"Those who voluntarily work the 996 schedule will get a 25% salary increase and double their equity." Has the "996" trend reached AI startups in Silicon Valley?

In the current global frenzy of AI entrepreneurship, a fierce debate on the values of "working hours" is taking place in Silicon Valley, the hotbed of innovation: Should one maintain a work - life balance, or actively "step up" to win in the long run?

Among them, a familiar term has reappeared - "996".

You read that right. The "996 work system" (starting work at 9 a.m., leaving at 9 p.m., and working 6 days a week), which once sparked extensive discussions in the Chinese Internet industry, is now quietly emerging in American startups, especially in the AI field. Some founders regard it as a synonym for "going all out to win this technological race", and many employees also actively join the high - intensity workforce.

So, why is the "996" trend gradually emerging in Silicon Valley, which was once known for its "comfortable benefits"?

AI entrepreneurship is extremely competitive. Some companies explicitly state: Those who don't work hard, don't apply.

In fact, during the pandemic years, topics such as "employee overwork", "remote work freedom", and "quality of life" were once hotly debated in the United States. Big tech companies emphasized Work - Life Balance. However, now, stimulated by both the AI technological race and capital pressure, the cultural pendulum in the tech industry seems to have swung back to the other end of "high investment" and "high execution".

This rebound is particularly evident in the AI startup circle: The explosion of generative AI has made investors and entrepreneurs fall into "time - window anxiety" - whoever can launch products, build barriers, and attract funds the fastest may grab the entry ticket.

Against this background, many startup CEOs require their teams to be in an "around - the - clock combat state". They may even ask during the initial resume screening: "Are you willing to accept the 996 work system?" - This has almost become a threshold. Regarding this, Adrian Kinnersley, the head of a recruitment platform, added: "This is really becoming more and more common. More than one client has asked candidates to clearly state whether they are willing to accept the 996 work system before the interview."

If the answer to this question is not a firm "yes", you may directly lose the interview qualification.

For example, in San Francisco, the AI startup Rilla clearly stated in its public recruitment information: "If you're not interested in working more than 70 hours a week, this job isn't for you."

It is reported that Rilla provides a conversational intelligent analysis system for the offline service industry. The team has only 80 people, but almost all of them tacitly follow the 996 work system. The company provides three meals a day for employees, including Saturdays.

Will Gao, the growth head of Rilla, explained that this kind of investment is not forced but stems from the combination of "entrepreneurial ideals" and "the spirit of the times": "Our generation grew up listening to the stories of Steve Jobs, Bill Gates, and Elon Musk. We know that changing the world is never easy. Kobe Bryant dedicated all his waking hours to basketball, and few people said he was 'too hard - working'."

Startups adopt the "willing - to - participate" approach. Some voluntarily work overtime in exchange for salary increases and equity.

Of course, not all companies enforce the 996 work system. Some startups adopt the "willing - to - participate" approach, attracting "workaholics" through higher salaries and equity incentives.

For example, Ritchie Cartwright, the founder of the telemedicine company Fella & Delilah, also based in San Francisco, recently posted on LinkedIn that employees willing to accept the 996 work system can get a 25% salary increase and a 100% equity doubling. So far, about 10% of the employees have chosen to accept.

This "dual - track system" is also becoming a trend: Regular positions maintain the normal rhythm, but additional incentives are provided for core positions or those "voluntarily working 996". In the view of some founders, this is a more "human - oriented" transitional approach, which can not only boost team morale but also enhance execution.

Amrita Bhasin, the CEO of the AI logistics company Sotira, admitted that the "996 work system" is an open "unwritten rule" in the startup circle in the Bay Area: "In the first two years of starting a business, you basically have to rely on the 996 work system to persevere." However, she also added that this intensity is only suitable for founders and management, "It's actually unfair to require this of ordinary employees."

Not just in the United States: The global startup circle is also discussing "whether to work harder".

On the other hand, this controversy about "overtime work" is not limited to Silicon Valley.

This summer, British venture capitalist Harry Stebbings publicly stated that 996 may not be enough. He put forward a view: "If you want to build a $100 - million company, working 5 days a week is enough. But if your goal is a $10 - billion company, you have to work seven days a week (the so - called 007)."

Harry Stebbings also pointed out that currently, American companies and employees are far more accepting of the 996 work system than those in Europe. "In Europe, when you mention 'working overtime on weekends', people are simply shocked."

Netizens: "Silicon Valley has embraced 996 for many years."

However, regarding the recent discussion about "996 in Silicon Valley", many people point out that this is old news.

● "Silicon Valley has embraced the 996 work system for many years! Of course, I also don't think it's right, but companies that require employees to work more than 40 hours a week are common globally."

● "I experienced the 996 work system in Silicon Valley for many years, which was one of the reasons I chose to leave. It's very unhealthy."

Some people also believe that high investment brings high returns: "Most people working for startups in San Francisco get equity as compensation. I think it's okay. To some extent, those working 996 are future company shareholders."

However, Adrian Kinnersley, the head of the recruitment platform, also pointed out that many American companies implementing the 996 work system are actually "seriously non - compliant" in terms of labor laws. They haven't legally classified positions for employees, let alone paid overtime wages. He emphasized: "The entire industry is now in a frenzy of AI product competition, but many young entrepreneurs ignore the huge legal risks and responsibilities in their enthusiasm."

This article is from the WeChat official account "CSDN". Compiled by Zheng Liyuan. Republished by 36Kr with authorization.