“自愿996者，涨薪25%、股权翻倍”，“996”的这股风，吹到了硅谷AI初创？

Core Viewpoint - The article discusses the resurgence of the "996" work culture in Silicon Valley, particularly within AI startups, contrasting it with previous trends emphasizing work-life balance. Group 1: Work Culture Shift - The "996" work system, which involves working from 9 AM to 9 PM six days a week, is becoming increasingly common in U.S. startups, especially in the AI sector, as founders believe that intense effort is necessary to succeed in the technology race [1][3] - The pandemic had previously shifted the focus towards employee well-being and work-life balance, but the urgency of the AI competition has led to a cultural shift back towards high commitment and execution [3][4] Group 2: Recruitment Practices - Many startup CEOs are now asking potential hires if they are willing to accept a "996" work schedule during the interview process, making it a de facto requirement for some positions [3][4] - Companies like Rilla explicitly state in job postings that candidates uninterested in working over 70 hours a week need not apply, reflecting a growing trend in the industry [4] Group 3: Employee Incentives - Some startups are adopting a "voluntary" approach to the "996" work culture, offering higher salaries and equity to those willing to work longer hours, creating a dual-track system [5] - For instance, Fella & Delilah offers a 25% salary increase and doubled equity for employees who accept the "996" work schedule, with about 10% of employees opting in [5] Group 4: Global Perspective - The debate over extended work hours is not limited to Silicon Valley; it is a global discussion, with some investors suggesting that to build a $10 billion company, one must work seven days a week [6] - Acceptance of the "996" culture is reportedly higher in the U.S. compared to Europe, where weekend work is often met with shock [6] Group 5: Legal and Ethical Concerns - There are concerns regarding the legality of the "996" work culture in the U.S., with many companies failing to comply with labor laws and not providing proper classification or overtime pay for employees [6]