layoffs

whoever distributes their packages also announces 30,000 layoffs

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Amazon faces a profound restructuring that not only affects the automation of your warehouses and the dismissal of 30,000 employees on staffthere is also removing your Amazon Go stores and has restructured its shipments. That has generated a domino effect in companies that depend on the e-commerce giant. UPS has had to adapt quickly, reducing its dependence on unprofitable packages from Amazon, which will result in 30,000 layoffs and the closure of 24 facilities throughout 2026, as he collected Reuters. The break with Amazon does not come for free. The decision has not been made overnight. In January 2025, the delivery company already announced that it was going to reduce its exposure to low-profit shipments. Among those shipments are those from Amazon, which barely left room. Carol Tomé, CEO of UPS noted that “We are in the final six months of our accelerated Amazon phase-out plan and, by all of 2026, we intend to cut another million packages per day, while continuing to reconfigure our network.” This movement reacts to Amazon’s decision to diversify your delivery peopleforcing UPS to pivot its structure towards more profitable clients such as pharmaceutical companies. The “minimis” crisis. Part of that strategic shift in shipping has been accelerated by the change of regulations in the so-called “minimis” shipments: low-value shipments from e-commerce platforms such as Shein or Temu that move millions of deliveries a day. The increase in tariff requirements has also tightened the rope that reduces shipping profitability of these platforms that use mass shipping models as Amazon does. Other companies like DHL They have already limited their shipments of this type of packages. Thousands of jobs on the line. The 30,000 layoffs planned for 2026 represent 6% of UPS’s 490,000 employees. Brian Dykes, UPS chief financial officer, clarified that the company’s priority was to avoid “hard layoffs” and the reduction of the workforce will be carried out through voluntary retirements and freezing hiring for positions that remain vacant. According what was published by The New York Timesit is not the first time that UPS has made a personnel cut of this caliber. 2025 closed with the layoff of 48,000 drivers and warehouse workers and the closure of 93 buildings. In 2024, layoffs amounted to 12,000 positions. Layoffs with benefits to avoid future losses. According to the annual balance presented by the company a few days ago, the net profit for 2025 was $5,572 million, down 3.6% compared to last year. The company’s total revenue fell 2.6% to $88,661 million. Its parcel business contracted 1.4% to $59,519 million. In its 2025 earnings presentation, the company viewed its disconnection from Amazon as a necessary step to focus on higher-profit products to drive company growth. “Looking ahead, after completing Amazon’s gradual transition, 2026 will be a turning point in the execution of our strategy to achieve growth and sustained margin expansion,” said Tomé. in his statement of income. In Xataka | Amazon closes its ERE in Spain with 920 layoffs: 791 in Barcelona and 129 in Madrid Image | Unsplash (Aaron Doucett)

China has made a decision regarding layoffs justified by AI: they will not be appropriate

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Artificial intelligence is already showing signs of being the most transformative element of the productive fabric since the Industrial Revolution, even more than the arrival of the Internet. This means that its arrival has a direct impact on million jobs that will no longer be necessary or will be changed by others of new creation. This transformation of the labor market will not be something that happens in a few years: AI is already reducing hiring of the youngest and is behind many layoffs. China, one of the main actors in the race for AI, has put a limit on AI: its use will not be a justified reason to fire employees. Limit on layoffs due to AI in China. In a publication The Commission for Arbitration of Labor and Personnel Disputes lays down case law on whether the adoption of AI by companies can be considered a justified reason for dismissing an employee. The decision has its origins in the case of a worker who had been collecting manual data for maps in a technology company since 2009. Last year, the company implemented a system that automated that same task using AI. As a result, the company eliminated his department and fired him for alleged drastic change in working conditions. The arbitration commission ruled that this dismissal was unfair because the deployment of AI is a voluntary business decision to gain competitiveness, and does not represent a justifiable reason under its labor regulations. Therefore, the company had to compensate the employee and was recommended to negotiate contracts or relocate the affected personnel to another position. Chinese labor law leaves no room for AI. In China, the law allows contracts to be terminated only if there is a major objective change that makes it impossible to continue developing that position, such as force majeure or public policy closures. That is, if the collection of this data had been prohibited by law, his dismissal without compensation would be justified, but not for applying business strategies aimed at improving the company’s productivity, such as deploying AI or purchasing new machinery. The arbitration court’s decision recognizes that these technological changes may “lead to adjustments in the employment structure,” but “do not present the characteristics of force majeure and unpredictability required by ‘objective circumstances’.” That is to say, it is legitimate for them to be applied, but companies must assume the payment of severance pay. collected in the Labor Contract Law of the People’s Republic of China, which establishes the payment of one month’s salary per year worked. Social responsibility of AI implementation. Chinese Arbitration Commission ruling recognizes that companies can deploy AI to improve your productivitybut forces them to “simultaneously assume the corresponding social responsibilities, achieving a harmonious balance between the application of technology and the protection of workers’ rights.” The ruling emphasizes that companies cannot let the weight of technological innovation fall on their employees, so, instead of firing them, they must offer training in the new technologies they implement or in new positions to balance technical progress with labor rights. AI claims thousands of jobs in the US. Labor legislation in the US has not been so protectionist with employment. According to a report from the consultant Challenger, Gray & Christmas AI has been the reason for the dismissal of 48,414 employees in 2025, with the technology sector being the most affected for this reason, with restructuring due to the integration of AI or by improve efficiency in its development. ​In the United States, most states (except Montanafor example) follow the doctrine of “at-will” employment, which allows tech companies to fire engineers or other employees for any non-illegal reason, including adopting AI to automate tasks. It is not necessary to justify with specific causes as in other countries, as long as there is no discrimination based on race, age or gender. Europe and Spain closer to China’s approach. In Europe, or more specifically in Spain, labor regulations do not contemplate the implementation of new technologies as a valid justification for the dismissal of workers, so they go associated with the payment of compensation for unfair dismissal or the legislation that regulates Employment Regulation Files (ERE) That does not mean that Europe (or Spain) is immune to the impact of AI. In fact, according to what was published for him Financial TimesEuropean banks could eliminate around 200,000 jobs by 2030 due to AI automation and branch closures, equivalent to 10% of the workforce of 35 large entities. In Xataka | We believed that AI was going to retire an entire generation of workers early. The opposite is happening Image | Unsplash (aboodi vesakaran, Arif Riyanto)

Telefónica promised great savings by 2030. Its ERE has been negotiated at 2,500 million euros and 4,525 layoffs

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Telefónica and the majority unions UGT, CCOO and Fetico-Sumados have signed the employment regulation file (ERE) that will affect the seven subsidiaries of the group. The minimum volume of departures is set at 4,525 employees, 14 less than initially planned after a last-minute reduction in the divisions of Telefónica Global Solutions, Telefónica Innovación Digital and Telefónica SA As highlighted by CCOO statementthe agreement is reached after almost a month of marathon negotiations, which began in November when the management communicated its intention to carry out the ERE for objective reasons that would affect 6,088 employees. Fewer layoffs than estimated He agreement reached establishes the minimum departure of some 4,525 employees, which represents a reduction of 25.6% compared to the 6,088 dismissals proposed at the beginning of the negotiations. However, this limit only responds at a minimum estimatethe company estimates that finally about 5,500 employees will take voluntary leave. In any case, it is a lower figure than that announced by the operator before the negotiations. The bulk of the adjustment corresponds to the companies covered by the Related Companies Agreement (CEV), with 3,765 minimum departures distributed as follows: 2,925 in Telefónica de España (almost 33% of a workforce of 8,892 people), 720 in Telefónica Móviles (20% of a total of 3,587 employees) and 120 in Telefónica Soluciones (11% of 1,118 workers). In the case of these companies covered by the Related Companies Agreement, the final number of dismissals is not fixed, but depends on the volume of voluntary adhesions, with a range that goes from 3,765 to 5,040 departures. The group’s global units total 585 layoffs. 109 layoffs in Telefónica Global Solutions (17% of the 638 employees), 182 in Digital Innovation (18.3% of 993 employees) and 294 in the TSA parent company (25.3% of 1,160 employees). Added to these figures are 175 departures from Movistar+, which represent 20.3% of its workforce of 860 people, a significant reduction compared to the 297 departures initially planned. Economic conditions and membership requirements Compensation contemplates different sections depending on the year of birth of the workers. Those born between 1969 and 1971 will receive 68% of the regulatory salary until the age of 63 and 38% thereafter, although in Movistar+ those born in 1971 are excluded. For the oldest For those born between 1965 and 1968, the percentages are 62% up to age 63 and 34% thereafter, while those born in 1964 or before will receive 52% of the salary up to age 63 and 35% thereafter. To voluntarily join with these conditions, 15 years of seniority in related subsidiaries and 13 years of seniority in global subsidiaries are required. In addition, the latter include voluntary bonuses of between 5,000 and 18,000 euros depending on seniority, doubling the amounts initially proposed. The departure process will be carried out in a staggered manner depending on the subsidiary. For related subsidiaries, the voluntary departure request period will begin on December 29 and end on January 26, while for global subsidiaries, it will extend from December 29 to January 29. In Movistar+, the voluntary deadline is postponed until January 7 and will be accepted until February 6. Spend to save Telefónica calculates that this ERE will have a cost of about 2,500 million euros before taxes. For Telefónica España and Movistar Plus+ the provision will be around 2.3 billion euros, while for the corporate units it will be approximately 200 million euros respectively. These staff cuts are part of the new Transform & Grow strategic plan of Telefónica for the period 2026-2030, which seeks to save costs up to 3,000 million euros annually in 2030. However, the company estimates annual savings close to 600 million euros from 2028, with a positive impact on cash generation as early as 2026. Simultaneously with the ERE, Telefónica has reached an agreement with the union centers to extend the collective agreements of the seven subsidiaries until 2030. The most significant advance is the commitment to increase salaries 1.5% each year while the agreement is in force, affecting both the related subsidiaries and the global units of Telefónica. Employees of the linked subsidiaries will receive an additional payment of 300 euros in October, of which 150 euros will be consolidated annually in the salary tables. The social benefits include the extension of the teleworking package up to 12 days, the extension of the 36 hour work week to global units, the improvement of bank guarantees for home purchases from 75,000 to 100,000 euros, aid of 3,000 euros for rent and the declaration of December 24 and 31 as non-working days. In Xataka | The best strategies to ask for a salary increase, the negotiation most similar to a “battle” at work Image | Telephone

from 978 announced layoffs to 791 agreed

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A few weeks ago, Amazon announced a aggressive adjustment plan that would affect 14,000 employees in your template. Unfortunately, on this occasion the staff at the offices that the Spanish Amazon subsidiary has in Barcelona and Madrid were also affected by this layoff plan. The ERE, which started with 978 planned departures for the Barcelona office, has ended up being reduced to 791 employees after negotiation with the unions. The key is not only in how many people the ERE has been reduced, but in how this exit is ordered and with what protection network they do it, achieving much more advantageous conditions. From 978 to 791 layoffs. The core of the agreement that has been reached between CCOO and Amanzon is the reduction in the number of layoffs in the Barcelona office, which drops from 978 initial layoffs to 791 people, which implies a reduction of 19% compared to what was initially announced. According to data of RTVE, the staff of these offices was about 2,800 people, so the cut would mean a reduction of 28% of the total in the office in the Catalan capital.​ According to the statement Made public by CCOO, the majority union representing the workers of that office, in addition to lowering the final figure, the agreement incorporates voluntary departures and the option of permanence for protected groups, along with relocations within the group.​ Improvements in conditions and compensation. Economically, the ERE negotiation table agreed on a compensation of 38 days per year worked, with a limit of 24 monthly payments, and a minimum compensation of 7,000 euros for each dismissed worker. Paid leave was also agreed until February 28, linked to the possibility of opting for payment of company shares. According to sources of ElDiario.esto these conditions, a payment of 1,500 euros is added for people whose visa depends on the employment contract and the payment of medical insurance until May 31. At the state level, the same media indicates that the total cut in Spain is around 920 workers between the Amazon Spain Services offices in Barcelona (791 layoffs) and Amazon Digital Spain with offices in Madrid (129 layoffs). More AI, less staff. Union sources link the ERE to the automation of processes associated with the implementation of artificial intelligence but also to “relocation to other places with more lax labor regulations,” CCOO said in its statement. This regulatory file presented in Barcelona and Madrid is part of a broader corporate cutback by Amazon: the company announced in October a reduction of approximately 14,000 corporate jobs worldwide for organizational reasons. Something that from the Ministry of Labor has been criticized because Amazon presented a net profit of $21,187 million in its balance sheet for the third quarter of 2025, which represents an increase of 38.2%. In Xataka | Big Tech doesn’t stop firing its engineers. At the same time, they have stepped on the accelerator in hiring Image | Unsplash (Adrian Sulyok)

5,300 layoffs in its four subsidiaries

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Although there was already announced his plans Last week, Telefónica waited until today to put on the table an Employment Regulation File that could affect some 5,300 employees of the Telefónica de España workforce and its three subsidiaries (Telefónica España, Móviles y Soluciones), as well as the Movistar+ platform. The announcement was no surprise since the ERE, of which more details are now known, is part of the strategic plan Transform & Grow 2030which seeks to reorganize the company and a reduction of 1,510 million in operating costs A blow to the Telefónica workforce Telefónica has presented its plan to the unions with the greatest representation in its workforce (UGT, CCOO and Sumados-Fetico) to carry out a collective dismissal justified by “organizational, technical and production causes”, which will affect a total of 5,319 jobs distributed among Telefónica de España, Telefónica Móviles, Telefónica Soluciones and Movistar+. In the case of Telefónica de España, the proposed cut affects 3,649 people out of a total of 8,892 employees that currently make up its workforce. This means that 41.04% of the operator’s workers would be affected by the ERE. In its subsidiary Telefónica Móviles, the adjustment would affect 1,124 workers out of a workforce of 3,587 employees (31.34% of employees), while in Telefónica Soluciones 267 people would be dispensed with out of a total of 1,118 employees (23.89%). Similarly, the negotiation table has been established for the ERE of Movistar+, the operator’s pay television platform, which would dispense with 279 employees of the 860 workers that make up its workforce (32.45% of the total). Despite several thousand employees already affected by this ERE, Telefónica has not yet completed the total estimate of layoffs since until tomorrow the impact that the employment regulation file will have on its three remaining divisions will not be known: Telefónica’s parent company, Telefónica Global Solutions, Telefónica Digital Innovation, etc. as I pointed out The Country. Altogether, the ERE is expected to affect between 6,000 and 7,000 employees of the different subsidiaries. Unions opt for voluntary departures The company and the unions have set up specific negotiating tables for each affected company, with a period of approximately one month to close the agreements, which places the signing of the possible agreements around the end of the year or the beginning of the next. The layoff figures that have been put on the table are an estimate and the final figure will be known after negotiation with union representatives. In the previous ERE presented by the company, the initial estimate It was about 5,124 layoffs, of which 3,421 were finally carried out after the negotiation. The company’s intention is that the cost of the ERE can be recorded in the accounts for the year 2025 and that the conditions adjust to the new strategic plansomething that union organizations want to link to an extension of collective agreements and guarantees of job stability until 2030. The unions with the greatest representation in Telefónica have demanded that any departure be articulated voluntarily and that the bulk of the adjustment be based on early retirements and voluntary departures, following the model of the previous ERE of the company. According what was published by The Worldamong the conditions that union representatives are considering is staggering the impact of the different ERE on workers born between 1969 and 1971, who will turn 55 in 2026, thus consolidating their path towards early retirement. This measure continues the policy agreed upon in the previous negotiation, which set its final limit on employees born before 1968. In Xataka | Telefónica proposes the end of its era as a “cash cow”: it considers sacrificing the historic dividend to create a European champion Image | Telephone

Amazon is not done with layoffs, according to Reuters. A new round will affect thousands of employees starting this week

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Amazon is preparing for a new wave of layoffs that could reach up to 30,000 corporate jobs starting this Tuesday, according to information provided by Reuters. The stated objective within the company is to cut expenses and correct the oversizing of personnel derived from the years of greatest demand during the pandemic. The news agency points out that, if confirmed at these levels, it would be the largest internal adjustment since the around 27,000 cuts that began at the end of 2022. The new cut comes in a context of constant changes within Amazon since Andy Jassy assumed executive management. In these three years, the company has alternated layoffs and new hires. The first wave of mass layoffs under Jassy took place in November 2022 and mainly affected the Devices and Services teams. Since then, the company has continued to review its internal structure in search of a balance between efficiency and growth. The figures. The plan contemplates up to 30,000 corporate cuts, according to the aforementioned media, which is equivalent to almost 10% of Amazon’s approximately 350,000 office employees. In its total global workforce, of about 1.55 million people, it represents a smaller fraction, but the internal impact would be considerable. If confirmed, it would be the company’s largest personnel adjustment since the around 27,000 positions eliminated between 2022 and 2023. The exact figure could vary depending on the financial priorities of each division. Where it impacts. The most affected divisions will be, according to Reuters, the Human Resources departments – known internally as People Experience and Technology –, along with the Devices and Services areas, and part of the operations. In the last two years, Amazon had already made minor cuts to several of these teams, including communications and podcasts. The new departures, which begin this week, point to a broader reorganization within corporate structures. Why now. Since his arrival, Andy Jassy has promoted a restructuring aimed at reducing what he himself described as excessive bureaucracy. Its strategy includes cutting hierarchical levels and promoting the use of artificial intelligence to optimize internal work. Jassy had already anticipated in June that the advancement of these tools would cause new cuts, by automating routine tasks. How will you communicate? The management teams began internal training this Monday to manage communication with affected employees, according to the sources consulted. Email notifications are scheduled for Tuesday morning, when the process will formally begin. Amazon wants area managers to be able to answer their teams’ questions and offer support during the transition. While preparing this internal adjustment, Amazon is heading towards a new Christmas season that promises to be intense. The company plans to hire about 250,000 temporary employees to reinforce its logistics centers, the same figure as in the previous two years. Next Thursday it will present its third quarter results, where it is expected to detail the impact of its internal reorganization and forecasts for the end of the year. Images | Amazon (1, 2) | tonodiaz In Xataka | The striking thing is not that Accenture is laying off 11,000 workers for AI: it is that it is hiring many more for AI

thousands of layoffs and goodbye to factories in three countries

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It is no secret that Intel is going through a complicated stage. The historic processor firm It has been dealing with a crisis for years that can no longer hide, and whose consequences begin to become visible. Since last March 18, the new CEO, Lip-bu Tan, has taken the helm After the departure of Pat Gelsinger. And he has done it with decisions that mark a turning point. The layoffs are only part of the plan: what comes behind points to a deeper transformation. A silent cut (and wide) Intel has not announced dismissals as such. But just read between the lines. In its financial report of the second quarter of 2025the company makes it clear that its goal is to end the year with a template of some 75,000 employees. That is a significant reduction with respect to the 99,500 workers with whom it closed 2024, According to Reuters data. In that interval there were already discreet cuts – Intel himself speaks of “template actions” already completed -, so the exact number of layoffs cannot be specified. But the magnitude of the cut speaks for itself. The plan is part of a broader strategy to reduce operating expenses, gain agility and improve efficiency. In fact, the company has recognized 1.9 billion dollars in restructuring positions only in the second quarter, and those measures are already directly affecting its global operations network. Intel adjustment is not limited to reducing template. He has also begun to cut his presence in countries where he had key projects in progress. In Germany and Polandthe company has decided not to move forward with the expansion plans announced in recent years. They were strategic movements with which he sought to strengthen his manufacturing capacity in Europe, but now they are left out of the new map. In Costa Rica, the withdrawal goes one step further. Intel will consolidate its assembly and test operations, moving part of the activity to larger centers that it already has in Vietnam and Malaysia. The message between the lines is clear: less dispersion, more cost control. The company has also announced that it will slow the works in Ohio, one of its star projects in the United States to adapt the expense rhythm to the real market demand. It remains to be seen if that turn will be enough to recover land in front of rivals such as AMD, NVIDIA or TSMC, who have not stopped gaining muscle while Intel retreated. For now, the steps that are taking a transformation process that will be long, uncomfortable and With global implications. Because when a company like Intel shrinks, it is not only about numbers: it is an impact. Images | Intel | Thufeil m In Xataka | Intel’s fall symbolizes the end of an era: the model that dominated technology for 50 years has died

His first ‘Joint Venture’ stops operating and dragging thousands of layoffs

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For more than three decades, Microsoft has maintained a constant presence in China. Although the country represents only a fraction of its global incomeRedmond’s company opted to position himself there with products such as Windows and Officeand with a network of research centers aimed at collaborating with the local technological ecosystem. Today, in a scenario marked by geopolitical tension, that bet begins to be diluted: Microsoft has begun to undo agreements and to close facilities, in what seems to be part of a broader reorganization plan in the region. A Joint Venture Microsoft in China throws the closure. As reported South China Morning Post, Wicresoftthe first Joint Business Created by Microsoft in the country, it will cease its operations. Although the situation for American technological ones in China has been complicated over time, the announcement has caught by surprise. According to the Hongkonese newspaper, the employees were informed on Monday that their work linked to the software firm led by Satya Nadella “will come to an end.” Citing the Chinese medium Caijing, the measure will affect some 2,000 workers. Sudden notification. Wicresoft, based in Seattle and more than 10,000 workers worldwide, is dedicated to offering advice, technological solutions and operational support for large international brands. In China, its presence extended to 20 cities, including Shanghai, Beijing, Shenzhen and Hong Kong, where it managed projects of different scale for Microsoft. According to the aforementioned media, the news of the closure came unexpectedly: many employees received the notice by mail this Monday and, in several venues, they were asked to leave the place as soon as Tuesday, without margin to react. A question about the future of support. The closure of Wicresoft leaves in the air who will manage Microsoft’s after -sales support in China, a market where access to technical services remains key to many users and companies. The company was responsible for giving technical assistance to key products such as Windows 10, Windows 11 and Office, among others, adapting the service to the particularities of the local environment. According to Reutersthis change is aligned with the intention of Microsoft to centralize and reduce subcontracting in the country, although it has not been revealed who will take over or in what deadlines. Impulse for local alternatives. Microsoft’s progressive withdrawal in China leaves free space that other local firms have not taken advantage of. One of the big beneficiaries is Kingsooft Office, head of WPS Office, An office suite compatible with Microsoft formats that has already exceeded 100 million daily users in the country. Her experience in the local market and her functional resemblance with Office (at first glance seems like a clone) have made it an option increasingly adopted by public organizations, banks and telecommunications operators. Since 2022, Chinese state companies are obliged to submit quarterly reports on their progress in the replacement of foreign software for national alternatives. As the American newspaper The Wall Street Journal points outthis policy, promoted from Beijing in full technological and commercial war with the United States, has directly favored companies such as Kingsooft, which now have the implicit support of the state apparatus. The result: less licenses for Office and more WPS deployment in strategic sectors where Microsoft moves. SDE WICRESOFT step is not an isolated case. In the last two years, Microsoft has progressively reduced its presence in the Asian giant. In 2023, The company closed all its physical stores in China, offered relocations to hundreds of employees in the artificial intelligence area and applied template cuts. More recently, he has also hardened his internal security protocols, forcing its workers in China to use iPhones exclusively to access corporate platformsdue to the restrictions imposed by the lack of Google Play in the country. Shanghai’s laboratory is another example of that replication. Inaugurated in 2019 as the largest center of its type outside the United States, the IATI & AI Insider Lab was conceived to promote the development of strategic technologies in collaboration with local companies. He closed its doors in early 2024 after supporting more than 250 projects and training thousands of professionals. Its closure confirms a trend that, although not entirely unexpected, does show a deep change in Microsoft’s strategy in one of the countries where it has been operating longer and where they had made multiple bets. Withdrawal in full trade war. The Microsoft replication does not occur in a vacuum. It coincides with a new escalation in the tensions between Washington and Beijing that has reactivated the large -scale commercial war. Donald Trump has threatened to impose additional 50% tariffs if China does not withdraw its retaliation measureswhich arrived after the first waves of taxes driven by the White House after their return to power. In this climate, many quoted American companies are collapsing in the stock market, dragging with it to entire sectors and other markets in the world. Images | VD Photography | / Ricardo | Silvestre Rui In Xataka | Manufacturing the iPhone 16 Pro of 256 GB in China costs 550 dollars today. With tariffs it will cost $ 850

a radical change regarding its predecessor that points to more layoffs

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TO Lip-bu Tan A nuclear accident changed his life. He was a prodigious student, and after graduating in Physics with only 19 years at Nanyang University in Singapore, he completed a Master in Nuclear Engineering at MIT. That seemed to be his way, but in 1979 the Three Mile Island accident It caused a wave of pessimism about the future of these centrals and, consequently, of job offers. So he ended up studying a Master in Business Administration at the University of San Francisco. And from there they began their successes. He created a risk capital fund called Walden and focused on the semiconductor industry and alternative energies. Among its investments in the semiconductor sector Highlights what he did for example in Annapurna Labswhich ended up being bought by Amazon and became a fundamental pillar of the development of chips used by this giant in its infrastructure. Also invested in Nuvia, which would end up being bought by Qualcomm In 2021. In addition to his role as an investor, in 2004 he was appointed member of the Council of the Cadence Design Systems semiconductor company. In 2008, he was appointed co-cup, and ended up leading the company alone from 2009 to 2021. During his management the actions of Cadence grew by 3,200% value, and became for example one of Apple’s strategic partners. That successful management made it so became a usual signing in administration councils. In addition to participating in that of several academic institutions, he directs the advice of Hewlett Pckard Enterprise, Schneider Electric and, even more interesting, SoftBank. So did not match Gelsinger, and that is a track for the future But even more striking than his position in Softbank is the one he had in Intel: from 2022 to 2024 he was a member of the Board of Directors of this company. Left his post in August 2024, and curiously He did it for his differences with the management of Pat Gelsingerthe then CEO of the company. According to Reutersthat was due to several reasons. For example, I was concerned about the increasing number of Intel employees and also a culture in which bureaucracy and risk aversion were too settled. He also had doubts about his strategy in artificial intelligence, and failed to promote an initiative for Intel to achieve third -party manufacturing contracts. All these conflicts make clear what is so – that is 65 years old – probably raises for the immediate future of Intel. Analysts like Patrick Moorhead They believe that the new CEO will make important expenses of expenses, and that probably means one thing: layoffs. The question is whether Intel’s division will also boost so that the manufacturing unit (Foundry) is separated from the design and development of processors. It is the same thing that AMD did in 2009 and it went welland there are many experts who have recommended that That split is carried out. There is also the unknown of how Intel will also become a reference in the chips segment for ia. They certainly have products promising, like Gaudi 3but they need to turn them into an element that giants of the AI ​​hugged, something that does not seem to happen. Own A message wrote yesterday To all employees, and a message was clear: “Intel will be a company focused on engineering“. He did not give keys about the steps he will take in the short term, but his alleged past differences With Pat Gelsinger they seem to make it clear that his management will be different from the one raised by the Excus. It has an important initial advantage to start with good foot: Everyone knows him. Both inside Intel and outside. His potential clients in the company also, especially because they have probably done business with him while he was in the Intel Council or while CEO of Cadence, who worked with numerous technology and semiconductor firms. It maintains good relations with Lisa her from AMD and with Jensen Huang, from Nvidia, They say in Reuters. Now it remains to be seen if all these contacts and experience make Intel exceed the greatest crisis in their history. Image | Intel In Xataka | Intel’s plan in front of an unattainable TSMC: beat Samsung and consolidate as the second largest chips manufacturer

This time there are no layoffs but an increase in bonus for managers

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Mark Zuckerberg continues with his plan to speed up the goal structure and prepare it to face the challenge that his AI presents. One of the most controversial measures of that plan has been the 5% of your workforcebut not the only one. In one Corporate communication At the SEC, goal confirmed “an increase in the percentage of objective bonus” in the Annual bonus plan for executives of the company. With this new bonus plan, Meta managers could get a bonus of up to 200% of their base salary, instead of a maximum of 75% of their salary they could reach so far. More incentives for executives, less for employees The new bonus plan presented by the company would not affect the remuneration of Mark Zuckerberg which, as CEO and founder, receives A symbolic salary that is complemented with A personalized bonus that compensates. The increase in executive bonuses arrives at a time of tension between the template after the dismissal of goal to which low performance was attributed in their work. However, as the company itself confirmed, these layoffs occur in the context of strategic change to focus on the development of AI, Not due to economic problems. Something that confirmed the 21% increase in the benefits that Goal communicatedJust a few weeks ago. The Board of Directors approved this increase in Bonus for managers with the aim of being more competitive at the salary level “was in or below the 15th of the total compensation in cash of executives who held similar positions. After this increase, the total compensation in cash for the appointed executive officials (except the Executive Director) falls approximately in the 50th of the target compensation of the peer group “, can be read in the document presented by the finish line to the target to the Stock Exchange Commission (SEC). This increase also coincides with the announcement of the 10% trim in rewards For shares -based employees that he published he Financial Times last week. This measure affects, to a different extent, tens of thousands of employees who will receive less actions as a complement to their salary, just at the time these actions have risen 47% during the past year. In Xataka | Trump has made great technological ones change, but not for ideology: they are companies behaving like companies Image | Flickr (Techcrunch)

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