Pablo Jiménez-Corredor

Metamates, here’s how to completely screw up today’s RSU vest: (I’ve done 4 of these) 1. Not calculating that your marginal tax rate is above the default 22% ↳ Bay Area FAANG salaries usually put you in 32%+ territory, not the RSU default 2. Don’t check your withholding rate ↳ It’s probably still set to that 22% while you actually owe 32%+ 3. Think holding = tax benefits ↳ Your RSUs are taxed as ordinary income whether you sell or hold 4. Hold for a year expecting long-term gains treatment ↳ Only the GAIN above vest price gets preferential treatment 5. Have zero plan for selling or deploying the money ↳ I’ve seen folks accumulate multiple 6-figure concentrated positions because they didn’t have a plan and didn’t take action What’s your biggest RSU lesson learned the hard way?

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Summer Robotics just dropped news that isn't about chasing a headline number, it's about chasing precision at a level robots have been missing. The Campbell, CA startup announced the 1st close of its Series A, led by Applied Ventures (VC arm of Applied Materials), with Solasta Ventures and NAVER D2SF in the round. Amount undisclosed, but when Applied writes checks, the money is the least interesting part, it's about the strategic pull. Founded in Dec 2019 by Schuyler Cullen (Ph.D. Physics, Stanford; ex-VP AI & Robotics at Samsung) and Brian Paden (Ph.D. Robotics, MIT; ex-Tesla + Samsung Strategy & Innovation), the company has been building toward this moment for years. Their platform, Kortx, doesn't "see" the way traditional cameras do, it perceives. By combining laser-event sensing with AI, Kortx hits sub-5 ms latency and 100 μm precision, giving robots animal-like reflexes instead of slow, stuttered vision. Why does that matter? Because robots on #autolines or in #logistics aren't operating in labs, they're in the real world, chasing reflective metals, shifting lighting, moving parts, and high-value changeovers. A GoPro with software lag won't cut it. Kortx runs on PROPHESEE's Metavision #sensors, streaming #4Ddata in real time, immune to motion blur, lighting swings, or material quirks. The result: accuracy trusted by global #automotive OEMs already piloting the tech. Summer Robotics brought in Rick Van Valkenburg as CCO in Sept 2025, after 28 years at Perceptron, he knows exactly how to take bleeding-edge #machinevision and make it production-ready. Add John Wei, PhD. MBA from Applied Ventures to the board and you've got the firepower to shift from pilots to scale. These aren't paper resumes, they're execution machines. The market context is even sharper. Machine vision is projected to exceed $17B by 2028, but much of it is still camera tech behaving like tourists snapping random photos. Summer Robotics is playing in streams, not stills, blur-free, real-time, universally compatible. It's the leap from "robots that see" to "robots that react," and that's a billion-dollar opportunity across auto, logistics, and humanoids. #Startups #StartupFunding #VentureCapital #SeriesA #AI #Robotics #RoboticTech #Data #DataDriven #Camera #CameraTech #DeepTech #Technology #Innovation #TechEcosystem #StartupEcosystem If software engineering peace of mind is what you crave, Vention is your zen.

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This Senior SWE at Anthropic making $570k received an offer with BOTH stock options and RSUs. Here’s what that could mean: A recent submission from a Senior Software Engineer at Anthropic shows that their $250k yearly equity grant is split across different types of equity: options in year 1, and RSUs from years 2 through 4. Smaller startups usually offer stock options because the lower valuation means a low strike price. As the company grows, employees can get some huge upside. But, for new employees joining after the company’s valuation has climbed, exercising options becomes expensive and riskier. Once the valuation reaches this level, companies often transition to RSUs, which are more stable, easier to understand, and don’t require employees to front cash. On the flip side, private companies are likely to have “double-trigger” events for RSU vesting and an RSU expiration clause that begins from the grant date of RSUs. Generally RSU expiration is between 5-9 years and is there to meet IRS guidelines. If the company doesn’t go public or get acquired within that timeframe, your RSUs may expire and be forfeited automatically. In contrast, stock options give you the choice to exercise (buy) the shares once they vest. Seeing submissions with these interesting “hybrid” compensation structures is always cool, and also a neat insight into how fast Anthropic is growing! View the offer here: https://lnkd.in/gdDXN-FR

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📚 Hiring Labs — Episode 4: Grads, It’s Tough Out There (But Here’s How to Make It Work) Let’s be real: If you just graduated with an engineering or software degree, this market is not playing nice. 🧊 Entry-level hiring has frozen at some of the biggest tech firms. 📉 Job listings for new grads are down ~50% since 2019. 😓 Nearly 6% of grads are unemployed, and over 40% are underemployed—working in jobs that don’t require their degree. And here's the truth: Graduating into a weak market like this can cause up to a ~9% salary penalty, lasting years. But... taking smart moves now can set you up for serious payoff later. Let’s talk about what recruiters are really noticing—and what might be holding you back. ❌ What’s Not Helping You Right Now Pricing yourself out of the market Asking for $120K in Orlando or Huntsville because your cousin's roommate got that in Palo Alto? Nope. Taking a ~$50–60K job now and learning fast can put you in that $120K seat sooner than you think. Unemployment = lost income and lost momentum. ❌ Relying on your degree alone Everyone applying has the same degree. What else do you bring? ✅ Projects ✅ GitHub repos ✅ Stack Overflow activity ✅ Open-source contributions Even self-initiated work counts. Show you’re hungry. ❌ Ignoring the tools If you haven’t touched: – GitHub – AI tools (yes, including ChatGPT & Copilot) – Python frameworks – Docker or Kubernetes – Cloud platforms (AWS, Azure, GCP) …then you’re not showing recruiters you’re ready right now. ❌ Ghosting recruiters You might be ghosting your way out of your first job. Even a 10-minute chat can plant a seed. You don’t have to say yes—but you do have to show up. And yes, you should vet recruiters too: Do they know tech? Are they active in the space? ✅ What Does Get You Noticed – A clean, tailored resume that connects to the job posting (see Hiring Labs Episode #1!) – Proof of life: GitHub, LinkedIn, a portfolio site—something we can actually see 🎓 This cycle is tough, no doubt. But recession grads who stay visible and adaptable are often the ones leading teams five years later. Because while your degree opens the door—your hustle gets you in. — 💼 Want to know what we’re hiring for right now? Take a look: https://lnkd.in/etJQ5jCE

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The fellowship starts with Western civilization debates. It ends with software engineering work. College costs $36k yearly. This pays students instead. Palantir just opened applications for their second Meritocracy Fellowship cohort. The numbers are striking: • 500+ applicants for 22 spots • $5,400 monthly stipend • Several fellows from the first cohort getting full-time offers • Zero college debt required CEO Alex Karp calls it a challenge to the "college industrial complex." The program structure is fascinating: • Four weeks of Western civilization seminars • Transition to real software engineering work • Customer-facing responsibilities • Work equivalent to full-time employees This isn't just about skipping college. It's about rethinking how we develop talent. With student debt exceeding $1.8 trillion nationwide and tuition averaging $36,000 per year, alternative pathways are worth exploring. The fellowship requires Ivy League-level test scores. It selects for "diversity of thought" and technical skills. It provides real work experience from day one. Traditional hiring focused on degrees first. This focuses on capability and potential. The approach isn't new. Peter Thiel funded similar initiatives before. But Palantir is scaling it as a core recruitment strategy. The question isn't whether college is broken. The question is whether we're ready to embrace new models of talent development. What do you think? Are direct-to-work programs the future of tech talent development? #TalentDevelopment #TechCareers #EducationInnovation 𝗦𝗼𝘂𝗿𝗰𝗲꞉ https://lnkd.in/g2X2C-gB

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Every AI model you've ever used ran on a chip. That chip took 2-3 years and hundreds of millions of dollars to design. Partcl is making that process 7,000x faster. Not a typo. They're a 3-person team out of YC, backed by top VC, building GPU-accelerated EDA tools that compress what used to take months into hours — using custom diffusion models and reinforcement learning trained on the hardest physical layout problems in chip design. In the last 18 months their first engineer: → Built a physics simulator that matched state-of-the-art legacy tools in 6 weeks (experts said it would take 10 years) → Took a process running in 5 minutes down to 20 seconds → Pushed their speedup from 700x to 7,000x They're hiring Founding Engineer- This is the role for someone who: — Has trained custom ML models from scratch (robotics, physics-informed, biophysics — not fine-tuning LLaMA) — Thinks in GPU memory layouts and kernel optimization, not just PyTorch APIs — Wants to be in the room when the VP of Engineering at NVIDIA gives feedback on something they personally built — Would rather rebuild something from scratch than maintain it Stack: PyTorch, Rust, Triton, CUDA, C++ Location: San Francisco, in-person The market is $15B. And they have paying customers. If you write CUDA kernels for fun, have trained physics-informed models, or built something from zero that no one thought was possible — I'd love to talk. DM me or drop a link to your GitHub.

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