At one point in time, Brad Pitt might well have been considered the most eligible bachelor on Earth. But no more.
Fans have known for some time now about his romance with Ines de Ramon; the pair are said to have planned to celebrated his milestone 60th birthday with a low-key week.
According to PEOPLE, Pitt wasn’t of a mind to go overboard with the celebrations after ushering in his sixth decade on Monday. It surely says quite a bit about his commitment to De Ramon, then, that he wanted to spend his time with her.
Last month, a source is said to have spoken to PEOPLE and described De Ramon, ex-wife of actor Paul Wesley, as “Brad’s first proper relationship since the divorce” from Angelina Jolie.
Indeed, the Troy star is said to have started introducing the 32-year-old as his girlfriend.
“He introduces [Ines] as his girlfriend,” an insider PEOPLE. “It’s great to see him in a good place. Ines makes him very happy.”
It’s been a rocky road back to happiness for Pitt, whose marriage to Angelina Jolie ended in a tumultuous separation, the wounds of which still don’t appear to have fully healed.
Famously dubbed ‘Brangelina’ in the media, the A-listers fell in love on the set of Mr. and Mrs. Smith, embarking on a romance that stole headlines all over the world.
In 2016, however, Jolie filed for divorce, citing irreconcilable differences. She also moved to request sole custody of the pairs six children, Maddox, Pax, Shiloh, Zahara, Vivienne and Knox.
On January 21, 2021, Angelina Jolie emailed Brad Pitt, an email which has since then made public. In the email, she mentions that she writes “with a heavy heart” to inform Pitt of her decision to sell Miraval, “a business that is centered around alcohol.” This is perhaps a reference to the now infamous plane event where an intoxicated Pitt “choked” one of their children and then “struck another in the face” before he poured alcohol on her and the kids.
As recently as October did Brad find his name in the headlines for a less than savory reason, after an old Instagram story surfaced wherein his adopted son Pax had labeled him a “f****ing awful human being”.
Pax, who was 16 at the time, expressed his displeasure with his father and warned him “the truth will come to light someday.”
“You time and time and again prove yourself to be a terrible and despicable person,” Pax wrote over an image of his father accepting the Oscar for Best Supporting Actor.
“You have no consideration or empathy toward your four youngest children who tremble in fear when in your presence.
“You will never understand the damage you have done to my family because you’re incapable of doing so.
CEO Asks One Question That’s an ‘Instant Red Flag’ If Interviewees Try to Answer It
Interviews are dreaded by many job seekers, particularly the infamous “curveball” questions used by recruiting managers and CEOs. The CEO and creator of JKR Windows, an American window installation company, Jefferson K. Rogers, has drawn notice for his unusual interview technique: a trick question intended to weed out unsuitable applicants.
“Impossible” Question: An Assessment of Sincerity and Coachability
Rogers posted his unique approach to interviews on his TikTok channel. He asks a question that he is certain the interviewee will be unable to respond to right away. Although the exact question is still unknown, Rogers stresses that there is no “right” response. The twist is this: The CEO is more interested in the candidate’s approach to the unknown than in knowledge.
What He Looks For:
Sincerity: Is the applicant willing to acknowledge when they don’t know the solution?
Openness: Are they amenable to picking up new skills?
Coachability: Are they open to direction and instruction?
A candidate who tries to make up an answer, in Rogers’ opinion, is showing signs of a potentially troublesome personality—someone who is resistive to learning or hesitant to acknowledge their shortcomings.
Divergent Responses on Social Media
Although Rogers describes this technique as a useful means of determining fit, TikTok users had a variety of reactions.
Supporters: Some argue that the strategy is advantageous because it shows a candidate’s coachability and willingness to learning.
Critics: According to others, it’s a bad strategy that could stop competent applicants from attempting to solve a problem or show their resolve by trying to provide a response. Furthermore, others consider the approach to be manipulative, arguing that it puts a particular response ahead of a true comprehension of the role.
Different Methods for Evaluating Fit
Although the “impossible question” generates discussion, there are alternative methods to assess a candidate’s fit for a role:
Behavioral Interviewing: Highlighting the candidate’s prior experiences and how they responded to particular circumstances can provide important context for understanding how they solve problems and approach new tasks.
Skills-Based Evaluations: An applicant’s suitability for a position can be determined immediately by testing pertinent abilities such technical proficiency, communication, and critical thought.
Fit Between the Work Style and Values of the Company: An interview’s questions and exchanges can reveal whether a candidate’s work style and values complement the company’s culture.
The success of any interview technique ultimately depends on the particular position and business. Although Rogers’ deceptive question might be useful to his organization, it’s crucial to think about other approaches to guarantee a thorough interview process that draws in and selects the top candidates.
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