扎克伯格打响“抢人大战”，但未必能保证Meta更有优势

Core Viewpoint - Meta's aggressive recruitment of top AI talent with cash bonuses may not guarantee improved performance, as historical examples show that simply hiring high-profile individuals does not lead to success [2][10]. Group 1: Recruitment Strategy - Meta has recently hired dozens of top AI researchers from competitors, offering bonuses up to $100 million per researcher to catch up with leaders like OpenAI and Anthropic [1]. - Historical cases in various industries demonstrate that hiring top talent with large sums of money often leads to failure, as seen with figures like Michael Eisner at Disney and Henrique de Castro at Yahoo [2][3]. Group 2: Performance Issues - Many top talents recruited from competitors may already be past their peak performance, which is a common issue across industries, including sports and academia [3][4]. - The phenomenon of early-career high productivity followed by a decline is not unique to sports; it is also observed in academia where research output significantly drops after tenure [5][6]. Group 3: Compensation and Results - There is often a weak or even negative correlation between high executive compensation and long-term company performance, as evidenced by data from MSCI showing that lower-paid CEOs tend to yield higher shareholder returns [7][8]. - Notable CEOs like Warren Buffett and Jensen Huang are known for their relatively low cash compensation despite their companies' strong performance, contrasting with controversial figures who mismanage funds while receiving high salaries [8][9]. Group 4: Innovation and Economic Returns - Meta's strategy of heavily investing in talent overlooks the fundamental issue that many innovators do not receive adequate economic returns for their groundbreaking inventions, often being overshadowed by more entrepreneurial individuals [10][11]. - The article highlights that true innovation often comes from startups and disruptors rather than established giants, suggesting that Meta's approach may be misguided [13]. Group 5: Cultural and Leadership Challenges - Internal warnings indicate that Meta's AI development is suffering from a "culture of fear" and ineffective leadership, complicating the company's challenges beyond mere recruitment [14]. - The recent Super Bowl serves as a metaphor for the risks of relying solely on star talent, emphasizing that cohesive team culture can lead to unexpected success [15].