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FCB Health New York: 2023

“We approach every project, large or small, with the same relentless passion and purpose. Our mantra, Never Finished, drives our creativity across every…

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FCB Health New York, an IPG Health company

100 West 33rd Street, New York, NY 10001 

212-672-2300 • hello@fcbhealthcare.com • fcbhealthny.com

Quick Facts

Accounts

  • Account wins: 13
  • Active business clients: 42

Brands by 2022 sales

  • Brand-product accounts held: 92
  • $25 million or less: 4
  • $25 million-$50 million: 6
  • $50 million-$100 million: 8
  • $100 million-$500 million: 29
  • $500 million-$1 billion: 11
  • $1 billion or more: 11
  • Products not yet approved/launched: 23

Winner | Best Consumer Print Campaign
A brand as bold as Enhertu demands a bold campaign. Each woman featured in the campaign is shown standing strong in a natural setting that reflects the inherent power of their stance. The way the women stand and their connection to their natural settings is a metaphor for their resilience in the face of recurrent and metastatic disease.

Services mix

  • HCP: 50%
  • DTC: 50%

Client roster

  • AbbVie
  • Agios
  • Akebia
  • Alexion 
  • Astellas
  • Axsome
  • AstraZeneca
  • Avrio
  • Bioxcel Therapeutics
  • Boehringer Ingelheim
  • Cooper Surgical
  • Crohn’s & Colitis Foundation
  • CSL Behring
  • Day One
  • DSI
  • Exact Sciences
  • Genentech
  • Mounjaro

    Winner | Best Launch Campaign
    Mounjaro works in a new way, activating both GIP and GLP-1 receptors together. Similarly, Lilly and FCB Health NY needed to work together seamlessly. Together they created breakthrough branding inspired by mountains; campaigns that conveyed the landscape would never look the same; and a compelling unbranded HCP campaign that established the critical importance of GIP.


    Gilead
  • GSK
  • Immunity Bio
  • Immunogen
  • Incyte
  • Inflammatix
  • Iovance
  • Janssen
  • Kyowa Kirin
  • Lilly
  • Morphosys
  • Novartis
  • Novocure
  • Ono Pharma
  • Otsuka
  • Pfizer
  • Relmada
  • Replimmune
  • Sanofi
  • Seagen
  • Sunovion
  • Teva
  • UCB
  • Unilever
  • Zynerba

Winner

  • Best Consumer Print Campaign
  • Best Launch Campaign

Finalist

  • Most Admired Agency
  • DE&I Champion
  • Best Consumer Print Campaign
  • Best Consumer Digital Campaign
  • Best Social Media Campaign

 

How does FCB Health New York account for its runaway success, year after year? According to agency leadership, “We approach every project, large or small, with the same relentless passion and purpose. Our mantra, Never Finished, drives our creativity across every stage of the journey. We continue to raise the bar higher and higher, no matter what the world throws at us. Our cadre of best-in-class resources gives our clients exactly what they need to push boundaries and embrace innovation.”

They continue, “While our resources help propel us forward, it’s our culture of ‘we’ over ‘me,’ that creates the kind of environment where our talent, and our client’s business, thrive. Our success is inextricably linked to supporting each other, pushing each other and learning from each other. Above all, we are in it together. Everyone has a voice, and everyone has a role in creating the work – and culture – that we prize. With hybrid work going strong, our people continue to show up in a big way, regardless of where they currently call home. That unique FCB Health New York spark ignites all we do.” 

It’s something Chief Creative Officer Kathleen Nanda states that she is deeply proud of. “I’m consistently blown away by the collective power of our people,” Nanda says. “When we put our heads together and dig in, we are unstoppable. It’s just not in our DNA to be content with the status quo. We love to keep pushing. Our collective passion and tireless dedication are the greatest contributors to our success.”  

Managers attest that every employee’s unwavering commitment to clients, their brands, and each other is exactly why the agency continues to outperform and outpace industry benchmarks. “We come to work each day with a start-up mentality, always excited about what’s next,” executives say. “Our staying power is a direct result of this mindset. On each and every project, our folks are ready to roll up their sleeves and push forward until it’s achieved all that we imagined.”

Recent accomplishments

For the past three years, deep in the midst of a global pandemic and economic uncertainty, FCB Health New York leaders claim the agency achieved more than 20 percent growth year over year “upon an already staggering base.” In 2022, the agency added new business wins across both the pharma and OTC sectors, bringing FCB Health New York to 92 brands and counting. Its 13 new business wins include powerhouse brands for global vaccines and “an oral COVID treatment the world was waiting for,” executives say. “We continued to deepen our commitment to diabetes care, adding another brand poised to be a future blockbuster.”   

Additionally, “we launched. And launched. And launched,” executives say. “This year, we launched some of the biggest blockbusters in the industry, brands that are already pushing billion-dollar status. Over the course of the year, we completed one to five launches a month, with a total of 17 launches and 21 label updates. Simultaneously, we were able to seamlessly pivot to OTC clients, and niche rare disease therapeutics, with equal success. It’s a testament to our deep bench of talent and resources, and our ability to seize every opportunity, big or small.” 

According to leaders, when they are looking to the future, “we see tremendous opportunity for growth in our XD lab, which is stacked with a deep bench of ultra-savvy product designers and innovation-driven creative engineers. They are masters at using complex tools to design and build user-
driven innovations that will continue to propel our industry forward, including AI, experiential, conversational design, virtual assistants and prototypes of everything from robots to diagnostic tools, to video games. 

“We are fully committed to keeping technology interwoven with our brands, so we have made sure these experts work alongside our brand teams – not at a separate stand-alone agency – ensuring our clients have full access at every juncture. We are truly Never Finished dreaming up ways to put the latest technology to work for patients and physicians. We will continue to weave tech into all of our brands so we ensure these experts work side by side with brand teams not as a standalone.”

While all of this technology excites managers, “we know that it’s our extraordinary humans who are the heart and soul of our agency. This year, we added more top talent with 301 new hires, bringing our agency total of full-time employees to 1,469. Among those are 59 boomerangs across a range of disciplines and levels.”

Some key hires include Daniel Mailliard as group creative director, and his partner, Fabio Rodrigues, also group creative director. The agency also brought on Erico Braga as director of art and craft, and elevated Kerry Dwyer, Wendi Goodman, Sarah Hall, Julia Phelan, Jennifer Samuels, and Bill Yorio from executive directors to managing partners. “This incredible group, with a staggering average tenure of 13 years, has repeatedly steered the agency and its clients through the expected roller coaster volatility of the healthcare sector, driving a remarkable trajectory that has exceeded industry expectations,” executives say. “Their leadership will continue to fuel the agency’s growth and innovation for years to come. Any network would be honored to have one or two of these exceptional leaders, and we have six of them.”   

According to Dana Maiman, CEO of IPG Health, “True to our Never Finished spirit, FCB Health New York has continued to grow at an unprecedented rate, defying industry expectations, consistently raising the bar and redefining ‘great’ across all facets of our business and the industry at large. Our success is a testament to our obsession with doing with what’s right for our clients, their brands, and our people, and creating a culture where everyone thrives as their best and truest selves.” 

When it comes to the agency’s people, leaders say they make sure that significant growth translates into significant opportunities for employees. “Our talent philosophy for championing our people continues to be PCM [Proactive Career Management],” executives say. “PCM is our approach to empowering our people to proactively explore their potential and take control of their career journey within our agency and the broader IPG Health network. Since mid-2022, over 200 employees have used this approach to grow and evolve their careers across the IPG Health network – that includes people who have moved to different agencies within the network, moved into new disciplines, developed new skills within their current roles, etc.”

Executives state that FCB Health New York garnered many industry accolades and achievements over the past year. Overall, the agency received 88 awards across 17 U.S. and international award shows., including Category I Agency of the Year at the Manny Awards; Digiday WorkLife Awards’ Most Committed to DE&I; Silver for GMHC’s “Blood Vessels” and Gold for “The Trial for #ClinicalEquality” for DE&I at the Anthem Awards; Best of the Best Bravest Client (Kelsey Louie, CEO of GMHC) at the Creative Floor Awards; and The Agency Vanguard Award at the Xpectives Health Awards. 

Structure and services

At FCB Health New York, we stay true to our commitment to creating a work environment in which everyone can be their truest and best self,” managers say. “Equity, diversity, and inclusion (EDI) are foundational to our culture and our creativity, embedded into every touchpoint of our employees’ journey through a variety of programs.”

 These include Inclusive Managers Toolkit (IMT), a mandatory 10-week program designed to provide all managers with the skills and resources to thrive by exploring who they are as leaders, through an EDI lens; Employee Relations Group, which is dedicated to fostering a culture of equity, respect, and healthy working relationships across the agency; and FCBWE, an employee-led Diversity & Inclusion Council, committed to creating interconnectivity and promoting diversity across the network.

The most recent program, EDI+You, is a “strategic evolution” of the agency longstanding commitment to equity, diversity, and inclusion. “It’s a network-wide strategy that formalizes our approach to creating systemic changes and solutions across four core pillars of our business – Our People, Our Culture, Our Creative Solutions and Our Impact,” managers say. “Equity, diversity, and inclusion are too important to be the responsibility of any one person, team or even department. That’s why this strategy is designed to be actionable and ownable by every single one of us.”

According to the leadership team, female employees now comprise 66.2 percent of FCB Health New York’s staff, and 34.5 percent are racially diverse. “At the leadership levels, we are ahead of the industry with 51.9 percent of senior management identifying as female and 15 percent of those who are from diverse backgrounds,” executives say.   

Additionally, the agency offers internal development programs for employees at every level. “Participation has increased in all these offerings as we continuously create ways for our people to enhance their skill sets and take on new challenges,” executives say. 

Programs include Moxie, a junior-level program for rising stars in the agency and across the network; BetterUp, a virtual one-on-one leadership coaching for select VP level and above employees; and Write It Forward,  a 12-week program to attract, train and mentor writing talent to excel in high-science copywriting roles. “Last spring, we expanded the program to the entire IPG Health network with 40+ participants,” executives say. “Notably, we hired 26 talented individuals through Write It Forward in 2022.” 

Other programs are SEAL, an intensive week-long, cross-functional coaching program for account, creative and strategy leaders; and The Residency, an eight-week onboarding program for employees making the transition from general advertising to healthcare advertising.  

When it comes to its return to the office approach, “we continue to lean into the IPG Health philosophy of flexibility, accountability and trust,” executives say. “Unlike other agencies and networks, we trust our employees to work with their teams to figure out what works best for themselves, their families and their clients.” 

Future plans

In spite of all we’ve accomplished, our mantra of Never Finished continues to ring true for us year after year,” executives state. “We are Never Finished leveraging data and new technologies so they can best serve our clients. We are Never Finished trying to improve equity and diversity among our ranks. We are Never Finished helping our people find their best path to a truly satisfying career they are proud to pursue. At FCB Health New York, we don’t re-invent ourselves to suit the trends, we know who we are, and we will continue to stay hungry, stay curious, and continue to redefine and represent what ‘best in class’ means.”

Philanthropy/citizenship 

When it comes to our work, we continued our renowned pro bono initiatives that we have invested in year after year,” managers say. This includes the Disappearing Doctors initiative, The Trial for #ClinicalEquality, and Ms. Information, a campaign in partnership with GMHC, to help get LGBTQ+ individuals vaccinated against COVID-19 and shut down misinformation on social media.   

“We also continued our fight for blood equality with the ‘Blood Equality’ (GMHC) initiative,” executives say. “For the past seven years, we’ve been all-in on the fair treatment of blood around the world. In late January 2023, the FDA announced draft guidelines to ease rules for gay men donating blood. Although there is still more work to be done, this is a step forward in the push for blood equality and we’re determined to continue raising our voice until the same criteria is used for EVERY blood donor, and science defeats stigma.”  

FCB Health New York also recently partnered with a new pro bono client with a health equality mission. According to leadership, this women’s health product line was created by two women of color whose goal is to give other women of color better access to life-improving health products. “Staying true to our purpose of doing what’s right, we want to be the company that leans in to ensure that the next generation of women of color have leadership opportunities for themselves and the people around them,” executives say. 

Managers state that it’s not just people who get the agency’s time and attention. “This year we partnered with the ASPCA to launch a pro bono effort for our canine friends called ‘Dogs Eat Everything,’ an engaging, animated campaign and social media effort focused on keeping our beloved furry friends healthy and out of harm,” executives say. The website leverages chat technology to immediately answer questions about potential toxins and connect users to the animal poison control hotline.

FCB Health New York 2023

(standing left to right) Bryan Gaffin, executive VP, executive creative director; John Higgins, executive VP, finance director; Kathy Tworkowski, Ph.D., executive VP, group medical and scientific affairs director; Sal Diana, executive VP, executive creative director; Jennifer Samuels, managing partner; Dana Maiman, CEO, IPG Health; Jonathan Brady, executive VP, group engagement director; Sarah Hall, managing partner; Mike Devlin, executive VP, executive creative director; Wendi Goodman, managing partner
(seated left to right) Kamran Aslam, senior VP, technology director; Kerry Dwyer, managing partner; Suzanne Molinaro, executive VP, director of production; Kathleen Nanda, chief creative officer; Julia Phelan, managing partner; Matt Bergin, senior VP, editorial director; Bill Yorio, managing partner; Alissa Abramova, senior VP, human resources director; Kitty Ravenhall, executive VP, executive strategic planning director

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February Employment Situation

By Paul Gomme and Peter Rupert The establishment data from the BLS showed a 275,000 increase in payroll employment for February, outpacing the 230,000…

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By Paul Gomme and Peter Rupert

The establishment data from the BLS showed a 275,000 increase in payroll employment for February, outpacing the 230,000 average over the previous 12 months. The payroll data for January and December were revised down by a total of 167,000. The private sector added 223,000 new jobs, the largest gain since May of last year.

Temporary help services employment continues a steep decline after a sharp post-pandemic rise.

Average hours of work increased from 34.2 to 34.3. The increase, along with the 223,000 private employment increase led to a hefty increase in total hours of 5.6% at an annualized rate, also the largest increase since May of last year.

The establishment report, once again, beat “expectations;” the WSJ survey of economists was 198,000. Other than the downward revisions, mentioned above, another bit of negative news was a smallish increase in wage growth, from $34.52 to $34.57.

The household survey shows that the labor force increased 150,000, a drop in employment of 184,000 and an increase in the number of unemployed persons of 334,000. The labor force participation rate held steady at 62.5, the employment to population ratio decreased from 60.2 to 60.1 and the unemployment rate increased from 3.66 to 3.86. Remember that the unemployment rate is the number of unemployed relative to the labor force (the number employed plus the number unemployed). Consequently, the unemployment rate can go up if the number of unemployed rises holding fixed the labor force, or if the labor force shrinks holding the number unemployed unchanged. An increase in the unemployment rate is not necessarily a bad thing: it may reflect a strong labor market drawing “marginally attached” individuals from outside the labor force. Indeed, there was a 96,000 decline in those workers.

Earlier in the week, the BLS announced JOLTS (Job Openings and Labor Turnover Survey) data for January. There isn’t much to report here as the job openings changed little at 8.9 million, the number of hires and total separations were little changed at 5.7 million and 5.3 million, respectively.

As has been the case for the last couple of years, the number of job openings remains higher than the number of unemployed persons.

Also earlier in the week the BLS announced that productivity increased 3.2% in the 4th quarter with output rising 3.5% and hours of work rising 0.3%.

The bottom line is that the labor market continues its surprisingly (to some) strong performance, once again proving stronger than many had expected. This strength makes it difficult to justify any interest rate cuts soon, particularly given the recent inflation spike.

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Mortgage rates fall as labor market normalizes

Jobless claims show an expanding economy. We will only be in a recession once jobless claims exceed 323,000 on a four-week moving average.

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Everyone was waiting to see if this week’s jobs report would send mortgage rates higher, which is what happened last month. Instead, the 10-year yield had a muted response after the headline number beat estimates, but we have negative job revisions from previous months. The Federal Reserve’s fear of wage growth spiraling out of control hasn’t materialized for over two years now and the unemployment rate ticked up to 3.9%. For now, we can say the labor market isn’t tight anymore, but it’s also not breaking.

The key labor data line in this expansion is the weekly jobless claims report. Jobless claims show an expanding economy that has not lost jobs yet. We will only be in a recession once jobless claims exceed 323,000 on a four-week moving average.

From the Fed: In the week ended March 2, initial claims for unemployment insurance benefits were flat, at 217,000. The four-week moving average declined slightly by 750, to 212,250


Below is an explanation of how we got here with the labor market, which all started during COVID-19.

1. I wrote the COVID-19 recovery model on April 7, 2020, and retired it on Dec. 9, 2020. By that time, the upfront recovery phase was done, and I needed to model out when we would get the jobs lost back.

2. Early in the labor market recovery, when we saw weaker job reports, I doubled and tripled down on my assertion that job openings would get to 10 million in this recovery. Job openings rose as high as to 12 million and are currently over 9 million. Even with the massive miss on a job report in May 2021, I didn’t waver.

Currently, the jobs openings, quit percentage and hires data are below pre-COVID-19 levels, which means the labor market isn’t as tight as it once was, and this is why the employment cost index has been slowing data to move along the quits percentage.  

2-US_Job_Quits_Rate-1-2

3. I wrote that we should get back all the jobs lost to COVID-19 by September of 2022. At the time this would be a speedy labor market recovery, and it happened on schedule, too

Total employment data

4. This is the key one for right now: If COVID-19 hadn’t happened, we would have between 157 million and 159 million jobs today, which would have been in line with the job growth rate in February 2020. Today, we are at 157,808,000. This is important because job growth should be cooling down now. We are more in line with where the labor market should be when averaging 140K-165K monthly. So for now, the fact that we aren’t trending between 140K-165K means we still have a bit more recovery kick left before we get down to those levels. 




From BLS: Total nonfarm payroll employment rose by 275,000 in February, and the unemployment rate increased to 3.9 percent, the U.S. Bureau of Labor Statistics reported today. Job gains occurred in health care, in government, in food services and drinking places, in social assistance, and in transportation and warehousing.

Here are the jobs that were created and lost in the previous month:

IMG_5092

In this jobs report, the unemployment rate for education levels looks like this:

  • Less than a high school diploma: 6.1%
  • High school graduate and no college: 4.2%
  • Some college or associate degree: 3.1%
  • Bachelor’s degree or higher: 2.2%
IMG_5093_320f22

Today’s report has continued the trend of the labor data beating my expectations, only because I am looking for the jobs data to slow down to a level of 140K-165K, which hasn’t happened yet. I wouldn’t categorize the labor market as being tight anymore because of the quits ratio and the hires data in the job openings report. This also shows itself in the employment cost index as well. These are key data lines for the Fed and the reason we are going to see three rate cuts this year.

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Inside The Most Ridiculous Jobs Report In History: Record 1.2 Million Immigrant Jobs Added In One Month

Inside The Most Ridiculous Jobs Report In History: Record 1.2 Million Immigrant Jobs Added In One Month

Last month we though that the January…

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Inside The Most Ridiculous Jobs Report In History: Record 1.2 Million Immigrant Jobs Added In One Month

Last month we though that the January jobs report was the "most ridiculous in recent history" but, boy, were we wrong because this morning the Biden department of goalseeked propaganda (aka BLS) published the February jobs report, and holy crap was that something else. Even Goebbels would blush. 

What happened? Let's take a closer look.

On the surface, it was (almost) another blockbuster jobs report, certainly one which nobody expected, or rather just one bank out of 76 expected. Starting at the top, the BLS reported that in February the US unexpectedly added 275K jobs, with just one research analyst (from Dai-Ichi Research) expecting a higher number.

Some context: after last month's record 4-sigma beat, today's print was "only" 3 sigma higher than estimates. Needless to say, two multiple sigma beats in a row used to only happen in the USSR... and now in the US, apparently.

Before we go any further, a quick note on what last month we said was "the most ridiculous jobs report in recent history": it appears the BLS read our comments and decided to stop beclowing itself. It did that by slashing last month's ridiculous print by over a third, and revising what was originally reported as a massive 353K beat to just 229K,  a 124K revision, which was the biggest one-month negative revision in two years!

Of course, that does not mean that this month's jobs print won't be revised lower: it will be, and not just that month but every other month until the November election because that's the only tool left in the Biden admin's box: pretend the economic and jobs are strong, then revise them sharply lower the next month, something we pointed out first last summer and which has not failed to disappoint once.

To be fair, not every aspect of the jobs report was stellar (after all, the BLS had to give it some vague credibility). Take the unemployment rate, after flatlining between 3.4% and 3.8% for two years - and thus denying expectations from Sahm's Rule that a recession may have already started - in February the unemployment rate unexpectedly jumped to 3.9%, the highest since February 2022 (with Black unemployment spiking by 0.3% to 5.6%, an indicator which the Biden admin will quickly slam as widespread economic racism or something).

And then there were average hourly earnings, which after surging 0.6% MoM in January (since revised to 0.5%) and spooking markets that wage growth is so hot, the Fed will have no choice but to delay cuts, in February the number tumbled to just 0.1%, the lowest in two years...

... for one simple reason: last month's average wage surge had nothing to do with actual wages, and everything to do with the BLS estimate of hours worked (which is the denominator in the average wage calculation) which last month tumbled to just 34.1 (we were led to believe) the lowest since the covid pandemic...

... but has since been revised higher while the February print rose even more, to 34.3, hence why the latest average wage data was once again a product not of wages going up, but of how long Americans worked in any weekly period, in this case higher from 34.1 to 34.3, an increase which has a major impact on the average calculation.

While the above data points were examples of some latent weakness in the latest report, perhaps meant to give it a sheen of veracity, it was everything else in the report that was a problem starting with the BLS's latest choice of seasonal adjustments (after last month's wholesale revision), which have gone from merely laughable to full clownshow, as the following comparison between the monthly change in BLS and ADP payrolls shows. The trend is clear: the Biden admin numbers are now clearly rising even as the impartial ADP (which directly logs employment numbers at the company level and is far more accurate), shows an accelerating slowdown.

But it's more than just the Biden admin hanging its "success" on seasonal adjustments: when one digs deeper inside the jobs report, all sorts of ugly things emerge... such as the growing unprecedented divergence between the Establishment (payrolls) survey and much more accurate Household (actual employment) survey. To wit, while in January the BLS claims 275K payrolls were added, the Household survey found that the number of actually employed workers dropped for the third straight month (and 4 in the past 5), this time by 184K (from 161.152K to 160.968K).

This means that while the Payrolls series hits new all time highs every month since December 2020 (when according to the BLS the US had its last month of payrolls losses), the level of Employment has not budged in the past year. Worse, as shown in the chart below, such a gaping divergence has opened between the two series in the past 4 years, that the number of Employed workers would need to soar by 9 million (!) to catch up to what Payrolls claims is the employment situation.

There's more: shifting from a quantitative to a qualitative assessment, reveals just how ugly the composition of "new jobs" has been. Consider this: the BLS reports that in February 2024, the US had 132.9 million full-time jobs and 27.9 million part-time jobs. Well, that's great... until you look back one year and find that in February 2023 the US had 133.2 million full-time jobs, or more than it does one year later! And yes, all the job growth since then has been in part-time jobs, which have increased by 921K since February 2023 (from 27.020 million to 27.941 million).

Here is a summary of the labor composition in the past year: all the new jobs have been part-time jobs!

But wait there's even more, because now that the primary season is over and we enter the heart of election season and political talking points will be thrown around left and right, especially in the context of the immigration crisis created intentionally by the Biden administration which is hoping to import millions of new Democratic voters (maybe the US can hold the presidential election in Honduras or Guatemala, after all it is their citizens that will be illegally casting the key votes in November), what we find is that in February, the number of native-born workers tumbled again, sliding by a massive 560K to just 129.807 million. Add to this the December data, and we get a near-record 2.4 million plunge in native-born workers in just the past 3 months (only the covid crash was worse)!

The offset? A record 1.2 million foreign-born (read immigrants, both legal and illegal but mostly illegal) workers added in February!

Said otherwise, not only has all job creation in the past 6 years has been exclusively for foreign-born workers...

Source: St Louis Fed FRED Native Born and Foreign Born

... but there has been zero job-creation for native born workers since June 2018!

This is a huge issue - especially at a time of an illegal alien flood at the southwest border...

... and is about to become a huge political scandal, because once the inevitable recession finally hits, there will be millions of furious unemployed Americans demanding a more accurate explanation for what happened - i.e., the illegal immigration floodgates that were opened by the Biden admin.

Which is also why Biden's handlers will do everything in their power to insure there is no official recession before November... and why after the election is over, all economic hell will finally break loose. Until then, however, expect the jobs numbers to get even more ridiculous.

Tyler Durden Fri, 03/08/2024 - 13:30

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