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During 2022 the San Francisco Federal Reserve Bank issued 6 warning citations to Silicon Valley Bank, saying that its bank practices did not allow for enough cash in the event of crisis. By July 2022 in a full supervisory review it was rated deficient for governance and controls. At a meeting with senior leaders of the bank the possible exposure to interest rate losses related to Fed increasing rates was also discussed says this report in NYT. The Fed regulators stated that the bank was using wrong models showing that SVB bank would do better as interest rates increased. Questions are being asked about why things that were in plain sight were overlooked by the regulators- 97% of deposits were uninsured by the federal government. In the event of a crisis depositors might try to get their deposits out causing a run on the bank which is what actually happened with $42 billion attempted withdrawals in one day. Michael Barr is the vice chair for Fed supervision. A investigation report is expected by May 1. March 29 the House Financial Services Committee will hold ahearing in Congress. Peter Conti-Brown, an expert on financial regulation at the University of Pennsylvania calls it failure of banking supervision, and says it will become clear from the investigation whether the supervisors failed in their work. One of the problems is that the CEO of SVB bank, Gregory Becker, was on the Board of the San Francisco Fed. NYT says the optics of this is bad. Bernie Sanders, Senator from Vermont, calls it absurd that he was appointed to the Fed board of the institution that was regulating SVB bank. Another problem is that Randall Quarles, vice chair of Fed supervision 2017-2021 carried out a 2018 regulatory roll back law of president Trump in an expansive way says NYT. This law exempted banks with less than $250 billion in assets from strict banking supervision that larger banks were expected to go through. Fed chairman Powell is criticized for not  flagging these steps as potentially dangerous for the banking system in the way this was done by vice chair Lael Brainard. Brainard is now head of Biden's National Economic Council. She never favored the Trump law and had grasped early the risks of such deregulation. Sanders will bring a new law to prevent bank CEO's from sitting on Fed boards, and Senator Elizabeth Warren has called for an independent review that does not include Powell.     ...

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Silicon Valley R&D at Google X, Microsoft Research and other creative labs. How this is different from R&D at Bell Labs, Xerox PARC, which gave an impetus to work at Apple and Fairchild Semiconductor during the the era of the sixties and seventies. Claire Miller poses the question what happens to basic research done at government research labs and places like Bell Labs, PARC, in today's world where moonshot research efforts could mean Google Glass, and where many of the new products or apps are acquired such as Google's Maps. These acquired companies lack the resources for basic research and are for the most part smaller efforts. Is what is done now adequate? Apple has many efforts in-house and invested in developing the iPad and iPhone, including coming up with the new concept and taking it to commercialization on a global scale. The Google X draws media coverage, yet basic and applied research is going on all the time in labs from Boeing's airplane research to Apple's new product from scratch efforts building on prior research and developments in each field....

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Equipment for a promising biotech startup being auctioned off in Silicon Valley, as biotech startups wither in the new climate.

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Jena McGregor's interview with Ben Horowitz of Silicon Valley. Horowitz says its best to keep the founder as CEO, because its harder to teach a professional CEO to innovate, than it is to teach a founder to be a CEO. Better to take the advice of one football sports team owner to his coach when told about injuries and problems: "Nobody Cares. Just coach your team." Best to focus on the task ahead than to get overburdened by thinking about the hurdles. Many companies make the mistake of overhiring and finding they are in trouble when business falls off. At that time a moment of honesty is essential, even though a trust with the employee has to be broken, one cannot hide or blame the employee- only by saying we screwed up and planned the business the wrong way, can one make an honest effort to recover. Not making the honest assessment and being frank with oneself and colleagues can be fatal for a young company. Andy Grove of Intel, cites this example in his book "Only the Paranoid Survive," - to shift out of the memory chip business and close plants was essential once it was clear the Japanese had an unsurmountable edge, a long term move into microprocessors had to start now for Grove and Intel in 1986. An outsider's impersonal logic and no emotional involvement had to be Grove's mindset, as if he was replacing himself as the new head of the business, going out one door and coming back in. Panasonic's moves in 2013 under CEO Kazuhiro Tsuga to exit the plasma television business and focus on new business opportunities, including electric car batteries, is a recent example. On motivation or purpose: no big vision has to be announced and repeated- it is enough to make being a good company at what you do the end goal, make craftsmanship or doing the work you enjoy and can contribute in the end goal and purpose. The modest and straightforward is enough reason for existence and doing very well. How important is training? A lot, a great deal more than one can imagine. People can be talented but not productive. Companies that have good and extensive training programs can do much better than companies that lack these programs. Managers who can continue this with on the job training are also valuable to build on training programs. Sony's Akio Morita personally interviewed new hires, new engineers joining the company at all levels- it is really the contribution of the thousands of engineers that he personally interviewed that built Sony into a global pioneer in electronics in his time. He says the future of the company is determined by the people the company hires. Goes even further, by saying the fate of the company is in the hands of the youngest recruit on the staff. Horowitz finds Jim Collins as management writer a bit abstract and mushy, he prefers Intel's Andy Grove and his books such as High Output Management, as more specific about how to manage business. One could add "Made In Japan," and Morita to the list....

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Tritch points out that in all the comments after the death of Andy Grove in March 2016, there is little mention of Grove's warning to Silicon Valley about the need for serious innovation, scaling up and creating jobs at home. In 2008 and 2010 Grove stated his strongly felt views on the subject in Business Week.

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With a redrawing of the tech map and where the jobs are tech jobs shift to mainstream manufacturing, health, banking and retail, says this report in the NYT. These companies invest steadily in tech jobs but did not go into manic hiring sprees in the way Amazon or Alphabet once did. Overall employment in tech occupations increased to 6.39 million in November 2022, a 12% increase over the prior year. Chase, Amex, Nike, Wal-Mart and General Motors offer more stability for tech workers. Overall US tech workers increased from about 3 million workers in 2000 to over double that in 2022. Unemployment is at 2% for tech workers compared to 3.7% for workers overall. The problems at Alphabet and Amazon and layoffs are making it easier for mainstream retail and banking companies to hire tech workers. Chase Bank alone has over 50,000 tech workers.

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Compare AI models for versions v2 v3 by DeepSeek that cost $5.6 million with Anthropic AI model that cost $100 million+, and one gets the order of magnitude in cost for the new DeepSeek China model vs its US counterparts.  The hundreds of billions of dollars that OpenAI and big spenders such as Google, Meta, and Microsoft would have to drain capital markets would be a disaster for workers and families in the US and the standard of living, the infrastructure improvements that don't get done, and the investments in transportation and other vital needs such as schools, education and healthcare that directly impact the cost of living and the standard of quality of life in America and other countries. This is where competing models from China, from India, and from European countries can get us back to where we want to be to continue improving the cost of living and standard of living, quality of life in America for workers and families. This is the choice workers and families made in 2020 and in 2025, rejecting the wasted resources in wars that serve no purpose, and rebuilding the Nation's infrastructure, its water, schools, transportation, healthcare, childcare.  ...

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Bay Area Transit (BART) a San Francisco institution is at risk of big cuts in service closing 15 stations, closing at 9 pm,  as work from home pandemic period changes cut ridership from 389000 in Jan 2020 to 170000 in Jan 2024. It now has a $400 million structural deficit. BART management proposes a half percentage point additional sales tax on counties in the San Francisco area- Alameda, Contra Costa, Mateo, Santa Clara, 1 percentage point addition in San Francisco. This may not address the problem fully as the ridership is declining not only because of the keyboard post pandemic economy, the fact that downtown San Francisco has a 30% vacancy rate in buildings and the lifestyles have changed from before, but also because it is less safe, reported use of crack, and a less clean friendly ride on BART. This shows how life in the San Francisco area has changed decades after Silicon Valley took over the city, and how the state of California has changed. Silicon Valley and Wall Street though it had changed America and the World when right in its own backyard institutions such as BART are falling apart, and downtowns are less safe. New York City home of Wall Street has a subway system also in bad shape, and infrastructure badly in need of repair right in the backyard of Wall Street, decades behind in quality of experience from anything found in China or Japan- and now even India. ...

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Freedman reviews the new book "Work Rules," by Google's head of People Operations. He describes Google's unique approach to finding people, which relies on a sample test instead of a resume. Google uses its own recruting staff trained in its own methods and stays away from recruiters. Its not enough that Google gets about 2 million applicants a year. Google prefers to hire a student who has worked hard to get to the top of his class to a Ivy League student who did well in his class. Applicants have to show determination to complete a job, putting importance on resilience and tenacity to get over difficulties. Applicants who will try stretch goals using their imagination and experiment are considered to be more valuable. Google looks for candidates on its own, using recruting staff sending out emails and making contacts to people in other places and countries, to find the right kind of people for the company.

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Nokia shifts its headquaters from White Plains, New York., to Sunnyvale, California, to be close to developers and competitors. From U.S. sales at 20% of global sales in 2003, U.S. sales have dropped to 2% of global sales even after the introduction of the Lumia smartphone. The efforts to change the mindset of the company in its new location.