IKE Stocks

@AutismCapital If Jay-Z wants to renew the contract with Goodell and the @NFL, he’ll give Ye SuperBowl 2027

Give the man the Super Bowl. It would be the most watched Super Bowl halftime show in history. It would be a cultural milestone. It would be a story of redemption. It would be biblical in terms of global impact. It would be era defining.

@iamphella The greatest to ever do it - Ye is not just an artist, he’s a creative genius.

This looks like if you told AI "create what a stadium concert would like 100 years from now". But it's actually real in 2026

@HealthcareAIGuy Bro looks like he’s gonna pull the plug on the patient 😂

Robots are increasingly taking on roles as caregivers and support staff in hospitals This real-world example comes from Unitree 🤖

Lesson here is you became too passive and ignored the problem rather than dealing with it, like many people do. Your only path forward now is to go scorched earth and demonstrate that your kindness must never be mistaken for weakness. It’s crucial, otherwise more will encroach on you. Inch by inch, mile by mile. Like one very powerful man says: never settle

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?

Nike stock falls to a 12 year low amid weak China sales, competition from rivals $ONON $DECK, and strong backlash to its woke advertising strategies A tragic fall from grace from one of the most recognized brands in the world Would you buy Nike at these levels? $NKE

The most valuable thing we’ve learned from TBPN was that Alex Karp’s dead hang was 4:36 Alpha intel continues on…if you know where to look…

@jaesmail Well said

TBPN deal is really exposing people. I’m very happy for those guys, they deserve a bag. But if you think that this is a good example of “investing in comms,” you’re wrong. The acquisition itself is negative aura, and TBPN being owned by OpenAI makes the show way less cool. Exactly why the whole New Media/storytelling trend is hard to take seriously. You can’t storytell your way out of a lack of belief (or out of belief in a bad thing). It’s all downstream of what you believe, and how you can authentically bring those beliefs to life.

@sama You don’t expect them to go any easier on you? Brother, you are literally their new boss 😂 come on now

TBPN is my favorite tech show. We want them to keep that going and for them to do what they do so well. I don't expect them to go any easier on us, am sure I'll do my part to help enable that with occasional stupid decisions.

@johncoogan @sama It's okay to do deals but you can't be selling to a company and claim to cover the markets objectively, its just not the same. It's what separates All-In. Independence and credibility are priceless. You've compromised both, it'll be hard for me to tune in going forward

TBPN has been acquired by OpenAI! The show is staying the same and we’ll continue to go live at 11am pacific every weekday. This is a full circle moment for me as I’ve worked with @sama for well over a decade. He funded my first company in 2013. Then helped us fix a serious logjam during a critical funding round a few years later. When I took my second company through YC, he was president at the time, and then when I joined Founders Fund, the first deal I saw in motion was the post-ChatGPT round in late 2022. And as we started growing TBPN last year, he was the very first lab lead to join the show. Thank you to everyone that has been a part of TBPN until now. The last year has been the most fun and rewarding part of my career and we’re excited to have more resources than ever going forward.

Space Stocks are ON FIRE following the Artemis launch Intuitive Machines +17% $LUNR Satellogic +17% $SAT Planet Labs +15% $PL Voyager Technologies +13% $VOYG AST Spacemobile +9% $ASTS Firefly +8% $FLY Rocket Lab +4% $RKLB Welcome to the Space Economy: Enthusiastic and RISING 🚀

@BillAckman Another fire take from Ackman🔥 the haters will hate, and the truth may hurt, but it needs to be said

Europe is on a path to destroying itself. Unchecked immigration of millions of immigrants that burden their welfare states, bring violence and terrorism to their shores, and take over local governance, one city at a time. Anti-capitalist policies that make it difficult for businesses to adapt their workforces to a rapidly changing competitive environment now accelerating due to AI. A business environment and tax regime that is antithetical to startups. The absence of any progress or innovation in AI and limited access to the compute necessary to compete. Energy dependence due to the green movement at a moment when energy demands are rapidly increasing. And now, the abandonment of the U.S. when we have asked for limited assistance — base access and flyover rights — in the midst of our efforts to eliminate Iran’s nuclear and ballistic threat which is already within striking range of Europe, after we have invested nearly $200 billion in helping Ukraine. NATO is about to be toast. Europe’s defense burden is about to rise massively while their economies continue to fall further and further behind. In short, Europe needs to wake up before it is too late, and it may very well be too late.

@mcuban Mark with an amazing take! More of this!

Why aren’t any of these at risk hospitals publishing their full accounting so everyone can see where they spend their money ? All but one group of hospitals that I have looked at potentially investing in, spend so much on consultants and fees that it’s no wonder they are at risk Plus, I have NEVER seen an industry that is worse than hospitals when it comes to buying medications and items like implants, screws, other devices. They overpay for everything. And then when you show them how to save money, their “supply chain” employees resist any change. They are so set in their ways, it’s a shock more don’t go out of business. Prove me wrong.

@HealthcareAIGuy @Wing_VC @EricNewcomer Hot take: Whoop at $10.2B = MASSIVELY Overvalued

Two pure-play health AI companies made the Enterprise Tech 30 list for 2026 > Assort Health: voice AI for healthcare > OpenEvidence: chatgpt for clinicians

OpenAI just closed their recent fundraising round in which they raised $122 billion, putting their overall valuation at $852 billion. This is fascinating for many reasons. One, the fact they raised $122B is insane, that the size of roughly 2 Nike's, just in the most recent raise. OpenAI says they will hit a billion users in the near future, becoming the fastest company to ever do so. Who is investing at these levels? Nearly everyone you can think of, from companies (Amazon, Nvidia, Google) to accredited investors with access to the private markets. One of the biggest takeaways is that people still want "in" at these levels. We are in uncharted territory. Is it a bubble? We'll see, but the fact that these companies, as months and years progress, continue to raise more money at higher valuations, indicates that Big Money is still very much into the AI trade. We spoke about the AI energy stack in recent in person meetings, OpenAI, Grok, Claude, Gemini, and the rest, will need lots of energy if they are to hit their goals and targets to keep growing. When these companies go public, (when, not if), it will truly be a sight to behold. We personally will be staying away until the lockup period expires and settles (period of time in which insiders are forbidden to sell, so they don't "rugpull" public investors right at the IPO, essentially), because the people and companies buying in at an $852B valuation, will likely want an exit sooner rather than later. Can it keep going up forever? Nothing can. But Nvidia is the largest company in the world at the current moment, valued at $4.28 Trillion, meaning OpenAI right now is worth roughly 1/5 of Nvidia. Do with that comp and info as you will. None of this is financial advice, this is purely market commentary, make sure to do your own research and make your own decisions when it comes to investing. Investing involves risk, and past performance is not indicative of future results. How high will OpenAI's valuation go when they IPO? Post your answer in the comments.

@HealthcareAIGuy Where do I sign up

Life when your care plan finally runs itself

@HealthcareAIGuy @nabla_ai Hype

NEW: Company Deep Dive — Nabla We sat down with VP of Customer Success Christina Boulier to explore how Nabla deploys ambient AI in real clinical settings. Inside: how documentation becomes the entry point to a broader clinical AI assistant and what drives adoption. Link 👇

For all the Webull owners out there, here is some interesting analysis $BULL

@similartap520 Colorado lost a future trillion dollar company

@IKE_Stocks Palantir will hit 600.00 per share much faster than many thought.

Palantir Titan: Enables the Warfighter to Defend the West $PLTR