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.

sharp, Dorsey International announced

ten, Dorsey International further announced the

twelve twelve, a heavyweight document

an uproar.

department, strictly required all

group chat by Lucinda and unfriended by several colleagues, Brielle could only find the document on

department heads. But this document meticulously classified all employees based on their skills and alignment with the company’s values

as Scrap Metal, consisted of

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Chapter 40

Dorsey International had

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

represented the core

fourth category, Gold, consisted of employees with exceptional

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

needing to address rust

significant threat. Rust, however, was corrosive; highly skilled and potentially influential, such individuals could lead others and, if they turned against the