How to Vet & Manage Women Like a CEO (Create Your Code of Operation!)
Short Summary:
This YouTube video, hosted by Y and D, presents a system for vetting and managing romantic relationships using a business model analogy. The core concept is to create a "Code of Operation" (COO) to structure dating, defining relationship goals (mission statement), outlining what the speaker provides (CEO package), establishing entry-level requirements (job application), detailing job role expectations (employee handbook), and outlining performance reviews and termination protocols (performance management). Specific relationship categories are defined: casual F-buddy, girlfriend, and wife/life partner, each with different expectations and levels of investment. The speaker draws on his experience in business management and recruiting to illustrate the principles. The implications are improved relationship success, reduced stress, and increased efficiency in finding compatible partners. The video details a step-by-step process for creating and implementing the COO.
Detailed Summary:
The video is structured around five main steps for creating a "Code of Operation" for managing relationships:
1. Outline Your Relationship Goal (Mission Statement): The speaker emphasizes that dating isn't a game but requires structure and mutual understanding. He introduces three main relationship categories: casual F-buddy (minimal investment, primarily sexual), girlfriend (emotional support, loyalty, added value), and wife/life partner (long-term commitment, shared values, family). He uses the analogy of a company's organizational structure (assembly line worker to CEO) to illustrate the different roles women can play in a man's life, stressing that success in one category doesn't guarantee success in another. The key takeaway is clearly defining your relationship goals to guide your choices.
2. Know What You Provide (CEO Package): This section focuses on identifying the benefits a woman receives from the relationship. The speaker emphasizes that relationships are a give-and-take, and women cooperate because they see a benefit. He provides examples of what he offers in each relationship category, ranging from sexual satisfaction in an F-buddy relationship to emotional support, financial provision, and a shared vision in a marriage. The speaker stresses the importance of clarity and consistency in what is offered to avoid misunderstandings and resentment.
3. Entry-Level Requirements (Job Application): This section discusses the "interview" process (dating) and the essential traits a woman must possess to be considered. "Must-have" traits include sexual compliance (tested through opportunities for sexual interaction), reliability (punctuality, no flakiness), positive attitude, self-sufficiency, and the absence of major red flags (baby daddy drama, toxic exes, etc.). The speaker emphasizes the importance of recognizing and acting on red flags early on. He cautions against overly formal "interrogation" during dates, advocating for integrating vetting questions naturally into conversation.
4. Job Role Expectations (Employee Handbook): This section details the responsibilities and expectations for each relationship category. For F-buddies, it's primarily sexual availability with minimal drama. Girlfriends contribute emotional support, loyalty, and may share household responsibilities. Wives take on a broader role, including homemaking, family planning, and potentially business support. The speaker stresses the importance of clearly defined roles and consistent provision to maintain a balanced relationship.
5. Performance Reviews, Promotion, and Timelines (Performance Management): This section outlines a timeline for evaluating relationships and making decisions about promotion or termination. He suggests a trial period (0-3 months) for vetting basic compatibility, followed by periods of increasing commitment and responsibility (3-6 months, 6-12 months). He emphasizes the importance of consistency and aligning a woman's role with her demonstrated capabilities. Termination is justified by failure to meet expectations, including flakiness, resistance, and uncooperative behavior. The speaker stresses that promotions should be based on merit and not driven by emotions or loneliness. He uses the analogy of promoting employees within a company to illustrate this point. The speaker concludes by reiterating the importance of treating relationships strategically and with a clear vision.
The video is delivered in a casual, engaging style, interspersed with personal anecdotes and humor, but the underlying message is serious and emphasizes self-awareness, clear communication, and strategic planning in relationships. The speaker frequently uses strong language and assertive statements to emphasize his points. He repeatedly stresses the importance of self-respect, setting boundaries, and avoiding a "simp" mentality.