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📍Struggling to Find, Retain, and Effectively Manage Overseas Employees? This Jiangxi Company Has the Answer #Jiangxi# #Employees# @SpoxCHN_LinJian @SpoxCHN_MaoNing @AmbXieFeng @zhang_heqing @salahzhang @SpoxCHN_LinJian @CNYouthDaily

It’s chaos in Yosemite National Park This is the first summer since Yosemite stopped using their reservation system There have been almost 100,000 more visitors than this time last year It’s so crowded the lines of cards are hours long and people are parking illegally in the meadows that are supposed to be protected “The line of cars goes on and on and on, all waiting to get into Yosemite National Park. People were waiting for like at least hour and a half and once you're inside, the waiting isn't over” By 7.30 am parking can already be at capacity “The entire park, it was impossible to park. There's nowhere to park for anybody. Waiting to find parking, waiting to get on the shuttle — With many getting impatient and just illegally parking wherever they could. There are people pulling onto meadows, pulling off pavement, going off-road” “Environmental Resource Center says it was at least better than this. Without any limits the amount of vehicles, amount of people, it becomes overwhelmed. He believes the decision was good for business, not for the environment” You can’t even take the shuttles they’re so packed, I found: Shuttles are overwhelmed, trails including Half Dome cables are jammed, and congestion is constant. Park staff and environmental groups say it’s harming sensitive meadows and wildlife habitat There is no daily cap on vehicles during peak summer hours Many park employees, over 300 signed a petition, environmental groups, and former staff criticize the decision as prioritizing crowds over visitor experience Go back to a strict reservation system. There are way too many people

Microsoft just banned its own engineers from using AI. The tool was literally costing MORE than the humans it was supposed to replace. They lied to you about AI adoption and now the whole narrative is blowing up: Microsoft gave thousands of engineers access to Claude Code six months ago and encouraged them to use it. Engineers loved it and adoption exploded. But then the invoices arrived. Token-based pricing means every query, every code review, every debugging session costs money. At scale across 100,000 engineers, the numbers became so large that Microsoft issued an internal order to cancel nearly all Claude Code licenses by end of June and force everyone onto their own cheaper tool instead. The company that invested $5 billion in Anthropic just told its own people to stop using Anthropic's product because it costs too much. Uber's story is even worse... Their CTO Praveen Neppalli Naga told The Information that the budget he planned for the full year was "blown away already" by April. Uber had rolled out Claude Code in December 2025. By March, 84% of their 5,000 engineers were using it with 70% of all committed code coming from AI systems. Heavy users were burning $500 to $2,000 per month each. Naga himself spent $1,200 in a single two-hour demo session. The company had even built internal leaderboards ranking engineers by how much AI they used. They literally gamified the spending and then ran out of money. Now look at what Nvidia's own VP of applied deep learning Bryan Catanzaro said to Axios last month. Direct quote: "For my team, the cost of compute is far beyond the costs of the employees." This is a VP at the company that SELLS the chips saying that using AI is more expensive than paying humans. Think about what this means for the entire AI narrative. Every CEO on every earnings call for the past two years has said the same thing: AI will make us more efficient, reduce headcount, and cut costs. The stock market rewarded every company that said it. Fired workers, stock goes up. Announced AI adoption, stock goes up. But the actual companies deploying AI at scale are discovering the math doesn't work. The MORE employees use AI, the HIGHER the bill. Goldman Sachs forecasts a 24x increase in token consumption by 2030 as companies adopt AI agents. Gartner just published a report showing that even though individual token prices will drop 90% by 2030, total enterprise AI costs will go UP because agents consume exponentially more tokens per task than basic tools. Meta built an internal dashboard called "Claudeonomics" to track which employees use the most AI. Amazon started pushing engineers to "tokenmaxx," their internal term for consuming as many AI tokens as possible. Both companies are spending hundreds of billions on AI infrastructure this year alone. And Microsoft, the company that bet its entire future on AI, just told 100,000 engineers to stop using the tool they liked best because the per-token bills got out of control. The companies building AI are telling investors it saves money. The companies using AI are finding out it costs more than the humans it was supposed to replace. And even the company that makes the chips just admitted it through its own VP. This is the gap nobody on Wall Street is pricing in. $725 billion in AI infrastructure spending this year across Big Tech. And the first companies to actually deploy these tools at scale are already pulling back because the economics don't work. What do you think?

At Meta, 90% of my coworkers were Chinese, and non-Chinese were routinely excluded, disadvantaged, and targeted for layoffs. 6 out of the 7 layoffs I observed targeted non-Chinese despite non-Chinese being the vast minority. Certain orgs like ads and MRS are notorious for being Chinese dominated. I think Americans would be outraged if they knew that their own citizens were getting marginalized and laid off at their own companies, while Chinese promote themselves up, conquer entire orgs, and reap millions. Imagine if Huawei in Shenzhen had entire orgs and leadership chains completely dominated by Japanese people who brazenly spoke Japanese at work without a care in the world that their Chinese coworkers don't understand, imposed their own work culture without respecting Chinese culture, excluded the Chinese, and laid off Chinese people while promoting their own. I imagine Chinese citizens would be outraged, and never allow that to happen in the first place. The most blatant and obvious way that non-Chinese are excluded is that Chinese primarily speak Mandarin at work. I'm not talking about one-off conversations, I'm talking about every single conversation. Loudly and brazenly with no respect for others. 10+ teammates and leaders having a group conversation in Mandarin while the 2 non-Chinese don't understand and feel excluded from the team. Although everyone at least has the decency to speak English during formal meetings with a non-speaker present, it was common that right after the meeting ended everyone would immediately switch to Mandarin. Funny I'm in Korea right now and was just on a double date with 3 other Koreans, and I was shocked that when the conversation would split into two, the other couple would speak to each other in English in my presence just out of respect. A Korean couple on a double-date had the courtesy to speak to each other in English in front of me even though I'd never expect that from them, but my Chinese coworkers did not. Lunch was another place where non-Chinese were blatantly excluded. Recall that the team I joined was an all Chinese team with only one other non-Chinese person. The Chinese would always get lunch together and never invite us (except for one of them who occasionally would, though at some point stopped). Me and the non-Chinese person would invite them, they'd always refuse, and then shortly after they'd disappear and get lunch together. As a result, it was usually just the two of us getting lunch. (caveat, some of the newer Chinese who joined afterwards also experienced similar treatment. So it's moreso a clique thing than a Chinese vs. non-Chinese thing, though 100% of the clique was Chinese) On Wednesdays and Fridays I'd often be the only non-Chinese person on my team in the office, and they'd all get lunch together without inviting me. It was depressing, and made me not want to come into the office on those days. One team dinner we went to a Korean BBQ. I arrived with a non-Chinese coworker and the first table was full, so we sat at one end of the next empty table. Shortly after one of the Tech Leads walked in, and sat at the complete opposite end of our table, alone and not in talking distance to anyone. We invited her over, and she declined. Later another Tech Lead came in and sat across from her. Non-Chinese and Chinese at opposite ends of a long table at a team dinner, and they refused to sit with us. Eventually more people came and the TLs joined our side because I guess maybe it was too obviously anti-social, and they spent the entire dinner speaking speaking Chinese to each other. These were our tech leads. I could not understand how Meta could have "Tech Leads" that so blatantly excluded teammates. I thought Tech Leads were supposed to uplift the team, and that Meta would hold tech leads to a higher standard. Now someone might say that it's just lunch or a one-off team dinner, who cares? To that I vehemently disagree. Lunch is extremely important for team bonding, and so much information is transferred through informal socializing. I'm not saying that everyone needs to get lunch together everyday, but if a minority of people are excluded from getting lunch with the rest of the team, and especially the most tenured and senior employees, then naturally that minority is going to feel alienated, disadvantaged, and excluded from opportunities. And the very fact that they're excluded from lunch is reflective of being excluded in general. When 90% of an org and the entire leadership chain is dominated by one ethnicity, naturally their work culture is going to spill through. Chinese culture is completely different from American work culture, and learning to navigate that was a huge obstacle for me. For example I'm the type that tends to question everything and isn't afraid to challenge a "superior", but I quickly realized that my TL seemed to take offense to that, and would punish/retaliate me for it. I want to make it clear - I have nothing against Chinese people. Most of them are very kind (strong correlation between kindness and not engaging in the kind of exclusionary behavior I mentioned above), and I have many good friends who are Chinese. I get that some barely speak English (though I question how they got hired). I do genuinely believe that most are good people, and not deliberately trying to exclude others. But regardless of intent, the result is that non-Chinese get excluded. The fact that 6 of the 7 layoffs I observed were not Chinese in a 80-90% Chinese dominated org is testament to this. The fact that 90% Chinese dominated orgs even exist in the first place is testament to this. I might not even be posting about this given the sensitivity of the topic if not for the fact that I've seen and/or heard stories of some very toxic people who I do not believe would otherwise survive if not for their ability to exclude others, throwing others under the bus for the next layoff. The same people do this over and over again, and get away with it because they're part of the "clique" that essentially has immunity. I think the company needs to take this more seriously. Some ideas would be enforcing English at the office (I've heard of other teams that do this), raising leaders to a higher bar when it comes to team inclusivity (eg. under the "People" axis), investigating potential discrimination cases (eg. layoffs and/or mistreatment disproportionally affecting certain groups) and having a zero tolerance policy around that, having a zero tolerance policy around injustice in general (eg. lying or deliberately throwing somebody under the bus), ensuring more diverse teams, etc. But to be honest, I don't have faith that much would change so long as the entire leadership chain up to the VP level is dominated by the same ethnicity, language, and culture. Nor does it seem that leadership even remotely cares given that this has been happening in the HQ for probably at least the last decade, and is obvious to anyone who's stepped foot in the office.

Today, we’re open-sourcing Agent-Scrum: a project that enables agents to collaborate using A2A, MCP, and a Scrum board. For the past few years, we’ve been preaching the importance of agents. We were literally talking about them back in early 2023 in a popular webinar. But as agents become more effective, someone needs to figure out how to manage them. The idea of one person controlling agents and repeatedly tapping “Return” simply doesn’t scale. Context management is still stuck in the developer/agent-operator head and it's becoming very difficult to handle. Agent-Scrum is based on our internal work using a Jira-like platform that allows agents to write tickets for each other, alongside a Slack-like channel where they can chat, coordinate, and collaborate. The idea is simple: just as a manager would not monitor employees all the time, but would instead adopt a project management methodology, a protocol, and collaboration software, the same applies to agents deployed in an organization. I encourage people to contribute, comment and test it!

Employees feeling anxious about AI should “get smart on the tools,” @DerekMillerUtah told @erinalberty at an Axios Live event in Salt Lake City, Utah. “Whatever it is you do, figure out how AI can help you in your job.”

-----以下为原文翻译------ 《我是怎么选择用 AI 替换哪些员工的》 两周前，我裁掉了公司超过 20% 的员工。我这么做并不是因为 Cloudflare 陷入了困境。恰恰相反，我们的营收增长创下了历史新高，现金流十分充裕，而且我们在全球范围内新增客户的数量也达到了前所未有的水平。我做出这个决定，是因为商业环境正在发生剧变；而为了赢下未来，Cloudflare 必须顺势而为。 翻遍美国商业史，你可能都找不到第二家像我们一样、在保持 30% 以上高增长的同时还裁员 20% 的上市公司。然而，我们在过去两周的做法，很可能在未来一年里变成整个行业的常态。这是一个关于人工智能（AI）如何重塑一切的故事，但遗憾的是，许多高管和评论员都误解了 AI 到底会如何颠覆商业规则，以及究竟谁会受到冲击。 为了搞清楚这个问题，我重新翻开了一本 1954 年出版的老书（这书比我还要大 20 岁）：彼得·德鲁克 (Peter Drucker，被誉为“现代管理学之父”) 的《管理的实践》。在这本书里，德鲁克深入剖析了企业内部形形色色的岗位角色。我把这些角色归纳为三类：建造者（builders）、销售者（sellers）和衡量者（measurers）。 顾名思义，“建造者”负责打造产品，“销售者”负责把产品卖出去。而“衡量者”则包揽了剩下的一切：内部审计、收入确认 (revenue recognition，财务术语，指根据会计准则确认一笔销售何时能正式计入公司账面收入的流程)、财务、法务、合规、中层管理、日常运营等等，不胜枚举。 与一些分析师的悲观预测恰恰相反，“建造者”们的饭碗稳得很，哪里也不会去。如果我团队里的某个工程师现在的生产力能借由 AI 翻上十倍，那我绝对会把市面上能找到的这种人才全都招进公司。 “销售者”同样不用担心被淘汰。因为掌握预算的依然是活生生的人类，他们更愿意从那些愿意花时间倾听需求、能建立信任、并且能在出问题时帮忙兜底的人手里买东西。 “衡量者”对企业同样至关重要，但他们与前两者截然不同。顶尖的“衡量者”往往千金难求。他们在幕后不知疲倦地默默耕耘，不追求台前角色 **(front-of-house role，就像餐厅里直接面对顾客的大堂服务员一样，指容易受到外界瞩目和表扬的岗位)** 的鲜花与掌声；最理想的情况是，他们还能保持独立于公司其他部门的客观视角。德鲁克指出，衡量业务表现固然重要，但客户终究是靠“建造”和“销售”争取来的。一家真正顶级的公司，应该把最多的资源投资在这两个核心职能上。 AI 的浪潮并不是冲着“建造者”或“销售者”来的，它真正瞄准的是“衡量者”。不知疲倦、绝对独立、极其高效且随时在线——如今的 AI 系统在衡量和审视一家公司时，其客观入微的细节和精准度，是过去哪怕最拔尖的员工也望尘莫及的。 拿 Cloudflare 来说，过去我们的内部审计团队每季度只能挑出几个业务风险点进行抽查。而现在，我们正在全面启用一套新系统，对每一个业务风险点进行全天候的持续审计。我们财务结账 **(closing our books，指企业在月末或年末结清账目、出具财务报表的常规流程)** 的速度变得更快了。我们犯的错越来越少，即便偶有纰漏，也能被更精准可靠地揪出来。作为 CEO，我现在拥有了前所未有的绝佳工具，不仅能精确衡量公司的整体运营状况，还能帮我精准发掘团队里冉冉升起的明日之星。 我们上周裁掉的员工中，绝大多数正是“衡量者”。我们精简了整个公司的中层管理人员，因为在 AI 的辅助下，主管们现在可以管理更多的直接下属，同时依然能对团队进行精准的绩效评估和有效指导。我们将分散的运营岗位整合进了一个统一的业务支持小组，遇到需要特定专业知识的场景，就让 AI 来填补空缺。我们还大幅裁减了市场营销团队——和大多数公司一样，那里曾经是“衡量者”扎堆的重灾区。此外，在整个财务团队中，我们也找到了大量合并岗位和实现自动化的空间。 但是，这次裁员的根本目的绝不是为了单纯地缩减人头。事实上，我们目前开放招聘的岗位数量创下了历史新高。我预计在未来几年里，我们的员工总数将持续增长。正是因为“衡量”这项工作不再需要那么多人力，我们现在才能腾出手来，将重金砸向那些真正能驱动公司增长的人才。 今年夏天，我们收到了将近 100 万份简历，争夺 1,111 个带薪实习岗位。我们最终录用的这批实习生不仅极其优秀，更是天生的 AI 原生代 (AI-native，指伴随 AI 时代成长，天然适应并将 AI 视为思维方式和基础工具的新一代群体)。他们无一例外，全都是“建造者”或者“销售者”，我们预计这其中的绝大多数人最终都会拿到全职 Offer。 他们是属于未来的新一代，将发明出全新的方式为我们的业务注入动力。得益于 AI，我们现在能更精准地衡量他们的贡献，并准确无误地找出那些未来的领袖人物。AI 绝不是导致年轻人惨淡失业的灾难前兆——情况恰恰相反。 AI 不会终结所有工作岗位，但它必定会重塑每一家企业。归根结底，时间会证明德鲁克是对的。AI 将极大地提升我们衡量组织的能力，这样一来，我们团队里活生生的人类，就能把全部精力倾注到他们真正能创造和捕获价值的地方：去建造，去销售。 How I Choose Which Cloudflare Employees to Replace With AI：

We’ve automated every single thing we can @every with AI agents. And yet there’s way more human work to do than ever. We’ve gone from 4 -> 30 human employees since GPT-3. I wrote a report on the structural reasons: how AI makes expert competence cheap, why that drives up demand for experts, and why the dynamic only intensifies as we approach AGI. After Automation:

🇨🇳🇿🇲 “You can hear the heat and energy of China-Africa cooperation in this song.” That’s how netizens are describing “Chambishi Copper Mine”, a new track that’s quickly going viral. Written and sung by Zambian employees at the joint venture NFC Africa Mining Plc (NFCA), the song is indeed a vibrant reflection of Sino-African unity, hard work and cooperation.

Mark Zuckerberg told employees in a Wednesday memo that laying off 8,000 workers was necessary because “success isn’t a given.” The full memo, as published by businessinsider. "Hey everyone, I want to express my gratitude to everyone leaving today for all of the hard work you've put into serving our community. It's always sad to say goodbye to people who have contributed to our mission and to building this company. I feel the weight of that, and I'm spending a lot of time making sure we manage this as well as possible. This is the most dynamic I have seen our industry. I'm optimistic about everything we're building to give billions of people the power to express themselves and connect with the people they care about. I'm also optimistic about delivering personal superintelligence to everyone. We've always focused on putting power in people's hands. This is how we believe progress is made in the world. These values are what makes us different, and they are why Meta has been successful. But success isn't a given. AI is the most consequential technology of our lifetimes. The companies that lead the way will define the next generation. We're transforming our company to make sure it will always be the best place for talented people to have the greatest impact. People tell us that they appreciate the ability to take greater ownership and execute their vision with less bureaucracy and management to navigate. At the same time, we also want to provide everyone with as much stability as possible. We won't always get this balance right, but I care deeply about this so we'll keep adjusting and work hard to do right by people along the way. To that end, I want to be clear that we do not expect other company-wide layoffs this year. I also want to acknowledge that we haven't been as clear as we aspire to be in our communication, and that's one area I want to make sure we improve. I'm confident in what we're all building together. We are one of the few companies positioned to help define the future. Meta has the talent, the infrastructure, the apps and distribution, and the business model. We have a lot of work ahead, but what's on the other side is going to be extraordinary. Once again, I'm grateful to those leaving today. And I'm grateful to everyone around the company for all of the historic work we will continue doing together. Mark" --- businessinsider .com/heres-what-mark-zuckerberg-said-about-future-layoffs-at-meta-2026-5