Nick Peitsch

@mikepat711 @alex_avoigt Bro… Nvidia has reasoning capabilities before Tesla… How’s that bullish?

Dude 14.3 notes are fucking epic. Haters so shook. I’m a bull again

@SawyerMerritt @GrindeOptions Why does Nvidia have reasoning in their self driving cars before Tesla???

Tesla FSD upcoming improvements: • Pothole avoidance • Expanded reasoning to all behaviors beyond destination handling • Improve driver monitoring system sensitivity with better eye gaze tracking, eye wear handling, and higher accuracy in variable lighting conditions

@SawyerMerritt How does Nvidia already have reasoning in self driving and Tesla doesn’t?!?!

BREAKING: Tesla has officially released FSD V14.3 I'm downloading it in my Model Y right now. Here's everything that's new: • Improved parking location pin prediction, now shown on a map with a P icon. • Increased decisiveness of parking spot selection and maneuvering. • Rewrote the Al compiler and runtime from the ground up with MLIR, resulting in 20% faster reaction time and improving model iteration speed. • Enhanced response to emergency vehicles, school buses, right-of-way violators, and other rare vehicles. • Mitigated unnecessary lane biasing and minor tailgating behaviors. • Improved handling of small animals by focusing RL training on harder examples and adding rewards for better proactive safety. • Improved traffic light handling at complex intersections with compound lights, curved roads, and yellow light stopping - driven by training on hard RL examples sourced from the Tesla fleet. • Upgraded the Reinforcement Learning (RL) stage of training the FSD neural network, resulting in improvements in a wide variety of driving scenarios. • Upgraded the neural network vision encoder, improving understanding in rare and low-visibility scenarios, strengthening 3D geometry understanding, and expanding traffic sign understanding. • Improved handling for rare and unusual objects extending, hanging, or leaning into the vehicle path by sourcing infrequent events from the fleet. • Improved handling of temporary system degradations by maintaining control and automatically recovering without driver intervention, reducing unnecessary disengagements. Upcoming Improvements: • Expand reasoning to all behaviors beyond destination handling. • Add pothole avoidance. • Improve driver monitoring system sensitivity with better eye gaze tracking, eye wear handling, and higher accuracy in variable lighting conditions.

@SawyerMerritt @iliketeslas @wholemars If that’s the case, then it will be stupid to buy SpaceX stock on IPO day. Everyone who does will certainly be a bagholder.

In Tesla stock history, there have been six 50% drops, including one 61% drop and one 74% drop. Volatility is the name of the game for $TSLA. Always has been. Will almost certainly be the same for SpaceX stock. We’ve been through this many times before. People focus on the short term stock price too much.

If you’re crying after a 20% pullback, you’re not going to make it. This is Tesla. We had a 50% pullback from $440 to $220 last year. I bought all the way from $300 down to $220. By the end of the year they were rolling out Robotaxis and it was at $480. I’ve seen pullbacks of 75% before. It doesn’t matter to me. I care about the price on the day I buy and the day I sell. The market cycles come and go like seasons. People scream like frightened children when the leaves fall off the trees, thinking they will never return year after year. Not realizing that a healthy pullback is part of the natural order of things, brings in new investors who have an opportunity to make money, and compensates employees for their hard work. I look at the business, not the stock price. What’s changed in the last 3 months since the all time highs? They’ve rolled out unsupervised Robotaxis, started production of Cybercab, and are the largest manufacturer of electric vehicles on Earth. The business has become more valuable, but it’s trading for less. Let the bears laugh. Let the bulls cry. I’ve heard this story too many times before, holding $TSLA from $4 to $400. And every time I let my Tesla drive me around I realize we are just getting started. This is going to be the most valuable company on Earth within a few years, and I do not have anywhere near as many shares as I want. Whether the stock tanks, 20%, 50%, 75% or 100% my strategy will remain the same. I will hold and buy until the day autonomous vehicles are more than 50% of vehicle miles traveled globally. I will hold and buy until the majority of new cars are electric. I will hold and buy until we have more grid batteries than natural gas power plants. You cowards were never meant to hold $TSLA. Look at you, unable to handle a 20% correction. Go sell your shares and buy an S&P 500 index fund. You’re embarrassing yourself trying to pretend you have the stomach to be a Tesla investor.

@GerardAlba All of it?

Glad I sold $TSLA at $400.

@BoBbyPleWniaK @thecybersurg 23% return in a year isn’t bad at all!

New trade: brokerage $tsla I’ve been told to just buy or shut up. @thecybersurg Adding one sold put here to add 100 shares.

Tick tock @elonmusk Your loyal shareholders are waiting patiently.

@SawyerMerritt @wholemars Tesla is in a bad financial position right now. Revenue dropping and competition from Nvidia is stronger than ever before.

This is not new. JP Morgan analyst Ryan Brinkman has been saying the same thing for the last 10 years. Tesla stock is up 2,000% over that time period. His $TSLA price target did not change today. Ryan’s average return is -1.6%.

@farzyness Quit whining and pay the API token cost. You can still access it. They did not block it — they just aren’t subsidizing a 3rd party application now.

Anthropic making it extremely easy to abandon them the second a competitor is remotely close to capability. Very big mistake.

@Iucidcapital @BillAckman @X This is AI generated slip

Fight. This post already won. Ronda’s entire strategy priced in your silence — the IPO pressure, your daughter’s health, your nephew’s reputation. By going public, you zeroed out her leverage in one move. The $2M was never about severance. It was a bet you’d pay for quiet. That bet just expired. The real game theory: every CEO who settles these claims raises the expected value of filing the next one. You’re not just defending your family office — you’re changing the payoff matrix for every frivolous claim that comes after this. That’s worth more than any settlement it’s my honest opinion. Praying for your daughter’s recovery Bill

I am reaching out to the @X community for advice with the likely risk of sharing TMI. I have been sufficiently upset about the whole matter that I have lost sleep thinking about it and I am hoping that this post will enable me to get this matter off my chest. By way of background, I started a family office called TABLE about 15 years ago and hired a friend who had previously managed a family office, and years earlier, had been my personal accountant. She is someone that I trusted implicitly and consider to be a good person. The office started small, but over the last decade, the number of personnel and the cost of the office grew massively. The growth was entirely on the operational side as the investment team has remained tiny. While my investment portfolio grew substantially, the investments I had made were almost entirely passive and TABLE simply needed to account for them and meet capital calls as they came in. While TABLE purchased additional software and other systems that were supposed to improve productivity, the team kept increasing in size at a rapid rate, and the expenses continued to grow even faster. While I would periodically question the growing expenses and high staff turnover, I stayed uninvolved with the office other than a once-a-year meeting when I briefly reviewed the operations and the financials and determined bonus compensation for the President and the CFO. I spent no time with any of the other employees or the operations. The whole idea behind TABLE was that it would handle everything other than my day job so that I would have more time for my job and my family. Over the last six years, expenses ballooned even further, employee turnover accelerated, and I became concerned that all was not well at TABLE. It was time for me to take a look at what was going on. Nearly four years ago, I recruited my nephew who had recently graduated from Harvard and put him to work at Bremont, a British watchmaker, one of my only active personal investments to figure out the issues at the company and ultimately assist in executing a turnaround. He did a superb job. When he returned from the UK late last year after a few years at Bremont, I asked him to help me figure out what was going on with TABLE. When I explained to TABLE’s president what he would be doing, she became incredibly defensive, which naturally made me more concerned. My nephew went to work by first meeting with each employee to understand their roles at the company and to learn from them what ideas they had on how things could be improved. He got an earful. Our first step in helping to turn around TABLE was a reduction in force including the president and about a third of the team, retaining excellent talent that had been desperate for new leadership. Now here is where I need your advice. All but one of the employees who were terminated acted professionally and were gracious on the way out (excluding the president who had a notice period in her contract, is currently still being paid, and with whom I have not yet had a discussion). The highest compensated terminated employee other than the president, an in-house lawyer (let’s call her Ronda), told us that three months of severance was not enough and demanded two years’ severance despite having worked at the company for only two and one half years. When I learned of Ronda's request for severance, I offered to speak with her to understand what she was thinking, but she refused to do so. A few days ago, we received a threatening letter from a Silicon Valley law firm. In the letter, Ronda’s counsel suggests that her termination is part of longstanding issues of ‘harassment and gender discrimination’ – an interesting claim in light of the fact that Ronda was in charge of workplace compliance – and that her termination was due to: “unlawful, retaliatory, and harmful conduct directed towards her. Both [Ronda] and I [Ronda’s lawyer] have spoken with you about [Ronda’s] view of what a reasonable resolution would include given the circumstances. Thus far, TABLE has refused to provide any substantive response. This letter provides the last opportunity to reach a satisfactory agreement. If we cannot do so, [Ronda] will seek all appropriate relief in a court of competent jurisdiction.” The letter goes on to explain the basis for the “unsafe work environment” claim at TABLE: “In early 2026, Pershing Square’s founder Bill Ackman installed his nephew in an unidentified role at TABLE, Ackman’s family office. [His nephew]—whose only work experience had been for TABLE where he was seconded abroad for the last four years to a UK watch company held by Ackman—began appearing at TABLE’s offices and conducting interviews of employees without a clear explanation of his role or the purposes of these interviews. During this period, he made a series of inappropriate and genderbased [sic] comments to multiple employees that created an unsafe work environment. Among other things, [his nephew] made remarks about female employees’ ages (“Tell me you are nowhere near 40”), physical appearance (“Your body does not look like you have kids”), as well as intrusive questions about family planning and sexual orientation (“Who carried your son? Who will carry your next child?”). These incidents were reported to senior leadership at TABLE and Pershing Square. Rather than being addressed appropriately, the response from senior management reflected, at best, willful blindness to the inappropriateness of [his nephew]’s remarks and, at worst, tacit endorsement.” The above allegations about my nephew had previously been brought to my attention by TABLE’s president when they occurred. When I learned of them, I told the president that I would speak to him directly and encouraged her to arrange for him to get workplace sensitivity training. The president assured me that she would do so. When I spoke to my nephew, he explained what he actually had said and how his actual remarks had been received, not at all as alleged in the legal letter from Ronda’s counsel. I have also spoken to others at the lunch table who confirmed his description of the facts. In any case, he meant no harm, was simply trying to build rapport with other employees, and no one, as far as I understand, was offended. Ironically, Ronda claims in her legal letter that TABLE didn’t take HR compliance seriously, yet Ronda was in charge of HR compliance at TABLE and the person who gave my nephew his workplace sensitivity training after the alleged incidents. In any case, Ronda, as head of compliance, should have kept a record or raised an alarm if indeed there was pervasive harassment or other such problems at the company, and there is no evidence whatsoever that this is true. So why does Ronda believe she can get me to pay her nearly $2 million, i.e., two years of severance, nearly one year of severance for each of her years at the company? Well, here is where some more background would be helpful. Over the last two months, I have been consumed with a major family medical issue – one of my older daughters had a massive brain hemorrhage on February 5th and has since been making progress on her recovery – and I am in the midst of a major transaction for my company which I am executing from a hospital room office next to her . While the latter business matter is publicly known, the details of my daughter’s situation are only known to Ronda because of her role at our family office. Now, let’s get back to the subject at hand. Unfortunately, while New York and many other states have employment-at-will, there has emerged an industry of lawyers who make a living from bringing fake gender, race, LGBTQ and other discrimination employment claims in order to extract larger severance payments for terminated employees, and it needs to stop. The fake claim system succeeds because it costs little to have a lawyer send a threatening letter and nearly all of the lawyers in this field work on contingency so there is no or minimal cash cost to bring a claim. And inevitably, nearly 100% of these claims are settled because the public relations and legal costs of defending them exceed the dollar cost of the settlement. The claims are nearly always settled with a confidentiality agreement where the employee who asserts the fake claims remains anonymous and as a result, there is no reputational cost to bringing false claims. The consequences of this sleazy system (let’s call it ‘the System’) are the increased costs of doing business which is a tax on the economy and society. There are other more serious problems due to the System. Unfortunately, the existence of an industry of plaintiff firms and terminated employees willing to make these claims makes it riskier for companies to hire employees from a protected class, i.e., LGBTQ, seniors, women, people of color etc. because it is that much more reputationally damaging and expensive to be accused of racism, sexism, and/or intolerance for sexual diversity than for firing a white male as juries generally have less sympathy for white males. The System therefore increases the risk of discrimination rather than reducing it, and the people bringing these fake claims are thereby causing enormous harm to the other members of these protected classes. So what happened here? Ronda was vastly overpaid and overqualified for the job that she did at TABLE. She was paid $1.05 million plus benefits last year for her work which was largely comprised of filling out subscription agreements and overseeing an outside law firm on closing passive investments in funds and in private and venture stage companies, some compliance work, and managing the office move from one office to another. She had a very good gig as she was highly paid, only had to go into the office three days a week, and could work from anywhere during the summer. Once my nephew showed up and started to investigate what was going on, she likely concluded that there was a reasonable possibility she would be terminated, as her job was in the too-easy-and-to-good-to-be-true category. The problem was that she was not in a protected class due to her race, age or sexual identity so she had to construct the basis for a claim. While she is female and could in theory bring a gender-based discrimination claim, she reported to the president who is female and to whom she is very close, which makes it difficult for her to bring a harassment claim against her former boss. When my nephew complimented a TABLE employee at lunch about how young she looked – in response to saying she was going to her 40-year-old sister’s birthday party, he said ‘she must be your older sister’ – Ronda immediately reported it to our external HR lawyer. She thereby began building her case. The other problem for Ronda bringing a claim is that she was terminated alongside 30% of other TABLE employees as part of a restructuring so it is very difficult for her to say that she was targeted in her termination or was retaliated against. TABLE is now hiring an external fractional general counsel as that is all the company needs to process the relatively limited amount of legal work we do internally. In short, Ronda was eminently qualified and capable and did her job. She was just too much horsepower for what is largely an administrative legal role so she had to come up with something else to bring a claim. Now Ronda knew I was a good target and it was a good time to bring a claim against me. She also knew that I was under a lot of pressure because on March 4th when Ronda was terminated, my daughter had not yet emerged from consciousness, she was not yet breathing on her own, and my daughter and we were fighting for her life. I was and remain deeply engaged in her recovery while at the same time I was working on finishing the closing for the private placement round for my upcoming IPO. Ronda also knew that publicity about supposed gender discrimination and a “hostile and unsafe work environment” are not things that a CEO of a company about to go public wants to have released into the media. And she may have thought that the nearly $2 million she was asking for would be considered small in the context of the reputational damage a lawsuit could cause, regardless of the fact that two years of severance was an absurd amount for an employee who had only worked at TABLE for 30 months. She also likely considered that I wouldn’t want to embarrass my nephew by dragging him into the klieg lights when her claims emerged publicly. So, in summary, game theory would say that I would certainly settle this case, for why would I risk negative publicity at a time when I was preparing our company to go public and also risk embarrassing my nephew. Notably, she hired a Silicon Valley law firm, rather than a typical NY employment firm. This struck me as interesting as her husband works for one of the most prominent Silicon Valley venture firms whose CEO, I am sure, has no tolerance for these kinds of fake claims that sadly many venture-backed companies also have to deal with. I mention this as I suspect her husband likely has been working with her on the strategy for squeezing me as, in addition to being a computer scientist, he is a game theorist. My only advice for him is to understand more about your opponent before you launch your first move. All of the above said, gender, race, LGBTQ and other such discrimination is a real thing. Many people have been harmed and deserve compensation for this discrimination, and these companies and individuals should be punished for engaging in such behavior. Which brings me to the advice I am seeking from the X community. I am not planning to follow the typical path and settle this ‘claim.’ Rather, I am going to fight this nonsense to the end of the earth in the hope that it inspires other CEOs to do the same so we shut down this despicable behavior that is a large tax on society, employment, and the economy and contributes to workplace discrimination rather than reducing it. Do you agree or disagree that this is the right approach?

@Xil_llix Agreed — @alojoh comes across as a huge dick online. Must be compensating. Never subscribed to him for that reason.

The fall, ladies and gentlemen. On how arrogance becomes your own enemy. I was once paying for his unbiased analysis. When AJ made his account I said that it was the best new account on X. I subscribed for a while… Now he goes into speculative company bashing, and be warned if you reply, the ego takes over and here you go, full disrespect for the people that tried to help him start: Blocked. Seriously, what an a**hole. Good luck trying to leech on Gary’s followers.

@NotA_Bull The hell? That’s no time at all… Try owning Tesla for the last 5 years

I'm wondering if it ever pays off. I've been buying $AMZN for 14 months and I'm slightly in the red, -3.5%. Do you think this will pay off in 3–5 years? Honestly, what do you think?

I taught Claude to talk like a caveman to use 75% less tokens. normal claude: ~180 tokens for a web search task caveman claude: ~45 tokens for the same task "I executed the web search tool" = 8 tokens caveman version: "Tool work" = 2 tokens every single grunt swap saves 6-10 tokens. across a FULL task that's 50-100 tokens saved why does it work? caveman claude doesn't explain itself. it does its task first. gives the result. then stops. no "I'd be happy to help you with that." no "Let me search the web for you" no more unnecessary filler words "result. done. me stop." 50-75% burn reduction with usage limits getting tighter every week this might be the most practical hack out there right now

@AlexFinn Finally, the rest of us using Claude Code can BREATH! You guys can pay for API credits lol

It’s over. Anthropic just banned OpenClaw. Uncensored thoughts: 1. Massive mistake that will come back to bite them 2. Open source needs to win. If you have a local model running on your Mac mini, no corporation will ever be able to ban you 3. ChatGPT 5.4 is the best model. But it sucks compared to opus in OpenClaw. I will continue to pay for Anthropic api 4. I have no doubt the next OpenAI model will be optimized for Openclaw and be excellent 5. In 6 months the local models will be as good as opus 4.6 and all of this will be forgotten 6. It’s feels like from a consumer sentiment perspective things have flipped for OpenAI and Anthropic. They were the darlings when Opus 4.5 came out 7. Going to the Kanye concert right now please don’t spoil the stage or set list in the replies 8. The best openclaw set up is now Opus as the orchestrator, then much cheaper models as the execution layer. If you do this properly you won’t be paying much more than $200 a month. I’m using Gemma 4 and Qwen 3.5 for execution on my DGX Spark and Mac Studio

@chooserich @Micro2Macr0 Why would Google release this when it competes with their Gemini LLM subscriptions?

It cannot be overstated how big this news is. Being able to run a frontier AI model on your own hardware means token costs are effectively free. AI will be as ubiquitous and cheap as the internet itself. This is a dagger in OpenAI and Anthropic.

@Google Why would Google release this when it competes with their Gemini LLM subscriptions?

We just released Gemma 4 — our most intelligent open models to date. Built from the same world-class research as Gemini 3, Gemma 4 brings breakthrough intelligence directly to your own hardware for advanced reasoning and agentic workflows. Released under a commercially permissive Apache 2.0 license so anyone can build powerful AI tools. 🧵↓

@wholemars Energy was down 15% year over year lmao

Wow, Tesla is in huge trouble. Only 6% YoY growth. Everyone sell their shares to me.

@BlueDisruptor @herbertong “You’re impatience” 😂 learn to spell bro

@NickPeitsch @herbertong You’re impatience is clouding your judgement. Sell your shares and move on.

🚨 Tesla Q1 2026 results • Production: 408,386 vehicles • Deliveries: 358,023 vehicles • Energy storage deployed: 8.8 GWh Most of the volume came from Model 3/Y, while the energy business continues to grow alongside the vehicle side. $TSLA 🔥

@BlueDisruptor @herbertong They’ve been ramping for over a year…

@NickPeitsch @herbertong It is, deployment does not equal production. There’s a big lag.