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]

Core Viewpoint - The article discusses the increasing adoption of the "996" work schedule (9 AM to 9 PM, six days a week) among AI startups in Silicon Valley, reflecting a shift in work culture influenced by the competitive landscape of the AI industry [1][6]. Group 1: Adoption of 996 Work Schedule - Many American AI startups are asking job candidates if they are willing to work under the 996 schedule, indicating a cultural shift towards longer working hours [4][6]. - Companies like Rilla have nearly 80 employees adhering to the 996 work schedule, showcasing its acceptance in the industry [9]. - The CEO of Sotira emphasizes that the first two years of a startup require a 996 work ethic, although she believes it is unfair to impose this on regular employees [12]. Group 2: Perspectives on Work Intensity - Some entrepreneurs argue that to build a company valued at $10 billion, one must work even harder than the 996 schedule, suggesting a culture of extreme dedication [13]. - Despite the push for longer hours, many employees still prefer a work-life balance, with less than 10% of employees willing to switch to a 996 schedule even with significant compensation [16][17]. - The article highlights a tension between the allure of high compensation and the personal toll of such demanding work schedules, with some employees acknowledging the potential rewards despite the challenges [21]. Group 3: Reactions and Criticism - The 996 work schedule has faced backlash, with individuals expressing concerns about the negative impact on personal lives and the potential for burnout [18][20]. - Critics point out that the intense work culture may lead to significant legal liabilities and risks for companies, as many young entrepreneurs may overlook these issues in their pursuit of success [19].

Core Viewpoint - The article discusses the evolving perception of the "996" work culture, highlighting a shift in Silicon Valley where some investors now advocate for it as a virtue, contrasting it with the previous criticism of such work practices [2][3][12]. Group 1: The Shift in Work Culture - The "996" work culture, once criticized as detrimental, is now being viewed positively by some Silicon Valley investors who prioritize investment in startups that adopt this model [2][3]. - Notable examples include the fintech company Bolt, which initially adopted a "4-day work week" but later reverted to more traditional work expectations, indicating a potential backlash against the "anti-involution" trend [12][13]. Group 2: Perspectives from Key Figures - Michael Moritz, a prominent Silicon Valley investor, previously acknowledged the "996" culture's harshness but recognized its role in fostering collective progress in business [3]. - Nik Storonsky, founder of Revolut, criticized European entrepreneurs for not working hard enough compared to their counterparts in the U.S. and China, suggesting that a lack of effort leads to inferior results [5][6]. Group 3: The Debate on Work-Life Balance - The article presents contrasting views on work-life balance, with some arguing that excessive focus on comfort in the workplace can undermine productivity and the fundamental principles of hard work [12]. - A survey by Antler revealed that a significant portion of startup founders work over 60 hours a week, indicating a culture of long hours in the entrepreneurial landscape [8]. Group 4: Mental Health Considerations - The discussion also touches on the mental health challenges faced by entrepreneurs, with a significant percentage reporting that the pressures of startup life negatively impact their well-being [14][16]. - The need for a balanced approach to work intensity and mental health is emphasized, suggesting that while hard work is essential, it should not come at the cost of personal health [16][17].

Core Viewpoint - The article discusses the recent trend of major companies in China, such as DJI and Midea, implementing mandatory off-work policies to reduce costs and improve efficiency, reflecting a broader shift in corporate culture away from the "996" work schedule [3][5][20]. Group 1: Company Actions - DJI has initiated a "no overtime" policy, where employees are encouraged to leave the office by 9 PM, and this has been in effect since late February [4][11]. - Midea has also enforced strict controls on overtime, with a directive from its chairman to simplify work processes and limit after-hours meetings and communication [3][12]. - Other companies like Miniso and Haier are following suit, emphasizing the reduction of formalities and the implementation of a two-day weekend policy across all departments [15]. Group 2: Financial Performance - Midea's overseas market growth has outpaced domestic growth, with its overseas revenue accounting for over 40% of total income in the first half of 2024 [13]. - Midea's total revenue for the first half of 2024 was approximately 217.27 billion, a 10.3% increase from the previous year [14]. - The manufacturing sector remains the largest contributor to Midea's revenue, with HVAC products making up 46.7% of total revenue [14]. Group 3: Industry Context - The shift away from the "996" work culture is becoming more pronounced as companies face economic pressures and seek to enhance operational efficiency [5][20]. - The article highlights that the trend of reducing working hours and simplifying processes is not limited to China, as similar movements are observed in other countries, particularly in Europe and Japan, where labor regulations are becoming stricter [18][19].