Master of his heart (Brielle and Max)

Chapter 40

Brielle lingered at the Premier Palace until Friday before returning to her apartment.

In truth, she had expected to be sent back the day she woke up, but Max hadn’t broached the subject. However, when she attempted to flirt with him the previous night, she was swiftly pinned against the massive floor-to-ceiling window.

“You don’t want your hands?” His tone was casual, as if her advances hadn’t affected him. Brielle tried nibbling at his Adam’s apple and noticed his eyes darken, his voice becoming husky. “Does Spencer know you’re such a firecracker in bed?”

She couldn’t remember her response, only the crackling sound akin to flames consuming wood and the dance of ever-changing shapes of fire before her eyes. The vibrant colors burst before her, swirling, eventually turning into stars scattered across the sky.

When she finally lay beneath him, she heard him softly say, “Thanks for the hospitality.”

Now, remembering it still made Brielle’s ears burn. She rubbed her ears, trying to focus her

attention on the computer screen in front of her.

Today, the news about that building would break, and of the implicated directors, Ryan was bound to be the most affected. Michael likely wouldn’t allow Max to pull out so many people at once, so someone needed to be made an example of.

Thinking of Ryan, a chill passed through Brielle’s gaze.

International announced

Dorsey International further

document

an uproar.

directive, issued by the president’s assistant directly to each department, strictly required all departments to manage personnel

Brielle could only find the document on the Dorsey

Max’s return, Dorsey International’s hiring, retention, and even dismissal of employees was largely at the discretion of department heads. But this document meticulously classified all employees

Metal, consisted of

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Chapter 40

the company. Dorsey International had no place for

but whose performance fell short. These employees would be given a chance to transfer. To put it plainly, a sales employee failing to meet performance standards might be asked if they wished to switch to a different position,

represented the core

Gold, consisted of employees with exceptional

with top-notch skills but low value alignment, known as Rust. These were the most challenging to deal

to address

worse than Scrap Metal. The latter lacked both skills and values, posing no significant threat. Rust, however, was corrosive; highly skilled and potentially influential, such individuals