Tim Chin

@Etched is the first company to ship a chip designed after ChatGPT. The pace of execution is super impressive

@Etched amazing, I've been to your offices a few times to visit @LaurenWChin. @Etched has the best office energy I've ever seen

We're coming out of stealth. We've built our first racks after a successful A0 tapeout, $1B+ in customer contracts, and $800m raised. Early customer tests show us achieving SOTA throughput, latency, and power efficiency on inference workloads. Our first racks ship this summer.

@mariobordonaba Agreed!

Para mí Diggia debió de haber recibido más sanción por sacar a Marc. Ya no solo es que se salte la chicane (sancionado por ello), pero eso también quiere decir que la curva ya no la hacia de antes después de sacar a Marc. Es decir, para mí debió ser doble long lap.

@denkmit You're the most biased press out there!

The jeering from certain supposedly impartial members of the press in the media centre isn’t a good look 🤢

@MotoetGPaddict You forgot all the Rossi fans who complain about Marquez all the time, they're also quiet. But Marquez fans aren't complaining about diggia, they are complaining about the stewards and the press

On remarquera que le seul qui ne chiale pas sur les dépassements incisifs de Digia sur Marquez, c’est Marquez

@denkmit As usual @simoncrafar is trying to sabotage mm93. He penalized Marquez for much less vs. Acosta. Liberty Media needs to fire him for the fans to expect fairness

Diggia: let me try THE EXACT SAME MOVE on Marc again 😂

@shinesobrights1 Most of the commentators and @simoncrafar are anti Marc because they are in the older generation that idolized Rossi (and his progress protoges by extension), even though the new fans didn't know Rossi and love Marc

all this understanding and empathy and forgiving speeches… where were they when it was about marc… who never slapped a marshal btw, but where was all of this when marc made the tiniest mistake, when he was defined as a dirty rider, an unsportsmanlike rider… WHERE WAS IT

@FranckyHawk29 @simoncrafar hates mm93 and loves bez. Listen to his commentary from a few years ago

🚨 Considerazioni a mente fredda sul caso Bezzecchi. Marco non è nuovo a simili cagate. Ricordo perfettamente quando alla festa del titolo di Bagnaia si presento ubriaco davanti alle telecamere accusando Marquez di averlo "preso". Ieri fossi stato io il Marshall, non so se lo schiaffo me lo sarei tenuto anzi... Lo spintone posso anche capirlo, ma poi il resto anche no. Ma la cosa più assurda è stata il tentativo di ricorso Aprilia verso un gesto che tutto il Mondo ha visto. Paradossalmente è stato brutto tanto quanto lo schiaffo. Infine ho notato che una certa parte di stampa ha solamente "accennato" a "due spintoni" quando abbiamo visto tutto che non è vero. Un ultima cosa, perché la ho nel "cannarozzo" (gola) e sulla punta della lingua, insomma DEVO DIRLA. Quando Marc Marquez prese in pieno Di Giannantonio, involontariamente sia chiaro, si prese i peggiori insulti. Addirittura venne apostrofato da un Pilota professionista italiano con il termine "coglione"... Sono curioso di vedere adesso, con quanta solerzia, correranno a condannare il gesto di Bezzecchi. In sostanza Bez c'ha fatto una figura di merda. Aprilia anche peggio. La stampa italica manco a parlarne. È tutto. Un ultima cosa... Per tutti quelli che parlano di "Gomblotto", "l'ho fanno apposta per aiutare Marc", "Campionato falsato".... Cari miei cambiate sport. #MotoGP

@MittRomney you are such a disappointment

The Senate to now lose an exceptionally brilliant and creative mind, an MD who chairs healthcare, and a person of character. Bill Cassidy’s departure is a loss for the country.

@BillAckman @X Agree. If you win in substance (which seems to be the case here), you always fight back

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?

@MotoGP @simoncrafar is a fraud. Not only is it similar to MM93 in Thailand, it's also similar to MM93 in COTA. Yes, MM93 crashed and took out Fabio, but that doesn't matter for the penalty. Both of them cut off the rider. Jorge should get a long lap penalty like MM93 got.

That last lap overtake 🧑‍🍳 #USGP 🇺🇸

@BenSpies11 Crafer has always hated mm93

The point is….Pedro knew he was in hot and could have helped himself by not turning in. 2 times he did the same move and if Marc turned in they would have touched. Marc waited and undercut him. That was good hard racing by both riders.

@Brcremer "Estimates suggest...". Guess who came up with the estimates? The people that will receive those billions of dollars, I bet. You're awfully naive, or you have an agenda

@mikepat711 Now do the media

For a while, I mostly ignored Elon’s narrative about Dems wanting to strategically import people to the USA to win elections. Just seemed too conspiratorial to me and not interesting. But after seeing all of the polling coming out showing overwhelming bipartisan consensus on voter ID laws, and still seeing big Dems push their “voter ID laws are racist” propaganda, it’s hard for me to ignore. It’s extremely odd to me how hard some Dems are pushing this agenda when almost none of their constituents want it. Why? If not to do something fraudulent, I don’t understand why. It’s obvious that most Americans don’t agree with their reasoning, but they are still trying for it. Insanely shady. Can’t think of any reason other than a desire to do something fraudulent. Nobody thinks voter ID laws are racist. It’s honestly way more racist to argue that minorities shouldn’t be expected to produce identification. Offensive af.

it's ALWAYS been there, helping the victim-class is the ideological foundation. A worthy goal, but they almost ALWAYS try to achieve that goal through discrimination instead of hard work, long term planning, cultural change, etc. You didn't see it until you had success, because now you're the oppressor.

I'm not sure when the California Democrats became the party of pro-racial discrimination, but I think we should stop this

@SelenaC10705 only Democrats will do this

California and San Francisco targeted Asian American students in public education during the pandemic, first with Prop 16 in 2020, then with the Lowell lottery. Not only did AAPI communities face racial discrimination and hate during the pandemic, but we also had to defend our children’s right in public education. Instead of addressing the root causes of failures in K-12 public education, California wants to give handouts at the finish line. SFUSD followed the racist script by singling out Lowell because it enrolls AAPI students based on merit, while leaving SOTA untouched, another merit-based public school that admits very few Asian American students through its selection process, aka the entrance audition. Discrimination should be named for what it is. I call hate when I see hate.

wait Helen, do you mean "Asians" or "Asian Americans"? What's the difference between Asian American culture and American culture, more specifically the part of American culture that is most successful? And how come you haven't questioned Italians, Irish, German, etc impact on American culture? I bet you have no idea what % of the tech / elite population comes from those groups. It seems like you're categorizing people - literally - on their skin color and the shape of their eyes. I think most objective, thoughtful, intelligent people would categorize you as a narrow minded racist, just an articulate one.

You seem like a good faith debater, so let me ask a simple question. Do you think an increasingly Asian elite will have no cultural effects? Or do you think there will be cultural effects, they’ll just be mostly good? Many Americans assume either that Asians assimilate well so we don’t need to worry about anything changing, or that Asians are great and we could frankly benefit from becoming a little more like them. I think both of those positions are honorable but reflect a lack of knowledge of the facts. What I don’t like is people who just say how dare you question this really consequential and rapid demographic change. This is a democracy, we get to talk about this stuff. My position, since you asked me to be clear about it, is that if America’s elite becomes over 40% Asian (as Harvard’s freshman class is), we will come to resemble China and India in various ways. I like both countries but I wouldn’t want to live there or raise my children there. Some of those changes will be bad. If you want to know specifically which changes, I’ve talked about some of them previously—grind culture, cheating. There are others but I don’t want to belabor the point.

I’m not even gonna do my usual “I don’t wanna offend anyone” hedging. Helen Andrews routinely comes up with these out of touch, galaxy brain reasons to justify some underlying belief — this time it’s that we need fewer Chinese and Indian people in our elite institutions. Just cut to the chase and say what you mean. The plausible deniability shtick is getting old.

@RetroCoast @jhong Ironic that you believe someone's external appearance reflects their character. And that your interpretation is automatically correct. Doing THAT reflects a superficial shallowness, narrowness of thinking and just lack of intelligence. Also sore loser and jealousy syndrome

@jhong They just have a certain deadness about them. Dead eyes, monotone, only concerned with status and power. Very shallow, uninteresting people.

@RetroCoast @jhong Would you say that to Tom Brady's parents? Kobe Bryant's? You're a sore loser.

@jhong The hyper competitiveness of some Asians is really tiresome. It's not part of our American culture. Working hard and succeeding, yes. But the way they do it is so lame.

@jhong Beautifully stated and so true for me as well