• Denise Dresser is leaving her role as chief revenue officer at OpenAI after eight months.
• It's the latest in a batch of executive shake-ups at OpenAI as it positions for an IPO.
• Dali Rajic, the former chief operating officer of Wiz, will replace Dresser.

OpenAI's executive shake-up continues.

The company announced Thursday that it is replacing its chief revenue officer, Denise Dresser, after only eight months in the role. Dali Rajic, formerly the chief operating officer of Wiz, is taking over the role with the monumental task of preparing OpenAI for its initial public offering, expected next year.

Dresser's departure joins a wave of change inside OpenAI's upper ranks. On Tuesday, former chief operating officer Brad Lightcap said he'd be leaving the company — Dresser had been given parts of Lightcap's former remit as recently as April. In July, OpenAI lost Johannes Heidecke, its head of safety systems, and Joshua Achiam, its chief futurist. Fidji Simo, its CEO of applications, moved into an advisory role due to health reasons.

The dramatic upheaval comes at a crucial juncture for OpenAI. This year, its rivalry with AI lab Anthropic reached a fever pitch, with the companies battling for market share and talent as they speed toward IPOs. OpenAI is trying to parlay its billion users into a sustainable business, scrambling to build data centers and win customers as its core technology evolves.

Dresser joined OpenAI last December to spearhead its revenue growth, coming from a CEO role at Slack within Salesforce. OpenAI's Thursday release said she would leave after a transition period.

"Denise has led our revenue organization through a formative period for the business and has worked tirelessly to get the team to where it is today," Greg Brockman, OpenAI's president, said in the release.

Dresser thanked the OpenAI staff in a message she posted on LinkedIn on Thursday. She didn't provide details about her next move, writing that she "made the difficult decision to leave OpenAI in the coming weeks to pursue other opportunities." Dresser didn't immediately respond to a request for comment from Business Insider.

OpenAI told Business Insider that under Dresser, the company now has 2 million business customers, double its count from a year ago. The company aims to generate half of its revenue from enterprises by the end of the year.

Rajic was Wiz's president and chief operating officer throughout the cloud security firm's recent purchase by Google. He'd previously held executive roles at Zscaler and AppDynamics.

Have a tip? Contact this reporter via email at scouncil@businessinsider.com, or over text, Signal, Telegram, or WhatsApp at 415-757-8198. Use a personal email address, a nonwork WiFi network, and a nonwork device; here's our guide to sharing information securely.

• PwC US CEO Paul Griggs said he tried not to over-communicate in the past.
• He said he received feedback from staff who asked him to share more about his decision-making.
• Griggs said he continues to work on communicating frequently and via different styles and mediums.

After roughly three decades at PwC, senior partner and US CEO Paul Griggs said he still isn't above criticism.

He's also not exempt from changing his mind based on feedback he gets from across the firm. Griggs said he appreciates working at a company where leaders aren't afraid to change their minds in response to feedback.

For example, Griggs said he's "a big believer in the power of communication without over-communication." As CEO, he makes decisions and doesn't expect everyone to agree with every call. As a result, he didn't always explain his reasoning.

After taking over as CEO two years ago, however, he realized that he had been communicating less than some employees would like. He said he came in with a bias against overwhelming others with too much communication. Over time, he said he had grown tired of reading emails that were too long.

"So, I simplified communication," Griggs said. "Slowed it down."

Griggs said not everyone needs to agree with all decisions all the time, but they need to understand the reasoning behind it. That's where leadership and communication play a crucial role, he said.

"'If you don't communicate the nature of that decision and the outcome of that decision, then I fill the void, fill the vacuum with my own story,'" Griggs said employees told him.

It's feedback he has worked on incorporating, he added. He has been advised to share messages more than once, even though it wasn't his default approach.

"My team would tell me: 'No, seven times,'" Griggs said, adding that he's learned he should relay the message in different styles and mediums.

• CFOs are taking charge of AI spending as companies pour billions into the technology.
• Some are introducing AI budgets and new controls to keep costs from spiraling.
• "The CFO is really becoming the face of the AI story," said a PwC advisor to finance chiefs.

At Match Group, every employee now has an AI budget.

The parent company of Tinder, Hinge, and other dating apps recently began giving department heads a set amount to spend on AI, which is then distributed across their teams. Employees can track their usage on a dashboard, and if they want to exceed their budget, they have to explain why. The company's most expensive AI models also aren't available by default and require a specific use case.

"If you don't set guardrails, there's no reason for an engineer to not go use the most expensive model," said Match Group CFO Steve Bailey. The average software engineer at the company spends roughly $600 a month on AI tokens, he said.

Match Group's system reflects a growing reality across corporate America: As companies spend billions on AI, CFOs are emerging as some of the most powerful executives in the AI era.

Finance chiefs are doing more than signing off on AI budgets. In many cases, they're the ones deciding who gets access to AI tools, how much employees can spend, which vendors make the cut, and whether AI investments are generating enough value to justify costs.

"The CFO is really becoming the face of the AI story," said Peter Pollini, a PwC advisor to finance chiefs in the financial-services sector.

A spending boom

The stakes are enormous. Match Group initially allocated $5 million for AI this year, but it's now on track to spend double that amount, Bailey said. The increase followed CEO Spencer Rascoff's May push to make the company more AI-native by expanding access to AI tools across the workforce. Initially, they were available mainly to engineers.

"Aside from maybe travel and entertainment, we've never had to budget for a cost that's this big at the employee level," Bailey said.

To help fund those investments, Bailey said Match Group plans to dramatically slow hiring while it assesses how AI could reshape its workforce.

Across corporate America, similar calculations are turning CFOs into the gatekeepers of one of the biggest spending booms in decades.

At Elevance Health, CFO Mark Kaye oversees a hidden way of keeping AI costs from spiraling. The insurance giant quietly routes employees' queries to different AI models based on the complexity of the request. That's because a single prompt can cost anywhere from a few pennies to more than a dollar, depending on how many tokens, or units of data, employees gobble up.

"We manage it on the back end," said Kaye, adding that he expects Elevance Health, the parent of Anthem Blue Cross Blue Shield, to invest $1 billion or more on AI this year.

Making AI pay off

Some CFOs are making tough decisions about how to fund AI expenses at large, such as by freezing annual salary raises and laying off workers. Others say AI is helping to pay for itself.

Kaye said AI automation at Elevance has reduced administrative work tied to medical-chart reviews by roughly 40%, giving staff more time to support customers.

"There are significant inefficiencies in the system that AI is allowing us to take out," he said.

Keeping a tight leash on AI spending isn't the only new hurdle for CFOs. They're also responsible for managing spending on a category that is evolving more rapidly than previous generations of enterprise software.

For the first time this year, Xero, a global small-business platform that offers accounting, payroll, and payments, added a line item to its budget for AI token spending per employee, said Claire Bramley, the CFO. The company also created a task force to review software purchases and identify AI products it can do without.

"Do we have more than one tool that serves the same purpose?" Bramley said. "As a CFO, you want to make sure that everybody's not going off and doing their own thing."

AI is also changing who CFOs spend time with. Bramley said finance, technology, and HR leaders at Xero now work together more frequently to evaluate software purchases, hiring plans, and how AI could affect future staffing needs.

"You could probably do it once a month before, and I think you have to do it weekly today," she said.

Additional headaches

CFOs are also facing new business problems arising from AI.

Netta Samroengraja, finance chief at healthcare platform Zocdoc, said her team has had to hustle to evaluate AI tool providers to solve problems that, ironically, were created by the technology. In recruiting, for instance, the technology suddenly enabled job seekers to flood the company with applications and create phony personas.

"It was pretty prevalent very quickly, and so we had to react quickly," Samroengraja said.

That wasn't the only surprise, as the economics of AI were shifting, too. Early on, Zocdoc raced to vet vendors, anticipating that prices designed to attract customers at the start of the AI boom would increase over time.

The company used that window to test multiple providers and compare their cost and effectiveness before settling on the tools that delivered the strongest business results, Samroengraja said, adding that Zocdoc has been willing to spend more on tools that produce measurable business outcomes rather than optimize for the lowest possible AI spend.

"If you see the ROI in it, you should keep investing in this," she said.

A crowded AI market is making those decisions even harder. New providers are constantly pitching tools that promise to boost productivity, cut costs, or replace existing software, forcing many CFOs to take a more active role in evaluating vendors, said Alex Sobol, cofounder of the Millennium Alliance, an invite-only community for C-suite executives in North America and Europe.

"It seems like every hour there's a new AI vendor," he said. "It's hard to know what's real and what's fake, and what's good and what's bad."

• Rankin Carroll emphasizes the enduring value of entertainment in marketing strategies today.
• Mars shifts focus to personalized, engaging content to better connect with consumers.
• Snickers' UEFA Euro 2024 campaign showcases Mars' innovative approach to consumer engagement.

After more than two decades at Mars, overseeing iconic brands like M&M's, Skittles, and Twix, the company's chief brand officer, Rankin Carroll, says one of the biggest mistakes marketers make today is forgetting a simple idea: entertainment still matters.

As marketers race to embrace AI, data, personalization, influencers, and new measurement tools, Carroll told Business Insider in an interview for its "CMO Insider" podcast that the industry sometimes loses sight of what consumers are actually looking for.

"I think what's critical to cut through is it's still a game of compelling stories," Carroll said. "People are still looking for content that captures their attention."

Carroll's comments come as Mars undergoes a major transformation in how it markets its brands, shifting toward more personalized advertising powered by data and technology.

Yet Carroll says all of those tools matter only if they help brands create entertainment that consumers actually want to spend time with.

Consumers don't want brands talking at them

Carroll says one of the biggest changes in marketing is the growing expectation that consumers participate in brand experiences rather than simply receive messages.

"We can get caught up in the data, we can get caught up in all the technology side of this, but at the end of the day, it's compelling stories well told in engaging ways that they can participate in," he said.

For Carroll, that is where entertainment comes in. Instead of interrupting consumers with ads, Mars increasingly wants to give them experiences they choose to engage with.

That philosophy has shaped several recent Mars campaigns.

Carroll pointed to a Snickers activation built around the UEFA Euro 2024 soccer tournament.

The campaign partnered with Meta and WhatsApp to let consumers send personalized messages to friends using an AI-powered José Mourinho character. Users entered prompts about mistakes their friends had made, and the system generated custom responses in Mourinho's voice.

Rather than simply promoting Snickers, Mars built the campaign to tap into behavior that it already understood about soccer fandom.

"We know the behavior around the Euros around football is banter," Carroll said. "You want to banter with your mates."

The result was an entertaining experience that consumers could actively participate in and share. "It just exploded," Carroll said.

Mars says personalization works best when it's entertaining

Carroll believes personalization has become an expectation, particularly among younger consumers.

"What we know is that consumers now, especially younger consumers, expect personalization from brands," he said.

But he does not view personalization as simply delivering more targeted advertisements. Instead, Mars is trying to build experiences that allow consumers to participate in the creation of content itself.

The Snickers campaign was one example. Another was the "Twix Harmonizer," a tool that allowed users to send voice notes to friends that would soften bad news through AI-generated audio.

Again, Carroll says the appeal was not the technology itself but rather giving people something entertaining to do.

"You cut through by creating an experience that they can actually participate in," he said.

Why Mars thinks many marketers are overcomplicating things

Carroll says that digital platforms have made it harder for brands to break through. Social media feeds are crowded, algorithms constantly change, and consumers have more content choices than ever.

Still, he says marketers sometimes focus too heavily on data, technology, and optimization while overlooking the importance of creating something people genuinely enjoy.

"I think that's the word that we've slightly forgotten about. Entertainment," Carroll said.

That thinking also influences how Mars approaches culture.

Whether it's Skittles creating unusual campaigns, Snickers building interactive experiences, or M&M's responding to controversy through humor, Carroll says brands need to find ways to participate in culture without losing their identities.

"We can bring something to you," he says of consumers.

For Carroll, that remains the foundation of effective marketing regardless of how technology evolves.

"At the end of the day," he said, "it's compelling stories well told in engaging ways that they can participate in."

• Panera Bread CEO Paul Carbone hopes to reverse the chain's slumping sales with a new strategy.
• The effort, named RISE, addresses customer complaints about food value and in-store service quality.
• The chain's latest menu launch, featuring new summer drinks and bowls, builds on the momentum.

As Panera Bread's chief financial officer, Paul Carbone once signed off on a change that looked good on a spreadsheet.

The chain swapped its salad base from 100% romaine lettuce to a mix of romaine and iceberg in the summer of 2024, a move he said was intended to save money.

Now, as CEO, Carbone says Panera is trying to undo that kind of thinking.

"No one really likes iceberg lettuce," Carbone told Business Insider. "No one looks at that white salad and says, 'Now that's worth it.'"

For Carbone, the lettuce decision — which was fully reversed in June 2025, shortly after he became chief executive — has become shorthand for a broader problem at Panera: Years of small cost-cutting moves, menu changes, and operational tweaks chipped away at the experience customers remembered loving.

Panera is now rolling out a summer launch tied to its broader "RISE" transformation strategy, an acronym for the steps of the turnaround effort, which stands for "refresh the menu," “ignite value," "serve guests with excellence," and "expand the network."

The latest evidence of that effort arrives this week in the form of new shrimp-topped bowls, upgraded salads, bacon-and-cheese breakfast frittatas, frozen coffees, and fruit-forward beverages — a menu overhaul intended to remind customers why they fell in love with Panera in the first place.

Carbone said Panera began developing the strategy last year after multiple years of negative same-store transactions. Sales sometimes rose, he said, but that growth was driven by pricing and mix, not by more customers coming in.

"The lifeblood of a restaurant company is transactions," he said. "So that's where we started to develop Panera RISE."

At its core, RISE is Panera's attempt to fix the complaints customers raised most often: food that no longer felt worth the price, fewer affordable options, weaker in-store service, and growing competition for diners' attention. The company spent months talking with thousands of customers to determine its areas of focus.

Carbone said many still had warm feelings toward Panera, but had stopped visiting because the chain had gotten too expensive, removed favorite menu items, or simply fallen out of their routines.

That's a tough place to be in a restaurant market where consumers have become increasingly selective. Business Insider has previously reported that diners are splitting along income lines, with lower-income consumers cutting back while wealthier households keep spending. Restaurants have responded with discounts and limited-time offers to improve value messaging, but analysts have warned that value alone is not always enough to bring customers back.

Panera's own traffic remains under intense pressure. Foot traffic has declined year over year every month from January through May this year, according to data from the foot traffic firm, Placer.ai.

R.J. Hottovy, Placer.ai's head of analytical research, said sandwich chains in particular have seen fewer visits than other concepts as consumers push back on menu price increases and embrace healthier eating habits.

Carbone's diagnosis goes beyond food. Panera also cut labor at cafés to cut costs, he said. The company has since added a front-of-house role, the Guest Experience Champion, to greet customers, answer questions, and help maintain dining rooms.

It is also rethinking how technology fits into the business.

"There was a time that if you talked to folks here, they would tell you that we were a technology company that sold food," Carbone said. "I will tell you emphatically, we are a restaurant company that uses technology to enhance the guest experience. We're not a technology company."

That does not mean abandoning digital ordering, kiosks, or loyalty tools. Only about a quarter of Panera's business is now eaten inside its cafés, Carbone said, but two-thirds of customers still walk into a restaurant, whether they are dining in, picking up, or ordering to go.

That means the in-store experience still matters.

Under RISE, Panera is adding new menu items and drinks, but the bigger bet is that customers will notice when the chain starts optimizing for experience again, not just efficiency.

Carbone said Panera's priorities now are simple: "Transactions, sales, profits — in that order."

After years of trying to drive growth through price cuts and efficiency, Panera is betting that getting more customers through the door again will take something simpler: giving them a reason to come back.

• Dropbox CEO Drew Houston plans to step down as CEO after 19 years in the role.
• Houston named Ashraf Alkarmi as his co-CEO and eventual successor in a memo to employees on Tuesday.
• He shared how he knew Alkarmi was the right person for the job.

Dropbox CEO Drew Houston invoked an old and reliable piece of advice to choose his successor.

Houston told employees in a Tuesday memo that Dropbox named Ashraf Alkarmi as co-CEO and that Houston would be training him as his replacement. Following 19 years at the helm, Houston said he plans to step down as CEO after a transition period and become executive chairman.

The Dropbox cofounder said in the memo that the company's culture was in "good hands" with Alkarmi.

"Early in running Dropbox, someone gave me a piece of advice: before you hire anyone, ask yourself if you'd feel good about your little brother or sister working for this person (I didn't have kids at the time)," Houston wrote. "Ashraf is that leader."

He said Alkarmi cares deeply about the people doing the work, and "tells the truth even when it's hard and disagrees with me when I'm wrong."

Houston credited Alkarmi, who previously oversaw Dropbox's core business, with helping the company navigate challenging periods.

Just before Alkarmi joined Dropbox in November 2024, the company axed about 20% of its workforce due to softening demand and excess management.

Alkarmi has since overseen the launch of AI products, according to his LinkedIn profile. He said the company needs to keep "innovating aggressively" during the AI era in his own note to employees on Tuesday.

Read Houston's full memo from Tuesday below:

Subject: Congratulations Ashraf, our new co-CEO!

Hi team,

Today we're promoting Ashraf Alkarmi to co-CEO of Dropbox. Ashraf has done an incredible job transforming our core business, and I can't think of a better leader for Dropbox's next chapter. Ashraf and I will jointly lead the company, and after a transition period I'll move into the role of executive chairman and Ashraf will be the sole CEO.

I want to share why we're doing this and why now. Our business is in a stronger position than it's been in years, and a lot of that is because of Ashraf. He inherited a challenging setup when he took over our core business. Many inside and outside the company were skeptical that our trajectory could change, but Ashraf saw things differently. He made difficult and courageous calls, placed some smart bets, and those bets are paying off. While there's still plenty of important work ahead, the business has been getting stronger every quarter.

Early in running Dropbox, someone gave me a piece of advice: before you hire anyone, ask yourself if you'd feel good about your little brother or sister working for this person (I didn't have kids at the time.) Ashraf is that leader. He cares deeply about the work and he cares deeply about the people doing the work. He tells the truth even when it's hard and disagrees with me when I'm wrong. And anyone who has done karaoke with Ashraf at our offsites knows our culture is in good hands.

Ashraf has spent his whole career—at Amazon, at Vimeo, and before—building products for the creative and content-focused customers we serve. He's also been leading from the front on AI. Last December, while most of the world was on break, Ashraf was building prototypes with AI tools and pushing us to think bigger about what our products could become. I can't wait for our customers to see the next generation of the Dropbox experience.

Ashraf and I will be working side-by-side through the transition. I care about Dropbox as much as I ever have, and that's not going to change. My focus right now is making sure Dropbox is in the strongest possible shape. But knowing me, it won't be long before I'm getting credit card alerts for my Cursor token spend.

Please join me in congratulating Ashraf. We'll do an All Hands today at 10am PT where we'll take your questions, and we'll have more time together in the coming days.

Drew

Read Alkarmi's full memo:

Reply from Ashraf:

Hi team,

First, I want to say how grateful I am for the opportunity and trust that comes with this role. Dropbox is a company and product I've admired for a long time, and it's been incredibly rewarding to work alongside this team. I'm also beyond excited about this next chapter for Dropbox!

What's energized me most since joining Dropbox is the connection people have with our brand. I've heard it over and over in conversations with customers around the world, from creative teams at Sundance to long-time users who tell me Dropbox was one of the first products they ever paid for. Dropbox is a trusted home for their most important work, and that creates a real responsibility for us to keep improving the experience for them.

I'm really excited to double down on customer obsession and build products that solve hard, real problems for the people who rely on Dropbox every day. Our customers are asking us to do much more in the AI era, and we need to keep innovating aggressively to improve how work gets done.

As Drew said, we're in a much stronger position than we've been in years, and that progress is thanks to all of you. Over the last year and a half, we've gotten much clearer about our priorities, where we invest, and how we operate. We've built a much stronger foundation as a company, and that focus is showing up in our results and in how people are engaging with our products.

It gives me a lot of confidence in what's ahead for Dropbox, and I'm grateful to the teams across the company who've stepped up, taken ownership, and helped drive that transformation!

My commitment to you is that we'll be deliberate about where we're going and how we work. We're entering a new chapter where we'll be even more focused on our customers. We'll make decisions grounded in their needs and in the results we're seeing, and continue growing from the foundation we've put in place.

I have a lot of admiration and respect for the company Drew has built and the values that have shaped it over the years: customer obsession, trust, and integrity. Those things matter deeply to me as a leader, too.

Those values have also shaped how Drew and I work together. We've built a working relationship grounded in trust, truth telling, and doing what's best for our customers, and we'll continue working closely together through this next phase. We also both care about building a culture where people are kind, direct, and focused on customer impact.

Looking ahead, my priority is to give our leaders the support and clarity they need to stay focused and keep performing at this level. A big part of that is the strength we have across our executive team. We have an incredible group with strong operational experience who know our customers and know how to execute.

On that note, I'm really excited to share that Mike Torres will be joining Dropbox and our senior leadership team as our new Chief Product Officer on July 7. Mike brings deep experience leading and scaling products used by hundreds of millions of people, including leadership roles across Chrome, Kindle, and OneDrive, along with a strong track record of driving focus across large organizations. We'll share more on Mike and the Product Organization this week, with more details to follow this summer.

I know we have all the right ingredients to be successful: a trusted brand with more than 700 million global registered users, deep customer relationships, and employees who genuinely care about the quality of what we build.

I'm so excited about where we can go from here!

Looking forward to continuing the conversation at the All Hands shortly.

Ashraf

• Mark Zuckerberg's email struck an empathetic tone. He also said he didn't expect more companywide layoffs in 2026.
• Layoff anxiety can hurt worker productivity and morale, thereby carrying a real business cost.
• Workplace observers say his focus on stability suggests he recognizes the impact of prolonged uncertainty.

Mark Zuckerberg is signaling that Meta employees can stop looking over their shoulders.

After long emphasizing cost-cutting, management flattening, and "Year of Efficiency" rhetoric, the Meta chief struck an empathetic tone in his post-layoff email to employees on Wednesday — emphasizing stability, conceding communication failures, and promising to "do right by people along the way."

In his internal email to staffers, he thanked the roughly 8,000 workers who were being let go and emphasized his desire to provide "as much stability as possible" to those who remained.

It was a reminder that layoff anxiety carries a real business cost.

To that point, Zuckerberg said that he doesn't expect further companywide layoffs in 2026.

While that doesn't rule out smaller-scale cuts, the message followed weeks of grueling uncertainty for staffers waiting to learn whether they still had jobs.

Zuckerberg's email — a shift away from the more hard-charging tone he adopted post-pandemic — suggested he recognizes that prolonged uncertainty can weigh on employees and, ultimately, the company itself, workplace observers told Business Insider.

"You do need to try to create some psychological safety for people who are there, because layoffs are extremely distracting," said Amii Barnard-Bahn, a C-suite coach and consultant.

'We won't always get this balance right'

Wednesday's cuts were the latest challenge for a workforce that has spent years navigating repeated rounds of layoffs, heightened performance scrutiny, and persistent questions about whether AI would take their jobs.

It's a theme that has played out across tech, as companies increasingly tie cuts to AI and leaders warn about a white-collar bloodbath.

In 2025, the CEO told staffers in an all-hands meeting to "buckle up" for an "intense" year ahead. Some of Meta's layoffs have come with an added sting: Last year, the company also said it was cutting some 4,000 workers who had failed to meet expectations.

By the time the latest round arrived, the accumulation of uncertainty had drained some employees and left them wishing they were let go.

Meta didn't respond to a request for comment from Business Insider.

Zuckerberg's Wednesday message hit on the toll that uncertainty around staffing levels can take: "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," he wrote.

It's not clear how effective Zuckerberg's softer tone might be, though he had little choice but to try to reassure those left standing, said Pav Stojkovic, an HR consultant and former chief people officer at several companies, including The Athletic.

Zuckerberg's approach is a departure from one he'd used previously. In 2022, for example, Zuckerberg told Meta staff he was upping performance goals to get rid of employees who "shouldn't be here."

By "turning up the heat a little bit," Zuckerberg said at the time that he hoped some workers would "decide that this place isn't for you, and that self-selection is OK with me."

Last year, Meta directed managers to place a higher proportion of employees in its bottom review rankings. Zuckerberg has a long-standing history of ratcheting up the pressure at Meta, reinforcing a blunt, survival-of-the-fittest culture at the social media giant.

The billionaire CEO is far from alone in embracing a sink-or-swim philosophy as AI reshapes the workplace.

A focus on execution

Zuckerberg's note comes at a transitional time for the industry. Excitement over the possibility of AI has mixed with fears over efficiency-driven job cuts and the encroachment of automation on workers' livelihoods.

As Meta reshuffles roughly 7,000 employees to focus on new AI initiatives, Zuckerberg needs a workforce concentrated on execution amid the AI arms race.

"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," he wrote.

Barnard-Bahn said it's likely that productivity at the company took a big hit in the last month, as workers worried about whether they or their colleagues would be cut or reorganized.

By providing workers with a higher degree of job security for the next six-plus months, Zuckerberg might be offering employees something that Big Tech competitors have not.

"Meta has the talent, the infrastructure, the apps and distribution, and the business model," Zuckerberg wrote. "We have a lot of work ahead, but what's on the other side is going to be extraordinary."

• John Ternus, Apple's new CEO, has a background in hardware engineering.
• Oculus inventor Palmer Luckey unearthed a VR headset from Ternus's time at Virtual Research in the '90s.
• Ternus left the small VR company in 2001 before joining Apple the same year.

Apple's John Ternus is a 25-year veteran of the tech giant, but one of his first engineering gigs was at a lesser-known company building virtual reality headsets.

Defense startup founder and Oculus headset creator Palmer Luckey reminisced on X about a product that Ternus, who is set to become Apple's CEO in September, might've had a hand in during his early engineering days.

Luckey posted a photo of an old V8 head mount display from Virtual Research.

"From what I can tell, he was the lead mechanical engineer on the V8 I obtained when I was 16!," Luckey wrote, referring to Ternus.

"It was an incredible headset for the time," Luckey told Business Insider.

He described the headset as well-balanced and relatively lightweight, with a field of vision that was ahead of that of other consumer products at the time. It mainly sold to military flight simulators for around $50,000, Luckey said.

Ternus and Apple did not immediately respond to requests for comment.

A user guide for the V8 published online suggests the model was released in 1998, when Ternus would've been working at the company. He was an engineer at Virtual Research from 1997 to 2001, and joined Apple later that year, according to his LinkedIn profile.

A patent filed in 1995 and issued in 1998, during Ternus's time at Virtual Research, describes a similar-looking product, a virtual display apparatus for use in a virtual reality system. It supported the attachment of video displays.

Ternus is best known today as Apple's hardware boss, notably for working on AirPods and the iPad among other products, and as the incoming CEO.

His appointment marks the return to a product-minded chief like Steve Jobs. Current CEO Tim Cook's background is in operations.

The tech giant made its debut in the high-tech headset market in 2024 with the Vision Pro, which received a lukewarm response from the public. Its $3,500 price tag and lack of a killer app didn't wow consumers. At that point, Ternus had been in the senior vice president of hardware engineering role for three years.

Despite an underwhelming response to the Vision Pro, execs like Cook and Ternus remain optimistic about the product and the future of VR.

"Vision Pro is an extraordinary product," Ternus said in a Tom's Guide interview earlier this month. "It's like we reached into the future and pulled it into the present."

• Apple's outgoing CEO, Tim Cook, expanded the iPhone's size during his tenure, delighting some fans.
• The standard iPhone grew from 3.5 inches to over 6 inches, and Cook introduced larger-format models.
• Cofounder Steve Jobs initially dismissed the larger phones, calling them impractical.

Apple's outgoing CEO, Tim Cook, proved his predecessor, Steve Jobs, wrong: some people love a large iPhone.

Jobs, the cofounder and driving force behind the iPhone, once knocked smartphones larger than 4 inches. "You can't get your hand around it," he said in a 2010 press conference. "No one's going to buy that."

When Cook took the reins in 2011, he began expanding the iPhone's size. In 2012, the release of the iPhone 5 increased the phone's screen size from 3.5 inches to 4 inches. Later base models reached up to 5.8 inches before landing at around 6.3 inches in the latest iteration, the iPhone 17.

Cook also introduced larger-format iPhones, starting with the Plus series in 2014, which had a display size of 5.5 inches that year.

Cook deftly leaned into larger models as the world turned to video streaming and on-the-go viewing. Netflix, for example, shifted its business around 2011 to focus more on streaming, and YouTube was growing rapidly around that time.

In 2025, Apple introduced its largest iPhone model yet, the iPhone 17 Pro Max, which topped out at 6.9 inches.

The shift to larger sizes has been working out for Apple. Cook said in January that iPhone demand was "staggering" and "unprecedented" in the holiday quarter. Apple posted $85 billion in iPhone revenue for the period.

Early data also showed that demand for the 17 Pro Max was stronger in the first two weeks of availability than other models in the 17 lineup, according to market research firm Counterpoint Research.

Apple's larger-format phones are an example of how the tech giant prioritizes putting its own spin on technology rather than being first-to-market with an idea.

"We could have done a larger iPhone years ago," Cook told PBS News' Charlie Rose in 2014. "It's never been about just making a larger phone. It's been about making a better phone in every single way."

Thanks, Tim.

• Target is calling about 150 remote workers back to its Minneapolis headquarters.
• The relocation mandate impacts workers within its merchandising division.
• The retailer, which brought on a new CEO earlier this year, has been working to turn the business around.

Target is calling more remote workers back to its headquarters.

The retailer is requiring about 150 remote workers within two teams in its merchandising group to relocate to Minneapolis, a spokesperson confirmed to Business Insider. Bloomberg earlier reported the news.

The company is offering relocation assistance to those who decide to move and severance to those who choose not to.

A company spokesperson said in a statement that "increased in-person collaboration across a core part of our merchandising team will help us reinforce our merchandising authority, unlocking greater creativity and enabling us to move faster to deliver on our strategy."

The retailer, which brought on a new CEO earlier this year, is in the midst of a turnaround strategy to revive growth, and improving its merchandise is a pillar of that effort.

The relocation mandate comes as more companies, such as Amazon and AT&T, have been calling workers back into the office in recent years. Target last year ramped up in-office days for employees already based in Minneapolis.

Target does not have a companywide mandate and has left in-office requirements to team leaders.

Have a tip? Contact this reporter via email at dreuter@businessinsider.com or text/call/Signal at 646-768-4750. Use a personal email address, a nonwork WiFi network, and a nonwork device; here's our guide to sharing information securely.

• Salesforce is skipping raises for director-level and above employees this year, according to an internal memo.
• The company said it is increasing stock and bonus pools for its "highest performing individuals."
• Employees will find out about their pay during reviews, which start at the end of this month.

Salesforce isn't offering raises this year to employees at the director level and above, according to an internal email viewed by Business Insider.

"We have decided to focus merit increases at the Senior Manager level (grade 8) and below," states the email, sent by the company's human-resources team.

Instead of giving raises, the company said it is increasing stock and bonus pools for its "highest performing individuals" among upper-level employees, calling it part of an "investment in performance and long-term growth."

Employees will learn about their compensation during performance reviews, which begin at the end of March.

Salesforce's decision could reflect a broader shift in how Big Tech is paying senior talent. Instead of increasing base pay, some companies are increasingly tying compensation to stock performance and equity, preserving cash while still incentivizing top leaders. Meta just announced this week that it created a lucrative incentive system for stock for a number of its C-suite executives.

Salesforce stock is down about 37% over the past year. CEO Marc Benioff recently downplayed fears about AI's threat to software-as-a-service companies. Those fears have prompted recent sell-offs of software stocks.

The email stated that 10% more directors and senior directors are getting stock grants, that the average stock grant increased, and that 80% of directors and senior directors who received "highly successful" or "exceptional" performance ratings received a 20% to 40% bigger grant.

The pool for bonuses "is funded at 103%," the email stated. Most eligible directors and senior directors received 100% or more of their bonus, and all of the directors and senior directors who received the top performance ratings got 115% to 140% of their bonuses.

Salesforce laid off some employees around the start of its fiscal year Feb. 1. Those cuts affected fewer than 1,000 employees, according to a person familiar with them. Around that time, the company also hired or promoted six new leaders, replacing five high-profile leaders who had recently announced departures from the company.

Have a tip? Contact this reporter via email at astewart@businessinsider.com or Signal at +1-425-344-8242. Use a personal email address and a nonwork device; here's our guide to sharing information securely.

• Business Insider gathered chief people officers and senior leaders for an on-the-record dinner in New York City.
• The event, Futureproofing Your Workforce in the Age of AI, highlighted the relentless change HR executives are navigating.
• Below are excerpts from the discussion, edited for clarity.

"Are we working for AI at this point or is AI working for us?" Maxine Carrington, the Chief People Officer of Northwell Health asked a group of HR and people executives who were gathered for dinner on a rainy night in New York City recently.

"How we can use those tools as enablers to help us achieve our goals, that's the mindset I need us to have, not chasing the tools."

Heads around the table nodded in agreement. The group, convened by Business Insider, spent ninety minutes in a conversation titled "Futureproofing Your Workforce in the Age of AI," presented by Indeed.

"I do think it's an organizational, transformational challenge and not a technological one," Gareth Lewis of Lewis People & Culture Advisory said at one point. "But right now the conversation's all around tools, efficiencies, headcount reductions, and not so much about how we actually are going to redesign our roles."

Redesigning roles is exactly what Agnes Garaba, Chief People Officer at UiPath, is striving to do, but it's not easy.

"So we basically asked every single one of the functional leaders to think about what the future would look like," she said. "If I could go out today and blow up my entire HR team and reimagine it from scratch, what would that look like? And it's a hard exercise. Often I find our imagination is the biggest barrier, so to say, to get there."

The tension between AI driving total transformation versus a focus on integrating AI tools was top-of-mind for the executives gathered together. But in the wide-ranging conversation, plenty of other topics were discussed too. Below are some highlights.

How to help employees become AI "power users"

Katie Burke, COO, Harvey: Part of what you have to start asking yourself is, is your organization experimenting and dipping your toe in the water or are you driving actual impact and transformation? And not surprisingly, there are patterns across every industry on what makes the difference between those.

Number one is senior leaders actually being in on the work. So not saying, "Here's the example that I can share." It's actually building the agents themselves, for example, or attending those hackathons.

And you cannot drive transformation, in my opinion, just with a stick. There has to be some level of carrot and reward and excitement, and I think people operate at their best when they are not operating out of fear.

Make partners prove the value of AI tools they're providing

Roz Harris, VP, Talent, Zillow: Put the pressure on your product partners, the vendors that you're using, to justify their roadmaps and why they're getting your dollar. Because your shareholders, your leaders are (asking), 'What's the big revolutionary bang that's going to unlock our teams? That's going to unlock the business, going to move things forward?'

I can promise you many of us aren't companies that are going to build that thing ourselves. But we do have product partners who should be enabling us to do those things. But are we articulating our needs to them? Are we articulating those well?

Company-wide hackathons allow employees to shine

Maggie Hulce, Chief Revenue Officer, Indeed: So we have a monthly contest that any employee can be a part of and they submit their ideas of agents or use cases. The sales teams are absolutely running away with it. And people don't think of the sales teams as the ones who are going to build the agents first. So this particular person who we thought of as a salesperson, maybe thought of as one-dimensional, now I see them as having five functional hats.

HR leaders play a key role in pushing companies to adopt AI

Dickie Steele, Partner, McKinsey & Company: How do we build a culture where we go after dramatic productivity improvement on the numerator? Somebody doing a thousand clinical trials, not one clinical trial? I feel as an HR community, we should be a lighthouse in terms of the deployment of (AI) agents. We should be pushing the business to start with a much more compelling value creation thesis than "Can we cook something up that makes our employees marginally more productive?"

Beware the hype around AI dramatically improving your bottom line

Liz Dente, Chief People Officer, Priceline: Dickie, just to push back a little bit is, you know, you're looking for this amazing thousand-times return. The notion of incremental, relentless forward progress every day is just fine with us. You know, it'd be great to be selling a thousand times more plane tickets, but I just don't think that's realistic. And I think there's a lot of hype in the marketplace that you're going to get these massive returns. I just don't think it's true.