salaries

Technology salaries in Spain do not depend on the skills of the employee. They depend on the type of company

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The technological salaries in Spain They no longer depend so much on how good you are at programming, but on the type of company you work for. The same senior profile can earn from figures typical of a small traditional SME to salaries that compete with the best engineers at Google or Meta, just for changing the type of company. At least that theory is what emerges from a salary analysis carried out by the technological employment platform Manfred, based on the observations of a former Uber engineer: in technology there is not one type of salary, but there are three, and it depends on the type of company in which you work. The “trimodal” model of technological salaries. The “trimodal” concept explains that the technology salary distribution It does not form a uniform continuous line that brings together the entire sector, but rather three distinct groups with little overlap between them. Depending on what type of company you are working for, this is how good your salary will be. The analysis is based on the observations of Gergely Orosz, former head of engineering at Uber, who analyzed on his blog the distribution of technological salaries in Europe and highlights that these groups arise from how each company decides to compare itself with the competition when setting compensation. If an SME only needs to compete against other SMEs, their salaries will be lower than those of large corporations that want to compete among themselves. Manfred has adapted that model to the reality of salaries in Spain and shows that a senior engineer can earn from 35,000 euros to 130,000 euros gross annually depending on his company group, even carrying out a job with similar responsibilities. This division makes individual talent matter less than the company’s salary strategy, creating huge gaps for equivalent profiles. Trimodal distribution of salaries in Spain. Source: Manfred Group 1: local companies with technology as support. The companies in the first group see technology as an internal service, similar to an IT department and, at a salary level, they are only compared with close competitors in your sector. In Spain, Manfred describes them as consultancies and large non-digital corporations, with basic selection processes and very hierarchical structures. This first group presents the greatest labor concentration of all of them, but offers the lowest salary rangeplacing 40,000 euros at its most common average. Given that their market is local, their salary structures are within the usual margins in Spain. In this group, the work is predictable, with a good balance between work and personal life, but without significant variable incentives, beyond a possible 10% of the base salary linked to the company’s performance. Group 2: “Scaleups” and technology companies. The second group brings together companies that compete with the entire local and some international technological fabric, raising their salary offers to attract talent or capture it among your competitors. This group includes technological startups that have already surpassed their maturity and are now seeking both national and international growth, with tougher and greater hiring processes. emphasis on autonomy. The salaries of these companies no longer only compete for the best talent at a local level, but also expand it to a European level, which is why they usually offer salaries above 60,000 euros and offer bonuses of up to 20% of the base salary in cash and shares to more experienced engineers, although not always on a general basis. That is, their remuneration is slightly above the average in Spain. Group 3: giants competing on a global scale. Companies in the third group measure themselves with the international market, attracting talent from anywhere in the world. We are talking about jobs in large technology companies such as Amazon, Uber, Google or Meta, as well as large financial entities that are developing large technological infrastructures. In this group they are shuffled international level salaries in order to attract the best qualified talent regardless of their place of origin. However, to access these positions you also have to overcome much more competitive selection processes. These firms offer salary ranges above 100,000 euros and cash bonuses of around 40% or 50% of the base salary are offered for those employees who achieve all their objectives and actions for all levels, even for junior employees. Not everything is money, what career do you want? Beyond money, each group offers a very different style of work. In Group 1, local companies prioritize stability and work-life balance, with schedules that allow for some flexibilityin addition to offering a greater number of job offers. Instead, Group 3 of global giants brings greater instabilitywith frequent rounds of layoffs when you don’t meet expectations and high turnover because they pay so much to attract only the best. Teleworking is a common practice in Groups 1 and 2, but the large corporations in Group 3 practically they have removed it of their offers and sometimes ask to move close to their main offices in Madrid or Barcelona. The number of job offers in Groups 2 and 3 are much lower than those in Group 1, so it is also more complicated to access a company with these characteristics, making it difficult to jump from one company to another within that same group. In Xataka | The harsh reality of salaries in Spain: the most common gross salary in 2023 did not exceed 16,000 euros per year Image | Unsplash (Sigmund)

That doctors, one of the groups with the best salaries in Spain, go on strike is striking. These are your reasons

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2026 has started with Spanish doctors on the streets. Although the tracking data is clouded by the dance of figures usual in these cases, thousands of doctors they have seconded today the strike convened by the Professional Group for a Medical and Faculty Statute (APEMYF) to demand better working conditions. Three are its greatest workhorses: guards, salaries and hours. The question that surely more than one person is asking today is… What do doctors, one of the groups, complain about? better paid and with higher status social? To understand it you have to know their day to day life. White coat strike. The year has started with turbulence in the country’s hospitals. Although the first data from the Administration point to a follow-up more or less discreet (those who arrive from the unions show a ‘photo’ very different), one thing seems clear: today thousands of doctors have responded to the strike called by APEMYFa platform that brings together more than a dozen organizations. The protest will last today and tomorrow and is added to those in 2025. One word: statute. APEMY already clarifies on its behalf what its main claim is: the group demands that its own statute be negotiated with doctors in Spain, a “basic standard” that meets the needs of the group. In contrast to the “framework statute” for health personnel that the main unions and the Government have negotiated, doctors want their particularities to be taken into account. That they go out onto the streets right now is no coincidence. a month ago Health closed a preliminary agreement with the unions to carry out this general rule for the health branch, an ‘umbrella’ that will determine the conditions of hundreds of thousands of public employees. Why’s that? Because the collective (at least the one that supports APEMYF) insist in that it has specific “needs”, just like “other professions with singularities”. Hence, he calls for a negotiation “exclusive for the medical profession.” On the table they have put issues such as the management of guards, hours and salaries, issues that have also served as leverage for the strike today and tomorrow. In fact, everything related to the guards (its duration, remuneration and recognition) has had a key weight in the call. But they charge well, right? Although their salaries are noticeably below Compared to other European colleagues, Spanish doctors enjoy good salaries. At least if they are compared to other sectors. What a doctor earns is influenced by issues such as the region in which you work or its age, but Medical Writing remember who are generally among the highest paid professionals. In the INE’s Annual Salary Structure Survey, doctors and nurses appear in the chapter “Technicians and scientific and intellectual professionals”, to which in 2023 an “average annual earnings per worker” of almost 43,000 euros. As a reference, the average for all sectors did not reach 28,500. A wide fork. However, this information must be handled with caution. A year ago Newtral analyzed also the remuneration of doctors and concluded that the fixed annual salary of hospital doctors ranges between 19,000 euros for a first-year MIR and 72,100 for more senior doctors. There is an important nuance: this gross salary indicator does not include guards, who according to the same medium were paid at 28.6 gross euros per hour. Or more, on holidays. The payment varies in any case from one community to another. Other estimates, how are you also published by Medical Writingconcludes that the average salary of a Spanish doctor who works in public health is around 54,200 euros gross, although the range goes from 35,300 to 140,000. Why do they go out into the streets? Because (beyond these figures) doctors are exposed to a considerable load of stress and work, handicaps that are addressed in the statute negotiated by the main unions and the Government, although not in a way that satisfies the entire group. Of all the issues on the table, perhaps the most complex is the one related to medical guards. Right now doctors cover continuous 24-hour shifts, including their regular shift. From the collective they take time crying out against those marathon shifts, which affect thousands of doctors. a report of the Official College of Physicians of Toledo points out that in Spain 60% of professionals face exhausting shifts and that there are even professionals who exceed “36 hours of continuous work”, which for many carries an emotional burden. “Stop 24-hour guards”. Among other novelties, the draft of the framework statute reduces the duration of the guards to 17 hours straightbut in the group there are those who already warn that in reality the norm opens the door for nothing to change. The reason: this limit of 17 hours could be exceeded if there are “organizational or healthcare reasons” that justify it and the doctor accepts it in writing. Another sensitive point is how those ‘extra’ hours are compensated. The unions demand that an hour of on-call duty not be paid worse than an hour of their ordinary day and that they also count towards retirement, a circumstance that now it doesn’t happen. The issue is so worrying that during today’s demonstrations doctors could be seen with signs of “Stop 24-hour guards”. “Just like the rest of the workers”. In your manifestothe Association of Higher Qualified Doctors of Madrid (AYTS) demands to “recognize all of the doctor’s time worked, just as it is done with the rest of the workers.” Their request is clear: “Suppress the concept of on-call duty as a type of duty that is neither ordinary nor extraordinary, with the conditions of obligation and remuneration below the ordinary shift.” The underlying objective? That doctors stop chaining together exhausting 24-hour shifts, periods of work that do not also count as time for retirement and that even generate ‘debts’ of hours. All this while assuming a high level of responsibility for their patients, which has even led some to suggest that 24-hour shifts should be “illegal”. watch earrings. Another … Read more

young people have embraced “B salaries”

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Although the Spanish economy seems to growthe economic situation for many workers It’s not so positive. This precariousness is causing almost half of young people to accept a “B salary.” That is, with money undeclared. According to a report recent InfoJobs report, one in four Spaniards would be willing to receive part or all of their salary in black if that serves to increase their monthly income. Submerged precariousness. What is more ethical not making ends meet or arrive breaking the law? According to the report ‘Moonlighting and Salaries in B‘ prepared by InfoJobs, 26% of Spaniards are clear about their answer and prefer to collect part or all of their salary in B, and one in 10 acknowledges having done so in the last two years. This figure represents an increase compared to the same 2020 study, in which the number of workers willing to collect part or all of their salary in black represented 23%, but a decrease compared to the 2023 data, which places that percentage at 28%. The data, significant in itself, becomes more worrying when broken down by age: among young people between 18 and 24 years old, the proportion that would accept receiving their salary in black is close to half (48%). Salaries that do not arrive. This data reflects the real need to increase income in the face of wage stagnation and the increase of the cost of livingespecially in those who earn less than 1,000 euros per month. In that salary range, payment acceptance in B reaches 38%, regardless of age. Mónica Pérez, director of Communication and Studies at InfoJobs, points out that “the loss of purchasing power and the difficulty in accessing quality jobs are pushing many workers to look for alternatives to maintain their standard of living.” This is not a marginal practice, but an increasingly common reality for those who, as the data demonstrate, they have low salaries and unstable contracts. Among the people who declare having received part of their salary in B in the last three years, 69% claim to have received up to 20% of their salary, and 22% indicate having received between 21% and 60% of their monthly income with undeclared money. Job insecurity. According to the report, there is a close relationship between the payment of black money and job insecurity. 30.3% of employees who claim to have received payments in B as part of their salary had non-regulated training. At the opposite extreme, only 13.2% of employees with higher education or 14.1% with medium training cycles received this type of payments. Among the reasons why employees have accepted this type of remuneration, it stands out that 50.3% claim that it was the only option offered by their company, followed by 29.4% of employees who stated that this remuneration was actually a remaining part of a salary that they needed to complete. Bad salary, bad retirement. Although for many employees being paid at B is more a matter of survival than an economic plan, accepting salary payment at B implies partially giving up social rights that are governed by labor contributions. That is, if part of the salary is collected in black, the contribution base is lower, so the sickness benefit, unemployment benefit or retirement pension are calculated on a lower base and the amount is lower. In Xataka | Although salaries have risen 8% in Spain, an upward trend emerges: poor workers Image | Image | Unsplash (Shoeib Abolhassani, Ru Dur)

“Salaries above the sector average”

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A few days ago, Juan Roig, founder of Mercadona, took the floor before 1,500 businessmen from the mass consumption sector (AECOC) to claim the pride of making money leading a company, but also championing a message that has surprised many: the defense of employee well-being. “You need the worker to feel well treated as a human being, and well treated,” he said. Beyond the discursive epic of the moment, Mercadona supports the words of its founder with data: “We offer salaries above the sector average,” they assure in a corporate statement. That can be your best business strategy in the long term. Juan Roig: Richard Branson in the Spanish way. The millionaire founder of Virgin published in your X profile a memorable phrase: “Take care of your employees and they will take care of your business.” That is, in essence, the message that Juan Roig gave to the businessmen who gathered in his presentation within the framework of the 40th AECOC Congress in Valencia that was held in the new stadium that bears his name. “You can buy the hands, the heart and brain you need for the worker to feel well treated as a human being. And well treated is not doing what the worker wants, but what the worker needs,” said the businessman who claimed to be very proud of his staff. Well-being starts with your pocket: your salary. According to Roig in his presentation, “a Mercadona manager A earns 2,100 euros net per month,” the data provided by Mercadona they confirm it and they place their employees among the best paid in the large supermarket segment. According what was published by News Worka manager A (the largest category in Mercadona’s workforce) earns: Full time (40 hours/week) GROSS monthly salary (approx.) NET Salary (estimated) Manager A (less than 1 year) 1,686 euros/month 1,470 euros/month Manager A (less than 2 years) 1,851 euros/month 1,546 euros/month Manager A (less than 3 years) 2,054 euros/month 1,566 euros/month Manager A (4+ years) 2,280 euros/month 1,830 euros/month Annual bonus for objectives (Less than 5 years) 1 extra monthly payment Annual bonus for objectives (More than 5 years) 2 extra monthly payments Incentives. However, the most differential thing is in the bonuses and incentives for objectives, which can add one or two additional monthly payments to the set if they have been in the company for more than five years. Altogether, the data confirm Juan Roig’s statement. A category A manager with more than five years of seniority can receive a monthly net salary of around 2,100 euros, being between 27% and 72% above the SMI. How the rest of the supermarkets pay. If we compare these salaries with those of other supermarkets, we find that Lidl, its main competitor, offers base salaries slightly higher than those of Mercadona, with 1,539 euros net per month, according to comparative data by Skello. However, the bonuses and incentives are not as generous, so the total sum is slightly behind. The rest of the supermarkets, such as Carrefour, do distance themselves with base salaries of 1,387 euros for the majority of their store staff and few incentives that increase that salary. Playing attrition in an environment of labor shortage. As and as highlighted María Miralles, senior partner of the retail sector in Iberia at the consulting firm McKinsey, in statements to financial times, “Employee retention becomes an increasingly important business imperative. If a rival supermarket chain loses a qualified fishmonger or butcher, finding a replacement on the high street is almost impossible.” This analysis perfectly summarizes the “Mercadona Model“in which they bet on better salaries than their competition and encourage the long-term stability of the workforce to make it an attractive asset to attract talent and avoid let them go to their competition. Bet on training. With an inverted demographic pyramid, staff shortages are going to be a growing problem, so taking care of employees is no longer going to be an option, at least to remain competitive in a expansion scenario to Portugal like the one proposed by Mercadona. According what was published through the medium specialized in food retail Food, Retail & ServiceMercadona invested 128 million euros in training in 2024 with four million training hours for its staff. This implies an individual investment of 1,164 euros per employee and 1,894 people promoted to positions of greater responsibility. That is, Mercadona not only seeks recruit your qualified personnel with better salaries than its direct competition, but also establishes that talent by offering them training and an internal professional career. As Elena Orden, spokesperson for Merco in Spain, pointed out in the article in Financial Times: “In Spain, we have an inverted pyramid in terms of the active population. So, if you want to have the best workers, you need to offer them what others do not offer them and prioritize their well-being.” In Xataka | Juan Roig, Amancio Ortega and Ana Botín in contention for being the highest-rated leaders. Inditex does not find a rival as the best company Image | Mercadona

Zuckerberg already has his superintelligence team. It also has many employees angered by the abysmal salaries difference

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Imagine that you have been working in a company for many years and hire a new team, which is dedicated to the same as you, but charges much more. I wouldn’t make any grace. This is what is happening in goal after the arrival of the new superintelligence team and its millionaire salaries. Zuckerberg has spent summer hiring the best talents of AI And now that he has them, he faces a problem: get everyone to be happy. Page more. As reported in the Wall Street Journalone of the consequences after the formation of the superintelligence team has been that the most veteran employees have begun to compete for new positions and salary increases. An employee who achieved a millionaire bonus left anyway because he thought the new ones continued to win more than him. Privileges. The new team, to which TBD Lab have baptized, works at the finish line in Menlo Park, in a restricted access zone very close to the office of Zuckerberg himself and their names do not even appear in the organization chart of the company. The secretism surrounding the project and these security measures are creating the perception that there is a distinction between employees. Counteroffertes. Some unhappy employees went to the competition in search of new opportunities and got a counterofferte by the goal to stay. According to the Wall Street Journal, some got important increases and even moved to the TBD Lab team. Meta has denied it, ensuring that they already planned to move those employees. Resignations. We recently talked about The first side effects of these millionaire hiring. They counted In Wired that at least three of the new signings had resigned just a few weeks after starting in their new positions. Ruben Mayer, who came from Scale AI left the company for personal reasons. Avi Verma and Ethan Knight went to Openai, and Rishabh Agarwal He did not make clear what his destiny would be. There are more. Chaya Nayak, product director of the generative and goal employee for more than eight years, has also gone to OpenAi. Volatility. The case of Shengjia Zhao illustrates very well the volatility of the IA labor market. He reached the finish line as part of the Superintelligence Team and, according to Wireda week he decided to return to OpenAI. Meta got his salary tripling, in addition to offering him the position of chief scientist. Again, goal denies it and In the announcement They affirmed that Zhao had been the chief scientist since the first day, but they had not made it official until then. Image | Wikipedia In Xataka | The new AI star is Alexandr Wang: Zuckerberg has given the keys of the future to a child prodigy of 97

Hundreds of Microsoft employees have shared their salaries and we already know how it is paid in AI or azure

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It is one of the most anticipated times of the year for Microsoft employees: where they are received Double increases and payments. And as it is almost a tradition in great technological ones, transparency (sought or not) emerges. Hundreds of employees of the Redmond company They are sharing their compensation data on a spreadsheet Collaborative that already has more than 850 entries and has been analyzed by Business Insider. An anonymous and voluntary document. This initiative has emerged from the employees themselves so that everyone knows the salary reality of their company. And also to see The big salaries in Silicon Valley. This is filled without anyone knowing what an employee charges from the company. And what is included in the spreadsheet offers a fascinating look at Microsoft’s salary structure, detailing the base salary, bonuses and actions of shares. And he does it at a crucial moment for the company. The war for talent in the era of AI. These data are not used in a vacuum. Microsoft is in the middle of An aggressive campaign to attract and retain the best talent in artificial intelligencean effort that has promoted its income to record figures. The company does not hesitate to get the checkbook, reaching try to sign rivals talent as a goal With millionaire offers. Although, on the other hand, beat record in layoffs while getting large amounts of benefits. Something a bit incongruous. In fact, Microsoft has applied new salary guidelines this year with specific exceptions to be able to compete more aggressively in the AI ​​market. This occurs in a paradoxical context: despite having fired thousands of workers, the company insists that its global workforce will remain stable, indicating that the hiring plans in strategic areas remain at full speed. The key salaries exposed. Although compensation in the technological sector depends largely on the actions, the base salary is a key indicator to compare the strategic importance of the different teams within a company. Based on the analysis of almost 300 software engineers in the United States, within the spreadsheet these are the average base salaries in one of Microsoft’s most important divisions: Cloud + AI: 204,135 dollars Commerce + Ecosystems: 191,597 dollars Security: 189,285 dollars Azure: 176,035 dollars Experiences and Devices (includes Windows and Surface): 175,123 dollars Microsoft AI: 170,456 dollars Xbox: 168,831 dollars Koreai: 167,759 dollars Record extract made by Microsoft employees with their salaries. A fascinating look, but with nuances. Now, you have to take this data cautiously, since they are not official or exhaustive at all, since it represents a very small sample Of the total of 219,000 employees that Microsoft has right now. In addition, it is completely voluntary and anonymous information, so it could be adulterated. On the other hand, it is likely that employees with the highest wages or higher positions are less likely to participate in this type of collaborative documents, so the figures could be lower than the real average of the entire company. An interesting fact that underlines the source consulted is that all these salary ranges self -declared by current employees tend to be lower than those that appear in the official guides of Microsoft itself for new hiring. This could confirm that bias or simply reflect the aggressive policy of the company to attract new talent with very competitive initial offers. Great salaries in the technological environment. It is known that if you are a good programmer or technological expert the salary will not be bad. In the case of Spain it is known that Salaries can reach 170,000 eurosbut outside our borders, the engineers specialized in AI They are becoming the best paid in history. Therefore, there are already many future options for those who want to enter this world, being interface designers who will surely be better paid. But above all the departure to Europe is almost mandatory to have a good salary. Images | Boliviainteligent In Xataka | Microsoft has secured its future with a very simple AI strategy: copy what Amazon did with the web

His salaries already exceed 2 million dollars in Silicon Valley

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There is a whole fierce battle in the giants tech by take to the best talents to innovate in the field of artificial intelligence. And given the high competition that is being lived, the salary scale in the technological sector is more rising than ever. The salaries of scientists and engineers of AI They have reached stratospheric figureswith salary incentives ranging from 3 to 7 million dollars annually for senior profiles. An unprecedented escalation that is turning these professionals In authentic financial assets. What’s happening. Great technological ones such as Meta and OpenAi are starring a war of talent without barracks. The salaries of your Top researchers have risen 50% since 2022reaching 10 million annually in exceptional cases. To put it in perspective: a traditional software engineer in a large company charges between 180,000 and 220,000 base salary dollars in the United States, while an AI scientist can reach 2 million. According to the Specialized Salary Portal LevelsMeta is one of the companies that are paying the most to its AI engineers, climbing from 186,000 dollars to 3.2 million. Until recently, it was not usual in Tech companies for positions that were not managers or investors. The trigger. Mark Zuckerberg has been the great catalyst of this escalation. According to Sam Altman, CEO of OpenAI, Goal is offering bonds of up to 100 million dollars to the most prominent engineers in the sector. The strategy responds to The disappointing flame reception 4which has not finished meeting expectations in Benchmarks of reasoning and programming. Eleven of the fourteen researchers of the flame team They have abandoned goalseveral course to the French Mistral. Openai’s response. The company responsible for Chatgpt has not remained still. Its research director, Mark Chen, sent an internal memo Comparing personnel exits with “as if someone had broken into our home and had stolen something.” Openai gave his workforce to “rest and recharge energy”, while Chen and Altman work “24 hours” to retain talent and “recalibrate” salary packages. Beyond money. Paradoxically, the sector’s torses say that many researchers prioritize the reputation of the equipment and the quality of work above astronomical figures. “There is always a risk: if you finish in the finish line, you may not do the level of work you would do in Deepmind, OpenAi or Anthropic,” Explain Firas Sozan, CEO of the consultant Harrison Clarke. The domino effect. This salary inflation is pushing some companies to look for alternatives. Startups such as Hugging Face are moving their search for talent to Europe, where in our continent, “with a Silicon Valley software engineer you can hire three or four of the same level,” according to Thomas Wolf, co -founder of the company. Sectors such as insurance, entertainment and financial services are also uploading their offers to compete for this top -level talent. Why does it matter. IA researchers have become the new players of the technological world, with millionaire signings that reflect the strategic value that companies grant to artificial intelligence. One of the most recent cases is that of the young man Alexandr Wangthe new AI star who will be responsible for directing the Meta Labs SuperintenTintentintentintelligence Labs. The Zuckerberg company has paid $ 14.3 billion per Scale AI, a platform that serves as preparing language models and was founded by Wang and Lucy Guo. They are superstar, and are the minds that will shape the future of AI. Cover image | Reuters and UNCAPPED In Xataka | How to use Gemini to summarize YouTube videos or ask questions about its Android content

engineers with sports salaries

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Imagine that a company offered you 100 million dollars to go to work with it. 100. Millions. That is precisely What Meta has offered several Openai engineers To sign. It is the demonstration of a unique phenomenon: right now in Silicon Valley, the engineers of AI are almost like sport superstars. The Galactics of Technology. Sam Altman, OpenAi CEO, He counted In the podcast “UNCapped” how target had made those “gigantic offers” of work to several OpenAi engineers in which he offered bonuses of 100 million dollars to sign them. “I am very happy because at least for the moment none of our best engineers have accepted,” he said, which seems to confirm that even that obscene amount of money had managed to convince those OpenAi experts to change the side. Talent War AI. The company led by Mark Zuckerberg seems to be desperate to get talent at all costs. Deedy DasMenlo Park Ventures manager, explained that despite offering annual salaries of two million dollars to their AI engineers, “continue to lose them in favor of OpenAi or Anthropic. The talent war is absolutely ridiculous.” Desperate measures? Alberto Romero, author of the Newsletter The Algorithmic Bridge, He described These offers of an obscenity and analyzed the finish line, which in recent weeks is demonstrating serious problems not losing ground in the field of AI. Call 4 has been A small disasterand Metaai It does not seem to curdle at all even being part of WhatsApp or Instagram. Restructuring and very risky investments. Zuckerberg is so concerned about the bad progress of his AI projects that He has activated his “Founder Mode” To put in charge of that effort. Has restructured the organization of Meta and its divisions dedicated to AI, but above all it has made an exceptional decision: pay 14.3 billion dollars for a 49% participation in the (not well known) Scaleai. Not so much for that participation, in reality, but to sign Alexandr Wang, his CEOwhich will now direct the division of AI and that also, Romero points out, thus becomes “the most expensive spy in history.” Scaleai works labeling AI data for companies such as OpenAi or Anthropic, and the question here is whether the knowledge you have acquired about these companies will end up being helpful or not. In The Information They point What a goal wants to hire Nat Friedman –Exceiver of github“And Daniel Gross -which worked in Apple’s division and co -founded Safe Superintelligence. Beyond money. The obsession of AI companies for winning that particular battle has made the best experts in this field become quoted figures for companies. Noam Brown, one of OpenAi researchers, He explained in Reuters How in 2023 several greats of technology “courted” him. He ate with Sergey Brin, co -founder of Google, played poker with Sam Altman and received the visit in Jet private from an investor. Two other candidates told how Elon Musk personally called them to work in XAI. In the end Brown decided on OpenAi for both the people who worked there and for the work they were doing. “In fact, it was not the best option I had,” he confessed. Millionaire salaries. And the companies that have the talent want to retain it. Openai offered bonuses of two million dollars and additional shares worth $ 20 million or more if they stayed in the company, two sources confessed to Reuters. Apparently some employees showed their intention to go to work for the new Ilya Sutskever company, Safe Superintelligence. The best Openai researchers receive bonus packages of 10 million dollars a year, these sources also highlight Reuters. In Deepmind these packages become 20 million dollars a year. Much demand, very little supply. Fortune estimated that there are about 1,000 true great researchers around the world, and that does not only have some companies to convince them to work for them. As the publication points out, money matters and the project matters, but personal ties also matter. When Murati looks He left Openai To create Your own startuphe took with her 19 employees of the firm, including one of his co -founders, John Schulman. The new sport superstars in Silicon Valley. All technological, large or small companies drive this phenomenon. Apple has managed to sign several Google employees, although some like Ian Goodfellow ended up returning to Deepmind. And those who do not go to a great company, create one. It has happened with Sutskever or Murati, which have already received multimillion -dollar investment rounds. They are the new superstars of the other sport. That of artificial intelligence. Image | Techcrunch | Goal In Xataka | Goal wants to feed its AI without depending on the weather. Your bet: Underground heat without leaks

China has an “island” that does not stop growing. His name is Chengdu and his secret is what he does not have: big salaries

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It would be said that there are two very different “Chinese” in terms of aspirations. On the one hand, we have that imposing image of the nation whose cities accumulate the greatest multimillionaires numberthe country that attracts talent With salariesand that is even putting in check to the Almighty Silicon Valley wallet. And then there is the other China, whose labor crisis He is impacting on Many young peopleand the stagnation of domestic consumption is making a dent in the economy. For that “second” China, there is a space that is becoming a refuge. His name is Chengdu, and not to grow. Welfare refuge. I told it in an extensive report The New York Times. In the midst of a Chinese economy marked by the stagnation of domestic consumption, labor uncertainty and a growing political repression, Chengducity of the southwest of the country with more than 2,300 years of history, it is emerging as a symbol of a new youth aspiration: living better, Even if he wins less. The payroll is not so important. Far from productive frenzy and the increase in housing that characterize megacities such as Shanghai, Shenzhen or Guangzhou, Chengdu has seen its population grow 30% in just five years, reaching the 21.5 million inhabitantsand its real estate market has become the most dynamic in the country, with a price increase 16.8% Since 2021. The secret? A relaxed lifestyle, its flourishing artistic scene, its emblematic pandas And, above anything else, its low cost of life, a recipe that makes it a magnet for young people tired of the urban “grind” and eager to reconnect with a more bearable existence, without completely renouncing opportunities. Disenchantment with the classic model. The Times explained That the decision to move to Chengdu is not only geographical: it is existential. The report counts cases of young people Like Emma Ma, That Beijing changed for an affordable apartment, a study of video clips and domestic help for $ 400 per month, or Treasure Wu, which left Shanghai after a “gray and oppressive experience”, cases that exemplify that generational turn. Under this prism, the idea that long working hours and high salaries justify a life sacrificed in congested cities begins to lose strength in front of a narrative where everyday well -being It matters more. Chengdu, formerly considered a lazy or uninformed city, now embodies an answer to the other China that, despite its Technological modernizationfails to offer guaranteed social ascent that lived previous generations, at least NO TO A PART. Reinvent yourself from the cultural. There is more, of course. He remembered the medium that despite offering fewer opportunities for professional promotion or competitive salaries, Chengdu has managed to capitalize on Your quality of life and its cultural legacy. As? From its huge LGTBQ+ community and its hip-hop scene to its bustling circuit of tea houses and Hot Pot restaurants, the enclave is perceived as a Oasis of expression and stability In times of uncertainty. To this is added its growing relevance in sectors such as Digital entertainmentaudiovisual production and e-sports, with successes Like Ne Zha 2 or video game studies that have promoted the local economy. Historically linked to national defense for its Strategic locationChengdu could now benefit from the turn that Xi Jinping wants to print to the Chinese economic model: a commitment to key industries Like semiconductors wave national production Advanced, far from foreign dependence. Thermometer of a national transition. If you want also, more than an urban anecdote, Chengdu’s boom serves as the thermometer of the internal tensions that policy to the second economy of the planet. On the one hand, it reflects a country that seeking balance between technological modernity and quality of life. On the other, it exposes the dissonance between An economic model Centered on export, which no longer yields as before, and the individual aspirations of millions that want much more than survive: They want to live well. As They pointed to the Times Several real estate analysts of the nation, Chengdu has something as simple to understand as difficult to achieve at the present time: it offers housing prices according to salaries, a luxury unthinkable in other large cities (Not only from China, of course), but that perfectly explains why so many seem willing to assume less lucrative jobs in exchange for time, space and community. End to the cult of sacrifice. Perhaps it is the last of the legs that should be analyzed. The Covid pandemia finished consolidating that transition. While Shanghai suffered endless confinementsChengdu It offered stability. What was previously judged as routine provincial It began to be seen as virtue. In Spain we also lived when we talked about Exodus and “Back to town”. But there it has remained. Today, what Chengdu represents goes beyond his pandas or his historical heritage: symbolizes a form of Quiet resistance and pragmatic against systemic exhaustion of a nation that is redefining its own values. In the words of analyst Huang Xue to the Times: “In times of uncertainty, people want to enjoy life when they can.” Thus, in that silent desire, the city aims to become, not only in China’s happiest city, but also in its most clairvoyant mirror. Image | Kristoffer Trolle In Xataka | The list of cities with more billionaires: China gives the definitive sorpasso and Asia Copa El Top 30 In Xataka | China is democrating its factories to produce cheaper. But not in India or Vietnam: in China

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