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• I set out to cook chicken breasts four different ways to see which method yielded the best results.
• Pan-frying and baking produced the most flavor, but they also required ample time and attention.
• To my complete surprise, microwaving the chicken gave me faster, better results than poaching it.

As an omnivore who cares deeply about my protein intake, chicken breasts have always been a staple in my diet.

Prepared well, a lightly seasoned chicken breast can be absolutely delicious. Overdone, it can be rubbery and unpleasant.

So, I wanted to experiment with different appliances to find the easiest, most reliable way to cook chicken breasts. During this testing period, I poached a chicken breast in a pan of boiling water, baked it in the oven, fried it on the stovetop, and steamed it in the microwave.

Here’s how the four methods compared.

Roasting a chicken breast in the oven was simple.

I often cook chicken breasts in the oven after stuffing them with mozzarella and chorizo or ricotta and spinach, so I was intrigued to see how a plain chicken breast would taste.

I preheated my oven to 390 degrees Fahrenheit and added a little cooking spray to the bottom of a small baking tray.

Then, I placed the chicken breast in the pan and rubbed the top with some olive oil. To add flavor and spice, I sprinkled it with salt, pepper, and a little smoked paprika.

It came out juicy and flavorful.

After 20 minutes, I checked the thickest part of the chicken and found the juices were running clear, so I took it out of the oven. I let it rest for a few minutes before cutting to keep it juicy.

The oven-roasted chicken turned out lovely, with excellent texture and flavor. All things considered, it was a complete winner.

Pan-fried chicken required a bit more attention.

Next, it was time to try pan-frying. I heated some olive oil over relatively high heat and seasoned my chicken breast with salt, pepper, and smoked paprika.

When the oil was hot, I placed the chicken breast in the pan and cooked each side for two to three minutes before lowering the heat and placing a lid on the pan to help it cook through.

I turned and moved the chicken breast regularly in an attempt to cook it evenly.

Each side of the chicken breast turned a nice brown color, but it took 15 minutes to cook through completely — more time than I expected (although I’d rather overcook it and make sure the chicken is safe to eat).

Once it was done, I let it rest for a few minutes again.

The edges of the chicken turned out delicious.

Searing the meat at a high temperature created a tasty flavor. I loved how the top and bottom of the chicken had an almost charred taste after coming off the pan.

This perfectly cooked chicken breast was also juicy.

The stovetop chicken wasn’t hugely dissimilar to the oven version, but it had a more brown, flavorful exterior.

I was skeptical about cooking chicken in the microwave.

Before this experiment, I’d never microwaved chicken. I didn’t have high hopes.

I placed my chicken breast in a glass dish, seasoned it with salt, pepper, and smoked paprika, and poured water into the dish until it covered ⅓ of the chicken breast.

I covered the dish with a sheet of parchment paper and microwaved it for five minutes. When I opened the microwave door, I realized the baking paper had rotated and flopped onto the chicken.

Small logistical blip aside, it was completely cooked.

I was pleasantly surprised by how well (and quickly) the microwave cooked my chicken.

I took the chicken out of the microwave, let it sit for a minute or two, and then cut into it.

It didn’t have quite the same flavor as the baked and pan-fried chicken, but it was still moist and easy to shred. And it was so quick! I was pleasantly surprised.

Poaching chicken on the stovetop didn’t require much skill.

Poaching was the final cooking method I wanted to test.

I brought a pot of salted water to a boil, plopped in the chicken breast, covered it, and lowered the heat to a simmer.

Aside from putting salt in the water, I didn’t add any seasoning to the chicken. However, I’ve seen people poach chicken breasts in stock, so I might try that next time to see how it affects the flavor.

After about 15 minutes, the chicken was fully cooked.

I found it hard to overcook chicken with this method, but it was comparatively tasteless.

The poached chicken breast didn’t look particularly appealing, but it was cooked through.

Although I don’t love plain poached chicken on its own and find it quite bland, it works well for shredding and adding to fajitas, curries, or pasta.

After this test, I’ll start using the microwave for my chicken breasts.

I regularly poach chicken, but honestly, the microwave did the same thing as the stove. Actually, it did an even better job in less time.

I’d never considered using the appliance to cook chicken before this test, but I wish I’d tried it sooner. My husband was surprised by how nicely the microwave version turned out, too.

For some dishes, I’ll stick to frying and roasting chicken breasts, but the next time I want shredded chicken, I’ll use the microwave.

• Tate Stock, with his wife Hannah, founded Chirp, a wellness company.
• He started the business with $450, consisting of PVC pipe and yoga mats.
• He’s turned down multiple investors, including one from “Shark Tank.”

This as-told-to essay is based on a conversation with Tate Stock, founder of Chirp. It has been edited for length and clarity.

Back in 2015, I was doing laundry at my aunt’s house when I noticed this interesting-looking wheel. My aunt explained it was a yoga wheel. I had never done yoga in my life, but I was intrigued. I’d grown up on a farm, and to me it looked like the wheel was made from sewer pipe with a grippy mat on top.

I typed “yoga wheel” into my Amazon account, and the suggested text finished my phrase. That told me there was demand that the algorithm was recognizing, but there weren’t too many sellers.

I went to the store and bought $400 worth of pipe and $50 in yoga mats. I set up shop in my buddy’s mom’s barn and created 110 wheels. I listed them on Amazon and made thousands of dollars in the first two weeks.

That was the start of Chirp — my company, which has generated more than $250 million in sales over the past 10 years.

We lived on about $22,000 a year and reinvested in the company

I was 23 when I started making the wheels, and my now-wife Hannah was 21. At the time, we were living off love and potatoes, and pouring all our profits back into the business.

We were able to do that thanks to some savings I had. After high school, I did a Mormon mission in Fiji for two years. When I returned, my older brother was working in pest control sales, going door-to-door. I just needed to make a buck, so I joined him and managed to make $100,000 that summer.

That’s what Hannah and I lived off as we launched Chirp. We budgeted $22,000 a year, most of which went to rent. Although Chirp was bringing in big margins, we were reinvesting them back into the company. That was OK with us, because we were willing to live the lifestyle that fit our age, not our wealth.

Pivoting from yoga to pain relief helped sales flourish

Around 2018, I noticed something: Chirp wheels were designed for yogis — mostly women. But their husbands were using the wheels to roll out their muscles and crack their backs, and it felt really good.

I attended a convention, and on the first day, I sold Chirp as a yoga tool. I made a few sales, but not many. The next day, I sold the products as a form of pain relief. We sold out. When we pivoted our marketing, sales skyrocketed. We did $4 million in just six months that year.

Another significant breakthrough occurred in 2020, when we appeared on Shark Tank. We secured a deal with Lori Greiner, who offered $900,000 for a 2.5% equity stake. Ultimately, we didn’t close that deal — we mutually decided that Chirp had already accomplished many of the things Lori could help us with, such as appearing on QVC.

We’ve turned down private equity offers

After the show, a private equity firm reached out, willing to buy full or partial ownership in Chirp. Hannah and I turned that down. Accepting it just didn’t feel right. We still wanted to do more with Chirp, and we were only 26 and 28 years old. We started investing more in research and development, creating new methods for personalized pain relief.

Most founders are burned out after 10 years, but I’m more excited than ever to show up for work. I love that Chirp is founder-led, and we have no investors. Recently, I bought a pet chameleon for the office. It symbolizes the company culture — keeping Chirp wild.

I indulge in travel to help my kids gain perspective

Hannah and I have four kids, who range in age from 8 months to 8 years. We’re no longer just living on love and potatoes, but we stay fairly modest. One indulgence we have is travel. We enjoy taking the family on a cultural experience for a month each year. We’ve taken them to Japan, Fiji, Switzerland, and England.

It’s humbling to understand how other people live. I want my kids to know the world is bigger than themselves. Life isn’t just about you, and travel can help them see the world through other perspectives. That’s really healthy.

Corporate America is facing a silver tsunami — and some companies are better prepared than others.

Walmart is redesigning jobs to keep older workers on the payroll. Microsoft is offering what it calls “wraparound care” to support healthy aging. Google is coaching its employees to prepare for retirement. Some smaller companies have introduced chief longevity officers to help workers navigate health, wellness, and the transition into retirement.

These are some of the initiatives companies shared with Business Insider, after we contacted more than 75 major employers about their efforts to support aging workers.

Fifteen responded and shared policies that address healthcare and well-being, career longevity, flexible work arrangements, and retention. Many of the companies contacted employ thousands of people working past retirement age. Most didn’t respond or declined to comment.

By 2040, it’s estimated that about 22% of Americans will be 65 and older, compared to about 18% today. If companies wait to address this aging acceleration, they may miss out on talent, hurt productivity, and lack medical benefits needed to keep workers healthy, experts on aging said.

At Walmart, the largest private employer in the US, about 13.3% of the workforce — or over 200,000 employees — is over 60 years old, and more than 300,000 employees have a tenure of more than 10 years.

“We want to be a great place to work during every stage of life,” a spokesperson said. “People come here for a first job or a second career, and we have associates from 16 to 100.”

Thomas Magnuson, 83, has worked as a yard driver at a Walmart facility in Wisconsin since 1999. A few years ago, he transitioned to an asset protection position, where he monitors fire systems and recertifies employees who use certain equipment. Magnuson said he doesn’t have enough savings to retire. He described the work, which pays low six figures, as fulfilling.

Ruth Finkelstein, a professor of public health at Hunter College, said employers should provide mentorship and flexibility to workers of all ages.

“People reach their peak earnings in their 50s and then gradually decrease after that until they abruptly decrease after retirement,” Finkelstein said. “We should have retirement security adequate to meet people’s needs without them having to work for their whole lives, and we should have legislation that’s much stronger than that against employment discrimination.

How Disney, Starbucks, Google, and others support older workers

Some of the biggest names in the retail, entertainment, and food sectors have proposed age-friendly policies and initiatives to support older workers.

CVS Health has developed programs to attract mature workers and develop their skills. Many of Disney‘s employees are in their second or third career, said Tami Garcia, executive vice president of people and culture at Disney Experiences. The company gives out the Walt Disney Legacy Award and holds service anniversary ceremonies.

“For many, having a role at one of our Disney parks is a second or even third career, and we deeply value the experience, wisdom, and mentorship that can bring,” Garcia said. “From celebrating milestone anniversaries — including 50+ years of service — to honoring those who embody Walt Disney’s legacy through our recognition programs, we showcase respect, care, and appreciation for our Cast Members.”

Some companies have prioritized certain accommodations, such as flexible work schedules. A Starbucks spokesperson told Business Insider that the company’s “Back to Starbucks” strategy has invested over $500 million in operational improvements and the workplace experience, which could benefit older workers looking for more flexibility. The spokesperson said that 85% of employees receive their preferred shifts.

Ellen Ernst Kossek, a professor at Purdue University who studies work-life relationships, said companies should consider reducing the workloads of older employees, helping these workers adapt to new technologies, and finding ways to challenge age-related stereotypes.

“There’s a stereotype that older workers are not as current, but just as you would train new workers or encourage people to get a certificate, they could adapt their strategies to look for people with AI skills and encourage people to keep their skills up,” Kossek said.

Some companies told Business Insider that they’ve adopted certain benefits, such as greater access to medical care, which may help older workers stay healthy and avoid early retirement due to medical issues.

This can be beneficial to both companies and their workers. Older workers can increase corporate healthcare costs, since the majority of people aged 65 and older have a chronic disease, said Dr. Susan Mueller, senior director of health equity and well-being at global advisory firm WTW.

Walgreens offers benefits for “balancing work with caregiving responsibilities, preparing for retirement, or seeking proactive health and financial well-being support,” a spokesperson said. UnitedHealth Group provides legal services for estate planning and family law, and supports workers navigating menopause or cancer diagnoses.

A Google spokesperson said the company gives employees access to financial coaching for retirement and personalized assistance for managing caregiving. The company offers benefits such as cancer testing and support, no-cost medical second opinions, and no-cost virtual primary care.

A Microsoft spokesperson emphasized the company’s paid time off for caregiving for loved ones with a serious illness and wraparound care to support healthy aging.

FedEx has launched comprehensive medical benefits and support networks, such as its Choose Well Care Connect advocacy program, which guides members through life-altering diagnoses. FedEx launched a Fast Pass in certain markets to guarantee members a primary care appointment within 10 days or less. The company’s corporate responsibility report notes that FedEx is testing home health capabilities in areas with limited healthcare opportunities.

Companies have more work to do, experts say

Topics like AI and climate change are garnering more attention in corporate America than the aging workforce, according to a Business Insider analysis of earnings calls, 10-Ks, and interviews.

That’s a concern to some experts on aging, who say companies need to be doing more to prepare for shifting demographics.

Mueller said companies should develop programs that control costs for employees needing medical assistance; establish internal guidelines to help employees navigate the healthcare system; add virtual primary care; and hire external companies specializing in common medical conditions.

Madonna Harrington Meyer, a sociology professor at Syracuse University, said that during economically hard times, older workers are often the first to be laid off and the last to be rehired.

Harrington Meyer said companies should focus on accessibility and safety. They should arrange parking spots near office entrances, ensure good lighting and soundproofing for sensory needs, and maintain functional elevators.

Graham Pearce, global defined benefit segment leader at the consulting firm Mercer, said some companies will need to confront an”unconscious bias” against older workers — often seen as less adaptable or more prone to illness. Progress may require legislative action, he said.

Legislative action

The bipartisan Protect Older Job Applicants Act was introduced in September to prohibit age-based applicant sorting for employers, ensure “disparate impact” protections apply to employees and applicants, and require government oversight on age discrimination claims.

Rep. Bobby Scott, a Democrat from Virginia who co-led the bill, told Business Insider that he hopes age discrimination will be considered “as illegal as discrimination based on race, color, creed, national origin, or sex.” He added that if more people have employment opportunities later in life, it could stimulate the economy and help people age with dignity.

In September, Sen. Kirsten Gillibrand, a Democrat from New York, introduced the bipartisan Protecting Older Americans Act, which would end forced arbitration clauses prohibiting victims of age discrimination from suing their employer.

“We know that forced arbitration often discriminates against the plaintiff, and for a lot of older Americans, they don’t have the resources to mount significant litigations against an employer who discriminates against them,” Gillibrand told Business Insider. “We believe that if you have the right of the Constitution to go to a trial and to be judged by your peers, older Americans would do better in these lawsuits.”

In a statement to Business Insider, Sen. Tammy Baldwin, a Democrat from Wisconsin, said that the separate Protecting Older Workers Against Discrimination Act would help level the playing field for older workers and combat age discrimination.

“We need to do more to make sure that every American can plan and save for a secure retirement, but as more and more of our neighbors are forced to work later in life just to make ends meet, we need to make sure everyone — regardless of their age — has protections and dignity in the workplace,” Baldwin said.

• Creator and marketing company Triller said it’s been delisted from the Nasdaq exchange.
• The company was suspended for failing to file quarterly and annual reports on time.
• Triller sought to recruit users from TikTok when it looked like it might be banned in the US.

Triller, a publicly traded creator and marketing company that vied to take on TikTok in the US, was delisted from the Nasdaq on Tuesday after missing multiple reporting deadlines, the company wrote in an SEC filing.

The suspension is the latest setback for the company, which made a big push to position its video app as a TikTok replacement. Triller hired TikTok’s former head of product, Sean Kim, in late 2024 to oversee its video app and a few other business lines. In early 2025, it launched a website to recruit TikTok’s users when it looked like the ByteDance-owned video app might be banned in the US.

TikTok’s US future now looks a lot more secure after its CEO told staff that it expects to close a deal in late January to sell off parts of its US business and create a joint venture with new investors. TikTok’s stability, as well as the popularity of other short-video products from Instagram and YouTube, could make it harder for Triller to draw in new users.

Triller does not rely solely on its app to make money. It owns a variety of businesses, including a text-marketing tool, an influencer marketing platform called Julius, and the TrillerTV combat-sports streamer. But its TikTok-like app may have been a draw for some retail investors who saw an opportunity for the company to grab market share from one of the most successful new social platforms.

Triller’s delisting means investors can no longer trade its stock on the Nasdaq exchange, though they may be able to transact separately in what’s referred to as an over-the-counter trade.

The company was suspended because it failed to file its annual report for 2024 as well as quarterly reports for 2025, a delay that prompted multiple Nasdaq notices, a hearing, and the ultimate suspension of its “ILLR” stock from listing on the exchange.

Triller wrote in a Tuesday press release that its delayed filing is tied to “one remaining technical matter involving the consolidation of accounts” for a US-based operation, and that its management is “highly confident” that it will “regain full filing compliance within weeks.” The company said its operations have been progressing “in a normal manner” with no identified “deficiencies or irregularities” and that it’s in the final stages of upgrading its accounting systems.

Triller went public in October 2024 via a reverse merger with a Hong Kong-based firm called AGBA. The company nixed an earlier plan to go public via a direct listing. It reported around $18 million in operating revenue for the first nine months of 2024, a roughly 57% decline from the same period in 2023, according to a January SEC filing.

• Meta acquired Manus, a startup that has created a “general-purpose” AI agent to do tasks autonomously.
• One of Manus’ cofounders, Ji Yichao, said he dropped out of college — just like Mark Zuckerberg.
• Ji shared pictures of younger versions of himself and Zuckerberg working at laptops.

Meta was cofounded by a college dropout — and so was its latest acquisition.

Ji Yichao, the cofounder and chief scientist of Manus, the AI startup snapped up by Meta, shared two pictures on X: one of his younger self behind a laptop, and another of a young Mark Zuckerberg, seemingly in the same room, also working at a laptop.

Both pictures appear to have been taken at the so-called “Facebook House” in Palo Alto, California, a five-bed home where Zuckerberg worked on Facebook after famously dropping out of Harvard University in 2004. The house was later rented by budding entrepreneurs and business students.

“21 years ago and 13 years ago, two dropouts in this same room set out on their own journeys. Today, those paths merge,” Ji wrote in the Monday X post.

The 32-year-old Ji was the public face of Manus for its launch in March, introducing its “general-purpose” AI agent designed to carry out tasks autonomously. Meta announced its acquisition of Manus on Monday, which the Wall Street Journal reported exceeded $2 billion.

According to reports in Chinese media, Ji started a computer science degree at the Beijing Information Science and Technology University (BISTU) in 2010, but later dropped out to focus on entrepreneurship. He returned to BISTU in 2015 and graduated in 2018, according to a blog from the university. Manus did not immediately respond to a Business Insider request for comment.

Zuckerberg and Ji have plenty of company. Meta’s other big AI acquisition this year, Scale AI, was founded by another college dropout — Alexandr Wang. Microsoft cofounders Bill Gates and Allen dropped out of college, along with Apple CEO Steve Jobs, OpenAI CEO Sam Altman, and many more.

Ji’s post comes as college degrees are under renewed scrutiny. Gen Z in particular has been questioning whether a degree is worth the debt, while others are wondering if college can future-proof their career prospects in a job market being shaken up by AI.

Fei-Fei Li, a Stanford professor known as the “Godmother of AI,” said earlier this month that a college degree matters less now when her company hires software engineers.

However, data published by the New York Federal Reserve in April suggested that a college degree can still pay off in the long run — provided students pick the right degree.

Manus was launched in March by the Chinese AI product studio Butterfly Effect. The startup relocated to Singapore in mid-2025 and said it has surpassed $100 million in annual recurring revenue. Meta said it would continue to offer Manus’ subscription as a separate business while integrating the startup’s technology into its own platforms.

• Shoppers who use SNAP benefits will see changes to what they can buy in some states in 2026.
• Eighteen states plan to make changes to what people who use SNAP can buy.
• Most of the changes limit purchases of sugary drinks and foods.

Big changes are coming to how shoppers can use SNAP food benefits in some states.

Starting on January 1, some states are planning to implement new rules limiting purchases of soda, energy drinks, candy, and other foods for people who receive SNAP benefits, according to a list of changes provided by the Department of Agriculture. In total, 18 states plan to introduce new restrictions in 2026.

Nearly 42 million people, or about 12% of the US resident population, relied on SNAP benefits each month during the 2024 federal fiscal year, according to the Department of Agriculture.

The coming changes are in line with Health and Human Services Secretary Robert F. Kennedy Jr.’s Make America Healthy Again effort. Along with skepticism of vaccine mandates, Kennedy has highlighted the importance of limiting the consumption of certain food ingredients, such as sugar and some food dyes, as a priority.

To implement the changes, states had to request waivers from the federal government for existing rules governing how SNAP benefits can be spent.

Whether clamping down on purchases of sugary drinks and other foods will make people who rely on SNAP to buy food healthier remains unclear.

In many cases, shoppers and retailers haven’t been provided with a list of which products would no longer be eligible for purchase with SNAP dollars, the anti-hunger advocacy group Food Research and Action Center, or FRAC, wrote in a blog post on December 29.

In Iowa, for instance, the changes indicate that products, including vitamins and minerals, as well as candy-coated products, will no longer be eligible for SNAP in the new year. But that directive won’t help shoppers as they head to the store, FRAC said.

“The items list does not provide enough specific information to prepare a SNAP participant to go to the grocery store,” FRAC wrote.

Here are all 18 states that are changing which foods are SNAP-eligible in 2026, per the Department of Agriculture:

Arkansas

Starting July 1, SNAP rules in Arkansas will restrict purchases of soda, “unhealthy drinks,” drinks that are less than 50% natural juice, and candy.

Colorado

Colorado will restrict the purchase of soft drinks with SNAP funds on March 1.

Florida

Florida SNAP shoppers will face new restrictions on purchases of soda, energy drinks, candy, and “prepared desserts” starting on April 20.

Hawaii

The 50th state will limit SNAP shoppers’ ability to purchase soft drinks, beginning on August 1.

Idaho

Soda and candy purchases will be restricted for SNAP users in Idaho starting on February 15.

Indiana

In Indiana, shoppers who use SNAP benefits will face new restrictions on buying soft drinks and candy on January 1.

Iowa

Iowa, another state enacting SNAP changes on January 1, will restrict purchases of “all taxable food items.” According to a notice sent to SNAP recipients in that state, that means that shoppers can’t purchase soda, candy, candy-coated items, vitamins and minerals, chewing gum, or drinks with 50% or less fruit and vegetable juice.

Louisiana

Louisiana will restrict SNAP purchases of soft drinks, energy drinks, and candy starting February 18.

Missouri

People who use SNAP benefits in Missouri will see new restrictions on buying candy, prepared desserts, and “certain unhealthy beverages” starting on October 1.

Nebraska

Nebraska SNAP recipients will face restrictions on buying soda and energy drinks starting on January 1.

North Dakota

North Dakota will restrict purchases of soft drinks, energy drinks, and candy for SNAP shoppers starting September 1.

Oklahoma

Oklahoma shoppers who use SNAP will see fresh restrictions on purchasing soft drinks and candy as of February 15.

South Carolina

Candy, energy drinks, soft drinks, and sweetened beverages will all face new SNAP buying restrictions in South Carolina on August 31.

Tennessee

On July 31, Tennessee will restrict SNAP purchases of processed foods and beverages, “such as soda, energy drinks, and candy.”

Texas

Texas’ new rule, which takes effect on April 1, will limit purchases of sweetened drinks and candy among SNAP shoppers.

Utah

Utah will restrict the purchase of soft drinks for SNAP users starting January 1.

Virginia

Purchases of “sweetened beverages” will be restricted for SNAP users in Virginia starting on April 1.

West Virginia

Buying soda will be restricted for SNAP shoppers in West Virginia starting on January 1.