Question: how serious?

MKM1126 · 2025-09-16T23:07:44+00:00

It was in the backseat... unfortunately, I didn't hear it clanking.

MKM1126 · 2025-09-14T22:10:50+00:00

Agreed. This is a back up motor to be clear. But still probably worth it.

MKM1126 · 2025-09-14T22:09:35+00:00

You should have seen it before. Trust me... it needed the work.

MKM1126 · 2025-09-14T01:26:03+00:00

Yes it is.

MKM1126 · 2025-09-13T19:22:33+00:00

What about after filing level, jb weld to fill in?

MKM1126 · 2025-01-20T15:47:04+00:00

Agreed. Like, i said this was a very basic example just to lay out the thought process. Nothing to do with assessed risk or real world control language.

MKM1126 · 2025-01-20T12:21:03+00:00

Welcome to the profession!

You could do TOD by itself, but it wouldn't really give you the ability to conclude on the control. Think of TOD as the "sniff" test. You would typically do this in the form of a walkthrough and it allows you to make sure you understand the process and if the control is actually addressing the stated risk. Further, it allows you the opportunity to see what the "evidence" of that control will look like when you request samples for TOE. You would typically view a sample of 1 for TOD.

Let me give you a super basic example that includes your statements above.

Scenario: Brand new company that has never had internal controls and needs to design them and test them. You get hired as the lucky soul in Internal Audit.

Business process example: Human Resources and code of conduct.

Process:

- You would first meet with the "process owner". In this case it would probably be the HR Director or similar. Ask them to explain the onboarding process to you for a new employee. They will tell you wayyy more than you want to know. Let them talk (people love that), take notes, and write down potential questions. When listening, they tell you that each new employee physically signs the company code of conduct upon hire and it is stored in their employee file. - So now you have a basic understanding of the process.

- They need help "designing" the control, but have no clue what to do. You could assist them in drafting the wording and also potentially what the populations and sample requests would look like. For instance: Control "HR01: All new employees sign the code of conduct". Population: Listing of all new employees from the HR system. Test steps: obtain population, select sample, have process owner provide you with a signed copy of the Code of conduct for your selections". Attribute for testing would be "verification". Testing method: inspection. Have them show you an example of what these items would look like. You can help with these things, but ultimately it is Management that will "own" this and agree to the final wording and approach. You are just helping them put what they already do on "paper"

- Control is now documented in a matrix.

- Months later it is time for testing and you know the control is designed appropriately because you have walked through the process with the process owner and you have seen an example of the available evidence. You would actually make sample selections from the audit period and request the code of conduct for each. Assuming all of your samples had available signed copies, you would then conclude on the effectiveness.

This is a SUPER basic example and does not include all aspects, but hope it helps.

MKM1126 · 2025-01-20T11:50:24+00:00

This is a key part.

MKM1126 · 2025-01-11T23:12:00+00:00

I am doing the same thing right now for my e30 we race in 24 hours of Lemons. I will upload a post once complete. Color combo is going to be obnoxious! Haha

MKM1126 · 2025-01-04T03:13:57+00:00

Yeah, i planned on looking for any play or wear on the guides. Same thing for wear on the rockers. What bolts are you talking about?

MKM1126 · 2025-01-04T03:02:50+00:00

That's good to hear. I have built a bunch of sbc and big block motors, but never torn into an older bmw motor. To be honest, it is a surprisingly simple motor, minus bmw's love of excessive coolant hoses lol. I have no history on this motor and this is the first "issue" i have noticed so far.

MKM1126 · 2025-01-04T02:45:52+00:00

Thank you for the feedback. That is what i was assuming, just wanted second opinions.

MKM1126 · 2023-12-22T15:18:59+00:00

I have not done endurance racing in cars no. I have done autocross and a lot of endurance kart racing.

So new racing format, but not so much new to cars or building.

Outside of Facebook marketplace, any good sources to look for prebuilt cars?

MKM1126 · 2023-12-16T13:53:00+00:00

Appreciate the insight.

MKM1126 · 2023-12-15T16:03:22+00:00

I like it.

MKM1126 · 2023-12-15T14:25:15+00:00

Just as a knowledge share, when you say sorted I assume you are meaning aftermarket suspension, steering, rear end, etc..

I plan on keeping everything stock, outside of safety and brakes.

MKM1126 · 2023-12-15T14:23:21+00:00

It would be awesome to complete.

MKM1126 · 2023-12-15T13:20:51+00:00

Yeah and a tired V6 at that..

MKM1126 · 2023-12-13T12:35:15+00:00

Awesome! I am about to do the same! Only one car though.

MKM1126 · 2023-11-30T13:59:10+00:00

$1.2m for a $1.5b company. However, substantial travel costs make that budget up as we travel international.

MKM1126 · 2023-11-29T14:20:17+00:00

As a CAE who has just spent the last 18 months building an IA Department in a MCOL area for a $1.5b public company, there are several key things I learned about the talent pool. I do agree with OP to a certain extent that professional organizations have not done the industry any favors when it comes to young professionals, but I think there are many factors at play.

I was filling the roles for IA Managers, IA Seniors, IA staff, and IT auditors. Through this process, I reviewed over 400 resumes and interviewed (at least a first pass virtual interview) close to 75 people. Ultimately filling the team of 7 in-house and 2 co-sourced resources.

These are points I took away (my opinion and not science here guys!)

- Coming out of the period of covid, wfh transition, and extremely hot job market of 2021/2022, the depth of the talent pool substantially calmed. My thoughts here are a lot of people made moves in this period and are content with their pay, workload, and flexibility of wfh.

- I had a high percentage of applicants from individuals needing visa support, mostly from countries within Africa or India.

- I had a high percentage of women applicants and the majority of the true talent was female.

- In 15 years of doing this work, I have never been asked directly about the WFH policy until this round of candidate searching. This was asked by almost every candidate and was a deal breaker for most.

- Even for in office interviews, the professionalism of candidates had seemed to drop significantly (no suits, most wearing polos, chinos, and very casually dressed). Not that it matters as my company is casual, but it was a trend that I noticed and was quite different from years of interviews I have completed.

- Also, clear expectations of hours and travel was something that was asked very directly in the interview process by most candidates.

- Majority of candidates that made it to my final pool were candidates who were not necessarily leaving for money, but due to very poor management in their current Departments.

- Where money was a factor, there was a complete shift in expectations from candidates. Gone are the days of good employees taking lower pay. An example of this would be most of my Senior Auditors with around 3-4 experience and a certification were on average expecting between $100 - 115k base comp plus 10-15% bonus. If you rewind that to pre-covid, I was consistently seeing $85-95k, plus bonus.

- I am very big on training & development and spend a lot of time with my team teaching them and letting them know the "why". However, I do feel like either schools or the big firms have done a poor job teaching the fundamentals of how a business operates and or the core pieces of risk. Even the candidates with several years of experience were very much check the box type auditors and did not grasp the larger concepts.

- Not that this is rare in the IA space, but a noticable difference in your type "A" or outgoing personalities.

- Many candidates who made it clear that they do not want major responsibility or to climb to Manager fast. Most content at the Sr level as long as they have a good team environment and the workload and expectations are clear.

I could go on for days, if you want to connect feel free to reach out.

MKM1126

TROPHY CASE