Ex-Amazon VP Evans Ties Overnight Firings to Leaks and Corporate Risk

Ryan Peterman

Companies execute immediate workplace dismissals instead of standard performance cycles only when employee actions like data leaks or severe misconduct expose the firm to acute enterprise risk.

AI-assisted summary of Amazon VP: How Sudden HR Firings Happen | Ethan Evans — original source. Check the original for full context.

Source published: 2026-10-15

Key ideas

Sudden workplace 'disappearances' over a single weekend are driven by acute corporate risk exposure—such as IP leaks, theft, or severe misconduct—rather than routine performance issues. (0:00)
Unauthorized leaking of internal memos and competitive intelligence creates traceable digital footprints that routinely trigger same-day dismissals. (0:00)
Management sometimes distinguishes extreme naivety from malice, as demonstrated when an employee brought a real firearm collection to the office for 3D modeling and was spared termination. (2:05)
Irrational and boundary-crossing personal behavior, such as severe stalking disguised as romantic gestures, leads to instant termination accompanied by security-enforced restraining orders. (2:05)

Detailed notes

## Background Published on YouTube by Ryan Peterman on October 14, 2026, this video features former Amazon Vice President Ethan Evans. The page description notes that Peterman asks Evans about common corporate politics situations that become increasingly darker as the conversation unfolds.

## TL;DR Host Ryan Peterman and former Amazon VP Ethan Evans explore why employees sometimes abruptly vanish from the workplace overnight, contrasting transparent performance management with swift HR dismissals. Evans explains that immediate terminations are almost always sparked by severe risk to the company, such as unauthorized press leaks, intellectual property violations, or severe misconduct. He illustrates the bizarre and unfathomable side of workplace terminations through real-world examples, including an artist bringing real firearms to his desk as modeling references and an obsessive janitor leaving human waste beneath a manager's workspace.

## Atmosphere & style The discussion carries a relaxed, conversational tone between tech insiders that quickly pivots into jaw-dropping, surreal territory. Evans speaks with the calm, matter-of-fact pragmatism of a seasoned executive, creating an engaging contrast with the bizarre and unsettling incidents he narrates. The dialogue feels like listening in on confidential, behind-closed-doors corporate war stories that blend dry humor with genuine disbelief.

## Bulletin - [00:00](https://www.youtube.com/watch?v=reetQbEVR3M&t=0s) Sudden workplace 'disappearances' over a single weekend are driven by acute corporate risk exposure—such as IP leaks, theft, or severe misconduct—rather than routine performance issues. - [00:00](https://www.youtube.com/watch?v=reetQbEVR3M&t=0s) Unauthorized leaking of internal memos and competitive intelligence creates traceable digital footprints that routinely trigger same-day dismissals. - [02:05](https://www.youtube.com/watch?v=reetQbEVR3M&t=125s) Management sometimes distinguishes extreme naivety from malice, as demonstrated when an employee brought a real firearm collection to the office for 3D modeling and was spared termination. - [02:05](https://www.youtube.com/watch?v=reetQbEVR3M&t=125s) Irrational and boundary-crossing personal behavior, such as severe stalking disguised as romantic gestures, leads to instant termination accompanied by security-enforced restraining orders.

## Key takeaways - [00:00](https://www.youtube.com/watch?v=reetQbEVR3M&t=0s) Routine performance management is typically visible to team members over time, whereas abrupt departures signify emergency HR interventions. - [00:00](https://www.youtube.com/watch?v=reetQbEVR3M&t=0s) Immediate firings occur when an employee's actions introduce critical legal, reputational, or security risks to the company. - [00:00](https://www.youtube.com/watch?v=reetQbEVR3M&t=0s) Standard triggers for immediate removal include racism, embezzlement, theft, sexual harassment, and intellectual property breaches. - [00:00](https://www.youtube.com/watch?v=reetQbEVR3M&t=0s) Internal IT logging allows enterprise security to rapidly trace leaked memos and proprietary communications directly back to the source employee. - [00:00](https://www.youtube.com/watch?v=reetQbEVR3M&t=0s) Leaking confidential corporate intelligence resulted in on-the-spot terminations multiple times throughout Evans's executive career. - [02:05](https://www.youtube.com/watch?v=reetQbEVR3M&t=125s) Certain potential firing incidents stem from sheer employee thoughtlessness rather than violent or destructive intent. - [02:05](https://www.youtube.com/watch?v=reetQbEVR3M&t=125s) Leadership can exercise discretion when an infraction is born of extreme naivety, though summary termination remains a standard option in severe policy violations. - [02:05](https://www.youtube.com/watch?v=reetQbEVR3M&t=125s) Tech workplace culture and perks can occasionally obscure bizarre incidents, such as confusing human waste with pet accidents in dog-friendly offices. - [02:05](https://www.youtube.com/watch?v=reetQbEVR3M&t=125s) Security teams coordinate rapid dismissals and legal restraining orders when workplace conduct crosses into harassment or stalking. - [02:05](https://www.youtube.com/watch?v=reetQbEVR3M&t=125s) Sudden employee absences without explanation are generally the result of extreme behind-the-scenes scandals rather than standard organizational restructuring.

## Detailed walkthrough ### [00:00](https://www.youtube.com/watch?v=reetQbEVR3M&t=0s) Sudden Workplace Disappearances vs. Performance Management

Ryan Peterman opens the discussion by contrasting two ways employees leave a company. Drawing from his time as a software engineer at Meta, he notes that when someone was underperforming and managed out, the situation was generally obvious to colleagues even if leadership said nothing explicitly. However, there were perplexing instances where a colleague would be present on Friday and completely gone by Monday morning, leaving no clear trail or explanation. Since performance was clearly not the issue in several of these cases, it created the eerie feeling of a secretive HR intervention behind closed doors. Peterman asks former Amazon Vice President Ethan Evans what actually occurs within HR when an employee vanishes overnight without warning.

```mermaid flowchart TD accTitle: Corporate Departures Contrast accDescr: Diagram showing the difference between routine performance management and sudden HR removals. subgraph Routine["Standard Path"] A["Underperformance"] --> B["Managed Out Over Time"] B --> C["Visible/Understood by Peers"] end subgraph Sudden["Sudden Risk Removal"] D["Serious Misconduct / Severe Risk"] --> E["Swift HR Investigation"] E --> F["Immediate Dismissal / 'Disappearance'"] end ```

Evans explains that these abrupt disappearances are almost always triggered by actions that directly expose the company to serious risk. While garden-variety firings take time, severe violations require immediate intervention. As Evans puts it: “A lot of those so-called disappearances they're the case where someone did something frankly that put the company at some kind of risk.” In addition to standard severe infractions like racism, theft, embezzlement, or sexual harassment, Evans emphasizes that corporate risk often stems from intellectual property breaches and information leaks.

- Common severe drivers of sudden firings include racism, theft, embezzlement, and sexual harassment. - Leaks and unauthorized disclosure of competitive intelligence trigger immediate tracking and termination rather than protracted performance cycles. - Evans recalls an incident where an employee with strong personal political convictions objected to a company initiative and leaked an internal memo to the press; IT systems tracked the digital paper trail straight back to them, leading to their immediate dismissal. - Evans noted that over his executive career, he saw several employees fired on the spot specifically for leaking proprietary information.

---

[02:05](https://www.youtube.com/watch?v=reetQbEVR3M&t=125s) Bizarre Office Incidents: Guns as Models and Unfathomable Behavior

Beyond malicious behavior, Evans shares that sudden terminations—or near-terminations—often stem from sheer, baffling thoughtlessness. While running a video game division producing violent shooter games, an artist brought his personal, real firearm collection into the California office and spread the weapons across his desk to use as visual reference models for in-game design. Colleagues walked in to find a desk covered in real firearms. Recognizing that the employee was genuinely naive rather than violent, management chose not to fire him immediately: “We figured out like, okay, there's a difference between thoughtless and actually planning on murdering your teammates.” He was told to pack up the collection, take it home, and never bring weapons in again, though Evans admits that dismissing him on the spot would have drawn no objections.

Evans then recounts a far darker, stranger incident that greeted him upon returning to Amazon from a business trip. His female executive assistant and a female manager met him at his office door with grave expressions, instantly setting off managerial alarm bells in a heavily male-dominated tech environment. The issue, however, defied expectations: the manager had found feces underneath her desk. While Amazon's dog-friendly office policy led her to assume a pet had made a mess, the arriving maintenance worker immediately clarified that it was human feces.

Building security stepped in and questioned the manager about whether anyone had shown unusual attention toward her. She recalled that a specific janitor had been lingering around her workspace. When confronted by security, the janitor confessed, revealing that leaving human waste beneath her desk was his distorted way of expressing romantic affection. The janitor was summarily fired and served with an immediate restraining order barring him from entering the building or contacting the employee. Reflecting on these extreme scenarios, Evans explains: “You wonder what were they thinking, and the answer is they weren't thinking in a normal way.” Whether through calculated ethical violations or utterly irrational personal conduct, these behind-the-scenes scandals are the true explanation for why employees suddenly vanish without a word.

## Notable quotes > [00:00](https://www.youtube.com/watch?v=reetQbEVR3M&t=0s) A lot of those so-called disappearances they're the case where someone did something frankly that put the company at some kind of risk. — Ethan Evans

## Mentioned Amazon, Ethan Evans, Meta, Ryan Peterman

## Video description In this episode, I asked Ethan Evans (ex-Amazon VP) question about common situations in corporate politics but they get increasingly darker.

Watch the full conversation: https://www.youtube.com/watch?v=KhjhRRz3VJw

[Source](https://www.youtube.com/watch?v=reetQbEVR3M)

中文简报

亚马逊前副总裁埃文斯揭秘：连夜解雇员工源于泄密与企业风险只有当员工的泄密或严重不当行为使公司面临剧烈的企业风险时，公司才会采取立即解雇措施，而非走标准的绩效考核流程。主持人Ryan Peterman与亚马逊前副总裁Ethan Evans探讨了员工为何有时会在一夜之间突然从职场“消失”，并对比了透明的绩效管理与HR迅速解雇的差异。Evans解释称，即刻解雇几乎总是由公司面临的严重风险所引发，例如未经授权向媒体泄密、侵犯知识产权或严重不当行为。他还通过现实生活中的例子说明了职场解雇中荒诞且令人匪夷所思的一面，包括一名美术设计人员将真枪带到工位作为建模参考，以及一名有偏执倾向的保洁人员在经理的办公桌下留下人类排泄物。一个周末之间发生的员工突然“消失”，是由知识产权泄露、盗窃或严重不当行为等剧烈的企业风险敞口驱动的，而非日常绩效问题。 (0:00) 未经授权泄露内部备忘录和竞争情报会留下可追踪的数字足迹，通常会直接导致当天被解雇。 (0:00) 管理层有时会将极度天真与恶意区分开来，例如一名员工将真枪收藏带到办公室进行3D建模，最终免于被解雇。 (2:05) 非理性且越界的人际行为，例如伪装成浪漫示好的严重跟踪骚扰，会导致员工被立即解雇并由安保人员执行限制令。 (2:05)

Detailed notes — zh

## Background 该视频由 Ryan Peterman 于 2026 年 10 月 14 日发布在 YouTube 频道上。视频中 Ryan 采访了前亚马逊副总裁 Ethan Evans，探讨了职场政治与大厂背后那些走向愈发离奇黑暗的突发 HR 开除内幕。 ## TL;DR 节目揭秘了大厂员工为何会毫无预警地在周一“人间蒸发”，指出这种秘密解雇往往由性骚扰、贪腐或对外泄密等触犯公司安全与法律红线的行为触发，且企业 IT 系统能轻易追踪到匿名泄密者。除恶意违规外，Ethan Evans 还分享了由于员工极度缺乏常识而引发的离奇闹剧，例如游戏美术师为寻找建模灵感把整桌真枪带到工位摆放，或是保洁员为了追求女性主管竟在对方工位留下排泄物的荒诞事件。最终，那些超出正常人类思维或威胁公司安全的行为，都会促成管理层与 HR 极为迅速、坚决的清理行动。 ## Atmosphere & style 对谈整体兼具职场内幕的揭秘感与近乎荒诞的黑色幽默，主客之间互动自然且充满探究欲。从起初严肃剖析大厂合规审查与 IT 监控的冰冷残酷，到随后转入带真枪上班、离奇求爱等不可理喻的真实奇葩事件，叙事节奏跌宕起伏。整场对话既让听众对大厂背后的高压红线产生敬畏，又在离奇闹剧的讲述中充满了匪夷所思的戏剧张力与荒谬感。 ## Bulletin - [00:00](https://www.youtube.com/watch?v=reetQbEVR3M&t=0s) 大厂员工无预警突然“人间蒸发”通常非关绩效淘汰，而是触犯了将公司置于法律或安全风险中的严重合规红线。 - [00:00](https://www.youtube.com/watch?v=reetQbEVR3M&t=0s) 向媒体泄密是导致闪电开除的高发诱因，多数员工严重低估了企业内部 IT 系统的数字化日志与权限追踪能力。 - [02:04](https://www.youtube.com/watch?v=reetQbEVR3M&t=124s) 除恶意违规外，脱离常识的严重荒谬行为（如携真枪进办公室或变态求爱）同样会触发 HR 紧急介入与即刻清退。 ## Key takeaways - [00:00](https://www.youtube.com/watch?v=reetQbEVR3M&t=0s) 绩效不佳与合规违规的清退流程截然不同：前者有迹可循且过程渐进，后者则会触发极度保密的突然解雇。 - [00:00](https://www.youtube.com/watch?v=reetQbEVR3M&t=0s) 导致员工即刻解雇的核心触发点在于行为是否将公司置于法律、公关或人身安全风险之中。 - [00:00](https://www.youtube.com/watch?v=reetQbEVR3M&t=0s) 恶性人际行为与经济犯罪是突发清退的典型红线，涵盖性骚扰、种族歧视、偷盗及挪用公款。 - [00:00](https://www.youtube.com/watch?v=reetQbEVR3M&t=0s) 员工因不满公司政治立场而向媒体泄露内部备忘录，往往会被企业 IT 追溯系统迅速锁定并立即开除。 - [00:00](https://www.youtube.com/watch?v=reetQbEVR3M&t=0s) 员工对自身数字足迹的隐蔽性存在普遍误判，大厂日志追踪能轻易突破“匿名泄密”的假象。 - [02:04](https://www.youtube.com/watch?v=reetQbEVR3M&t=124s) 部分导致解雇的离奇事件并非出于蓄意作恶，而是源于员工缺乏职场常识与安全意识的纯粹愚蠢。 - [02:04](https://www.youtube.com/watch?v=reetQbEVR3M&t=124s) 在特定极端情境下，管理层会裁量区分行为性质，判断其究竟属于“无知盲目”还是“恶意暴力威胁”。 - [02:04](https://www.youtube.com/watch?v=reetQbEVR3M&t=124s) 脱离正常人思维逻辑的极端违规行为（如办公室骚扰），会直接导致开除、报警及申请限制令等法律手段。 ## Detailed walkthrough ### [00:00](https://www.youtube.com/watch?v=reetQbEVR3M&t=0s) 职场中的“离奇人间蒸发”与企业风险底线 Ryan Peterman 回忆起自己在 Meta 担任软件工程师时的经历：当团队中有员工绩效不佳被逐步淘汰（managed out）时，即便大家心照不宣，过程也相对透明。然而，有时却会出现极为诡异的情况——某位同事周五还在正常上班，周一就彻底消失了，没有留下任何迹象或解释。当时作为基层工程师，他知道这绝非绩效问题，而更像是一场高度保密的 HR 紧急行动。面对这一现象，前亚马逊副总裁 Ethan Evans 从高管视角落下了定论：“Well, I mean, a lot of those so-called disappearances they're the case where someone did something frankly that put the company at some kind of risk.” Ethan Evans 指出，这类瞬间蒸发往往与恶性违规行为直接挂钩，包括种族歧视、偷盗、挪用公款和性骚扰。除了这些道德败坏的问题，还有一类极为普遍却常被普通员工忽视的解雇红线：信息泄密与共享竞对敏感信息。他分享了一个真实案例：某位员工对某个政治议题抱有强烈个人立场，由于对公司在该议题上的举措极度不满，便暗中将一份内部备忘录泄露给了媒体记者。但该员工低估了公司的内部 IT 追踪能力，在系统里留下了清晰的数字痕迹。新闻一经报道，公司迅速沿线锁定了泄密者并当即开除。Ethan Evans 坦言，在自己的职业生涯中，曾亲眼目睹多名员工因对外泄密而被火速清理。 ```mermaid flowchart LR accTitle: HR紧急解雇触发机制 accDescr: 展示两类导致员工被立即开除的风险行为路径 subgraph GrossViolations["恶意与合规红线"] A["道德/人际败坏行为 (性骚扰、种族歧视)"] B["违法与财务侵占 (盗窃、挪用公款)"] end subgraph InfoRisk["信息安全与保密"] C["不满公司立场 对外泄露内部备忘录"] D["IT 系统追踪数字足迹 锁定泄密证据"] C --> D end GrossViolations --> E["触发公司安全/法律红线"] D --> E E --> F["HR 秘密介入 员工周一突然蒸发"] ``` - 绩效淘汰与突发解雇的区别：绩效问题通常有迹可循且存在过渡期，而涉及公司合规或安全的事件则会导致员工在没有任何公开预警的情况下被立时移除。 - 泄密者的盲区：许多员工以为通过匿名方式联系媒体就不会被发现，但大厂完备的 IT 审查系统能轻而易举顺着日志与权限痕迹抓出源头。 --- ### [02:04](https://www.youtube.com/watch?v=reetQbEVR3M&t=124s) 极度荒谬的办公室事件：真枪军火与离奇求爱职场中除了蓄意作恶，还有许多令人匪夷所思的“纯粹愚蠢”行为。Ethan Evans 讲述了自己过去负责射击游戏团队时发生的一幕：团队中一位负责美术的设计师为了寻找新武器的建模灵感，某天竟然将自己收藏的全部真实枪械带到了公司，并大喇喇地摊开摆满了整个工位。进入办公室的同事们被眼前的满桌真枪吓得目瞪口呆。Ethan Evans 解释道，这位员工在主观上极其单纯，完全没意识到在加州的办公楼里摆满真枪会对他人造成何等巨大的恐慌。管理层最终判定他“只是缺心眼，而非真正打算谋杀队友”，因此仅责令他收拾所有武器立刻回家，并严肃警告绝不许再犯。但他直言，如果当时公司直接选择开除，也绝不会有任何人提出异议。如果说带枪上班属于缺乏常识，另一起事件则彻底击穿了职场认知底线。一次 Ethan Evans 出差回办公室，刚进门就被自己的女性执行助理（EA）和另一位女性团队主管拦下，神情极其严峻。在男性主导的亚马逊技术团队中，两位女性骨干如此正式地汇报突发事件，让 Ethan Evans 的管理者警报瞬间拉满。然而，事情的真相却极其诡异：亚马逊允许带狗上班，该女性主管早上在工位下发现了一堆排泄物，起初以为是宠物狗失误便叫保洁处理；但保洁工抵达后明确指出那绝不是狗的排泄物，而是人类粪便。安保团队介入后展开排查，询问当事人近期是否有异常人员对其展现出不寻常的关注。该主管回忆起一名保洁人员平时的异样搭讪。安保人员随即对该名保洁进行盘问，对方不仅全盘招认，还表示这竟是他表达爱意和吸引该女性注意的独特方式。面对这类不可理喻的荒诞闹剧，Ethan Evans 总结道：“You wonder what were they thinking, and the answer is they weren't thinking in a normal way.” 这名保洁人员随即被当场解雇，并被下达了限制令（restraining order），被永久禁止靠近大楼及该女员工。 - 荒唐案例的两种性质：员工突然消失的原因，既包括目的明确的蓄意违规（如偷盗、泄密），也包含思维异于常人、无法用正常逻辑理解的离奇行为。 - 管理者的裁量权边界：办公室携枪事件未被开除是因为管理层准确区分了“毫无安全意识的愚蠢”与“恶意的暴力威胁”，但在多数公司，此类行为足以瞬间断送职业生涯。 ## Notable quotes > [00:00](https://www.youtube.com/watch?v=reetQbEVR3M&t=0s) a lot of those so-called disappearances they're the case where someone did something frankly that put the company at some kind of risk. — Ethan Evans ## Mentioned Ethan Evans, Ryan Peterman, Meta, Amazon ## Video description In this episode, I asked Ethan Evans (ex-Amazon VP) question about common situations in corporate politics but they get increasingly darker. Watch the full conversation: https://www.youtube.com/watch?v=KhjhRRz3VJw [Source](https://www.youtube.com/watch?v=reetQbEVR3M)

Source quotes

[0:00] Ethan Evans: a lot of those so-called disappearances they're the case where someone did something frankly that put the company at some kind of risk.

Source quotes

[0:00] Ethan Evans: A lot of those so-called disappearances they're the case where someone did something frankly that put the company at some kind of risk.

Original transcript

[0:00] When I was working at Meta, when [0:02] someone's underperforming and then they [0:04] get managed out, it's it's more clear [0:06] even if no one says anything. [0:08] But there were cases where someone came [0:11] to work on Friday and then on Monday [0:13] they were gone and there was no clear [0:16] evidence of why they would disappear. [0:18] So, in those cases it felt like there [0:21] was some secret HR thing that had [0:24] happened. And at the time I was just a [0:27] software engineer [0:29] and I just thought, "Okay, I don't know [0:30] what just happened to that person, but [0:32] they're gone and it was not performance [0:34] cuz I had worked with them." [0:36] And as a VP I imagine you you knew a lot [0:39] of the things that happened and so in [0:41] those cases where people just disappear [0:43] suddenly, [0:44] what what is it that goes on behind the [0:46] scenes at the HR [0:48] team? [0:49] >> Well, [0:51] I mean, a lot of those so-called [0:52] disappearances [0:55] they're the case where someone did [0:56] something [0:57] frankly that put the company at some [0:59] kind of risk. [1:00] So, [1:01] they're usually the bad things. [1:04] Racism, theft, embezzlement, sexual [1:07] harassment. I will tell a story. I know [1:10] someone, they had a strong political [1:12] opinion on a topic and the company was [1:14] doing something they saw as inconsistent [1:16] with that and they leaked an internal [1:19] memo to a reporter and then they got [1:22] caught. Uh they didn't think enough [1:24] about how the company's IT systems [1:26] worked and they left a paper trail and [1:28] after the news report came out that [1:30] obviously the reporter had had [1:33] access to information, [1:35] um you know, the company tracked it back [1:37] down [1:39] to them [1:40] and they were gone. [1:43] I actually, now that I think about it, I [1:45] saw several people fired for leaks. [1:49] So, a case that you might not think of [1:52] that gets people broomed that isn't like [1:55] interpersonally gross like a sexual [1:58] harassment thing is stuff like that. [2:00] Leaks, sharing competitive information, [2:03] sometimes they're just dumb. [2:05] Another story I tell, we didn't end up [2:07] firing this guy, but we very easily [2:09] could have and no one would have [2:10] blinked. [2:11] At one point I ran a video game team and [2:13] that team made violent shooter games. [2:16] One of our artists one day brought in [2:18] his actual real firearm collection, [2:21] spread it all over his desk, and like [2:23] when other people walked in his desk was [2:25] covered with guns, [2:27] he was totally innocent. He was making [2:29] up new weapons and he wanted his guns as [2:31] models and inspiration and it never [2:33] clicked with him like how having a desk [2:35] full of guns in a California office [2:38] might like wig some people out. [2:41] Now, if we'd have just been like [2:43] guns in the office, done. [2:46] Nobody would have said a thing. [2:48] We figured out like, okay, there's a [2:50] difference between thoughtless and [2:52] actually planning on murdering your [2:53] teammates. [2:55] So, [2:56] we're just going to send you home with [2:58] all your stuff and tell you please never [2:59] do that again. [3:01] But that could have been like gone. So, [3:04] people make the dumbest [3:07] The stuff that happens, [3:09] you would never believe. [3:12] One time I had uh I came back to my [3:14] office from a business trip to visit [3:16] another office, [3:17] my female executive assistant and one of [3:20] my female employees greeted me at the [3:22] office door and said, "We got to tell [3:25] you what happened while you were gone." [3:27] And like every alarm bell for a manager [3:29] at this point is going off. It's where [3:32] you know, it's Amazon, so it's mostly [3:34] male. I have a female leader and my EA [3:37] who are both women saying they have to [3:39] tell me what happened. I know it's going [3:41] to be bad. [3:42] Well, what had actually happened was so [3:44] unbelievable. [3:46] What had happened was my employee came [3:50] in, the the leader, and found a pile We [3:53] had dogs in our office. We had pet [3:55] policy, right? You could have dogs. She [3:56] found a pile of poo under her desk, and [3:58] she's like, "Ew, gross." So, she calls, [4:01] you know, the building maintenance, [4:02] like, "Uh dog had an accident." The [4:04] woman gets there to clean it up and [4:06] says, "Mhm, this is not dog poo." So, [4:09] they call security, like, [4:11] "It's human poo poo under the desk." [4:14] And so, security's pretty smart. They [4:16] ask her, like, [4:17] "Has anybody been showing unusual [4:19] attention in you, you know, blah blah [4:21] blah?" [4:22] And she's like, "Well, you know, now [4:25] that you mention it, there's this one [4:27] janitor, and he seems to hang out and [4:29] whatever." So, they go grab this [4:30] janitor, [4:31] and they quiz him, like security does. [4:33] Well, he cops to it. [4:36] And this was his way of like showing [4:39] Obviously, he was not [4:41] normal the way we did it. It's his way [4:43] of showing interest was he had [4:46] But, when I say you wouldn't believe [4:50] what goes on. Of course, he was fired [4:51] and given a restraining order to go with [4:53] it. Like, you can't come near the [4:55] building again or her. [4:58] But, [4:59] when I say you wouldn't believe, cuz [5:01] when I tell these stories, people [5:03] bringing guns in, like, "Oh, yeah, it'll [5:04] be fine if I just spread them out all [5:06] over my cube." [5:08] Or I'm going to like show my affection [5:11] or interest by [5:14] You wonder what were they thinking, and [5:15] the answer is they weren't thinking in a [5:17] normal way. [5:19] People both do things that are [5:20] unethical, and they're very intentional, [5:22] but they also do some stuff that later [5:24] you're just like, "Wow." [5:26] So, [5:28] that's where those people disappear.