NoSaint

hate to see a guy that’s worked his whole life land in a spot like this literally weeks before the biggest day of his life

The minimum isn’t a single year but generally yes

We have a lot of depth. We need a few superstars.

I don’t think it is the target, all grades equal, but if there is a home run threat at RB and WR/edge are depleted then I could say them doing it. i think those are 3 needs but easier to catch a dynamic back day 2

depending on FA - we could see a very specific target even at high cost and he’d make a lot of sense. Major need, lots of familiarity, and genuinely could be 1-2 pieces away come the draft, assuming you think josh is the guy

yes. Local knowledge. That’s what I too would be lacking.

Got it- thought you were saying they wouldn’t get a pick like the franchise tag, not the effect on the comp pick formula

but also takes him out of the comp pick formula on top of that. Given we are likely buyers in free agency that’s likely not a huge deal though.

Who do you think the 10-15th LT are and do you think they don’t sometimes whiff?

you lose the comp pick since you had control and chose to pass, I believe.

Based on?

Any free agent qb is risky or he’d be with his old team

the more telling thing is the pay cut. He’s fine in his role but not great.

and it’s: injury year essentially rookie year big jump very solid year so maybe he came on a few games late but I think it’s a unique case given his first season. Not a standard 3 year flop with a tiny spike right at the end did you think it was lack of motivation prior to this?

Seems like a trap. I suspect Virgil is a serial something. I haven’t figured out what yet though.

as would any list of picks after the end of round 3

right but 2 tenths of a second is the difference between good and not viable often. Not a huge gap that implies he’s a tortoise, just that he’s likely not quick enough

but the type of hole that they will have 5 options to fill it and even if they terribly overpay will still be 50% cheaper than the tag. so there’s no worry at all. if they had to fill the hole of losing a rare top 5 type player that’s a different discussion.

good call, let’s do 15 games.

not always. if you are working the system there are plenty of teams that all else equal will sign the guy that was cut instead of expiring contracts, and then likewise in August keep a guy that’ll be an expiring contract for them

6 hours vs 40 mins - one would hope it does that

My current asked me my availability for “a couple quick calls to chat with folks at the main corporate office” in another city on short notice over a busy week in the industry. I gave them like 4 different 2 hour windows expecting 2-3 calls total talking maybe an hour or so spread across a few days they put 9 different 30 minute calls densely grouped in a 24 hour stretch (afternoon and following morning) on my calendar including several video chats knowing I’d be at work during all of them and thin on time.... and only like half in my Windows I provided. i was blessed it was a big promotion and raise... but it proved an accurate preview of how they do business and will be leveraging the job for an outside promotion as soon as humanly possible. a couple weeks ago on a Thursday afternoon had a 4pm call with someone at corporate. Pulled a report that has pretty extensive action items but really it’s mostly deleting out old out of date data if you understand it. 350 pages of data, and Corp guy estimates 8, maaaaaybe 9 minutes a page (really about 15 in practice but we can use 8 for this).... “I’ll need this fully scrubbed by end of day tomorrow.” You know, standard issue minimum 46+ hour project with a 24 hour deadline, on a whim, with no actual pressing need for completion but several unrelated conference calls and reports that are pressing actually on the agenda. Respect for time or allowing priorities hasn’t been their strong suit

I’ve begun to err on the side of a suit jacket up top and gym shorts for them. joking aside, I can get the first digital to fast screen candidates, and allow 4-5 people to see them for first impresssions. Not my favorite but whatever. As a follow up too I’d be strongly considering using it for me to screen out a bad employer though. An interview is supposed to be two directional and about both parties finding the right fit. It strikes me as a big red flag if you don’t get out of one directional communication fast (submit resume to them, give them video, another video and I’d bet a personality test in there somewhere)... at some point it’s showing either lack of awareness or lack of concern for your needs and that usually won’t get better after hiring.

All of these are standard issue

100% accurate and almost certainly weeds out good candidates. Saving grace is many people struggle with them so any flubs you think you made likely were matched (or greatly exceeded) by others doing it