official, has been appointed as assistant deputy chief financial officer at the Office of the Under Secretary of Defense Comptroller.  Department-Wide Experience In a LinkedIn announcement last week, OUSDC said the previous experience that Lennon brings to his new role includes the Department of Defense-wide development and implementation of financial policies for compliance with federal accounting rules. He served in the DLA as deputy CFO and director of financial improvement and audit remediation for over three years, according to Lennon’s LinkedIn profile.  During his DLA tenure, Lennon led in the adoption of innovative approaches to solve the complexities of financial management, OUSDC noted. The office expects that his executive leadership will be vital as its comptroller team pursues the accomplishment of a clean audit opinion by 2028.  Before his DLA stint, Lennon had served for 10 months as deputy director for revolving funds at the OUSDC/CFO, with a prior 10-month work also as senior budget analyst at the Office of the Secretary of Defense. US Army Civilian Work Lennon began his career in government service in 2006 as a budget analyst and later as financial management analyst in the U.S. Army, where he

Ask any headhunter when is the best time to search for a job in Singapore and they will probably zoom in on one window: February to April. It’s a period during which companies would have finalised budgets and new roles for the year, and coincides with when many executives might have just tendered after their year-end bonuses. But low season isn’t the only reason why the job market doesn’t seem so hot. Something else is happening. We’re in a low-hiring, low-quitting environment. Singapore saw its decade-long lowest average monthly resignation rate at 1.2 per cent in the first quarter, and another low average monthly recruitment rate of 1.8 per cent. That trend line started last year as job hopping reached new lows in 2024. Why are people being so conservative about switching jobs? They probably know that the economy isn’t in its best shape. Economists have already slashed Singapore’s 2025 growth projections to a paltry 1.7 per cent. The Economist was incredibly pessimistic in declaring that “today’s graduates are screwed” as a larger number of universities produce more graduates than the market can absorb. Meanwhile, tech firms are cutting jobs, engineering looks more lucrative in China, public sector roles seem

Dr. Richard Himmer is a seasoned professional with expertise in Emotional Intelligence (EI), Clinical Hypnotherapy and Workplace Bullying prevention. He holds an MBA, a master’s degree in psychology and a PhD in Industrial and Organizational Psychology. He combines academic knowledge with practical experience. His doctoral dissertation focused on the Impact of Emotional Intelligence on Workplace Bullying, showcasing his commitment to understanding and addressing complex workplace dynamics. Dr. Himmer leverages the subconscious (EI) to facilitate internal healing, fostering healthy interpersonal relationships built on trust and respect. With a unique blend of humor and a profound understanding of human behavior, relationships, team dynamics, and client care, Dr. Himmer provides hands-on tools for personal and team growth. His ability to make sense of intricate psychological concepts translates into effective coaching and guidance. As an accomplished author, he has penned four books: "Listen & Lead: The Micro Skills of a Leader," "Listen & Lead: The Micro Skills of a Leader – Workbook," "Models & Definitions: A Contextual Understanding of Finding Happiness" and “How ‘NOT’ To Retire: A Psychological Approach to a Healthy & Wealthy Retirement” (workbook). Phone: 253.686.3570 | Email: drh@madronafinancial.com | Website: madronafinancial.com LinkedIn: www.linkedin.com/in/richard-himmer-phd

Updated: Sunday, July 6, 2025, 14:01 Kunal Shah's net worth is once again a hot topic as a viral LinkedIn post by Adarsh Samalopanan, a Senior Consultant at Deloitte, questions the financial performance of Shah's ventures-Freecharge and CRED. Known for founding two of India's most high-profile fintech startups, Shah's entrepreneurial journey is being reevaluated amid criticism about long-standing losses and lack of profitability. In the now-trending post, Samalopanan points out that Freecharge, launched by Shah in 2010, generated ₹35 crore in revenue by 2015 but ended up with losses worth ₹269 crore due to cashback-heavy strategies. Despite being acquired by Snapdeal for ₹2,800 crore in 2015, Freecharge was later sold to Axis Bank for just ₹370 crore in 2017-sparking concerns about overvaluation and sustainability. CRED's Losses and Shah's Response Attention has now shifted to CRED, Shah's current venture launched in 2018. According to the post, CRED has posted ₹4,493 crore in revenue but incurred net losses of ₹5,215 crore over seven years. Samalopanan's critique questions why Kunal Shah continues to receive praise despite zero profitability across all financial years. In a rare move, Kunal Shah acknowledged the criticism, commenting:"Absolutely correct. We should be celebrating thousands of entrepreneurs who have

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Karen Knudsen MBA PhD ,Chief Executive Officer at Parker Institute for Cancer Immunotherapy , posted on LinkedIn : “July is Sarcoma Awareness Month, and time to highlight the importance of developing curative therapies for this set of rare cancers. Did you know? “Sarcomas” represent a family of ~100 different subtypes of cancer that start in connective tissues (e.g. bone, muscle, cartilage, tendons and blood vessels, etc). These cancers often affect children/teens/young adults, and are difficult to diagnose and treat. But that’s starting to change. Immunotherapy is beginning to show traction in some subtypes, and the science is finally catching up to the need. Here at PICI (Parker Institute for Cancer Immunotherapy) we are supporting work in this important area, focused on uncovering new immune targets and treatment approaches for patients whom historically had too few options. Detection starts with understanding! More information on sarcomas here. ” More posts featuring Karen Knudsen.

EXCLUSIVE: The BBC tried to insert a clause into the Gaza: Doctors Under Attack contract preventing the doc’s producer and others from being “disparaging” of the corporation or suggesting the final version that appeared on Channel 4 was “authorised or approved by the BBC.” Deadline has seen a copy of the amended clause, which Gaza: Doctors Under Attack producer Ben de Pear said on LinkedIn yesterday he refused to sign, describing it as a “double gagging clause.” The doc was commissioned by the BBC but ended up with Channel 4 this week after the BBC said “broadcasting this material risked creating a perception of partiality.” The amendment states the producer, Basement Films, which is run by de Pear, will “ensure any statements issued or authorised by third party licensees of any version of the Programme are not disparaging of the BBC.” Watch on Deadline There should also be no statements from the producer or third party licensees such as Channel 4 that “imply that any version of the Programme was authorised or approved by the BBC, or would not be broadcast or published by the BBC,” it adds. The clause, which was an amendment to the general terms of the

If you find value in content like this, sign up for my Talent Edge Weekly newsletter.  A few weeks ago, I shared a 26-minute video conversation from LinkedIn’s Conversations with CHROs series, where  Teuila Hanson,  Chief People Officer at LinkedIn, spoke with  Nickle LaMoreaux,  CHRO at IBM, about evolving HR priorities and the future of work. As a supplement to that discussion, a recent CHRO report shows how progressive HR leaders are addressing the three T’s—Talent, Technology, and Transformation. At the heart of the report is a clear message: CHROs must be architects of the future workforce—shaping not just people practices but business transformation. The report features case studies from Boston Consulting Group, IBM, Allianz, Wood, and LinkedIn, each illustrating how CHROs are “leading from the front”—stepping outside convention, moving quickly, and embracing the possibility of failure—in areas such as AI adoption, performance management, employee well-being, and career development. One example: LinkedIn made one-on-one coaching a company-wide benefit and supplements it with interactive AI tools. These simulations enable employees to role-play challenging workplace scenarios, receive personalized feedback, and access tailored learning recommendations. This approach combines scalability and personalization with a safe practice environment and data-informed learning. As HR teams evaluate use cases for AI in HR that can add stakeholder value

Ever dreamt of becoming the next Anna Wintour? You can now have a shot at snagging her highly coveted role at US Vogue, as advertised on LinkedIn by the magazine’s parent company on July 2. A week after British-born Wintour shocked the fashion world with news that she was stepping down as editor-in-chief , Conde Nast took to LinkedIn to call for applicants for the position, now renamed as Head of Editorial Content at US Vogue. In its post, the global media firm shared a collage of pink couture dresses and simply said: “We are hiring.” Those interested were asked to send in their resumes to a leadership consulting firm. The post has since garnered significant traction on social media with over 4,000 reactions on LinkedIn, and several reactions from TikTok and X users. While some netizens were excited about the prospect of becoming the magazine’s new head, others were more sceptical. Some were also at odds about the hiring process. One LinkedIn user said that the company’s move was an indication of a “cultural reset”, while another joked if candidates who “don’t rock a bob and sunglasses indoors” would be considered. However, one X user quipped: “What if all

TLDRs; DeepSeek posts new AGI roles on LinkedIn for the first time in months, aiming to attract global talent. Mandarin-language listings hint at outreach to overseas Chinese professionals and bilingual experts. China’s AI sector faces a sharp talent gap, prompting firms like DeepSeek to recruit beyond domestic borders. LinkedIn, despite its China exit, remains a valuable tool for connecting with international AI talent. Hangzhou-based artificial intelligence startup DeepSeek has resumed job listings on LinkedIn, in what appears to be a calculated push to tap into global talent pools. The company recently posted ten job openings focused on artificial general intelligence (AGI), its first such listings on the platform in several months. The roles are based in Beijing and Hangzhou and advertised in Mandarin, a strategic detail that hints at the company’s interest in attracting Chinese-speaking professionals abroad. While LinkedIn ceased its localized operations in China back in 2021 due to tightening regulations, it continues to serve as a key recruitment platform for Chinese expatriates and international professionals proficient in Mandarin. By returning to LinkedIn, DeepSeek is signaling that it is looking beyond China’s borders for technical expertise, a move that reflects a broader trend in the country’s fast-growing but talent-strapped