talent

Meta spent a fortune on AI talent and data centers. Nine months later the result is: zero models

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Mark Zuckerberg wanted to be the Florentino Pérez of AI. last summer began to sign galacticos in this segment and getting talent by letting go stacks of millions of dollars. He more popularOf course, it was the AI wunderkind Alexandr Wangwho became leader of its “Superintelligence” division. The funny thing is that the months go by and go by and in Meta they don’t seem to have absolutely anything to show. And that is very worrying. Delays. Despite having invested billions of dollars in that restructuring of the company to bet (practically) everything on AI, three internal sources confirm that Meta finds it very difficult to meet the planned deadlines. The race for generative AI waits for no one, and at the company headquarters nerves are on edge because the roadmap is not being met. Avocado, where are you? The new foundational AI model that Meta has been working on for months has been internally named Avocado, but at the moment it is not measuring up, something that reminds us what happened to Llama 4. Internal tests reveal that although it manages to surpass the aforementioned Llama 4 and the old Gemini 2.5, it falls short of Gemini 3.0 (and of course, the recent Gemini 3.1). Patience. Coming out with a model that is clearly worse than its rivals does not make sense, so Meta has decided to wait and delay the launch of its model. Avocado is expected to hit the market in May at the earliest. And meanwhile, Gemini. The situation is so critical that according to these sources, the leaders of the AI ​​division are considering something unthinkable: paying a license to Google to be able to use Gemini in their own products, something that for example will Apple do Siri. That would be a clear sign that for now this own model is not capable enough to power the AI ​​functions of WhatsApp, Instagram and Threads. Money does not equal speed. The company has spent billions of dollars on AI researchers, and has committed to invest 600,000 million dollars in building AI data centers. In January, Meta projected a capex of $135 billion dedicated almost entirely to these projectsalmost double the $72 billion it spent last year. Despite these investments, the company is currently missing from an area in which its competitors continue to advance. Internal tension. According to these sources, Meta is becoming a tinderbox. The “TBD Lab” (for “To Be Determined”), the unit led by Wang, is working under maximum pressure on models named after fruits (Avocado, Mango, Watermelon), but has clashed with old-school Meta managers like Chris Cox and Andrew Bossworth. The company is trying to integrate those models with Meta’s advertising business, which is what supports everything, but Wang doesn’t seem to handle that part of the business very well. Goodbye to open models. Meta stood out at the beginning of this AI race as the company whose open models —not Open Source— were above the rest. Llama became the norm in this area, but in this new stage that philosophy seems to change and China is the one that now leads that segment. Thus, there is talk that both Zuckerberg and Wang lean toward closed models, such as those of OpenAI (GPT) or Google (Gemini). This allows you to have full control over the code, a competitive advantage that Meta does not seem to want to give up. Few fruits of this tree. Despite the extraordinary deployment of resources, the current balance is poor. Meta’s only tangible product of those investments is Vibes, an application similar to Sora that has not managed to fully gel. Meanwhile, those initial talent signings have turned into abandonments: the trickle of AI researchers who leave the company to join others (or found their own projects) is increasing. In Xataka | Meta has been buying chips from NVIDIA and AMD for years. Now it also makes its own so as not to fall short

On the surface, the AI ​​talent war is about engineers and developers. It’s actually about plumbers and electricians.

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In recent months we have seen how some of the big big tech companies are opening their portfolio to hire the best AI talents: among the most voracious is goalbut the arrival of Jony Ive to OpenAI It was a flash signing. They may not have the resume of the former design director or make as many headlines, but the AI ​​talent war is also being played in another league: that of blue-collar technicians, such as the CEO of NVIDIA already predicted months ago and more recently, at the World Economic Forum from Davos. (Another) bottleneck for AI. Because for ChatGPT to have a new model or Nano Banana to level up, data centers are needed. And at the same time, huge quantities of electricity supplied by energy plants. We have already seen that data centers are proliferating like mushrooms (or at least, their planning, materializing them is another more arduous and slow story which leads some companies to consider ride them in space). So there are big tech that are being becoming energetic. But to assemble and maintain everything, you need electricians, plumbers or air conditioning technicians. And there are precisely not a few: the union that represents electricians in the United States and Canada mentions in a blog post of specific data center projects that can quadruple the current number of its members. Blue collar technicians wanted. The problem is that they are scarce: according to the United States Bureau of Labor Statisticsbetween now and 2034 there will be an average shortage of 81,000 electricians per year. Furthermore, demand in the next decade will increase by 9%, well above average. According to this McKinsey studyBy 2030, the United States will require 130,000 more electricians and 240,000 construction workers. The absence of professionals such as bricklayers, welders or plumbers also occurs in Europe, as collect the latest report of the European Employment Service. In Spain at the moment takes its toll on housing construction. There is no one to inherit the workshop anymore. Wired picks statements by the economist responsible for the American Builders Association, Anirban Basu, who tells how in the past workers passed on their skills to their offspring, but now they are encouraged to pursue university studies. The problem is that baby boomers are retiring, leaving a void that no one is filling. Dan Quinonez, its counterpart in the plumbing sector, comes to say the same: They are doing everything possible, but it is a structural problem that has no immediate solution. Data centers are not places for newbies. On the other hand, data centers are not just any job and it is not only because of the technical requirements, but because the deadlines are tight, leaving little room for delays or errors. This is crucial as it is normal for apprentices to be trained on the job. Incorporating workers quickly and safely is a challenge, as David Long tells of the National Association of Electrical Contractors. What Big Tech are doing. This reality does not go unnoticed by big technology companies and Google has already gone ahead: last spring advertisement that would make a financial injection to the Electrical Training Alliance, an organization that trains electricians with the goal of improving the skills of 100,000 active electricians and training 30,000 before 2030. The point is that AI also competes with other sectors: housing, hospitals, industries… the competition is fierce. But the companies behind it have an ace up their sleeve: those demands and tight deadlines usually translate into higher salaries and more overtime. As Charles White tells of the Association of Plumbing Contractors, this causes union workers to change companies in search of better conditions. Without going any further, Jensen Huang prediction offers with six-figure salaries. How long will the boom last? The installation of a data center is a finite project in time that, once completed, is limited to maintaining a small permanent maintenance team. Likewise, and although we are in a phase of AI expansion with enormous potential, sooner or later it will lose steam. At that time, we will see what will happen: of course, taking into account the needs in other sectors and the hole that the retiring generations are leaving, it seems that it will not cost them much to find another job. In Xataka | Spain is becoming a true Mecca for data centers. Uruguay has some lessons in this regard In Xataka | 30,000 jobs and many doubts. What we know (and what we don’t) about the Valencian “data valley” Cover | Sammyayot254, Jimmy Nilsson Masth and Xpda chaddavis.photography

They preferred to retain talent rather than hire again

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The data indicates that salaries have not stopped rising in recent years. However, inflation has caused workers have not seen that rise as an improvement in their purchasing power due to the general increase in the price of the shopping basket. A recent study carried out by Randstad ensures that Spanish companies are responding to the rise in prices with salary increases with the aim of retaining their workers and avoiding a greater evil: the talent shortage. Keep employees happy. According to the report ‘Workmonitor 2026’ prepared by the Randstad employment platform, 63% of Spanish companies have increased the salaries of their employees to counteract the increased cost of living in recent years. This figure exceeds the global average of 56% of companies. This percentage indicates a greater sensitivity of Spanish companies towards loss of purchasing power of their templates. According to the report ‘Salary evolution 2007-2025’ prepared by Eada Business School of Barcelona and the consulting firm ICSA Grupo, small companies are those that have presented the largest salary increase during 2025, with an estimated increase of 5.50% for their employees, and 1.59% for their managers. For 59% of workers in Spain, salary continues to be the main factor when choosing a company, in a context of general increase in the price of the shopping basket. The priority is talent retention. The Randstad report explains that companies prefer to raise the salaries of their current employees even above the CPI in order to retain them, instead of losing them and having to hire new staff. 69% affirm that retaining an employee is cheaper and more efficient than hiring a new one. The report highlights that this commitment to retaining internal talent helps to stabilize staff in the face of economic pressures, thus avoiding having to incur additional expenses with the selection and training of new employees in a context of shortage of trained personnel. Flexibility as the key to staying. Beyond the economic factor, flexibility and autonomy when working have a great weight in permanence of employees in a company. Randstad estimates that 42% of professionals have left a job because their schedules did not fit with their personal life, and 24% did so due to a lack of independence in making decisions about their work.​ The data indicates that 43% of workers would not accept a job that did not have flexibility in schedule or the possibility of teleworking some days. On the other hand, 74% of the companies consulted consider that giving more autonomy increases the commitment and productivity of their employees by making them responsible for the organization of their work. According to Oriol Mas, CEO of Randstad Enterprise, “the ability to decide how, when and in what way you work increasingly outweighs job stability.” More than one job to survive. Despite the salary increases indicated by the study, the data also indicates that 34% of Spanish talent has accepted or is looking for a second job to face the rising cost of living. This figure rises to 48% among young people aged 18 to 26 and is below the world average of 40%, reflecting the economic pressure they are suffering. the new generations. According to the ‘Balance of the labor market in 2025’ elaborated According to the USO union, some 886,800 people in Spain are in a situation of multiple employment, continuing with the upward trend in the need to have several jobs to survive that has been emerging since the COVID-19 pandemic. To put it in context, in 2022 there were less than 450,000 people with multiple jobs. In Xataka | Venezuela has set a new record: that of new Social Security contributions in Spain Image | Unsplash (Sigmund)

The CNI joins the race to find the best talent

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Maybe you hadn’t noticed because they are very discreet, but the generational change has become an urgent need for the National Intelligence Center (CNI). As is the case in a large part of the Administration, the average age of its staff increases steadily and requires the incorporation of young profiles constantly. a report 2021 already pointed out this trend in the workforce, which presents the Intelligence Center as an increasingly veteran structure and a growing demand for specialists capable of covering strategic areas, from cybersecurity to the operation of sensitive infrastructure. Much more than analysts and technicians. Although the CNI is usually associated with highly qualified profiles in intelligence, technology or languages, the range of real vacancies is wider and, as many other companiesyou are also noticing the staff shortage maintenance. As and how I collected InfobaeIn the latest recruitment processes, the Intelligence agency has insisted on the need for essential trades for the operation of its facilities: locksmiths, electricians, plumbers, air conditioning technicians or industrial maintenance specialists. Just visit your job portal to realize the number of job offers for this type of professionals. The detail: they are more than plumbers. However, there is something in these offers that draws attention: in addition to the qualification that accredits technical knowledge, having a B2 level of French, German, Italian, Portuguese, Russian, Arabic or Chinese is valued. It’s not a coincidence. In the CNI, even electricians are potential agents. “Not only are they profiles to work in the CNI facilities, but sometimes they are necessary for certain operations that we carry out,” declared to Infobae a CNI agent with 20 years of experience. Beyond that detail, the reason for having your own internal maintenance team is simple: they are critical positions for the physical security of complexes where any intervention, no matter how small, must remain under internal supervision, reducing the intervention of external contractors. The CNI finds you. As and how he published The Newspaperthe National Intelligence Center has launched a talent hunt, gaining visibility in cybersecurity events and job fairs. According to CNI sources consulted by the newspaper, thanks to this job opening, 4,000 interviews have already been carried out with different technical profiles so far this year. Not only do the CNI’s Human Resources staff intervene in these job interviews, but in some of them the section heads who demand candidates also intervene discreetly. In this way, it is those responsible for the CNI themselves who choose its future members. Spies are not officials. CNI workers are not officials comparable to the rest of the Administration. His status is that of statutory staff of the CNI, governed by its own regulations that determines access, internal mobility, evaluation and working conditions. This framework responds to the nature of the organization: an intelligence service that works with sensitive and, sometimes, classified national security information. Competition from private companies. Contrary to what happens with the rest of the Administrationone of the most complex obstacles to the CNI’s generational change is competition from the private sector. The recruitment of technological profiles (cybersecurity, data analysis, systems engineering) forces us to compete with private companies that are offering higher salaries, greater work flexibility and teleworking options. Although the employment section of the CNI specifies that it is not mandatory to live in Madrid, new candidates must complete prior training at the facilities that the organization has in the capital. However, one of its biggest drawbacks is that, even if they take place anywhere in Spain, many positions require physical presence and do not allow the use of external connections. Any external access implies potential risk, which limits the adoption of hybrid modalities. This collides head-on with the flexibility claim of these technical profiles. An inevitable renewal. As detailed by the CNI sources consulted by The newspaper, The internal challenge of the CNI for the coming years will be to maintain this constant flow of new talent while the generation of baby boom he retires Moving in an environment where discretion, operational restrictions and the impossibility of giving too much information about the nature of the work play against the needs of a secret service. Now we know that, if you are interested in working for the CNI, they are not always the ones who will try to recruit you. You can also send them the resume. In Xataka | “We are absolutely certain that it is an external attack.” The phones of Pedro Sánchez and the Minister of Defense have been infected with Pegasus, according to the Government Image | Unsplash (Chris Yang)

The chaos that AI has generated in personnel hiring has revealed a type of hidden talent: “invisible developers”

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For years it has been repeated that to have a good work in technology It was necessary to cultivate a good public personal brand and maintain an updated and complete professional profile. However, more and more voices within the technology sector are dismantling that idea, ensuring that many of the most valued developers They don’t do any of that. They are not going to apply to dozens of job offers or optimize their visibility. “Invisible developers” are simply brilliant at their job. This invisibility is something that was put on the table Gergely Oroszengineer, analyst and author of ‘The Software Engineer’s Guidebook’ in a recent message in his X profile, in which he pointed out that this profile of “invisible developers” flies under the radar “the only way to find them is through references and specific searches”, assured the expert Candidates with AI have broken everything. The increase in responses generated by AI to job offers has completely broken the hiring system. They explained it perfectly from the Manfred technological employment platform, where a few years ago they received between 20 and 50 applications a day for each job offer, and now they receive more than 500. Various recruiters they explained on Reddit that this saturation of applications lowers the average quality of the applications and makes it difficult to detect real talent through this route. The situation is so extreme that, as Orosz indicated in an analysis from the tech job market posted on his blog, “many companies hire most engineers through contacts and referrals.” Internal recommendations matter more than ever. In this saturated scenario in which true talent goes unnoticed, word of mouth has become the most reliable hiring filter. It is estimated that around 80% of existing job offers are not made public and are filled internally or through references and recommendations from the employees themselves. In fact, many companies use referral incentives among their employees so that, when a vacancy opens, they recommend their former colleagues and acquaintances as candidates. As Orosz details in his analysis, recruiters increasingly look for candidates more among the pages of their agenda than among the applications that come to them. The myth of the hypervisible developer. Public attention usually focuses on profiles with a lot of activity on networks or with highly visible projects. However, different examples and testimonies reveal the rising trend of “invisible developers”: brilliant workers at their job with little or no activity on their public profiles. A clear example is found in the message published by Max Spero, co-founder of the AI ​​company Pangram, in which he compares the GitHub contribution profile of an unemployed 22-year-old developer, full of activity and contributions, and that of a prominent Google engineer, with a practically empty history. In response to that post, Konstantin K, a software developer from San Francisco, confirmed Spero’s message. “The top 1% of engineers I’ve worked with over the past 10 years didn’t have GitHub, LinkedIn or LeetCode, they don’t speak at conferences or publish podcasts. But they built systems that no one else can,” he wrote. Trust networks between colleagues. Other testimonialsamong which Orosz is also foundreinforce this idea of ​​”invisible developers” and agree that the most effective way to open job doors in the future is to be valuable to colleagues in the present. “From the outside you cannot know how good an engineer this person is until you ask former colleagues. There are many cases like this,” wrote Orosz in X. Even academic research suggest that internal networks—those formed by real collaborations, not superficial digital connections—have a direct impact on career opportunities. In other words, the professional prestige that these “invisible” employees generate within the teams in which they participate weighs more than any public presence and their colleagues become their guarantors to obtain a job in the future. Real contact in a digital setting. It is still paradoxical that, faced with the saturation of digital channels and the implementation of AI-based systems, the technology sector is returning to a classic model: relying on real recommendations to reduce uncertainty. Research reveals that recruiters prefer to spend time on references validated by employees or former colleagues, rather than analyzing hundreds of clone resumes generated with AI. In Xataka | Job interviews have always been a game of cunning: AI is just taking things to another level Image | Unsplash (Vitaly Gariev)

Multimillion-dollar nannies for families competing for top talent

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In a private villa overlooking the almost unrealistically turquoise waters of the Maldives, Cassidy O’Hagan, 28, slides the bedroom curtain to check if the child is still asleep. He is not on a honeymoon or on vacation. It’s working. Hours earlier, the family had arrived on a private jet from New York. She, as part of the “child care team”, traveled with them. For many young people it may seem like an improbable dream. For her—and for a growing number of people her age—it is simply the strongest alternative to a corporate job market they feel is broken. In a world where layoffs are constant, trajectories are falling apart and artificial intelligence begins to compete for the same office positions, dozens of young people are choosing another path: becoming nannies, personal assistants or private chefs for the ultra-rich. An unexpected work turn that, far from being anecdotal, is becoming a global trend. The rise of “billionaire babysitters.” According to Business Insideryoung people from Generation Z are abandoning traditional careers to work in the world of so-called “private service”: from executive assistants and house managers to drivers, chefs or nannies for ultra-high net worth families. The salaries are impressive. Different reports describe salaries ranging from $100,000 to $250,000 annually for nannies and personal assistants in the United States, and £150,000 or more in the United Kingdom, as The Guardian documents. There are even extreme situations: Fortune described an offer of almost $240,000 for a tutor to prepare a one-year-old for future entry to Eton or an elite university. The message between the lines is clear: high-level domestic service has become one of the most profitable, dynamic and competitive employment sectors of the moment. The wealth that sustains it. Behind the boom there is an obvious explanation: global wealth has multiplied. Added to this is what UBS called “the rise of the common millionaire”: 52 million people in the world own between 1 and 5 million dollars in investable assets. All this wealth needs people: mansions, private jets, megayachts and extensive portfolios of residences require entire teams to operate. In certain epicenters of wealth, demand has skyrocketed to the point of absurdity. The New Yorker documents that in Palm Beach —recently converted into a laboratory of extreme capitalism— the salaries of nannies exceed 140,000 or 160,000 dollars annually, with partial housing included, bonuses and endless hours. The economy is literally being reconfigured around who can pay to delegate any task imaginable. Gen Z against corporatism. The other half of the equation is in the young people. According to the Deloitte reportonly 6% aspire to a managerial position. They seek balance, personal fulfillment and emotional stability. However, as shown a Bankrate surveytheir financial expectations have increased: many believe they need salaries close to six figures annually to feel “free” or “comfortable” financially. The reality of hiring, however, move in the opposite direction: difficulties in finding employment, entry-level salaries that do not cover rent, and companies where AI is already replacing human tasks. Buried in this contrast, many young people are choosing to work for the private service: money, stability, travel, benefits and — for some — the feeling of doing a job more human than any Excel. The price of luxury: what doesn’t appear on Instagram. Behind the extraordinary figures and photographs next to infinity pools, the reality is more complex. According to testimonies collected by Business Insider either The New Yorkerthese jobs are as lucrative as they are demanding. The working hours can exceed 70 or 80 hours per week, and during summers or international tours they are close to 100. “Absolute availability”—24 hours a day for consecutive weeks—is the true currency. And luxury does not lighten the burden: it intensifies it. In some cases, nannies fly first class, participate in exclusive dinner parties, or stay in five-star hotel suites. In others, as The Guardian explainsthey eat separately, they fly in economy class while the parents fly in business or they must follow strict protocols about how to enter a room, where to stand, what to say or what not to say. Added to this is the requirement for absolute discretion. The New Yorker documents confidentiality agreements, control of social networks, household manuals and rules on clothing, schedules or even the type of footwear allowed in certain rooms. The staff lives “on the edge of privacy and anonymity”: they know everything, but they can’t tell anything. And all of this results in a very high cost on an emotional level. Many nannies recognize that this type of employment makes it almost impossible to have children of their own, maintain a relationship or build a stable social circle. One of them sums it up like this, cited by the same medium: “It’s living other people’s lives, not yours.” Where is all this going? Palm Beach, London, New York, Los Angeles, Dubai, Monaco. The geographies repeat themselves: where wealth arrives, agencies, waiting lists and competition for the best personnel appear. In some places, the pressure is so intense that qualified staff are in short supply even amid hundreds of applications. Families want experience, discretion, professionalism and, increasingly, university education. Domestic service has stopped being a job: it has become a career. But with this professionalization the distance also grows. They are jobs that require being inside without ever being part of the inside. Closeness without belonging. Intimacy without reciprocity. A silent frontier that defines the era. Meanwhile, another half of the care sector remains trapped on barely living wages. The contrast is brutal: the same system that raises one nanny to $200,000 relegates another, outside the elite circuit, for the minimum wage. What this phenomenon reveals. In a world where young people board megayachts to find the stability that offices no longer offer, the rise of elite nannies and assistants is not a simple job change. It’s a symptom. It speaks of an economy that is organized around those who can pay for time, attention and affection. It speaks of a generation that, … Read more

Taiwan urgently needs talent for its chips industry. Surprisingly he is looking for it in summer camps

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TSMC, The biggest chips manufacturer on the planethe goes hunting again year after year to be able to meet his needs. During 2023 recruited 6,000 engineers For its Taiwan facilities, and presumably this trend also remained for 2024. And between 2025 and 2028 it will start Several semiconductor manufacturing plants In the US, Germany, Taiwan and Japan. TSMC is one of the most successful companies in this sector, but with all probability other chips designers and manufacturers will also need to strengthen their templates. Anyway, for Taiwan, its semiconductor industry is strategic for three fundamental reasons: it represents between 13% and 15% of the gross domestic product from the country; It is the engine of its exports with a close value to 40% of the total; And finally, the production of avant -garde chips gives the country a huge relevance from a geostrategic point of view. For this reason for this Asian country it is crucial that TSMC, UMC, Foxconn, MediaTek and its other large technology companies have the workforce they need. One of the strategies that are using some Taiwanese companies or with important businesses in Taiwan to recruit young talent is summer camps and university courses. Its purpose is to capture young people who have the right skills, although, curiously, some of these camps are held abroad for a reason for weight: The birth rate in Taiwan It goes down while, as we have seen, Taiwanese companies that are dedicated to semiconductors need to constantly increase their templates. In Europe, 100,000 more engineers are needed The Taiwanese government supports this strategy. It is fully aware that its main semiconductor companies, especially TSMC and UMC, need a constant supply of well -trained engineers to support their growth. Its current demand cannot be filled only with Taiwanese students, which has led to the NTU (Taiwan National University) to implement A global degree program in semiconductors that precisely seeks to attract foreign students. In Germany a third of the technicians who have developed their work career in the chips industry will retire throughout the next decade In any case, the Taiwan integrated circuit industry is not at all the only one that needs to recruit new talent. During the next five years the global semiconductor industry will need to incorporate nothing less than One million qualified workers. This prognosis is no elucubration; It comes from SEMIan international organization that watches over the interests of the electronics industries and integrated circuits. According to their forecasts Europe will face a deficit of 100,000 engineers, and Asia will need 200,000 qualified technicians. These a priori figures may seem exaggerated, but they are not at all if we consider that for 2024 the chips industry grew by 19.1% compared to 2023 thanks to the demand for GPUs for artificial intelligence (AI) and consumer electronic products, as well as to the expansion of 5G communications throughout the planet and the development of the car market. In 2024 the global semiconductor industry invoiced 627.6 billion dollars. The problem facing semiconductor companies, According to semiis that as many people with technical profile are not being formed in universities as they will need in the short and medium term. In addition, many of the most experienced engineers are retiring or will do so before 2030. As a button shows: in the US a third of employees of integrated circuit companies You have 55 years or more. And in Germany a third of the technicians who have developed their work career in the chips industry will retire throughout the next decade. However, there is another challenge that also compromises the future of these companies: the next batch of engineers will have to have advanced skills in AI and Automatic learning. Image | TSMC More information | Reuters In Xataka | We already know what the chips that will arrive until 2039 will be. The machine that will manufacture them is close

China has been cultivating Stem talent in silence for 40 years. Today has the most coveted quarry on the planet

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For decades China has been the great factory of the world, but in parallel the country silently prepared another revolution: that of its Stem engineers (science, technology, engineering and mathematics). Chinese leadership in graduates in these technical disciplines is overwhelming, and every year produces about 3.5 million engineers among which there is a new elite: that of AI engineers. China triumphs with its long -term plan. It all started in the “post-mao” era. After his death and the arrival of Deng Xiaoping, the country suffered a remarkable reform that began with his “four modernizations“And among them, to restore education with a special focus on science and technology. The president highlighted in 1988 how” science and technology are the main productive forces, “and encouraged a unique change. Hai gui. In the mid -80s China began to send a huge number of students to Western countries. The objective: to learn in their universities and achieve training in fields such as engineering, physics, chemistry and mathematics. Those students then returned to China in a phenomenon that has been called “Hai Gui” (“sea turtles”). They managed to inspire the following generations when returning to Chinese academic institutions, which gradually became some of the most advanced in the world. Chinese elite universities. It happened for example with the University of Tshinghua, which between 2013 and 2016 was already the university with the highest number of relevant scientific studies (cited) according to a study of The Economist. Behind were prestigious US institutions such as Stanford or MIT. As I explained Yang Bin, vice president of the University of Tsinghua, “those intellectuals (the” hai gui “) played a very important role, changing all the climate, raising the standards.” Money and more money to educate. The long -term plan of the Asian giant has worked, and today they leave their universities 3.57 million Stem graduates a year. In the US the figure is four times lower: 820,000. Education spending It has not dropped from 4% of its GDP In the last 20 years, and the incentives for Chinese academics to publish studies are notable: if they are of great quality and they are published in Western institutions, They can enter $ 100,000 By study. And the AI ​​is now a fundamental focus. Between 2012 and 2022 the budget spending of the Chinese government in education increased from 2.2 billion yuan (268,167 million euros) to 4.85 billion yuan (591,187 million euros), more than double. Several Chinese elite universities They have announced His intention to expand his curricula with the objective of prioritizing the strategic needs of the country, and here the AI ​​- who You start teaching in schools– It’s key. Ten years projects. In that article of The Economist, they also reveal how since 1995 the Chinese government has initiated various projects to revolutionize its educational environment. The call came first PROJECT 211 which aimed to “prepare approximately 100 universities for the 21st century.” Later they were replaced with the so-called “Double First-Class Construction”, and under Xi Jinping in 2016, which further promoted technical certifications and high training of Chinese technical universities. IA superstars. We have four good examples of all that great reform. Shengjia Zhao, Hongyu Ren, Jiahui Yu and Shuchao Bi are Superestrellas of the AI. Especially after target “Straight” in Openai’s house and steal them tempting them with stratospheric salaries. They all have something important in common: their training. Talent theft. Zuck confirmed these days in an internal statement Filtrated by CNBC Those signings. There were 11 engineers, 7 of which come from Openai. In that statement, the formation of a new division of “superintelligence” led by Alexandr Wang was also confirmed. And he, in turn, welcomed four of those new companions we were talking about. Who they are. Their names are not known, but these four engineers have had a very relevant role in the development of AI models in OpenAi. In the internal statement itself there is talk of your work in Openai, which has been the following: Jiahui Yu-Co-Creator of O3, O4-MINI, GPT-4.1 and GPT-4O. He previously directed the perception team in OpenAi and multimodal co -directed in Gemini. SHENGJIA ZHAO-Co-Creader of Chatgpt, GPT-4, all MINI, 4.1 and O3 models. He previously directed synthetic data in OpenAI. It has appeared In some of OpenAi’s product presentations. Shuchao Bi: GPT-4O and O4-MINI voice mode co-creator. He previously directed the subsequent multimodal formation in Openal. Hongyu Ren: GPT-4o cooker, 4O-mini, O1-mini, O3-mini, 03 and O4-mini. He previously directed a postformation group in Openal. 100% Chinese talent. But what is striking here is that as they point out In SCMPthese four engineers share a similar and very significant academic trajectory. All of them trained in prestigious Chinese technical universities, and then continue their studies in academic entities in the United States. They graduate in China, they do doctorate in the US. Zhao graduated from the University of Tshinghua in 2016 and then computer study at Stanford University. Ren graduated at the University of Beijing in 2018 and continued studying at Stanford from 2018 to 2023. Yu was titled at the School of Young Talents from the University of Science and Technology of China and then doctorate in computer science at the University of Illinois Urbano-Champaign. And Bi graduated from the University of Zhejiang and then doctorate in mathematics at the University of California in Berkeley. China is the great world engineer quarry. The Asian giant is also in terms of its academic dimension. It is by far the largest world producer of graduates in Stem races (science, technology, engineering and mathematics). They know that well in the US, because Chinese students are the ones who take the highest share of foreign students studying or complete their studies in the US: 20% of all of them come from China. And above all, of AI engineers. A report of the Paulgo Institute of Chicago (USA) recently revealed that 38% of AI experts that develop their professional career in the US They have formed in Chinese universities. … Read more

Chips manufacturers seek talent urgently. In Europe only 100,000 more engineers are needed

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During the next five years the global semiconductor industry will need to incorporate nothing less than One million qualified workers. This prognosis is no elucubration; It comes from SEMIan international organization that watches over the interests of the electronics industries and integrated circuits. According to their forecasts Europe will face a deficit of 100,000 engineers, and Asia will need 200,000 qualified technicians. These a priori figures may seem exaggerated, but they are not at all if we consider that for 2024 the chips industry grew by 19.1% compared to 2023 thanks to the demand for GPUs for artificial intelligence (AI) and consumer electronic products, as well as to the expansion of 5G communications throughout the planet and the development of the car market. In 2024 the global semiconductor industry invoiced 627.6 billion dollars. There are not enough professionals to support the growth of this industry TSMC, The biggest chips manufacturer on the planethe goes hunting again year after year to be able to meet his needs. During 2023 recruited 6,000 engineers For its Taiwan facilities, and presumably this trend also remained for 2024. And between 2025 and 2028 it will start several semiconductor manufacturing plants in the US, Germany, Taiwan and Japan. TSMC is one of the most successful companies in this sector, but with all probability other chips designers and manufacturers will also need to strengthen their templates. The average salary of an engineer without previous experience, backed by a master’s degree and newly arrived at TSMC exceeds $ 65,500 annually In this situation the salaries offered by these companies are very high. The average salary of an engineer without previous experience, endorsed by a master’s degree and newcomer to TSMC exceeds $ 65,500 annually (Approximately 56,000 euros), But this is just the starting point. It is assumed that as their salary acquires experience. The problem facing semiconductor companies, According to semiis that as many people with technical profile are not being formed in universities as they will need in the short and medium term. In addition, many of the most experienced engineers are retiring or will do so before 2030. As a button shows: in the US, a third of employees of integrated circuit companies have 55 years or more. And in Germany a third of the technicians who have developed their work career in the chips industry will retire throughout the next decade. However, there is another challenge that also compromises the future of these companies: the next batch of engineers will have to have advanced skills in AI and Automatic learning. The companies that are dedicated to the semiconductors are aware of the problem that already looms on them, which has caused some to have launched initiatives that initiatives that initiatives that initiatives that They go beyond offering good salaries. Some of these measures are to invest in the progression of their professionals and offer them flexibility to prevent them from leaving; in seeking candidates with non -traditional profiles in which their skills prevail and not their training, or in promoting the incorporation of women into this industry. At the moment Women represent only 17% of technical positions in the semiconductor industry. Image | TSMC More information | SEMI In Xataka | We already know what the chips that will arrive until 2039 will be. The machine that will manufacture them is close

IBM closed its factory in Valencia 30 years ago. Now he has returned with AI and technology talent formation under his arm

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Thirty years after close your historic factory of electronic circuits in La Pobla de Vallbona, IBM has announced his return to Valencia with a renewed and strategic commitment. The technological multinational has created a “Digital Sales” center in the Innovation Incubator The terminal hubin the Navy of Valencia. The new IBM initiative in the city of Turia is raised as an “erasmus” for the acceleration of the New technological talent of the company in Europe, Africa and the Middle East. Although the space allows to house 250 employees, the company will begin this new stage with the creation of one hundred new direct jobs for the implementation of an international training program for young professionals of the technological firm. The number of employees will increase in the future, but IBM has not advanced any concrete figure. The new IBM stage in Valencia IBM has decided to return to Valencia with a completely different vision from that of three decades ago. If its presence was linked to the manufacture of hardware, now the company is committed to advanced services and commercial management of technological solutions Based on artificial intelligencestorage, cloud services and automation. As its name affects, the new “Digital Sales” center will focus on promoting the skills of its employees of the Departments of Commercial Relations and Sales, integrating into the area of ​​influence of The Terminal Hub. Horacio Morell, president of IBM Spain, has indicated the importance of returning in an enclave full of incubators and innovation nurseries, consolidating the city as A pole of attraction For him International Technological Talent. “From these facilities, we will connect talent, technology and ecosystem to help companies accelerate the adoption of avant -garde solutions in AI, cloud computing, cybersecurity and automation,” Morell stood out in the presentation of the project. An international “erasmus” of technological talent The great novelty of this center is its approach to the Talent formation and acceleration international. IBM has launched a program that selects young professionals in their countries of origin and Transfer to Valencia for a year of training Intensive in new technologies. During this period, participants not only receive theoretical training, but also actively work with real clients, acquiring practical experience and key commercial skills. According to Gabrielle Crisman, director of the center, “the objective is to train the new IBM sales executives that will offer customer and agile experiences promoted by technology.” “After that period, most will return to places of origin to develop their work,” Morell said. The mayor of Valencia, María José Catalá, highlighted the importance of this program for Youth employment: “Young people need to find quality work and projects like this help us to achieve this goal,” collected The Spanish. In addition, the company has remarked that the center represents “an opportunity to newly titled young peopleprofessionals with experience in technology and digital sales experts who wish to develop their career in a global company, without leaving Valencia. “ IBM has bet again on Valencia for this strategic project for several reasons. Among the most outstanding factors are excellent living conditions and climate of the city as an incentive for the participants in the training program. On the other hand, from IBM the institutional support of the City Council stands out, the Chamber of Commerceuniversities and other business organizations. “The election of Valencia, by IBM, shows that Valencia has established itself as the technological hub par excellence in Europe,” declared to the The economist Mayor María José Catalá. In Xataka | IBM fired 8,000 workers to replace them with AI. What I did not expect was to hire many others … for the AI Image | The Terminal Hub, IBM

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