General Motors’ Post

NVIDIA ’s employees are now millionaires! Just from their initial stock grant alone, an entry-level software engineer is earning nearly half a million dollars. A senior solution architect around $1.3 million and a level four data scientist $2 million. But here's the thing: many of these employees were already millionaires. And since they didn't had any financial constraints it was easy for them to switch companies. But they stayed. Why? Because Nvidia's management team worked very hard to motivate their employees to stay . The company’s culture page emphasizes "one team" and "no politics, no hierarchy policy." Moreover, NVIDIA's CEO Jensen Huang, urged everyone to take responsibility for their work and become the CEOs of their time. This empowering approach cultivated a strong, innovative, and cohesive culture, strengthening the bond between employees and the company. After all, you can’t achieve success without each of your employees aiming for it. Agree? #Nvidia #ai

What are your thoughts on 1-1? How often do you have it? Share your views.

The CEO of Nvidia's approach to 1:1s, where he discourages them in favor of transparency and collective learning, challenges traditional management practices. His perspective highlights several key points: 1. **Efficiency in Decision Making**: With 60 direct reports, reducing layers of reporting speeds up decision-making processes, emphasizing agility and quick execution. 2. **Transparency**: By avoiding exclusive 1:1s, he fosters a culture of openness where information is shared with the entire team, promoting transparency and alignment. 3. **Learning Together**: Feedback and discussions are conducted openly, encouraging collective learning from each other's experiences and mistakes. While these points are compelling, the traditional purpose of 1:1s remains significant for many: 1. **Personal Connection**: 1:1s provide a private space for leaders to check on their team members' well-being, understand their concerns, and support their career aspirations. 2. **Individual Coaching**: Private settings allow for personalized coaching and development, where leaders can delve into specific challenges or opportunities tailored to each team member. 3. **Feedback and Improvement**: Honest, constructive feedback is often best delivered in a private setting to maintain trust and respect, enabling individuals to grow without public scrutiny. Ultimately, the purpose of 1:1s varies based on organizational culture, team dynamics, and leadership style. While some discussions can indeed benefit from public transparency, the emotional safety of private conversations often fosters deeper trust and more open communication. In conclusion, while Nvidia's CEO challenges the norm with his approach, the effectiveness of 1:1s lies in their ability to balance transparency with personal connection and development, tailored to the needs of the team and the culture of the organization. #LeadershipInsights #TeamDevelopment #ManagementStrategies

Personal Opinion: 1:1 is a great way to interact with your employees on a personal level while maintaining professional boundaries. It makes individual team members feel validated and heard and can be a great morale booster. Regular 1:1 meetings can help managers view employees as individuals with unique needs and feelings, rather than just as parts of a larger system.

Saw a clip where CEO of Nvidia talks about how he strongly discourages 1:1 and it really captured my attention. I was curious. Context, he has 60 direct reports and he doesn’t do 1:1s with them (see the interview here: https://lnkd.in/gwc4kRxn) I am in no position to question the organizational structure of one of the most high-profile companies in the world now. What this clip did was make me reflect upon the purpose of my 1:1s. His points were: 1. By having 60 direct reports, he’s removing around 7 levels of reporting lines. I suppose, he valued speed and efficiency in decision making and execution. 2. There’s nothing he’s saying that should only be heard by 1 - 2 people but not the rest of them. Seems like he values transparency. 3. Feedback will be given in front of everyone because we can all learn from each other. It’s best to learn from others’ mistakes than your own. I suppose he values learning together. 4. He doesn’t impose this on his team but he strongly discourages 1:1. I wondered, beyond talking about business strategies and giving feedback for growth, what’s the purpose of 1:1? For me, 1:1 is an opportunity to: -  Check-in on their well-being -  Listen to my team member - what concerns them, what help they need, what is exciting to them - Talk about their career aspiration - Coach them on their thinking - Get feedback on what I can do better to support them I asked myself, can’t I do these in public? Some yes, some no. I think that certain discussions are still best held in private, where one feels emotionally safe to share. There’s no one size fits all. Different culture and different teams require different model. So, what is the purpose of 1:1 to you? Do comment below.

In our latest for The Wall Street Journal, Katherine Bindley, Lindsay Ellis and I took a look inside NVIDIA to find out why it's the hottest employer in Silicon Valley, what kind of candidates they look for and what it's like to work there. Here's what we found: Employees are clamoring to get in the door: “They’re like Facebookin 2014,” says Tom Case, who runs Atticus Growth Partners, a recruiting firm that staffs several of Nvidia’s competitors. Recruiters in the semiconductor industry say Nvidia has long been a desirable place to work, but now, prying staff to defect to competitors is near impossible when the company stock is approaching $800 a share. Getting hired takes technical acumen: Among the roughly 1,800 job openings listed by the company are engineering roles in areas such as AI storage, deep learning and behavior planning for autonomous vehicles with base pay that ranges from $144,000 to $414,000. Many jobs look for a Ph.D., and the company requires that some applicants know multiple programming languages. It's an intense startup-like culture: “It attracts the sort of people who are humble, have humility, but also are almost like rats in a maze,” Debparna Pratiher, who worked in product management at Nvidia for two years before co-founding software company Quest Labs AI told me. “Just like running around looking for cheese, looking for the next project, looking for the next way to jump on things.” Is Nvidia the kind of place you'd like to work? Let us know your thoughts in the comments! #tech #nvidia #GPU #hiring Lynn Cook Nikki Waller

Sorry to hear about the layoffs at Cruise. I know first-hand some of the team & know that this has impacted some of the most talented & hard working engineers just before the holiday period. For anyone that was impacted and who wishes to remain working on autonomy programs, I am working the following Bay Area based roles where your experience & skillset would be sought after: ·     Senior Program Manager – Autonomous Driving ($250K+) ·     Program Manager – Autonomous Driving ($200K+) ·     Product Manager – Autonomous Driving ($200K+) ·     Senior Embedded Software Engineer – Linux Kernel ($180-$220K) ·     Embedded Software Engineer – Userspace/Middleware ($180-$220K) ·     Functional Safety Manager – Autonomous Driving ($180-$250K) ·     SOTIF Expert – Autonomous Driving ($180-$250K) ·     Robotics Software Generalist – ($150-$220K) ·     Data Engineer/MLOps Engineer – ($150-$220K) ·     ML Engineers (Perception, SLAM, Prediction & Planning) – ($180-$220K) ·     Sr. Deep Learning Engineer (Perception) – ($200K) Feel free to reach out to me via email: zeke.arlott@metric-search.com for a confidential conversation. I have also attached a link to my Calendly in the comments for anyone who would like to schedule a call before the holidays. #cruiselayoffs #autonomousdriving #autonomousvehicles

This is happening in Corporate America! Weekly Newsletter/89 June 22, 2024 Takeda plans on laying off over 600 employees.   Coach USA, the owner of Megabus, filed for bankruptcy. The company operates over 2,000 buses and has 2,700 employees. CDK Global, a company that provides auto dealerships across the U.S. with software for managing sales has been hacked and suspended business at about 15,000 auto dealerships nationwide. Keurig Dr Pepper Inc., which has lagged its rivals for decades in the soda wars, is now tied with PepsiCo as the second-most popular soda in America. Dr. Pepper’s marketing emphasizes its unique taste, which was invented nearly 140 years ago by a pharmacist who wanted a drink that smelled like the inside of a drugstore. Amazon removed 95% of plastic air pillows from delivery packaging in North America and replaced it with paper filler made from 100% recycled content. This change will avoid 15 billion plastic air pillows annually. Walmart announced bonuses and training opportunities for hourly workers, 700,000 of its full- and part-time frontline workers will be eligible for annual bonuses of up to US$1,000. Walmart is building a 350-acre new headquarters and Bentonville's population is expected to triple in 15 years. Bentonville's median household income is now about US$100,000 annually compared with US$55,000 in the rest of Arkansas. That’s causing rent and real estate costs to rise.   NVIDIA has become the world's most valuable public company. Its market cap climbed to US$3.34 trillion, surpassing Microsoft and Apple. Nvidia’s stock surged over 170% so far this year. Nvidia is a major beneficiary of the AI boom since it currently has about 80% of the market for the chips used in data centers. NVIDIA's dominance in graphics processing units (GPUs), AI-driven data centers, and autonomous vehicles suggests its growth trajectory is far from over. Only five countries have a higher GDP than Nvidia’s worth. Nvidia’s worth is more than the monetary value of all finished goods and services made in most countries. Look at the video down below. #business #culture #logistics #cpg #hr #corporate #retail #ethics #law #compliance #nwa #leadership #ecommerce #walmart #amazon #risks #hiring #recruiting #automation #siliconvalley Video source:   CNBC   https://lnkd.in/gPdtSZNt

#hiring Director of Validation and Hardware, San Jose, United States, fulltime #jobs #jobseekers #careers #SanJosejobs #Californiajobs #ExecutivePositions Apply: https://lnkd.in/dw5h9u4m At Ayar Labs, we're pushing Moore's Law beyond its original limits to unleash processing power for artificial intelligence, high performance computing, telecommunications and more. How? By moving data with the speed of light. "Before I moved to Ayar Labs, AI was all the rage - 40 different startups were building devices. I just couldn't guess which one was going to be successful because of the amount of overlap. In contrast, when I looked at silicon photonics and Ayar Labs, there was no near neighbor, yet they were addressing a crucial problem. I believed in Ayar Labs' optical technology so strongly that I joined the company." At Ayar Labs, you get the start-up culture you're looking for: flexibility, fast pace, and opportunities to wear a lot of different hats. As a late-stage startup we also offer a more predictable growth trajectory, led by industry veterans and backed by our recent $130 million in Series C funding. As we move out of the lab and into production, we are supported by manufacturing partners like GlobalFoundries and product development partners like NVIDIA to deliver solutions that meet the ever-increasing demands of AI, HPC, Cloud, telecommunications, and aerospace. "Working at Ayar has given me the opportunity to deepen my own technical experience, while gaining a breadth of knowledge in tangential fields that would have been difficult to achieve at a large company." Excellent salary and benefits, including: Unlimited paid time offRemote and hybrid work opportunities for many positionsPremium health care

NVIDIA is now the most valuable company in the world at +$2 Trillion USD. Here’s the biggest insight from the founder’s latest interview. 👇 CEO / Co-Founder of NVIDIA says: “CEO’s should have the most amount direct reports within the entire organization.” He says he currently has almost 50 direct reports. Most companies have limited spans of control (6-8 direct reports). In my career, I’ve had between 3-12 with team’s of +1000 people. Here’s why I think Jensen is right : 1) Direct reports require the least amount of management  2) CEO direct reports are the most talented individuals and need to be empowered  3) Your senior ppl need direct information / interactions with the CEO (higher likelihood when they are direct reports) What are your thoughts... Do you agree or disagree with the NVIDIA founder?