text: People have been asking me to post my technique for accurizing the Mosin-Nagant, with pictures. Here she is! The first thing you want to do is smooth the barrel channel using an appropriate sized dowel rod or socket from a ratchet wrench, wrapped in 320 or so sandpaper. When you are done, you should be able to lay a straight edge along the barrel channel. Lightly oil the cork bedding on both sides. Next, cut cork, lay it in, and lay the barreled action into the stock. Observe whether the barrel lays flat. It may. Now, tighten the front and rear screws to about 50in-lbs. The barrel will probably raise the muzzle quite a bit. Bring lots of ammo and tools to the range. This takes a lot to get right. Start placing cork material in the front and rear. You want the barrel to lay as flat as possible when the action screws are tightened. On mine, I could not get the barrel to lay perfectly flat, as there is an as-yet undiscovered pressure point someplace in front of the front action screw. It raises just a little bit. I used business card stock on the top handguard. Oil it well. This is not necessarily a bad thing though. It provides an opportunity to add another known pressure point. Move the front sling mounting point back! And this is critical: You have made the barrel bed and handguard one with the barrel. You have a heavy barrel now, for lack of a better term. It's bad for harmonics when you attach anything to the barrel, so move the sling back, especially if you are like me and use the sling to shoot! The Finns did something similar to this, and a lot of the time they would cut off the lower handguard. and let it just be on the barrel. This helped with any warpage due to temp extremes and they didn't have to be as precise with their shimming. However, I like the one rigid stock, even if it takes a bit more work. I find with this done, I can hold about 1.5MOA, with most rounds in a 0.8MOA cluster -- with surplus ammo. Still working on getting set up to reload. Josh


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Fire Station #24 (now #311) is in Queen Anne Revival or Dutch Flemish style, (depending whom you ask) notably in the use of red brick and the addition of stepped gables on the south and west sides. The vertical stone strips running up the height of the south front of the west wing, are modern, reminiscent perhaps of work associated with followers of Frank Lloyd Wright. Built in 1911, the building was designed by the architect Robert McCallum, who also designed Yorkville library.
Located just off Yonge Street, Balmoral Fire Hall was built in an era when horses pulled hose wagons through its double doors. Still visible along the east wall is a second-storey projecting beam and doorway, where hay was hoisted into a loft for feed. In the rear, a tower (not visible on this photo), capable of drying 50-foot hoses still stands.
The building was designated a National Historic Site of Canada in 1990.
I'm exausted,Goodnight BUT THIS ONE STILL YOUR BIG *STAR PHOTO I LOVE* IT
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Photo taken in Deer Park, Toronto, ON, Canada
Toronto Fire Station 311

subset: commoncrawl


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Pot-roasted lamb shanks
Can anyone refuse slow-cooked lamb shanks served on a bed of creamy mashed potatoes? Didn't think so!
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All nutrition values are per serve.
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Super easy. I did six shanks but couldn't fit all into casserole dish along with TEN tomatoes. Ended up splitting the shanks. I also found the flavor was a little weak. May do again with less shanks and tad more veggies for flavor. - dinner
this is the best lamb shank recipe ever whenever i cook it for friends or family they always love it.
It's a great tasting meal with very little preparation. We loved it.
I have made this several times and it always turns out delicious. I only use 2 lamb shanks and halve all the other ingredients to reduce the amount of sauce. I only had chilli pesto so used that instead. Delicious!
Our fav lamb shank recipe! A bit of work in the prep, but once you put the pan in the oven its so easy!
yum. I just made this in advance for 2 when a girlfriend was coming to spend a monday night at mine. I cooked for about 3hrs the night before (did not open a jar of pesto for this but added a splash of balsamic reduction at the end). I broke up the meat and removed the bone so I just had to reheat and serve with mash the next night. and some sugar snap peas. Oh my.
I used four shanks and added carrot, celery and mushrooms to make up the extra bulk. Smelled delicious in the oven and was perfectly smooth and soft at the end of the 3.5 hours.
So easy - great for having a large group over, as it certainly is large! I would recommend throwing an extra shank or two in there. The sauce is great, I cut the capsicum quite large and chunky (more so than the picture shows) which was lovely. I cooked it up to the point where you take the lid off the night before, then just finished it off for an hour without the lid the night I had guests. Very impressive and will definitely do it again... once I've gone through all the leftovers now in my freezer!
amazing!!! cant beat it 5stars for taste!
I substituted red wine for the white and added Capsican tepinade. Lambshanks fell off the bone and the recipe is very tasty. I also cooked this in the slow cooker! Would recommend this for a dinner party as it presents well on the plate with the different colours, and your guests would be extremely impressed by how tender the meat is.
Extremely easy - just chop, sizzle a bit and then almost forget about it in the oven. I initially made a half quantity which, unlike others have mentioned, resulted in a perfect amount of the sauce. I also made two thirds which was substantially more liquidy but still deiicious. I added mushrooms and preferred the result with proper frenched shanks from the butcher to the non-frenched supermarket ones. Will definitely be cooking again due to taste and ease.
Cooked this in the slow-cooker. Yum. The capsicum set this apart from your usual lamb shank recipe - sometimes you feel you can't make lamb shanks too often because the recipes tend to have similar flavours to each other. This was nicely different and worked very well - and was really tasty!
Hi, I was just wondering how long you cooked in the slow cooker for? Thanks
Love this recipe, could not get lamb shanks (we live in a small town) so used 2 x half leg roasts and cooked in the slow cooker. Next time probably won't use as many tomatoes and havle the liquid but by cooking in the slow cooker the meat was beautiful fell apart it was so tender!! Massive hit at our house!!
Not that happy with this recipe. It was alot of work and the lamb shanks I purchased would not sear on all sides, more just slightly on each corner and I had olive oil spitting up at me in the process! Took 3 hours to cook in the end not including preparation. I love lamb shanks but have had them in much better dishes and unlike previous readers, I found the sauce more bland than tasty so I was quite disappointed in the end. If your looking for a tasty sauce try Apple Pork with Cashews also on this site. I do agree that the quantity of sauce would feed an army (just think of 10 tomatoes alone!) and would halve the size of ingredients for that if you are thinking of making this for a small group.
Was a HUGE hit....Excellent
To make this meal for my dieting husband I baked the lamb shanks in the oven for the first 1 1/2 hours to reduce the fat content. I then continued with the preparation and baked them for 1 hour. I also added mushrooms and fresh tomatoes. Adding potato chunks or chats before baking instead of serving with mashed potatoes makes it easier still. Had to leave the garlic out because most of us are allergic to it - replaced it with fresh basil. Everyone loved it. THANKS TASTE Julie
This recipe is a bit overwhelming for me, especially the massive quantities - I'd prefer instructions in grams and kilos.. Also, I had trouble fitting all of the ingredients into one container., Going to have to put these into separate casserole dishes. Excellent flavour mix though.
This was easy and very tasty. I used my slow cooker, and found I didn't need as much liquid, though what is left we're going to use as a soup today. Easy crowd pleaser especially if you're doing a multi course meal - it sits and cooks while you do everything else you need to get finished in the time frame.
My daughter cooked this for dinner one cold night and it was superb. Highly recommend.
I halved the recipe and cooked it in an electric frypan on the lowest heat for an hour covered, then half an hour uncovered. Very tasty! Boyfriend said he wasn't very hungry but then was asking for more.
I really think that the instructions to cook this recipe in the first instance for 2-1/2 hours could be incorrect! This is the first time that I have ever burnt a recipe. The lid was supposed to come off the casserole dish at the above time and then cook for another hour. Well, when the lid came off, my food was burnt and I am not too happy about it. I tried to save it and I did not cook it again for another hour as the recipe states. Do you think it should have read TOTAL cooking time to be 2-1/2 hours? What I saved tasted very good, but absolutely disappointed that the 98% of it was burnt.
Great! Deserves its 5-star rating. Couldn't find tomato pesto so whizzed sundried tomatoes, oil and cashews in blender.
These lamb shanks were so easy and absolutely delicious - definitely a winter favourite!
This was lovely!! My partner who hates "mushy" food, that is anything that is not meat with salad on the side, loved this dish.
Absolutely Devine
very tasty capsium gave it a sutle peppery flavour popular with whole family easy to cook
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In terms of work/life balance, I'd say it's a mixed bag (in 4 reviews)
People and company culture, snacks, free lunches here and there (in 5 reviews)
Benefits are strictly mediocre compared to other agencies of the same size/standing in the marketplace and work/life balance (in 5 reviews)
Upper management is disconnected with rest of employees (in 4 reviews)
I worked at Rise Interactive as a contractor (Less than a year)
-Great company culture -Fun work environment
-The company is run like a start-up although there are well over 100 employees. -No structure -The human resources department at Rise is horrible. Not only were they disrespectful, but they were unprofessional and disorganized. -Management is lazy, I received no training and was basically ignored for my first month of employment.
Helpful (4)
People and company culture, snacks, free lunches here and there
You have no idea what upper management are up to. They are never around the office and they like to play favorites with their employees. The company is great at presenting itself outwards via fun Facebook pictures, publicity features, etc. etc but the people are not quite that happy to be there. Compensation is lacking and work is routine.
Helpful (20)
I worked at Rise Interactive full-time (More than 10 years)
- Coworkers - Casual atmosphere - Free snacks - Game room, if you're into that kind of thing - Solid training, I suppose, if you're new to the industry - Great downtown location - Beer Friday, but what agency doesn't have that
I'll admit it, when I decided to join Rise I was swayed by all the things listed above. Brand new downtown office, stocked kitchen with a regular fridge and a beer fridge, laid back atmosphere, a good set of coworkers, a chance to get valuable experience in a potentially exciting industry. I thought, eh, it might not pay that well, but maybe I won't completely hate work everyday. Maybe, if I prove my worth and stick around for a little while, I can get all these things and also get paid. Well, that's not exactly how it works at Rise. You see, there are two main issues with the concept above. One, you do hate going to work everyday when you work at Rise. And two, you will never be paid what you are worth. The Executives at Rise (aka the CEO and his buddies) like to convey a few central themes during their numerous company meetings; 1) Rise is kicking ass and taking names and everything is just dandy so no one worry about anything, 2) Everything is awesome because you employees are so awesome and talented and you work great as part of a team and you have so much room for growth within this company so let's stick together and side by side we will win forever, and 3) We know it's a little weird that 3 employees left in the last week but just know we care about you and want what's best for you and you guys are the most important thing in the whole wide company, so if you ever need anything, anything at all, feel free to ask at anytime. The first couple of times you hear this spiel you don't think much of it. You think, "I'm new here. I don't know what's really going on. People look happy. Everything is fine. I'm fine here. Everything is going according to plan." But than it keeps coming and coming and coming, and you think, "Maybe people aren't that happy. Something does seem a little off. All these talented people are leaving. Our clients do kind of suck. I don't really know what the executives do with their time. I'm not making as much as I should. And I'm working way longer hours than I need to." And finally, "Welp, I'm definitely not happy here." Trust me, the words might be different but this happens to almost everyone. Some suck it up and keep working, others start interviewing, while many just quit to get out of there. But in reality, almost everyone who gets hired at an entry-level position goes through this at some point. It's really hard to peg the nucleus of my unpleasant experience at Rise on one thing in particular, but if I had to, if there was one thing that I thought was the root of all things unpleasant about my experience, it would definitely be the executives. Broad, yes, but accurate, also yes. You see, the executives don't really know what they're doing. I'm not going to name names, so I'll treat them all as one, but in reality some are worse than others. I understand it's a start-up, and a lot of things are "learn on the fly" type things, but this group seems particularly bad at learning on the fly. In particular, they can't for the life of them figure out how to make happy employees and retain their talent. They give us everything; game room, free snacks, Keurig, happy hours, beer friday, Christmas gifts. How on earth are the employees unhappy? Do they need 2 iPads each next year? Would another catered lunch do the trick? I'm rambling, so I think it's time I get to the thesis. The executives don't realize it, but they treat us like expendable resources. Sure, they put on this show that each of us is a vital asset to a successful company, but in reality they want to squeeze as much work as possible out of each of us before we inevitably leave and they hire someone new. Give employees a little more stuff, and postpone their breaking point for that much longer. Feed them a little more food, and prolong the façade that everyone at Rise is happy. As long as employee gripe is kept to a minimum, everything is fine (WARNING: when employee gripe isn't kept to a minimum, a completely irrational and ill-advised firing may occur). The executives are so enamored with the idea of high employee morale, that I am sure they frequent glassdoor and monitor every review and are going to try long and hard to figure out who wrote this. They'll certainly have the time for it, because after spending an extended period of time there I still have no clue what they do with their time, what value they bring to the table, or how they are at all qualified for the positions they are in. But bring up any issues you have with the executive team to HR, and they'll thank you for your input and do absolutely nothing at all to change anything. Because, in the end, the executive team is the one making decisions. Long story short, I didn't have a good experience at Rise. I don't see the company going anywhere under current leadership, and I don't see leadership changing anytime soon. If it does, that's a different story, but based on experience, what is going to happen is your frustrations will build as time goes on and on and after a while you will realize you've just wasted A LOT of valuable time. P.S. (for the executives): I know how to improve employee morale. It's really simple. Keep throwing stuff at them if you want, it is appreciated. But MUCH more importantly, make sure your employees feel as if they are being fairly compensated, and get rid of this whole time tracking obsession and 50/hr week standard. There is no better way to drain morale then to underpay and overwork. P.P.S.: I left out a lot of things. Just know that I am extremely happy with my decision to leave Rise, and everyone else I've talked to who has also left has said the exact same thing. tl (1098 words, sorry);dr – Executives are incompetent and without realizing it are creating a morale draining environment.
Advice to Management
- Restructure and bring in more qualified people to lead the company - Actually offer competitive salaries instead of just saying you offer competitive salaries when in reality you do not offer competitive salaries - Set the norm for employees to leave the office at 5 if they are done working for the day, instead of making them feel guilty because other employees still have work to do
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Helpful (2)
I have been working at Rise Interactive full-time (More than a year)
- High energy & fast-paced - They try to keep a fun culture (Ex. the game room -- but employees, except for execs, rarely have time to use it) - Great learning experience and training if you're starting out in internet marketing - The young employees
- Upper management is disconnected with rest of employees - Found some teams frequently worked much later nights than others, but pay was the essentially the same for Internet Marketing Consultants across the board. Very uneven. - Growing pains - The young employees Upper management is unorganized and communication between teams is often cold and abrupt. You'll learn quickly and, for the most part, your coworkers will help you learn. So if this something you're looking for, I would suggest Rise. Rise has plenty of talented people leave for larger agencies or other opportunities; unfortunately, this has become a trend. These talents are trained, tested, and taken through the grinder until they eventually find greener pastures.
Advice to Management
Get to know your employees. Embody your culture. And be genuine about it.
Helpful (6)
I worked at Rise Interactive part-time (Less than a year)
I worked at Rise Interactive as an apprentice. Rise has a great mission statement and a true drive for success. I also admired the time they took to organize the staff's input into the goals and values of the company.
Despite enjoying the relaxed agency style, I was very unhappy most of my time at the company. I was hired as an apprentice, one level down from the position I applied for, but I took the job because I was told that if within 3 months or less, if I was a good fit for the company I'd be offered a full-time salaried position. Along with countless other recent graduates working at the company at that time, I was willing to work long hours with a meager hourly pay to earn my promised place in a few months. Soon, however, I was told I'd need to work even longer hours, but if I impressed them I could be promoted within the next month. I pushed myself even harder, co-leading a new team and managing the responsibilities of an account executive - for example, a client was even calling me on my cell phone at home. After 3 months I tried to plan a meeting to discuss the contributions I'd made and my future role. After several attempts to evade the meeting, we sat down and I was told that the annual budget was not yet set in stone and they could not promote me, but to check back in a week or two. This is how it went for the next several months: every week, stringing me along with empty promises of a salary. I was barely able to pay my rent and student loans, meanwhile working over 50 hours a week so there was barely any time to look for another job. I checked back each week or two, and countless conversations concluded with supervisors confirming that, Yes, I could either be hired or fired the very next day. My coworkers were being fired at a rate of multiple per week (which for a small firm is immense), meanwhile the company brought in interviewee after interviewee to fill new positions for low pay and the same empty promises. The overall assessment among the staff was that everyone was on the chopping block and our replacement was being interviewed nearby. We discussed wanting to warn each new person as they came through the door about what they were getting into. This was a terrible way to work and live, and I finally quit after finding a position at another company with a much better work/life balance. While I gained marketing experience in the process, I am disappointed by the way Rise Interactive takes advantage of recent college graduates for inexpensive labor.
Advice to Management
I hope that things have changed since I worked there, but if not I advise the management to value employees and be more sensitive to their needs. I believe that what makes a company great is its people; their long hours and high blood pressure are the reason your business make a profit. Invest in employees and they'll work harder and stay with the company longer.
Helpful (1)
good working environment, young people
unprofessional interview questions, young people
Helpful (5)
The best aspect of Rise is the people. Intelligent, driven and interesting people come to Rise to work, but after several months realize that there's nowhere to go. The management can be supportive from time to time, and the culture is the best I've worked in.
As much as I appreciated the connections I made at Rise, it was overall a disappointing experience. As one of the longer-term employees to stay at Rise, I saw a lot of talented people come and go, mostly because of lack of good management. I believe that the intentions of the people running Rise are the very best, but I also think that they do not know how to change to keep up with the pace of the company.
Advice to Management
Rise needs a review system for both employees and managers so that everyone can get feedback and also so that managers are aware of the performance (good and not so good) of the employees. As much as I felt that Rise valued my abilities, there were many times where I felt hard work that I did went overlooked. On the flip side, there were never any real opportunities to give anonymous feedback to the managers. The management team also needs to change. I know that this core group of people have been chosen because of dedication and loyalty, but new people need to join the ranks of management in order to grow with the expanding company and bring fresh perspective. I would also like to emphasize that advancement of women in the workplace hasn't seemed terribly important so far, and have heard more than one employee refer to management as the "good old boys club".
Rise has done a great job of bringing in talented young associates. Keeping that talent is the problem.
Inability to grow smart. Management continues to add clients but no increase in the bottom line. Clients that aren't profitable for the company aren't good clients Promotions seem to be based on friendships and family not merit. Have zero trust in my management team. Promises are made but not kept. Everything seems 'shady" regarding the way they handle employees and clients. The "apprentice" program is their way to pay below minimum wage for the hours worked Communication across channels is non existent Management promotes the great culture of the company but the environment is anything but enjoyable. The Spot Bonuses management promotes in company-wide meetings consists of a $50 gift card.
Advice to Management
A Business 101 class may be beneficial.
Helpful (2)
Very ambitious, smart and talented people Great culture within certain teams, mainly client service
Lack of an HR department allows executive management to make questionable and unethical decisions Unable to pay and keep top talent At times, certain executive managers can be unapproachable and judgmental Promotions seem to be weighed by favoritism over actual performance Inconsistencies within team succession planning and disciplinary actions
Advice to Management
-The CEO's lack of presence has started to effect the staff's belief in Rise. -Certain executive staff needs to stop under utilizing and dismissing talented people. -Actions speak louder than words. -Have a more genuine approach to building relationships with new and current employees.
Helpful (3)
The best thing about working at Rise is the training you receive. They prepare you really well for a career in digital marketing with another company, because no one stays at Rise very long, given the low salaries and poor management. Basically, you'll learn a lot in a short period of time, but don't plan on this being a long-term career fit. Oh, and they have pretty good benefits (plenty of vacation time, cheap health insurance, etc)
During the interview process, management will tell you great stories of how they promote from within and people move up quickly because they're growing so fast. They'll tell you about their new office space downtown and Beer Fridays (yes, on Fridays, everyone drinks beer at work in the afternoon) and you will be gulping down the kool-aid. The problem is that for all the talk they talk, they're horrible at communication. Don't expect management to keep you informed of how the business is really doing, where opportunities lie, or what it takes to meet their expectations and move up. One time they promoted a bunch of people after just a few months on the job, and that's the example they continue using to get people to jump on board. If people did, in fact, get promoted quickly, enduring the low salaries would be worth it, but management will give you no indication of how or when such promotions could occur. And don't ask them about it, because when they claim to have an "open door policy" regarding concerns or issues you're dealing with, it's just more talk. They don't care about keeping you happy because they strive to maintain a perpetual stream of applicants that they're willing to train to replace you.
Advice to Management
When people start at Rise, they're excited and love what you tell them about the company. Make it more than just words. Follow up with real action that people can see and be a part of. If you can't back the words up with action, don't say them in the first place (or at least talk to your employees about what's going on and why). False promises/expectations lead to people feeling let down, zaps their motivation, and makes them feel resentful and unhappy. If all you tell your employees is "the company is doing great, we just signed all these new clients!" then it won't make much sense to them when you follow it up with "we can't promote anyone right now or give raises because we don't have the business to justify it." You can turn things around, but it takes real, genuine communication. Set mutual expectations with your employees so both you and they feel they're moving in the right direction. Until then, you'll keep having talented people get training from you and jump ship when another agency approaches them with more money, which you know has been happening time and again.
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I know I'm a noob at this whole racing thing but wow! I accidentally missed my exit and ended up in France so I showed up to my race a little later than planned. I had just enough time to do one lap and register. At the start of the race it felt like my entire body was going to explode. From legs all the way to chest just hurt. After bout 10 min everything settled and I was good but at this point I was already dropped.
Todays lesson....I need to warm up before a race.


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