They refused to shut the lights off for days on end and then coerced the contestant to run a literal marathon on a treadmill... and then there's the sexual abuse allegations high up in his team, hiring a convicted child predator and someone else with a long sexual abuse criminal history, among other things. I'm not sure I would talk his business practices up without directly making some kind of distinction or acknowledgement here.
I skipped the “no doesn’t mean no” section because it felt like pure hustle culture to me, not to mention something which wouldn’t work outside of MrBeast because they can lean so heavily on their brand - “find an employee who has a kid who is a fan” etc.
I didn’t actually spot the relationship between the “no means no” section and the sexual abuse scandals (I’m apparently not completely up to date on MrBeast scandals) - I caught the bit about squid game and though that would be a useful thing to highlight to remind people that MrBeast’s history isn’t without its nasty incidents.
No, it was because I had not read the news about MrBeast having a sexual predator on his team. My interpretation of the earlier comment here was that this should have been a flag that the heading “no doesn’t mean no” should have been called out.
Without that knowledge of the current predator scandal, I don’t think I was wrong to skip that section when writing up my summary. I read that section and it didn’t make my “highlights” list for when I wrote about the document.
I’m being defensive here because it sounds like you are calling me out for something, but I’m not sure what that something is.
When a big chunk of your business is about filming ludicrous stunts that nobody else on YouTube has been able to film it’s understandable that this idea would end up in your employee handbook.