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    Elon Musk Begins Layoffs at Twitter

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    The social media company’s 7,500 employees have been bracing for job cuts since Mr. Musk took it over last week.SAN FRANCISCO — Elon Musk will begin laying off Twitter employees on Friday, culling the social media company’s 7,500-person work force a little over a week after completing his blockbuster buyout.Twitter employees were notified in a company-wide email that the layoffs were set to begin, according to a copy of the message seen by The New York Times. About half the company’s workers appeared set to lose their jobs, according to internal messages and an investor, though the final count may take time to become clear. The email instructed Twitter employees to go home and not return to the offices on Friday as the cuts proceeded. Mr. Musk completed his $44 billion purchase of Twitter on Oct. 27 and immediately fired its chief executive and other top managers. More executives have since resigned or were let go, while managers were asked to draw up lists of high- and low-performing employees, likely with an eye toward job cuts.Mr. Musk, the world’s richest man, faces pressure to make Twitter work financially. The deal was the largest leveraged buyout of a technology company in history. The billionaire also loaded about $13 billion in debt on Twitter for the acquisition and is on the hook to pay about $1 billion a year in interest payments. But Twitter has often lost money, and its cash flow is not robust. Mr. Musk may benefit from cutting costs so the company is less expensive to operate.Twitter’s layoffs are unlikely to be the largest in the tech industry by total number. The computer manufacturer HP cut 24,600 of its employees, about 7.5 percent, in 2008. It later cut tens of thousands more, reaching about 30 percent of its work force.Elon Musk’s Acquisition of TwitterCard 1 of 8A blockbuster deal. More

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    Mark Zuckerberg Prepares Meta Employees for a Tougher 2022

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    In an internal meeting this week, Mr. Zuckerberg said the tech giant was facing one of the “worst downturns that we’ve seen in recent history.”SAN FRANCISCO — Mark Zuckerberg has a message for Meta employees: Buckle up for tough times ahead.At an internal meeting on Thursday, Mr. Zuckerberg, the chief executive of Meta, said the Silicon Valley company was facing one of the “worst downturns that we’ve seen in recent history,” according to copies of his comments that were shared with The New York Times. He told Meta’s 77,800 workers that they should prepare to do more work with fewer resources and that their performances would be graded more intensely than previously.Mr. Zuckerberg added that the company — which owns Facebook, Instagram and other apps — was lowering its hiring targets. Meta now plans to bring on 6,000 to 7,000 new engineers this year, down from a previous goal of around 10,000, he said. In some areas, hiring will pause entirely, especially of junior engineers, though the head count will increase in other parts of the business, he said.“I think some of you might decide that this place isn’t for you, and that self-selection is OK with me,” Mr. Zuckerberg said on the call. “Realistically, there are probably a bunch of people at the company who shouldn’t be here.”The C.E.O.’s comments, which were some of the most sharply worded ones he has made to employees, reflect the degree of difficulty that Meta is facing with its business. The company, which for years went from strength to strength financially, has been in an unfamiliar position this year as it has struggled. While it enjoyed strong growth in the early parts of the pandemic, it has more recently grappled with upheaval in the global economy as inflation and interest rates rise.That economic uncertainty is hitting as Meta navigates tumult in its core social networking and advertising business. Mr. Zuckerberg declared last year that his company, which was renamed Meta from Facebook, was making a long-term bet to build the immersive world of the so-called metaverse. He has been spending billions of dollars on the effort, which has dragged down Meta’s profits.The company is also dealing with a blow to its advertising business after Apple made privacy changes to its mobile operating system that limit the amount of data that Facebook and Instagram can collect on its users.As a result, Meta has posted back-to-back profit declines this year, the first time that has happened in over a decade. In February, after a dismal financial report, Meta’s stock plummeted 26 percent and its market value plunged more than $230 billion in what was the company’s biggest one-day wipeout. In March, the company told employees that it was cutting back or eliminating free services like laundry and dry cleaning.In a memo to employees on Thursday, Chris Cox, Meta’s chief product officer, echoed Mr. Zuckerberg’s sentiments and said the company was in “serious times” and that economic “headwinds are fierce,” according to a copy of the memo that was read to The Times.“We need to execute flawlessly in an environment of slower growth, where teams should not expect vast influxes of new engineers and budgets,” Mr. Cox’s memo said. “We must prioritize more ruthlessly, be thoughtful about measuring and understanding what drives impact, invest in developer efficiency and velocity inside the company, and operate leaner, meaner, better executing teams.”Mr. Zuckerberg’s and Mr. Cox’s comments to employees were reported earlier by Reuters. A Meta spokesman said that Mr. Cox’s memo echoed what the company has said publicly in earnings calls and that it was being frank about its “challenges” and “opportunities.”In the internal meeting on Thursday, which was held via videoconference, Mr. Zuckerberg’s comments appeared to come out of a sense of frustration, according to one employee who watched the call. After someone asked whether the company would continue having “Meta Days” in 2022, an internal name for paid-time-off holidays, Mr. Zuckerberg paused and mulled aloud about how to answer the question appropriately, said the employee, who spoke anonymously because they were not authorized to speak.The C.E.O. then said the company needed to crack down and work harder than it had before, “turning up the heat” on internal goals and metrics used to rate employees’ performance. He said he expected some degree of turnover from employees who were not meeting those goals and that some might leave as a result of the intensified pace.But Mr. Zuckerberg noted that he was not averse to spending heavily on projects that matter for the long term and was not focused solely on profits. He cited the efforts on building the metaverse with virtual and augmented reality products over the next 10-plus years.Mr. Cox in his memo also said that Meta was continuing to focus on investing in Reels — the TikTok-like video product featured heavily in Instagram — as well as improving artificial intelligence to help drive the discovery of popular posts across Facebook and Instagram. Meta is also working on making money from its messaging apps and looking to more opportunities in e-commerce sales across the platform, he said.Internal recruiters at Meta said that after a surge of new hires during the pandemic, the company’s recruiting slowed this year. The company was mostly hiring for vital positions, and many roles were being filled internally, said two recruiters who spoke on condition of anonymity because they were not authorized to speak to reporters.There are no current plans to lay people off, two people with knowledge of the company’s plans said, who spoke anonymously because they were not authorized to speak. In chat room channels that accompanied the live broadcast of the employee meeting, some workers said they were celebrating cutting the “dead weight” after feeling that the “bar was lowered” for hiring over the course of the pandemic, according to comments that were described to The Times by one of the employees. More

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    How a Trash-Talking Crypto Bro Caused a $40 Billion Crash

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    Do Kwon, a South Korean entrepreneur, hyped the Luna and TerraUSD cryptocurrencies. Their failures have devastated some traders, though not the investment firms that cashed out early.Do Kwon, a trash-talking entrepreneur from South Korea, called the cryptocurrency he created in 2018 “my greatest invention.” In countless tweets and interviews, he trumpeted the world-changing potential of the currency, Luna, rallying a band of investors and supporters he proudly referred to as “Lunatics.”Mr. Kwon’s company, Terraform Labs, raised more than $200 million from investment firms such as Lightspeed Venture Partners and Galaxy Digital to fund crypto projects built with the currency, even as critics questioned its technological underpinnings. Luna’s total value ballooned to more than $40 billion, creating a frenzy of excitement that swept up day traders and start-up founders, as well as wealthy investors.Mr. Kwon dismissed concerns with a taunt: “I don’t debate the poor.”But last week, Luna and another currency that Mr. Kwon developed, TerraUSD, suffered a spectacular collapse. Their meltdowns had a domino effect on the rest of the cryptocurrency market, tanking the price of Bitcoin and accelerating the loss of $300 billion in value across the crypto economy. This week, the price of Luna remained close to zero, while TerraUSD continued to slide.The downfall of Luna and TerraUSD offers a case study in crypto hype and who is left holding the bag when it all comes crashing down. Mr. Kwon’s rise was enabled by respected financiers who were willing to back highly speculative financial products. Some of those investors sold their Luna and TerraUSD coins early, reaping substantial profits, while retail traders now grapple with devastating losses.Pantera Capital, a hedge fund that invested in Mr. Kwon’s efforts, made a profit of about 100 times its initial investment, after selling roughly 80 percent of its holdings of Luna over the last year, said Paul Veradittakit, an investor at the firm.Pantera turned $1.7 million into around $170 million. The recent crash was “unfortunate,” Mr. Veradittakit said. “A lot of retail investors have lost money. I’m sure a lot of institutional investors have, too.”Mr. Kwon did not respond to messages. Most of his other investors declined to comment.Kathleen Breitman, a founder of the crypto platform Tezos, said the rise and fall of Luna and TerraUSD were driven by the irresponsible behavior of the institutions backing Mr. Kwon. “You’ve seen a bunch of people trying to trade in their reputations to make quick bucks,” she said. Now, she said, “they’re trying to console people who are seeing their life savings slip out from underneath them. There’s no defense for that.”Mr. Kwon, a 30-year-old graduate of Stanford University, founded Terraform Labs in 2018 after stints as a software engineer at Microsoft and Apple. (He had a partner, Daniel Shin, who later left the company.) His company claimed it was creating a “modern financial system” in which users could conduct complicated transactions without relying on banks or other middlemen.Mr. Shin and Mr. Kwon began marketing the Luna currency in 2018. In 2020, Terraform started offering TerraUSD, which is known as a stablecoin, a type of cryptocurrency designed to serve as a reliable means of exchange. Stablecoins are typically pegged to a stable asset like the U.S. dollar and are not supposed to fluctuate in value like other cryptocurrencies. Traders often use stablecoins to buy and sell other riskier assets.But TerraUSD was risky even by the standards of experimental crypto technology. Unlike the popular stablecoin Tether, it was not backed by cash, treasuries or other traditional assets. Instead, it derived its supposed stability from algorithms that linked its value to Luna. Mr. Kwon used the two related coins as the basis for more elaborate borrowing and lending projects in the murky world of decentralized finance, or DeFi.Read More on the World of CryptocurrenciesA Perfect Storm: A steep sell-off that gained momentum this week is illustrating the risks of cryptocurrencies. Crypto Emperor: Sam Bankman-Fried, a studiously disheveled billionaire, is hoping to put a new face on the still-chaotic world of digital assets.Crypto Critic: The actor Ben McKenzie, best known for “The O.C.,” has become an outspoken skeptic of digital currencies. Who’s listening?Fund-raising Efforts: Activists and nonprofits are considering digital currencies as a way to raise funds for causes like abortion rights. Can it work?From the beginning, crypto experts were skeptical that an algorithm would keep Mr. Kwon’s twin cryptocurrencies stable. In 2018, a white paper outlining the stablecoin proposal reached the desk of Cyrus Younessi, an analyst for the crypto investment firm Scalar Capital. Mr. Younessi sent a note to his boss, explaining that the project could enter a “death spiral” in which a crash in Luna’s price would bring the stablecoin down with it.“I was like, ‘This is crazy,’” he said in an interview. “This obviously doesn’t work.”As Luna caught on, the naysayers grew louder. Charles Cascarilla, a founder of Paxos, a blockchain company that offers a competing stablecoin, cast doubt on Luna’s underlying technology in an interview last year. (Mr. Kwon responded by taunting him on Twitter: “Wtf is Paxos.”) Kevin Zhou, a hedge fund manager, repeatedly predicted that the two currencies would crash.But venture investment came pouring in anyway to fund projects built on Luna’s underlying technology, like services for people to exchange cryptocurrencies or borrow and lend TerraUSD. Investors including Arrington Capital and Coinbase Ventures shoveled in more than $200 million between 2018 and 2021, according to PitchBook, which tracks funding.In April, Luna’s price rose to a peak of $116 from less than $1 in early 2021, minting a generation of crypto millionaires. A community of retail traders formed around the coin, hailing Mr. Kwon as a cult hero. Mike Novogratz, chief executive of Galaxy Digital, which invested in Terraform Labs, announced his support by getting a Luna-themed tattoo.Mr. Kwon, who operates out of South Korea and Singapore, gloated on social media. In April, he announced that he had named his newborn daughter Luna, tweeting, “My dearest creation named after my greatest invention.”“It’s the cult of personality — the bombastic, arrogant, Do Kwon attitude — that sucks people in,” said Brad Nickel, who hosts the cryptocurrency podcast “Mission: DeFi.”Earlier this year, a nonprofit that Mr. Kwon also runs sold $1 billion of Luna to investors, using the proceeds to buy a stockpile of Bitcoin — a reserve designed to keep the price of TerraUSD stable if the markets ever dipped.Around the same time, some of the venture capital firms that had backed Mr. Kwon started to have concerns. Hack VC, a venture firm focused on crypto, sold its Luna tokens in December, partly because “we felt the market was due for a broader pullback,” said Ed Roman, a managing director at the firm.Martin Baumann, a founder of the Hong Kong-based venture firm CMCC Global, said his company sold its holdings in March, at about $100 per coin. “We had gotten increasing concerns,” he said in an email, “both from tech side as well as regulatory side.” (CMCC and Hack VC declined to comment on their profits.)Even Mr. Kwon alluded to the possibility of a crypto collapse, publicly joking that some crypto ventures might ultimately go under. He said he found it “entertaining” to watch companies crumble.Last week, falling crypto prices and challenging economic trends combined to create a panic in the markets. The price of Luna fell to nearly zero. As critics had predicted, the price of TerraUSD crashed in tandem, dropping from its $1 peg to as low as 11 cents this week. In a matter of days, the crypto ecosystem Mr. Kwon had built was essentially worthless.“I am heartbroken about the pain my invention has brought on all of you,” he tweeted last week.Some of Mr. Kwon’s major investors have lost money. Changpeng Zhao, chief executive of the crypto exchange Binance, which invested in Terraform Labs, said his firm had bought $3 million of Luna, which grew to a peak value of $1.6 billion. But Binance never sold its tokens. Its Luna holdings are currently worth less than $3,000.That loss is still only a drop in the bucket for a company as large as Binance, whose U.S. arm is valued at $4.5 billion.Expand Your Cryptocurrency VocabularyCard 1 of 9A glossary. More

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    How a Dollar General Employee Went Viral on TikTok

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    Mary Gundel loved managing a store in Tampa, Fla. But when she detailed its challenges on social media, the company — and fellow employees — took notice.In January 2021, Mary Gundel received a letter from Dollar General’s corporate office congratulating her for being one of the company’s top-performing employees. In honor of her hard work and dedication, the company gave Ms. Gundel a lapel pin that read, “DG: Top 5%.”“Wear it proudly,” the letter said.Ms. Gundel did just that, affixing the pin to her black-and-yellow Dollar General uniform, next to her name badge. “I wanted the world to see it,” she said.Ms. Gundel loved her job managing the Dollar General store in Tampa, Fla. It was fast-paced, unpredictable and even exciting. She especially liked the challenge of calming down belligerent customers and pursuing shoplifters. She earned about $51,000 a year, far more than the median income in Tampa.But the job had its challenges, too: Delivery trucks that would show up unannounced, leaving boxes piled up in the aisles because there weren’t enough workers to unpack them. Days spent running the store for long stretches by herself because the company allotted only so many hours for other employees to work. Cranky customers complaining about out of stock items.So on the morning of March 28, in between running the register and putting tags on clothing, Ms. Gundel, 33, propped up her iPhone and hit record.The result was a six-part critique, “Retail Store Manager Life,” in which Ms. Gundel laid bare the working conditions inside the fast-growing retail chain, with stores that are a common sight in rural areas. “Me talking out about this is actually kind of bad,” Ms. Gundel said as she looked into her camera. “Technically, I could get into a lot of trouble.”But she added: “Whatever happens, happens. Something needs to be said, and there needs to be some changes, or they are probably going to end up losing a lot of people.”Her videos, which she posted on TikTok, went viral, including one that has been viewed 1.8 million times.

    @alwaysmrsgundel #corperateslavery #retail #dobetter #storemanagerlife #storemanagerlife ♬ original sound – ❤️AlwaysMrs.Gundel❤️ And with that, Ms. Gundel was instantly transformed from a loyal lieutenant in Dollar General management into an outspoken dissident who risked her career to describe working conditions familiar to retail employees across the United States.As Ms. Gundel had predicted, Dollar General soon fired her. She was let go less than a week after posting her first critical video, but not before she inspired other Dollar General store managers, many of them women working in stores in poor areas, to speak out on TikTok.“I am so tired I can’t even talk,” said one woman, who described herself as a 24-year-old store manager but did not give her name. “Give me my life back.”“I’ve been so afraid to post this until now,” another unidentified woman said, as she walked viewers through a Dollar General store while discussing how she was forced to work alone because of labor cuts.“This will be my last day,” she said, citing Ms. Gundel’s videos. “I am not doing this anymore.”In a statement, Dollar General said: “We provide many avenues for our teams to make their voices heard, including our open-door policy and routine engagement surveys. We use this feedback to help us identify and address concerns, improve our workplace and better serve our employees, customers and communities. We are disappointed any time an employee feels that we have not lived up to these goals and we use those situations as additional opportunities to listen and learn.“Although we do not agree with all the statements currently being made by Ms. Gundel, we are doing that here.”The store where Ms. Gundel worked. “You can only feel unappreciated for so long,” she said in an interview.Todd Anderson for The New York TimesBefore March 28, Ms. Gundel’s TikTok page was a mix of posts about hair extensions and her recent dental surgery. Now it is a daily digest dedicated to fomenting revolt at a major American company. She’s trying to build what she calls a “movement” of workers who feel overworked and disrespected and is encouraging Dollar General employees to form a union.Just about every day, Ms. Gundel announces on TikTok a newly “elected spokesperson” — each one a woman who works for Dollar General or worked there recently — from Arkansas, Ohio, Tennessee, West Virginia and other places. These women have been assigned to answer questions and concerns from fellow employees in those states and most are keeping their identities hidden because they worry about losing their jobs.Social media not only gives workers a platform to vent and connect with one another, it empowers rank-and-file workers like Ms. Gundel to become labor leaders in the postpandemic workplace. Ms. Gundel’s viral videos appeared as Christian Smalls, an Amazon warehouse employee on Staten Island who was derided by the company as “not smart or articulate,” organized the first major union in Amazon history last month.Ms. Gundel — who often dyes her hair pink and purple and has long painted nails that she uses to slice open packaging at work — has been able to break through, it seems, because other workers see themselves in her.“Everyone has their breaking point,” she said in a telephone interview. “You can only feel unappreciated for so long.”Ms. Gundel planned on a long career at Dollar General when she started working in her first store in Georgia three years ago. She has three children, including one who is autistic, and her husband works at a defense contractor. She grew up in Titusville, Fla., near Cape Canaveral. Her mother was a district manager at the Waffle House restaurants. Her grandmother worked in the gift store at the Kennedy Space Center. Ms. Gundel moved to Tampa as a Dollar General store manager in February 2020, just before the pandemic.Two of the awards that Ms. Gundel received from Dollar General.Todd Anderson for The New York TimesTodd Anderson for The New York TimesThe store used to have about 198 hours a week to allocate to a staff of about seven people, she said. But by the end of last month, she had only about 130 hours to allocate, which equated to one full-time employee and one part-time employee fewer than when she started.With not as many hours to give to her staff, Ms. Gundel often had to operate the store on her own for long stretches, typically working six days and up to 60 hours a week with no overtime pay.Ms. Gundel’s protest was prompted by a TikTok video posted by a customer complaining about the disheveled state of a Dollar General store. Ms. Gundel had heard these complaints from her own customers. Why are boxes blocking the aisles? Why aren’t the shelves fully stocked?She understood their frustration. But the blame on employees is misplaced, she said.“Instead of getting mad at the people working there, trying to handle all of their workload, why don’t you say something to the actual big people in the company?” Ms. Gundel said on TikTok. “Why don’t you demand more from the company so they actually start funding the stores to be able to get all this stuff done?”Ms. Gundel soon tapped into a network of fellow employees, some of whom had already gone public about challenges at work. They included Crystal McBride, who worked at a Dollar General in Utah and had made a video that showed her store’s dumpster overflowing with trash that people had deposited there.“Thanks, guys, for adding some more dirty work for me,” Ms. McBride, 37, said in her post.

    @cruiseforkarma #trash #retaillife #GameTok #utah #fyp #putinaticket ♬ original sound – Crystal She said in an interview that Dollar General had fired her earlier this month, and that her manager had warned her about some of her videos. As someone who had walked out of an abusive relationship with “just the clothes on my back” and lost her 11 year-old daughter to cancer in 2018, “I wasn’t afraid of losing my job,” she said. “I was not going to be silenced.”Neither was Ms. Gundel. As her online following grew, she kept posting more videos, many of them increasingly angry.She talked about a customer who had pulled a knife on her and a man who had reached into her car in the store parking lot and tried yanking her through the window.She said the company’s way of avoiding serious issues was to bury them in bureaucracy. “You know what they tell you? ‘Put in a ticket,’” she said.Ms. Gundel started using the hashtag #PutInATicket, which other TikTok users tagged in their own videos.On the night of March 29, Ms. Gundel posted a video, saying her boss had called her that day to discuss her videos. He told her to review the company’s social media policy, she said. She told him that she was well aware of the policy.“I was not specifically told to take my videos down, but it was recommended,” she said in the video. “To save my job and future career and where I want to go.”She closed her eyes for a moment.“I had to respectfully decline” to remove the videos, she said. “I feel like it would be against my morals and integrity to do so.”

    @alwaysmrsgundel #dobetter #retail #corperateslavery #putinaticket #fyp #storemanagerlife #corperateamerica #harrassment #viral ♬ original sound – ❤️AlwaysMrs.Gundel❤️ Ms. Gundel also got a call from one of the senior executives who had sent her the “DG: 5%” pin she had been so proud of. Ms. Gundel insisted on recording the call to protect herself. The executive said she just wanted to talk through Ms. Gundel’s concerns, but didn’t want to be recorded. The call ended politely but quickly.On April 1, Ms. Gundel reported to work at 6 a.m. “Guess what,” she said in a post from outside the store. “I just got fired.”She added, “It’s pretty sad that a store manager or anybody has to go viral on a social media site in order to be listened to, in order to get some help in their store.”Ms. Gundel continues to post videos regularly and recently started driving for Uber and Lyft.While Ms. Gundel’s unionizing effort may be an uphill effort, some people say she has already had an impact. In one recent TikTok video, a woman shopping at a Dollar General in Florida credited Ms. Gundel with forcing the company to spruce up the store she shops in.“Look at the refrigerators — everything’s stacked in there,” the woman said as her camera panned the aisles. “They’ve got toilet paper to the roof, y’all.”“Thank you, Mary, for going viral and holding your ground and standing up to corporate and losing your job, because it wasn’t done in vain,” she said. “I’m proud to go into a Dollar General now, because look at it. Look at it.” More

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    The Rise of the Crypto Mayors

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    This new political breed accepts paychecks in Bitcoin. The mayors also want to use buzzy new tech like NFTs to raise money for public projects.Scott Conger, the mayor of Jackson, Tenn., campaigned on a modest promise to improve local infrastructure. He planned to build sidewalks, open a senior center and repair the aging storm-water disposal system in his city of 68,000, about halfway between Nashville and Memphis.But as he begins his fourth year in office, Mr. Conger, 38, has adopted a new favorite cause: cryptocurrencies. He has pledged to give city employees the option of converting their paychecks into Bitcoin and has outlined plans to install a digital mining network in a deserted wing of City Hall. The aim, he said, is to make Jackson a Southeastern tech center.Like many Americans, Mr. Conger discovered crypto during the pandemic and soon fell down an internet rabbit hole. His plans have turned him into something of a celebrity in the crypto world, a strange distinction for the leader of a midsize industrial hub where Pringles potato chips are manufactured.“Bitcoin is a great financial equalizer,” Mr. Conger declared this month in an interview at City Hall. “It’s a hedge against inflation. It can bridge that wealth gap.”The ballooning popularity of Bitcoin and other digital currencies has given rise to a strange new political breed: the crypto mayor. Eric Adams, New York’s new mayor, accepted his first paycheck in Bitcoin and another cryptocurrency, Ether. Francis Suarez, Miami’s mayor, headlines crypto conferences. Now even mayors of smaller towns are trying to incorporate crypto into municipal government, courting start-ups and experimenting with buzzy new technologies like nonfungible tokens, or NFTs, to raise money for public projects.Their growing ranks reflect the increasing mainstream acceptance of digital currencies, which are highly volatile and have fallen in value in recent days. The mayors’ embrace of crypto is also a recognition that its underlying blockchain technology — essentially a distributed ledger system — may create new revenue streams for cities and reshape some basic functions of local government.“Mayors rationally want to attract high-income citizens who pay their taxes and impose few costs on the municipality,” said Joseph Grundfest, a business professor at Stanford. “Crypto geeks fit this bill perfectly.”But as with many ambitious crypto projects, it’s unclear whether these local initiatives will ultimately amount to much. So far, most are either largely symbolic or largely theoretical. And the mayors’ aims are partly political: Crypto boosterism has a useful bipartisan appeal, garnering popularity among both antigovernment conservatives and socially liberal tech moguls.Mr. Conger has outlined plans to install a digital mining network in a deserted wing of Jackson’s City Hall.Houston Cofield for The New York Times“You can do these things because you want to be associated with dudes with AR-15s, or you want to be associated with Meta,” said Finn Brunton, a technology studies professor at the University of California, Davis, who wrote a 2019 book about the history of crypto. “A lot of it is hype and hot air.”In Jackson, Mr. Conger has become a frequent guest on crypto podcasts, where he is hailed as a leader in “the army of Satoshi,” a reference to Bitcoin’s shadowy founder, Satoshi Nakamoto. A broad-shouldered former college football player, Mr. Conger sometimes goes to work wearing socks emblazoned with tiny orange Bitcoins.But his crypto ambitions have already encountered obstacles. While he’s close to establishing a system for city employees to invest a portion of their paychecks in Bitcoin, his mining proposal has proved impossible to institute under existing laws.Mr. Conger wants to use public money to plug a bank of computers into the Bitcoin network, an energy-guzzling process that could generate new coins for the city. He has even found a place to put the hardware: a suite of rooms in City Hall that have remained unfinished since the building opened in 1998. But a state law limits the types of assets that cities can invest in, partly to protect residents from market volatility. Mr. Conger and other local officials are working on new legislation to add Bitcoin to the list of permissible investments.In many ways, Mr. Conger is following in the footsteps of Miami’s Mr. Suarez, who has emerged as the crypto-bro-in-chief of mayors. (The two men occasionally text; Mr. Conger’s communications director calls it a “Bitcoin bromance.”) Mr. Suarez has positioned Miami as a “crypto capital” and thrown his support behind MiamiCoin, a crypto token that anyone can buy or mine, with a portion of the proceeds flowing into city coffers. He recently jousted on Twitter with Mr. Adams of New York over which of them loves crypto more.“Every time I would talk about crypto, my analytics would go through the roof,” Mr. Suarez, 44, said in an interview. “The analytics went crazy.”Mr. Suarez now styles himself as a kind of crypto diplomat. After taking over this month as president of the U.S. Conference of Mayors, a nonpartisan coalition of city mayors, he urged members to sign a “crypto compact” calling on the federal government to eschew overly aggressive regulation of the industry.Last month, Mr. Suarez had a private Zoom call with Gary Gensler, chairman of the Securities and Exchange Commission, who has called for increased scrutiny of crypto.“It was kind of funny,” Mr. Suarez said. “He said, ‘I think I should have done a little bit more homework.’ It was his own way of saying that I really knew what I was talking about.” (The S.E.C. declined to comment.)Mr. Conger said he wanted to make Jackson a place where his children would be comfortable settling down after college.Houston Cofield for The New York TimesMr. Suarez’s vice chair at the Conference of Mayors is a fellow crypto enthusiast, Hillary Schieve, who’s in her second term as the mayor of Reno, Nev. Last year, she announced plans to turn a popular whale sculpture in downtown Reno into an NFT, a unique digital item that can be traded by crypto investors. The goal, Ms. Schieve said, was to funnel the profits into Reno’s arts scene.“It would be great to cut out the middleman,” Ms. Schieve said of her embrace of crypto. “I’m not a big fan of banks.”A Guide to CryptocurrencyCard 1 of 7A glossary. More

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    Ifeoma Ozoma Blew the Whistle on Pinterest. Now She Protects Whistle-Blowers.

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    Ifeoma Ozoma, who accused Pinterest of discrimination, has become a key figure in helping tech employees disclose, and fight, mistreatment at work.Last month, Gov. Gavin Newsom of California signed a bill to expand protections for people who speak up about discrimination in the workplace.A new website arrived to offer tech workers advice on how to come forward about mistreatment by their employers.And Apple responded to a shareholder proposal that asked it to assess how it used confidentiality agreements in employee harassment and discrimination cases.The disparate developments had one thing — or, rather, a person — in common: Ifeoma Ozoma.Since last year, Ms. Ozoma, 29, a former employee of Pinterest, Facebook and Google, has emerged as a central figure among tech whistle-blowers. The Yale-educated daughter of Nigerian immigrants, she has supported and mentored tech workers who needed help speaking out, pushed for more legal protections for those employees and urged tech companies and their shareholders to change their whistle-blower policies.She helped inspire and pass the new California law, the Silenced No More Act, which prohibits companies from using nondisclosure agreements to squelch workers who speak up against discrimination in any form. Ms. Ozoma also released a website, The Tech Worker Handbook, which provides information on whether and how workers should blow the whistle.“It’s really sad to me that we still have such a lack of accountability within the tech industry that individuals have to do it” by speaking up, Ms. Ozoma said in an interview.Her efforts — which have alienated at least one ally along the way — are increasingly in the spotlight as restive tech employees take more action against their employers. Last month, Frances Haugen, a former Facebook employee, revealed that she had leaked thousands of internal documents about the social network’s harms. (Facebook has since renamed itself Meta.) Apple also recently faced employee unrest, with many workers voicing concerns about verbal abuse, sexual harassment, retaliation and discrimination.Connie Leyva, a California state senator, center, wrote the Silenced No More Act, which was signed into law last month.Chelsea Guglielmino/FilmMagic, via Getty ImagesMs. Ozoma is now focused on directly pushing tech companies to stop using nondisclosure agreements to prevent employees from speaking out about workplace discrimination. She has also met with activists and organizations that want to pass legislation similar to the Silenced No More Act elsewhere. And she is constantly in touch with other activist tech workers, including those who have organized against Google and Apple.Much of Ms. Ozoma’s work stems from experience. In June 2020, she and a colleague, Aerica Shimizu Banks, publicly accused their former employer, the virtual pinboard maker Pinterest, of racism and sexism. Pinterest initially denied the allegations but later apologized for its workplace culture. Its workers staged a walkout, and a former executive sued the company over gender discrimination.“It’s remarkable how Ifeoma has taken some very painful experiences, developed solutions for them and then built a movement around making those solutions a reality,” said John Tye, the founder of Whistleblower Aid, a nonprofit that provides legal support to whistle-blowers. He and Ms. Ozoma recently appeared on a webinar to educate people on whistle-blower rights.Meredith Whittaker, a former Google employee who helped organize a 2018 walkout over the company’s sexual harassment policy, added of Ms. Ozoma: “She has stuck around and worked to help others blow the whistle more safely.”Ms. Ozoma, who grew up in Anchorage and Raleigh, N.C., became an activist after a five-year career in the tech industry. A political science major, she moved to Washington, D.C., in 2015 to join Google in government relations. She then worked at Facebook in Silicon Valley on international policy.In 2018, Pinterest recruited Ms. Ozoma to its public policy team. There, she helped bring Ms. Banks on board. They spearheaded policy decisions including ending the promotion of anti-vaccination information and content related to plantation weddings on Pinterest, Ms. Ozoma said.Yet Ms. Ozoma and Ms. Banks said they faced unequal pay, racist comments and retaliation for raising complaints at Pinterest. They left the company in May 2020. A month later, during the Black Lives Matter protests, Pinterest posted a statement supporting its Black employees.Ms. Ozoma and Ms. Banks said Pinterest’s hypocrisy had pushed them to speak out. On Twitter, they disclosed their experiences as Black women at the company, with Ms. Ozoma declaring that Pinterest’s statement was “a joke.”In a statement, Pinterest said it had taken steps to increase diversity.By speaking out, Ms. Ozoma and Ms. Banks took a risk. That’s because they broke the nondisclosure agreements they had signed with Pinterest when they left the company. California law, which offered only partial protection, didn’t cover people speaking out about racial discrimination.Peter Rukin, their lawyer, said he had an idea: What if state law was expanded to ban nondisclosure agreements from preventing people speaking out on any workplace discrimination? Ms. Ozoma and Ms. Banks soon began working with a California state senator, Connie Leyva, a Democrat, on a bill to do just that. It was introduced in February.“I’m just so proud of these women for coming forward,” Ms. Levya said.Along the way, Ms. Ozoma and Ms. Banks fell out. Ms. Banks said she no longer spoke with Ms. Ozoma because Ms. Ozoma had recruited her to Pinterest without disclosing the discrimination there and then excluded her from working on the Silenced No More Act.“Ifeoma then cut me out of the initiative through gaslighting and bullying,” Ms. Banks said.Ms. Ozoma said she had not cut Ms. Banks out of the organizing. She added that Ms. Banks had “felt left out” because news coverage focused on Ms. Ozoma’s role.Understand the Facebook PapersCard 1 of 6A tech giant in trouble. More

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    Fed Warns Meme Stocks Could Pose Some Risks

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    Stocks that experience major volatility as a result of social media attention — often called meme stocks — have not threatened broader financial stability so far but could open the door to vulnerabilities, the Federal Reserve said in a report on Monday.The Fed’s twice-yearly update on America’s financial system included a special section on the meme stock phenomenon. It attributed the trend, in which attention on Twitter, Reddit and other platforms encourages rapid inflows into or out of buzzy stocks, to new trading technologies including mobile apps and to changing demographics, as younger people enter the retail trading market.“Along with the rise in risk appetite and the growing share of younger retail investors, access to retail equity trading opportunities has expanded over the past decade,” the report said.Social media can pump up interest in stocks, and it can also create an echo chamber, one in which “investors find themselves communicating most frequently with others with similar interests and views, thereby reinforcing their views, even if these views are speculative or biased.”Still, internet-inspired pile-ons do not necessarily create conditions that will spur a broad market crash, the Fed’s report suggested.“To date, the broad financial stability implications of changes in retail equity investor characteristics and behaviors have been limited,” the Fed said. The central bank specifically assessed what happened to shares of AMC Entertainment and GameStop in January, noting that activity and volatility in those stocks came alongside high activity on Twitter.While the report concluded that “recent episodes of meme stock volatility did not leave a lasting imprint on broader markets,” the Fed said a few trends “should be monitored.”The report pointed out that young and debt-laden investors may be more vulnerable to stock price swings, especially since they are now using “options,” which allow traders to place bets on whether prices will rise or fall and which can magnify leverage and potential losses.The Fed also warned that “episodes of heightened risk appetite may continue to evolve with the interaction between social media and retail investors and may be difficult to predict,” and that financial firms may not have calibrated their risk-management systems to reflect the volatility and losses that meme stock episodes might trigger.“More frequent episodes of higher volatility may require further steps to ensure the resilience of the financial system,” it said.Looking across a broader range of asset classes and recent trading activity, the Fed’s financial stability analysis generally suggested that the vulnerabilities have moderated compared with earlier in the pandemic — but it did flag high asset prices and a number of lingering risks.Stock prices have increased “notably,” the report said, and prices relative to forecast earnings remain near historical highs. Home prices have climbed, it noted, though mortgage lending standards have not deteriorated too badly. When lenders start to lower their standards, that can make the market more vulnerable.The Fed noted that “corporate bond issuance remained robust, supported by low interest rates,” also pointing out that “across the ratings spectrum, the composition of newly issued corporate bonds has become riskier.”And while many markets show signs of investor optimism, some financial strains from the pandemic shock persist.Some commercial real estate sectors continue to face challenges because “office vacancies are elevated and hotel occupancy rates remain depressed,” the report noted. Plus, “structural vulnerabilities persist in some types of money market funds,” which could amplify a future shock to the system.Money market mutual funds melted down during the pandemic and required a Fed rescue for the second time in a dozen years, and regulators are now looking at how to make them more resilient.The report also warned that life insurers might struggle to raise cash in a pinch.And it delved into climate risks. The central bank is among regulators now trying to understand what risks climate change might pose to banks, insurers and the broader financial system.“The Federal Reserve is developing a program of climate-related scenario analysis,” the report noted. “The Federal Reserve considers an effective scenario analysis program, which is designed to be forward looking over a period of years or decades, to be separate from its existing regulatory stress-testing regime.” More

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    Job-Hunters, Have You Posted Your Résumé on TikTok?

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    “Calling all recruiters!” Makena Yee, 21, a college student in Seattle, shouted into her camera in a recent TikTok video. “These are the reasons why you should hire me!”Ms. Yee went on to outline her qualifications. “I’m driven with confidence, I love keeping organized, I’m adaptive and I’m a team player,” she said, as images of companies she had worked for flashed up on a green screen behind her.The 60-second video quickly racked up over 182,000 views and hundreds of comments. Users tagged potential employers. “Someone hire herrrr!” one commenter implored. Ms. Yee said she had received more than 15 job leads, which she plans to pursue after a summer internship.In modern job searches, tidy one-page résumés are increasingly going the way of the fax machine. That may be accelerated by an app known for viral lip-syncing and dance videos, which is popularizing the TikTok résumé.

    @makena.yee
    Here are the reasons why YOU should hire me! Don’t be shy, let’s get in touch. #tiktokresumes #tiktokpartner ♬ original sound – MAKENA As more college students and recent graduates use TikTok to network and find work, the company has introduced a program allowing people to apply directly for jobs. And employers, many facing labor shortages, are interested. Chipotle, Target, Alo Yoga, Sweetgreen and more than three dozen other companies have started hiring people via the app.The TikTok résumé is central to these efforts. Job applicants submit videos with the hashtag #TikTokResumes and through TikTokresumes.com to show off their skills, something like a personal essay of old. They include their contact information and, if they want, their LinkedIn profile. Employers review the videos, which must be set to public, and schedule interviews with the applicants they find the most compelling.The résumés are an effort to help young people “get the bag” and get paid, Kayla Dixon, a marketing manager at TikTok who developed the program, said in a statement.They are also an outgrowth of a part of TikTok called careertok, where people share job-hunting advice, résumé tips and job opportunities. Videos with the hashtag #edutokcareer have amassed over 1.2 billion views since TikTok was introduced in the United States in 2018.But the video résumés have also raised concerns. The format strips away a level of anonymity, allowing employers to potentially dismiss candidates based on how someone looks or acts. Much of the networking on TikTok also depends on amassing views, which can be hard for those who aren’t adept at creating content or who have struggled to get equal distribution in the app’s feed.TikTok is not the first social platform that companies have sought to leverage for recruiting. LinkedIn, the professional networking site owned by Microsoft, is heavily used by both job seekers and recruiters. In 2015, Taco Bell advertised internship opportunities on Snapchat, and in 2017, McDonald’s let people apply for jobs through a Snapchat tool known as “Snaplications.” That same year, Facebook began allowing companies to post job openings to their pages and to communicate with applicants through Facebook Messenger.TikTok is now taking it further with video applications, rather than a swipe up to a more traditional application page. Though TikTok résumés are open to people of all ages, top videos submitted through the hashtag are from Gen Z users, most of whom are in college. The app said over 800 applicants had submitted TikTok résumés in the past week.“Hiring people or sourcing candidates through video just feels like a natural evolution of where we are in a society,” said Karyn Spencer, global chief marketing officer of Whalar, an influencer company that recently hired an employee off TikTok. “We’re all communicating more and more through video and photos, yet so many résumés our hiring team receives feel like 1985.”

    @kallijroberts @tiktokplease accept this as my formal elle woods-style video application to be one of your interns! #fyp #internship #legallyblonde ♬ motive x promiscuous – elfixsounds Kalli Roberts, 23, a student at Brigham Young University in Utah, said the 2001 movie “Legally Blonde” had inspired her TikTok résumé. She recreated the famous application video that the main character, Elle Woods, played by Reese Witherspoon, submitted in a bid to attend Harvard Law School.“Please accept this as my formal Elle Woods style video application,” Ms. Roberts wrote in the caption. Her TikTok went viral, and she is now interning in TikTok’s global business department.“I didn’t feel like my personality or who I actually am was captured in my paper résumé,” Ms. Roberts said. TikTok let her showcase skills, like video editing and public speaking, that might have been line items on a written application, she said, adding, “I had 10 other companies outside of TikTok say, ‘If they don’t want you, we do.’”Many recruiters are looking beyond standardized applications online or through networking sites like LinkedIn, said Sherveen Mashayekhi, co-founder and chief executive of Free Agency, a start-up focused on hiring in the tech industry.“Cover letters aren’t being read and résumés aren’t predictive, so alternative formats are necessary,” he said. “Over the next five to 10 years, it won’t just be video. There will be these other assessments like games for the early stage of the hiring process.”TikTok’s headquarters in Culver City, Calif. The company said it had recruited several employees through videos submitted on the platform.Rozette Rago for The New York TimesSome companies said TikTok résumés were a useful way to evaluate candidates for public-facing roles. Chipotle has posted over 100 open positions to the app so far to hire restaurant team members, said Tressie Lieberman, the chain’s vice president for digital marketing.“We do real cooking in our restaurants,” she said. “We’re excited to see people’s cooking skills, whether it’s putting chicken on the grill, knife skills or people making guacamole at home and bringing those capabilities into the restaurant.”World Wrestling Entertainment is also using TikTok to recruit, said Paul Levesque, the WWE executive vice president for global talent strategy and development, who is better known as the wrestler Triple H. He said video résumés offered a better sense of an applicant’s personality, which is something the company values.“For us, it’s slightly different than a regular office position where you’re looking at someone’s background,” he said. “We’re really looking for charisma.”Shopify, an e-commerce platform, said it had started turning to TikTok to find engineers.“There are smart entrepreneurial technical people everywhere,” said Farhan Thawar, Shopify’s vice president for engineering. “We have this thing where if you can’t explain a technical topic to a 5-year-old, then you probably don’t understand the topic. So having a medium like TikTok is perfect.”Other employers raised questions about relying on virality to determine a candidate’s worthiness. Adore Me, a lingerie company, began experimenting with recruiting through TikTok in January. Chloé Chanudet, Adore Me’s chief marketing officer, said she worried about who got the most distribution in the feed.“Plus size or women of color are much more likely to not have their videos published or be under review for several days,” she said. “We have the same worry that their TikTok résumés may be biased from the algorithm.”TikTok said it “does not moderate content on the basis of shape, size or ability.”

    @coop.cm

    Tiktok do your thing! Check out ➡️ #TikTokResumes #TikTokPartner #productmanagment#jobsearch #graduated
    ♬ original sound – Christian �� Some Gen Z job hunters said they weren’t deterred. Christian Medina, 24, an aspiring product manager who graduated from college last year, said he had gotten six job leads since posting a TikTok video last month seeking a product management role.“Finding a job for a recent grad is almost impossible, and LinkedIn was not the most helpful for me,” he said. “I will definitely continue to use TikTok résumés.” More