employees

Amazon wanted its employees to continue using AI. They have just cut their losses by asking that “you do not use AI just for the sake of using it”

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Amazon wanted to force its employees They will use AI as if there were no tomorrow. It implemented a tool that measured that usage, but after a few weeks the company realized something: people were using AI for absurd and worthless tasks. That has made Amazon make a decision forceful: abandon this initiative completely. what has happened. Amazon has had to cancel an experiment that measured the performance of its employees based on their use of corporate AI tools. The reason is simple: the engineers had begun to cheat and took the opportunity to automate completely useless and redundant tasks with the sole objective of climbing positions in the ranking. The labor scam has also absurdly increased the computing and infrastructure costs of the company itself, so the experiment has failed. The controversial Kirorank. The service in question was a scoreboard internally named Kirorank. It measured the activity of Amazon developers within Kiro, the “Claude Code of Amazon.” Amazon management wanted 80% of its programmers to use AI every week, an ambitious goal. What the developers ended up doing to score points with their bosses was deploying autonomous agents based on MeshClaw —the version of OpenClaw from Amazon—so that they would run processes in a loop and devour tokens for almost no purpose. The era of tokenmaxxing. Amazon Senior Vice President Dave Treadwell had to intervene this week before the staff to announce that developers no longer had to use this tool. Although he admitted that the experiment had originally been designed with “good intentions,” the practical result ended up being an economic hole due to the tokenmaxxingthat newly coined term that defines the action of artificially inflating the consumption of tokens to simulate productivity. “Please don’t use AI just for the sake of using AI,” the executive demanded of his engineers, urging them to focus on creating better products instead of burning server resources. Cost through the roof. Treadwell’s announcement is no small matter, because this shows that companies have realized that cost control is necessary with AI. Companies like Anthropic—of which Amazon is the largest investor and whose Claude model they use intensively—have recently migrated from flat monthly fees to a per-use pricing model based strictly on token consumption. With this new billing scheme, the fact that the engineers dedicated themselves to “playing” with the bots to rise in the ranking significantly multiplied the bill that Amazon had to pay. Meta suffered the same problem. The Amazon case is not an isolated event. In the Meta and Microsoft offices identical situations have been experiencedwith employees sabotaging internal AI usage rankings through massive token consumption. The irony for Amazon is tremendous: the company has been executing waves of massive layoffs to cut costs and be able to finance its gigantic investment plan in data center infrastructure and AI. Your theoretical capex for 2026 It is estimated at 200,000 million dollars. Lesson learned: AI must be used well. The failure of this “gamification” of work has ended with Amazon abandoning this experiment. To prevent developers from cheating again, a company team is going to change metrics. Instead of measuring raw token consumption, they will analyze so-called “normalized deployments.” From now on, the goal will be to measure how many times the interaction with AI results in useful lines of code that are truly integrated into the company’s products. In Xataka | Customers demand that a human solve their problem. The surprising thing is that if humans serve them they think they are an AI

Samsung has made a lot of money from the memory crisis and its employees wanted their cut. Result: bonus of $340,000

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Employees at Samsung’s chip division were in high gear. And it is logical: your company is becoming gold thanks to the rise of data centers for AI. The demand for memory chips is extraordinary and that has caused Samsung’s market capitalization to skyrocket over a billion dollars. The company, yes, was being very selfish, but the threat of a strike He has made her see reason. The bonus of the crisis. Samsung Electronics workers have ratified a multimillion-dollar compensation agreement. One that will see employees of the semiconductor division receive an average bonus estimated at 513 million won (about $340,000). Agreement in extremis. The vote was approved by 74% of members of the majority union, and was closed in extremisbecause there were 90 minutes left before an indefinite strike began that threatened to paralyze this giant’s supply chains. The risk was too high. This agreement avoids a scenario that would have been catastrophic for the AI ​​industry. Samsung is the largest memory chip manufacturer in the worldand its modules power everything from mobile phones and electric vehicles to the GPUs used in AI data centers. Considering that the market is already stressed by the memory crisis and demand that far exceeds supply, adding this bottleneck would have had unforeseeable consequences. Only Saudi Aramco surpasses Samsung in estimated operating profits for 2026. Source: Bloomberg. Memory chips are pure gold. Samsung is on its way to close one of the most profitable years in its history, and its semiconductor division already indicated that its profits had multiplied by 48 in the first quarter of the year, an absolutely extraordinary figure. She is not the only one taking advantage of this phenomenon: SK Hynix and Micron They have broken the trillion-dollar market capitalization barrier for the first time. Some so much and others so little. Although the agreement has avoided a logistical disaster, it has also caused a very uncomfortable situation internally. The bonuses are linked to the financial performance of each business unit, which means that the 28,000 members of the chip division have benefited significantly, but the rest of the company has not. The differences are clear: Engineers in that division will receive bonuses of up to 600 million won ($400,000). They will share 40% of the total allocated as bonuses. Personnel in divisions such as home appliances or telephony will receive a testimonial bonus of just 6 million won ($4,000). They share 60% of the bonus, but there are many more in number, about 260,000 in total. The average salary of Samsung employees in 2025 was 158 million won (about $105,000) according to internal company information published in March. Unions divided. This asymmetry of 100 to 1 has caused great tensions to appear between departments, and this has also been noted in the negotiation and conversations in the union. While the majority bloc (which included the majority of workers in the semiconductor division) supported the agreement with more than 80% of the votes, the secondary union, which brings together employees from other divisions, rejected the document with only 21% of votes in favor. TM Roh takes action. The situation is so worrying that TM Roh, head of the device division, has sent an internal statement to try to calm things down. He has admitted that the results of the negotiation have left thousands of employees feeling “alienated, dispossessed and hurt by the company.” Top management has promised to monitor the conditions of each unit, but while Samsung has managed to control the chaos in its factories, it could have an even more disturbing problem on its hands. Image | Wikimedia Commons (Choi Kwang-mo), IntelUnsplash (Liam Briese) In Xataka | Samsung has just achieved a milestone that has not been recorded for eight years. The problem is that it is a mirage

7,000 employees move to AI while 8,000 clear their desks

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Thousands of Meta employees will go to sleep tonight without knowing if tomorrow they will have work. Mark Zuckerberg’s company has set a date and time to put end to the long agony that their employees were suffering in one of the further staff cuts that Meta has done in its recent history. According to advanced Reuters, the company has asked its US employees to telework tomorrow while layoff notices are rolled out. A measure that, beyond logistics, reflects the enormous tension that the company knew would be generated that day. Layoffs at 4 in the morning and without relief. According to an internal document to which the news agency has had access, the layoffs will be carried out in three waves that will begin at 4 a.m. on Wednesday, local time, in each region. This was detailed by Janelle Gale, director of Human Resources at Meta, in an internal memo shared with employees. “Many leaders will announce organizational changes,” the directive wrote. According to that document, the set of layoffs will affect about 10% of the entire workforce of the 77,986 employees that Meta had at the end of March. Furthermore, the company has withdrawn 6,000 offers of work to fill vacancies that were open. More than 7,000 employees relocated to AI. The layoffs are just one part of the restructuring movement that Mark Zuckerberg is carrying out. Meta has already reassigned more than 7,000 employees to new positions in new projects linked to AIaccording to the same Gale memo. Some transfers have already become effective before May 20, but in other cases employees will be notified throughout the same Wednesday. In that internal communication, Gale explained the goal of the changes: “We are now at a stage where many organizations can operate with a more horizontal structure, with smaller teams of groups or cohorts that can move more quickly and with greater autonomy.” The company also will eliminate middle management to flatten your hierarchy and speed up decision making. Weeks of anguish before the cut. The last few weeks at Meta have been especially hard for workers after the news of the layoffs leaked, and the hasty confirmation by the company. Meta employees rated the experience as “a hell of 28 days.” During these days a group of employees protested against the use of mouse tracking technology to monitor productivity, in a tension scenario in which many workers questioned their permanence in the company. The price of betting everything on AI. These changes are part of a profound renewal at Meta this year, which many are already calling Meta’s “second Year of Efficiency”, in reference to the first major restructuring that Mark Zuckerberg applied between 2023 and 2024. According to pointed Business Insider, several company leaders did not rule out further cuts beyond this initial 10%which makes May 20 the beginning of a process of thinning the Mera structure that is more intense than anticipated in the initial figures. In Xataka | Technology companies have laid off 92,000 employees to invest in AI. The problem is that the layoffs are costing them a fortune. Image | Unsplash (Mariia Shalabaieva), Goal

Meta employees have not known for weeks if they are going to be fired. Meanwhile, the company records everything they do on the computer

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Meta is one of the companies that is betting the most on AI. Zuckerberg’s company is investing massively in the development of new data centers and critical AI technologies. And in the midst of this transformation, your employees find themselves vulnerable to mass layoffs, surveillance, and pressure to embrace the technology that could replace them. What exactly is happening. Meta has told its employees in the United States that it will record what they type on their keyboard, how they move their mouse, where they click, and what appears on their screen. The tool, internally called the Model Capability Initiative (MCI), runs in the background on corporate computers and also takes periodic screenshots, according to counted Reuters, which had access to the internal memos. The company’s stated objective is to train its AI models so that they learn to perform everyday tasks on a computer in the same way that their employees do. Reaction. When the company announced the measure, hundreds of workers responded on internal channels, mainly asking how they could disable tracking. Andrew Bosworth, Chief Technology Officer at Meta, affirms That option does not exist on business laptops. However, that has not calmed the reaction of its employees. And it is that according to account In the New York Times, one employee even wrote to him directly: “Your insensitivity to the concerns of your own workers is troubling.” And all while they don’t know if they are going to be fired. Two days after announcing the tracking system, Meta confirmed which will lay off approximately 8,000 people on May 20, which represents around 10% of its global workforce. According to NYTwho spoke with several of his employees, many workers have been in a state of uncertainty for weeks. Some admit to being looking for work elsewhere. Others directly try to give signals that they want to be included in the layoffs to collect compensation. “It’s tremendously demoralizing,” wrote one of the users in an internal message to which the media had access. What Meta says. The company insists that the data collected is not used to evaluate employee performance or for any purpose other than training AI models. “If we are building agents to help people complete everyday tasks on computers, our models need real examples of how people use them,” explained a company spokesperson told the BBC. Meta also states that there are safeguards to protect sensitive content, although without specifying which ones. What employees say. The story is different from within. A worker who preferred not to be identified described the situation is described as “very dystopian”: knowing that every small action you perform on the computer is being recorded, just when the company is announcing layoffs, generates a feeling that is difficult to ignore. Another former employee said that it is “the last way they shove AI down your throat.” Legislation. In the United States there is no federal law that limits this type of workplace surveillance, as long as employees are informed of it, according to explained told Reuters Ifeoma Ajunwa, a law professor at Yale University. The situation is radically different in Europe, since Valerio De Stefano, a professor at the University of York specialized in labor law and technology, counted to the same means that this practice would probably violate the General Data Protection Regulation European. In countries like Italy, tracking productivity through electronic means is outright prohibited; In Germany, courts only allow keystroke recording in exceptional circumstances, such as suspicion of a serious crime. In Spain it would also be a very difficult measure to justify, and would directly clash with the RGPD. AI, at the center of everything. Beyond monitoring, Meta has been reorganizing its internal structure around artificial intelligence for months. It has organized mandatory training weeks for employees to learn how to use AI agents, introduced internal dashboards that measure consumption of tokens (the minimum unit of AI that measures its consumption) to foster competition between workers, and is creating a new generic professional profile called AI builder that replaces more specialized roles. And now what. May 20 is the date proposed by Meta to announce another wave of mass layoffs. Until then, thousands of the company’s employees live with the uncertainty of whether they will remain with the company, while also tracking their activity. Meta’s CFO, Susan Li, admitted during a call with investors that the company “really doesn’t know what the optimal size of the company will be in the future.” A phrase that is probably not reassuring for those who expect news on May 20. Cover image | Compagnons and Goal In Xataka | The Musk-Altman trial is giving the spectacle it promised: a soap opera of dirty laundry in which no one comes out well

To no one’s surprise, companies that lay off employees for AI are not seeing the benefits they expected.

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We have been hearing for years that artificial intelligence was going to transform the labor market as we know it. Apparently, companies that bet heavily on automation would gain productivity, save costs and leave the competition behind. And yes, many technology companies they have taken that path: dismiss employees to finance your leap into AI. A new report from the consulting firm Gartner has just poured cold water on that strategy. The research, based on surveys of managers of large organizations with income exceeding $1 billion annually, reveals that staff cuts They are not producing the economic benefits that many expected. The most striking thing is that the figures are practically the same among the companies that They fire and those who don’t. Gartner numbers. The consulting firm found that around 80% of large companies that are implementing autonomous AI technologies have reduced their workforce to a greater or lesser extent. As and as highlighted Fortunethese personnel cuts in some cases affected up to 20% of employees. However, when analysts looked at who was obtaining better economic results, the data indicated that there was no appreciable difference in the return on investment of those companies that had laid off a good part of their workers and those that had kept them on staff. As Helen Poitevin, distinguished vice president and analyst at Gartner, noted, “There is no connection or correlation between those achieving ROI and layoffs.” The substitution fallacy. According to the authors of the report, the logic that has dictated the strategy of many technology companies is that, if AI can do the work that was previously done by a human, dispensing with that human will reduce costs, and that savings automatically becomes profit. The problem is that this equation is not being fulfilled. Gartner notes that companies that opted for workforce cuts to use AI ended up at the same point as those that did not. Poitevin warned that this approach could be “very damaging in a broader sense,” noting that some organizations that cut staff were forced to rehire employees shortly after. Amplify people, not replace them. Gartner data revealed that the companies that are achieving the best results are those that They don’t use AI to replace peoplebut rather they incorporate AI into production processes so that their employees perform more. In fact, one of the risks posed by the strategy of replacing personnel with AI is that the company stops investing in the medium term in improving its operations and loses productive capacity. The report notes that companies that use AI as a co-pilot for their workers tend to invest in training programs, create new roles to oversee the implementation of AI and redesign workflows, making their employees increasingly autonomous and productive. The future of work: transformation, not apocalypse. Gartner projects that by 2029 the number of jobs created thanks to AI will exceed those lost, thus coinciding with other previous analyzes such as that of the World Economic Fundwhich point towards a shift in labor profiles, not towards a balance of net job destruction. Between 2023 and 2029, approximately 6 million jobs will be automated worldwide, a small proportion of the nearly 2 billion jobs available globally. Still, the impact of AI is real. Gartner estimates that about 32 million workers a year will see their jobs automated. The author of the report assured that AI “is not causing a workplace apocalypse, but it is unleashing chaos and changing the way people work.” In Xataka |“They blame AI for layoffs they would do anyway”: Sam Altman confirms that AI has been used as an excuse to lay off Image | Unsplash (Raj Rana)

some Amazon employees use AI just to inflate their token metrics

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He tokenmaxxing now has its most documented case. Some Amazon employees have been using MeshClaw for weeksan internal AI agent tool, to automate unnecessary tasks and thus inflate your consumption of tokens in the internal markers that the company has implemented. This is not the first time something like this has happened in Silicon Valley: Meta had its own leaderboard tokenswith a winner who took the title of Legend Token. And similar patterns have been documented at Microsoft. But the Amazon case adds a detail that makes it more striking: the tool used to cheat is the same one that Amazon has officially deployed to make its engineers work better. Why is it important. Amazon requires more than 80% of its developers to use AI tools each week and measures compliance using data consumption markers. LLMs. The company has said those statistics will not be used in performance reviews. Several employees have responded with variations of the same phrase: managers are looking at it. “When you track usage, you create perverse incentives and there are people who are very competitive with this,” one of them told the Financial Times. Yes, but. There is a more generous reading. Forcing a large organization to come into contact with new tools has a certain logic: if you force enough people to use them, someone eventually finds a really useful use for them. The problem is that that only works if there is real exploration. An employee who delegates to an agent the task of summarizing emails that no one will read is not learning anything, he is just inflating his metrics. The big question. amazon has committed 200 billion in AI infrastructure whose demand, in theory, is absorbed as it is deployed. If a part of that internal consumption is tokenmaxxing Purely, the figures that justify these requests are less reliable than they seem. The distinction between real adoption and inflated consumption matters because the former generates lasting demand while the latter disappears as soon as incentives change. Amazon has already restricted public access to device usage statistics. When the marker is no longer visible, the behavior it encouraged also changes. Go deeper. The Goodhart’s law He has been explaining this for fifty years: when a measure becomes an objective, it is no longer a good measure. Amazon hasn’t built a system to know if its engineers are using AI well. You have built a scoreboard, and the scoreboards are played. In Xataka | If the question is whether using ChatGPT or Claude in English is more efficient and saves tokens, the answer is: yes Featured image | Xataka

OpenAI employees who sold their shares

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In October of last year, OpenAI closed a secondary share sale which raised its valuation to 500,000 million dollars (Today it is already worth 852,000 million). This allowed employees to sell their shares, becoming multimillionaires even before the IPO. 6.6 billion. It is the total amount of the operation in which more than 600 employees, both current and former employees, benefited. In previous similar operations, OpenAI limited the maximum per person to 10 million, but in this case, due to high demand from investors, they decided to triple it to 30 million. Of all of them, 75 employees reached the maximum number, becoming multimillionaires in one fell swoop. The AI ​​winners. Uncertainty about the future profitability of AI continues to loom large, but that is not affecting workers in the most important AI laboratories. The case of the secondary sale of OpenAI is just one example of how AI engineers have become the biggest winners of this boom. Last summer, Meta offered up to $100 million to competing engineers and NVIDIA paid 900 million by an employee. Tender offers. The usual thing when you started to work in a startup is that you received a low salary and a lot of shares, but you had to wait for the IPO to be able to make cash. This made many employees rich only on paper, but without real liquidity. A tender offer allows employees to get paid much sooner, allowing them to sell stakes to private investors. They count in the Wall Street Journal That this mechanism, which was previously a one-time thing, has become a central piece in Silicon Valley achieves a double effect: in addition to turning employees into millionaires in advance and thus retaining them to stay in the company, it helps to consolidate stratospheric valuations, causing each new operation to set a higher reference price for OpenAI shares. The local impact. The rain of millions had an almost immediate consequence on the real estate market in San Franciscowhich is seeing prices rise even more. In February of this year the rents had increased by 14% compared to the same period in 2025 and the purchase prices of apartments and single-family homes rose by 12 and 23% respectively. At the same time, the sale of homes valued above $5 million has increased by 220%. The AI ​​gap. In the end, the AI ​​boom is not only redefining which companies rule Silicon Valley (and the world), but also who can afford to live there. The combination of exorbitant valuations, tender offers billionaires and a stressed real estate market is turning AI engineers into a new urban aristocracy that, in practice, is redefining what it means to have a “good salary.” The income that a few years ago guaranteed access to the best neighborhoods is no longer enough today. Image | Xataka with Gemini In Xataka | Companies are turning their workers who know how to use AI into “stars”: the new labor gap

Your employees want a piece of the pie

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Samsung has been one of the main beneficiaries of the crisis that has triggered the shortage of memory chips due to the high demand for these components for AI. In fact, in recent weeks, the South Korean manufacturer has set records of capitalization due to the strategic situation of the company as one of the main manufacturers of memories. However, despite the tailwinds that push its stock market price, Samsung faces a serious problem that cannot be resolved by manufacturing more chips: thousands of its workers have said enough and are threatening to stop the factories for 18 days. A scenario that only adds fuel to the fire of RAM problem that shakes the entire technology world. The workers are serious and the conflict it’s starting to get tense really. The labor conflict is not new, the workers unrest It has been brewing for some time within the South Korean company and has reached a point where, as published Reuters Even Samsung’s senior managers have had to come out publicly to ask for calm. What are the workers asking for? Samsung’s majority union in South Korea, which represents some 90,000 Samsung workers, demands two fundamental things: that the company remove the maximum cap on performance bonusesset at 50% of the annual salary, as applied in your competition SK Hynix. A mid-level employee at Samsung “might earn 90 million won a year and receive 45 million more in bonuses, but at Hynix, he would receive a bonus of 250 or 300 million won,” declared to the Financial Times Park Jun-young, a former employee in Samsung’s semiconductor division who now writes about the industry. Furthermore, they ask that the 15% of operating profit from the semiconductor division directly to the workers. This percentage would be equivalent to about 45 trillion won (30 billion dollars) distributed in extra bonuses for the staff. As and as highlighted the local environment The Chosun Dailythis figure means distributing among workers a bonus four times higher than the dividend that Samsung distributed in 2025 among its shareholders (11 trillion won). The company has counteroffered with a reduction of up to 13% of the division’s profit. On the other hand, the union demands a 7% salary increasecompared to the 6.2% that Samsung initially proposed. 93.1% of members who participated in the union vote in early April supported going on strike, reflecting the accumulated discomfort level. The company argues that eliminating the maximum cap on productivity bonuses could harm employees in less profitable divisions, but the union does not accept that argument and maintains its position. If the machines stop your pocket will notice it As and how I collected Reuterssome 40,000 affiliated workers gathered at the Pyeongtaek industrial complex, south of Seoul as a measure of pressure on the company’s management. According to the union organization that organized the concentration, only during that protest, the manufacture of chips fell 58% during the next night shift, and memory chip production down 18%. Samsung declined to comment on the impact. In the current stressed supply chain scenario, even a one-time stoppage can disrupt delivery times on a global scale, something especially sensitive for Samsung when competes directly with SK Hynix for HBM memory orders for artificial intelligence projects. The chairman of the board of directors, Shin Je-yoon, broke his silence on May 5 with a message posted on the company’s internal bulletin board. According to collect Korean Heraldthe manager recognized that the situation had generated concern among shareholders, clients and public opinion, and warned that an escalation could leave workers and management “without options.” The vice president and the executive president also issued a joint statement in which they agreed to negotiate with an “open attitude.” According to economic analyst media, a strike could generate more than 10 trillion won (about $6.8 billion) in operating losses, not counting reputational damage. The union has set the May 21 as start date of the strike, which would extend until June 7 if Samsung does not agree to its conditions. There are 18 days that could directly affect the global memory supply DRAM and NAND Flash. In Xataka | The RAM crisis is so big that even companies that had nothing to do with it are considering manufacturing them. Like Tesla Image | Wikimedia Commons (Choi Kwang-mo), IntelUnsplash (Liam Briese)

Meta plans to cut 10% of its workforce in May. Its employees have been surviving a “28-day hell” for weeks

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When last week the news was leaked that Meta was going to lay off 10% of its staff (again), the company had no choice but to make its decision public through a statement before I’m ready for it. The director of human resources, Janella Gale, acknowledged the leak and confirmed what many already feared: around 10% of the workforce will receive their dismissal notice. next May 20. The problem is that no one knows yet which profiles or departments will be fired. As the employees themselves said, this wait is precisely what is hurting them the most. There is a date marked on the calendar, there are figures on the table (about 7,800 positions eliminated plus another 6,000 that will be left uncovered), but there are no names. And in that void, thousands of employees have been trying to work normally for weeks without knowing if they will continue to occupy that table next month. Four weeks in limbo. “Welcome to the 28 days of hell.” This is how a Meta employee summed up the situation in an internal forum, and the expression quickly spread through the company’s internal communication channels. As and as detailed Business Insiderthat same uncertainty is breathed in the publications of the employees in the Blind app, where anguish, black humor and unanswered questions are mixed about what criteria will determine who stays and who leaves. In Blindan employee asked how to find motivation to work during the next few weeks knowing that layoffs are a fact and we can only wait for the names to be given to make them effective. One response summed up the general mood: “I’m getting motivated to do things that I can put on my resume for my next job,” said a Meta employee. In Meta’s own internal forums, others claimed to be focused on demonstrating results quickly, before D-day arrives, in an attempt desperate to avoid dismissal. A state of anxiety that has already lasted since 2022. For many Meta workers, this round of layoffs is not an isolated surprise. Since 2022, the company has gone through several waves of cuts, and that has left its mark on the employees who kept their jobs when thousands (hundreds of thousands, actually) of colleagues were falling into the different rounds of dismissal that Meta has applied since 2022. One employee admitted to feeling more anguish about the possibility of surviving layoffs than about being fired, because those who stay know that they will have to take on a greater workload in an increasingly pressured company. This phenomenon, called survivor syndrome, It is more common than it seems and is fueled by that uncertainty of someone who faces a situation that they know and that they know will get worse, and that perhaps they will fall into the next round of layoffs. In fact, according to some comments in that application, some employees admit to having mentally disconnected from work, and there are even those who are considering maneuvering to be included on the layoff list and thus collect compensation. AI as a background to the cut. Another factor that contributes to undermining the morale of employees who must deal with “their 28-day hell” is that, in reality, these dismissals do not occur because they are doing their job poorly or because of the company’s financial problems, but rather because of a strategic bet that puts the AI as an absolute priority for the company. If there is only one dollar to spend, that dollar will be invested in AI. “We are doing this as part of our continuous effort to manage the company more efficiently and to compensate for the other investments we are making,” said Meta’s human resources manager in her statement. Goal plans to allocate between $115 billion and $135 billion in capital investment this year alone, double the capital that he destined in 2024 to this end, with artificial intelligence as the main destination of money. Mark Zuckerberg has been making it clear for months that AI is the absolute priority of the company, which leaves positions that are not aligned with the development of that technology in an increasingly complicated position. What awaits those who are fired. Meta cuts come at the same time as Microsoft announces early retirements volunteers for the first time in its 51-year history. This new strategy is raising alarm bells about whether AI-powered automation is starting to cause a structural labor crisis in the technology sector. According to the company’s statement, Meta employees who finally receive their dismissal letter on May 20 will receive compensation of 16 weeks of base salary plus two additional weeks for each year worked in the company. “We will also cover the cost of COBRA health insurance for US employees and their families for 18 months. Packages outside the United States will be similar, but will vary by country, as will local deadlines and processes,” states the internal Meta statement signed by Gale. In Xataka | “They blame AI for layoffs they would do anyway”: Sam Altman confirms that AI has been used as an excuse to lay off Image | Unsplash (Mariia Shalabaieva, Arif Riyanto)

The NYT published the story of the AI ​​entrepreneur who has a turnover of 1.8 billion with two employees. Forgot to mention a few things

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On April 2, The New York Times public a profile of Matthew Gallagher, a 41-year-old entrepreneur from Los Angeles who with $20,000, the help of his brother and a dozen AI tools managed to create MEDVi. This telemedicine startup sells GLP-1 weight loss drugs and in 2025 had a turnover of $401 million and projects to reach $1.8 billion in 2026. The story went viral and seemed to show that the AI ​​revolution can make you rich if you set up your own sole proprietorship (or almost), but in reality the NYT article left without mentioning important details and disturbing aspects of this business success. 800 fake doctors. In creating MEDVi, Gallaguer created more than 800 Facebook pages that posed as the profiles of individual doctors. Dr. Daniel Foster, Dr. Jacob L. Chandler or Dr. Alistair Whitmore do not exist: they are profiles created by AI, with photos generated with AI, and which precisely serve as support for women between 35 and 55 years old on Facebook who want to lose weight to see these profiles. The NYT article itself commented that photos with models generated by AI appeared on the MEDVi website and that some advertisements They were “AI Slop”. The media talks about me or not really. The company’s official website also showed logos of Bloomberg or The Times as if they had published articles about it when in reality it had barely advertised in said media and then could show that it had appeared in said media. What the article does not mention is the scale of this Facebook profiling operation. The FDA warns. On February 20, 2026, the US Federal Drug Administration (FDA) sent a warning letter (#721455) which was in fact part of a set of similar letters sent to 30 telemedicine companies. This type of letter is not a formal accusation, but rather an “informal and advisory” communication. The reason for the letter to MEDVi were two specific problems on its website. First, the images of the products showed the label “MEDVi”, which in American regulations implies that the company is the manufacturer of these medications, when in reality it is just an intermediary that orders them from external pharmacies. Second, phrases such as “same active ingredient as Wegovy® and Ozempic®” led one to believe that MEDVi’s compounded products had received FDA approval or evaluation, when compounded medications do not go through that process. The NYT did not mention the FDA letter. Medications with uncertain (or no) effectiveness. Part of MEDVi business includes oral compound tirzepatidea product that does not exist in an FDA-approved form. This company falsely presented it as a safe and effective GLP-1 drug for weight loss, even though there is no regulatory-approved variant. The only approved oral GLP-1 requires an absorption enhancer and very controlled administration conditions: MEDVi was selling something that probably did nothing, and in fact laboratories like Lilly have warned of these types of products and have taken legal action to prohibit its sale. A group of people already sued several telemedicine companies for selling “snake oil” as if oral tirzepatide were magic when nothing has been proven. Again, there was no data on this in the NYT article. 1.6 million medical records leaked. MEDVi outsources its medical infrastructure to OpenLoop Health, which the NYT article mentions as “managing doctors, pharmacies, shipping and regulatory compliance.” In January 2026, a cybercriminal managed to access OpenLoop systems and claimed to have obtained the records of some 1.6 million patients including names, contact information, dates of birth and medical information. OpenLoop reported of the intrusion in March 2026 and confirmed that at least 68,000 were affected in the state of Texas alone. If you want clients, the key is spam. MEDVi too has been sued in California for violating this state’s anti-spam laws. According to that lawsuit, MEDVi used an affiliate marketing technique that sent spam using falsified information, spoofed domains, and shipping addresses designed to avoid spam filters. Gallagher noted in The New York Times that “a total of $20,000 was spent on the software and the first month of marketing,” and it is not clear how much of the initial growth was due to practices that are now part of that new legal process. A success story with a dangerous background. The story that NYT tells us is fascinating and seems to effectively point to that future in which a person will be able to set up a successful business with the help of AI. However, in this case the success achieved is overshadowed by the way in which AI was used and the way in which Gallaguer presented his business. The NYT seems to have verified that the company actually earned $401 million in 2025. The question that remains unanswered is what part of that income came from people who bought a drug that probably doesn’t work, promoted by doctors who don’t exist, through an infrastructure that ended up leaking their medical data. Image | MEDVi In Xataka | We believed that GLP-1 drugs were only going to change obesity. They just turned upside down how we treat addictions

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