In a move that AllThingsD had previously reported was coming, Yahoo said it had laid off 2,000 employees, or 14 percent of the workforce.

“Today’s actions are an important next step toward a bold, new Yahoo! — smaller, nimbler, more profitable and better equipped to innovate as fast as our customers and our industry require,” said Yahoo CEO Scott Thompson in a statement. “Unfortunately, reaching that goal requires the tough decision to eliminate positions.”

While Yahoo has had periodic layoffs over the years, this one is its most significant in its history, and will also result in another large-scale restructuring of the management organization. More cuts are also likely to follow in the months ahead, due to the reshaping of Yahoo.

The latest employee action is being pushed by Thompson, who joined the Silicon Valley Internet giant in January from eBay’s PayPal unit.

“Change is never easy,” he wrote in an internal email to Yahoo employees (it is below in its entirety), in a well-worn cliché I am dead certain few appreciated hearing today from the top leader.

At an internal meeting with top staff last night, Thompson — who has gotten what seems to be a well-deserved reputation for chewing folks out at Yahoo — was more direct with the execs gathered, berating them extensively for not delivering and getting the company to this sorry point.

Ouch, Scott! It’s Easter, so it might be time for some forgiveness. (And no more ranting about my reporting to those inside Yahoo, since I have been 100 percent accurate so far. FYI, will aim for 110 percent next week!)

Yahoo said it will save about $375 million with the cuts, incurring a $125 to $145 million pretax cash charge for employee severance in its second quarter. Before the cuts, Yahoo had 14,000 staffers and has many thousands more hired as contractors.

The layoffs touch all units of the company, but the hardest hit is the product division, which is headed by Blake Irving, as well as its marketing, research and international units. Yahoo gave no details on the layoffs other than the number.

But the fate of two key parts of the soon-to-be-blown-apart unit — Yahoo’s advertising technology businesses, Right Media and APT, and its search business — is still being contemplated, as I have previously reported. Possible scenarios include a sale or a joint venture transaction for both, which employ thousands of Yahoo staffers.

The layoffs tomorrow are not the end of the road in cutting costs. Along with the likely shedding of its ad tech and search businesses, Yahoo leadership is also looking at future cuts as it evaluates current businesses, which could lop even more employees off its roster.

That said, Yahoo will be doubling down in some older and new arenas, so there would also be simultaneous hiring in the months ahead.

As wrenching as they will be today at Yahoo, the layoffs come as no surprise. Thompson had told employees in memos and also in recent meetings that “real change” was coming to the company.

Along with the trauma of the layoffs, Yahoo is also facing two other tense face-offs externally. In one, activist shareholder Third Point is waging a proxy fight for board seats and stepped up the public pressure this week; and Facebook struck back hard at Yahoo’s patent lawsuit with a counterclaim of its own.

After the layoffs tomorrow, sources say Yahoo will be announcing a new organization by next week. Thompson, along with outside consultants he has hired from the Boston Consulting Group, are making what appear to be profound changes.

Sources said that Yahoo will most likely be comprised of a global media division, one that encompasses Yahoo’s consumer products businesses and one focused on global and regional sales. There could also be a small organization of about 50 employees aimed at future innovation.

Americas head Ross Levinsohn is pegged to run the media arm, which will also include its leads/commerce businesses, such as autos; Shashi Seth — who now heads search and marketplaces — is likely to run consumer products, which will include Yahoo’s communications and search businesses.

Yahoo has already been conducting a search for a new worldwide sales head, who will also be boss of the U.S., Asia and Europe, Middle East and Africa sales regions. Rich Riley, who was recently running EMEA, is reportedly the pick for U.S. sales; Rose Tsou, who is running Asia, would presumably stay put; Yahoo is looking for an EMEA sales lead.

Some current operational execs — such as service engineering and ops head David Dibble, CFO Tim Morse, and top lawyer Mike Callahan — are likely to continue to operate as before.

One big question mark is how Chief Product Officer Irving fits in the possible new org, in which the new units get control of their product development. Irving has reportedly had several incoming job offers, although it is not clear if he has responded to that interest.

But today, the focus is on the layoffs and letting go all those employees, many of whom have worked at Yahoo for years. Even if it will result in a stronger Yahoo, as Thompson promises, it is still a very sad day in Sunnyvale.

Here is a video on the topic that I did with the WSJ.com “Digits” show today, after the cuts were announced early this morning:

Here’s the entire terse statement from Yahoo:

Yahoo! Statement

SUNNYVALE, Calif. — (BUSINESS WIRE) — Yahoo! today confirmed that it is taking important next steps to reshape the company for the future.

“Today’s actions are an important next step toward a bold, new Yahoo! — smaller, nimbler, more profitable and better equipped to innovate as fast as our customers and our industry require. We are intensifying our efforts on our core businesses and redeploying resources to our most urgent priorities. Our goal is to get back to our core purpose — putting our users and advertisers first — and we are moving aggressively to achieve that goal,” said Scott Thompson, CEO of Yahoo!. “Unfortunately, reaching that goal requires the tough decision to eliminate positions. We deeply value our people and all they’ve contributed to Yahoo!.”

Yahoo! has a solid foundation — nearly 700 million users and thousands of advertisers that engage with Yahoo! properties regularly and trust the company with their data and their business. Through its restructuring efforts, Yahoo! intends to grow by responding more quickly to customer needs and competing more effectively in areas where it can win. Yahoo! has identified key parts of the business — a select group of core businesses, the platforms that support those core businesses, and the data that drives deep personalization for users and ROI for advertisers — where the company will intensify efforts and redeploy resources globally, all focused on increasing shareholder value. With a clear focus on profitability and growth, the company will be disciplined in its investments and radically simplify how it builds, launches and maintains many of its properties and products.

Today, the company will begin the process of informing employees about these changes. As part of that effort, approximately 2,000 people will be notified of job elimination or phased transition.

Yahoo! expects to realize approximately $375 million of annualized savings upon completion of all employee transitions. The company currently expects to recognize the majority of an estimated $125 to $145 million pretax cash charge relating to employee severance in its second quarter financial results. The company may incur additional charges in connection with this action. More information will be provided about Yahoo!’s future direction in conjunction with the release of its first quarter financial results on April 17, 2012.

And here is Thompson’s memo to employees, stating the obvious and with nothing new from previous statements and internal memos:

Yahoos –-

Today we are restructuring Yahoo! to give ourselves the opportunity to compete and win in our core business. The changes we’re announcing today will put our customers first, allow us to move fast, and to get stuff done. The outcome of these changes will be a smaller, nimbler, more profitable Yahoo! better equipped to innovate as fast as our customers and our industry require.

Over the last 60 days, we’ve fundamentally re-thought every part of our business and we will continue to actively consider all options that allow Yahoo! to put maximum effort where we can succeed. As part of this process, I believe we have to focus to win in a select group of core businesses globally:

Core Media and Communications: Our content, media, and communications experiences must be best in class. That includes getting today’s core properties right and innovating on a next generation of great product experiences across all screens.∙

Platforms: We must make our core platforms and systems a genuine strength for Yahoo! — platforms that we can really leverage to support our massive scale, drive the deepest personalization, and boost speed to market.∙

Data: Our massive data sets must become a genuine competitive advantage for Yahoo!. We have to unlock the value in our data to allow us to really understand our 700 million users, encourage and win their engagement and trust, leverage everything they do with us to more fully personalize their experiences, and to give our advertisers the immediate insights they are rightfully demanding.

We are intensifying our efforts on our core businesses and redeploying resources to our most urgent priorities. Our goal is to get back to our core purpose — putting our users and advertisers first -– and we are moving aggressively to achieve that goal.

Unfortunately, reaching that goal requires the tough decision to eliminate jobs, which means losing colleagues and parting with friends. Today, we will begin the process of informing employees about these changes. As part of that effort, approximately 2,000 people will be notified of job elimination or a phased transition. We value our people and for those who will be leaving, we thank you for all you have contributed to Yahoo!. We will treat all of our people with dignity and respect, providing resources to help manage through their transition.

Change is never easy. But the time has come to move Yahoo! forward aggressively with increased focus and accountability. Our values have always been about treating all Yahoos with dignity and respect, and today is a day to embrace those values. This is an amazing company with exceptionally talented people and I know we will all do our best to encourage each other through this difficult period of transition.

Scott

According to sources close to the situation, Yahoo’s massive round of layoffs — which is likely to impact up to 2,000 employees — is just the tip of the proverbial iceberg that will hit the storied Silicon Valley Internet giant in the months to come.

Sources said Yahoo is currently planning to announce the cuts in staff in the early morning, just as the markets open. That could change, of course, but the cuts will definitely occur within the next two days.

The layoffs, which will touch all units of the company, are expected to hit hardest in the product division, which is headed by Blake Irving.

But the fate of two key parts of the soon-to-be-blown-apart unit — Yahoo’s advertising technology businesses, Right Media and APT, and its search business — is still being contemplated, as I have previously reported. Possible scenarios include a sale or a joint venture transaction for both, which employ thousands of Yahoo staffers.

Also set to be hard hit are Yahoo’s local businesses, as well as its marketing and research divisions. While still sustaining losses, its media units will not be as badly impacted. And it’s not clear how many employee terminations will be aimed at the company’s general and administrative staff.

The layoffs tomorrow are not the end of the road in cutting costs. Along with the likely shedding of its ad tech and search businesses, Yahoo leadership is also looking at future cuts as it evaluates current businesses, which could lop even more employees off its roster.

That said, Yahoo will be “doubling down” in some older and new arenas, so there would also be simultaneous hiring in the months ahead.

But not tomorrow, which will be one of the tougher days in Yahoo’s long history of periodic layoffs. Newly installed CEO Scott Thompson had told employees in memos and also in recent meetings that “real change” was coming to the company.

That is indeed the case, which is causing massive strain throughout the company, which now employs over 14,000 and has many thousands more hired as contractors.

Along with the trauma of the layoffs, Yahoo is also facing two other tense face-offs externally. In one, activist shareholder Third Point is waging a proxy fight for board seats and stepped up the public pressure this week; and Facebook struck back hard at Yahoo’s patent lawsuit with a counter-claim of its own.

After the layoffs tomorrow, sources say Yahoo will be announcing a new organization by next week, which will create several major, soup-to-nuts units at the company. Thompson, along with consultants he has hired from the Boston Consulting Group, are making what appear to be profound changes.

Sources said Yahoo will most likely be comprised of a global media division, one that encompasses Yahoo’s consumer products businesses and one focused on global and regional sales. There could also be a small organization of about 50 employees aimed at future innovation.

Americas head Ross Levinsohn is pegged to run the media arm, which will also include its leads/commerce businesses, such as autos; Shashi Seth — who now heads search and marketplaces — is likely to run consumer products, which will include Yahoo’s communications and search businesses.

Yahoo has already been conducting a search for a new worldwide sales head, who will also be boss of the U.S., Asia and Europe, Middle East and Africa sales regions. Rich Riley, who was recently running EMEA, is reportedly the pick for U.S. sales; Rose Tsou, who is running Asia, would presumably stay put; Yahoo is looking for an EMEA sales lead.

Some current operational execs — such as service engineering and ops head David Dibble, CFO Tim Morse, and top lawyer Mike Callahan — are likely to continue to operate as before.

One big question mark is how Chief Product Officer Irving fits in the possible new org, in which the new units get control of their product development. Irving has reportedly had several incoming job offers, although it is not clear if he has responded to that interest.

Let’s hope that Yahoos who will be let go tomorrow find themselves with many new employment choices after the ax falls.

Yahoo is preparing to begin layoffs of what could be thousands of employees starting next week, according to multiple sources, and is then expected to announce a new restructuring of the company the week after.

The swirl at the Silicon Valley Internet giant has grown more intense this week, as new CEO Scott Thompson has brought in top management for a series of meetings both Tuesday and Wednesday to outline the plans.

What has emerged — although sources noted that Thompson and others communicating the pending changes said nothing was yet set in stone — is the picture of a drastically slimmed-down organization with a focus on media, advertising and new but unclear “future” initiatives.

First the layoffs: Sources said the cuts will be deep and mostly aimed at the product, research and marketing units of Yahoo, which are likely to take place Wednesday. The ultimate goal, said multiple sources, is to cut many thousands from Yahoo’s staff of close to 14,000 employees, which is actually much larger, due to contract workers not officially in its roster.

The entire cut will not take place at once, said sources, since Thompson and others are still trying to figure out how to dispense with its ad technology org and, potentially, its search business. He has been in discussions with both Microsoft and Google about this, although there are other possibilities, too.

Both these parts of Yahoo together have about 2,500 staffers, whose fate is not yet sorted out.

Also still baking is the new structure, although sources said it is most likely to be comprised of a global media division, one that encompasses Yahoo’s communications and search businesses, and ones focused on global and also regional sales. There could also be a small organization of about 50 aimed at future innovation.

Americas head Ross Levinsohn is the likeliest exec to run the media arm, while Shashi Seth — who now heads search and marketplaces — would be the obvious candidate for the the communications/search one.

Thompson has already been conducting a search for a new worldwide sales head, although one possible internal exec for the job could be Rich Riley, who was recently running Yahoo’s Europe, Africa and Middle East region.

It is not clear how Chief Product Officer Blake Irving fits in the possible new org, since much of the development could now move to the decentralized units.

Some current operational execs — such as service engineering and ops head David Dibble, CFO Tim Morse, and top lawyer Mike Callahan — are likely to continue to operate as before.

Thompson, along with consultants he has hired from the Boston Consulting Group, presented the possible plan in front of Yahoo’s senior execs on Tuesday. That was followed by more meetings with a wider range of top management yesterday, although Thompson was not as highly specific in these meetings.

In fact, according to a half-dozen sources, Thompson apparently grew somewhat testy in one of the gatherings, when asked if there was a strategy he was going to announce in more detail to the group.

(Dear Scott, these are very talented employees who love the company and who have been through the wringer and it’s not their fault that leadership has failed them, so it might be a good idea to treat them with as much respect as possible right now.)

More to come, obviously.

“Most people generalize whatever they did, and say that was the strategy that made it work,” Silbermann said. In reality, there’s very little way of knowing how various factors contributed to success or failure.

In an interview with Hunch co-founder and investor Chris Dixon at SXSW today, it was remarkable how often the conversation hit upon ways that Pinterest bucked Silicon Valley’s conventional wisdom. And yet, these days the visual social curation service is one of the fastest-growing and most influential of start-ups.

Silbermann is in some ways a stereotypical start-up founder. He moved to Silicon Valley because he wanted to be a part of the excitement (in fact, he says one of his inspirations was reading about Kevin Rose and Digg on TechCrunch). He worked at Google before starting a company. He’s a soft-spoken young guy who’d obviously be more comfortable working on his product than speaking to a large audience.

Still, on many important decisions, Silbermann and Pinterest zigged where others zagged.

Timeless Beauty (not a skin-care product, promise)

Pinterest was hard for investors to understand at first (these days, they’d cut off a limb for equity) because it deviated from the trends of the moment. “When we first started, people were obsessed with this idea of real time, and everything was real-time text feeds,” Silbermann said.

Pinterest, on the other hand, isn’t about speed or dense information. “To me, [Pinterest's image-dominated] boards are a very human way of looking at the world,” Silbermann said. By contrast, “You never see a tweet older than 48 hours, unless it’s ironic. I wanted to create a service that’s a bit timeless.”

Pinterest’s big idea is “helping people discover things that they didn’t know they wanted,” Silbermann said, so beauty and simplicity are its highest product goals.

Cult of the Engineer

Or here’s a more personal example. Engineering is the hallowed skill and occupation of Silicon Valley. Silbermann is not an engineer, so at Google he worked in online sales and operations.

“I left, not because I didn’t love the company, but because of my particular background, it would have been really hard to built products,” he said. When he and his co-founders got together, they first worked on iPhone apps with expensive contract developers.

And today, Pinterest’s small team of 20 people is not driven by engineering. The company is split into three divisions: Engineering, design and social — with “social” a combination of quantitative people and community people, who try to understand how and why people use Pinterest, how social groups form and how social norms propagate.

“I kind of think of engineering like the chefs at a restaurant,” Silbermann said. “Nobody’s going to deny chefs are integrally important, but there’s also so many other people who contribute to a great meal.”

Not Knowing When to Quit

Here’s another one. “Fail fast” is a common mantra in Silicon Valley. “If you’re not embarrassed by your first product release, you’ve released too late,” says start-up guru Reid Hoffman.

But Pinterest had “literally dozens” of versions of its signature grid layout “that were fully coded and fully styled with production data” before they were released.

Silbermann said, “The hard part about that idea of ‘minimum viable product,’ for me, is you don’t know what ‘minimum’ is, and you don’t know what ‘viable’ is.”

In the early days, Pinterest had “catastrophically small numbers,” Silbermann said. Nine months after launch, the site counted 10,000 users, with few of them active on a daily basis.

Silbermann said he recently picked up Eric Ries’s “The Lean Startup,” and was grateful he didn’t read it at the time, because it might have convinced him to give up at that point.

In fact, he’s not sure why he didn’t quit — probably because he was afraid of embarrassment, and doubted Google would hire him back, Silbermann said.

Myth of the Early Adopter

If there’s one thing people know about Pinterest being different from other Internet start-ups, it’s the site’s success with women and homemakers.

But Silbermann has a more nuanced view of so-called “early adopters.” A decade ago, an early adopter was likely someone with a fast, expensive home Internet connection and a smartphone. But those luxuries are not just reserved for the techie elite anymore.

“Now, everyone that I grew up with in Iowa has Facebook; they often have an iPhone or Android phone; so, to me, it makes sense that people would find these services,” Silbermann said.

Once Pinterest did start growing — it had 16.1 million U.S. uniques in January, having doubled since November — it wasn’t because of celebrity users who brought in growth spurts, as with some other services like Twitter, but rather through networks of people like design bloggers, Silbermann said.

I don’t want to get too cheesy, but one last way Silbermann differs from many other founders? He comes off as incredibly humble, thoughtful and nice.

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When you base your life on credit
and your loving days are done
checks you signed with love and kisses
later come back signed insufficient funds.
– Funkadelic

Thanks to Ward Cunningham, the metaphor “technical debt” is now a well-understood concept. While you may be able to borrow time by writing quick and dirty code, you will eventually have to pay it back — with interest. Often this trade-off makes sense, but you will run into serious trouble if you fail to keep the trade-off in the front of your mind.

There also exists a less well-understood parallel concept, which I will call management debt.

Like technical debt, management debt is incurred when you make an expedient, short-term management decision with an expensive, long-term consequence. Also like technical debt, the trade-off sometimes makes sense, but often does not. More importantly, if you incur the management debt without accounting for it, then you will eventually go management bankrupt.

Like technical debt, management debt comes in too many different forms to elaborate entirely, but a few salient examples will help explain the concept. For this post, I chose three of the more popular types among start-ups:

• Putting two in the box
• Overcompensating a key employee because she gets another job offer
• No performance management or employee feedback process

Putting two in the box
What do you do when you have two outstanding employees who logically both fit in the exact same place on the organizational chart? Perhaps you have a world-class architect who is running engineering, but she does not have the experience to scale the organization to the next level. You also have an outstanding operational person who is not great technically. You want to keep both in the company, but you only have one position. So, you get the bright idea to put “two in the box” and take on a little management debt. The short-term benefits are clear: a) you keep both employees, b) you don’t have to develop either because they will theoretically help each other develop and c) you instantly close the skill set gap. Unfortunately, you will pay for those benefits at a very high rate of interest.

For starters, by doing this you will make every engineer’s job more difficult. If an engineer needs a decision made, which boss should she go to? If that boss decides, will the other boss be able to override it? If it’s a complex decision that requires a meeting, does she have to schedule both heads of engineering for the meeting? Who sets the direction for the organization? Will the direction actually get set if doing so requires a series of meetings?

In addition, you have removed all accountability. If schedules slip, who is accountable? If engineering throughput becomes uncompetitive, who is responsible? If the operational head is responsible for the schedule slip and the technical head is responsible for throughput, what happens if the operational head thrashes the engineers to make the schedule and kills throughput? How would you know that she did that? The really expensive part about both of these things is that they tend to get worse over time. In the very short term, you might mitigate these effects with extra meetings or by attempting to carve up the job in a clear way. However, as things get busy the mitigation will fade and the organization will degenerate. Eventually, you’ll either make a lump sum payment by making the hard decision and putting one in the box or your engineering organization will suck forever.

Overcompensating a key employee because she gets another job offer
An excellent engineer decides to leave the company because she gets a better offer. For various reasons, you were undercompensating her, but the offer from the other company pays more than any engineer in your company, and the employee in question is not your best engineer. Still, she is working on a critical project and you cannot afford to lose her. So you match the offer. You save the project, but you pile on the debt.

Here’s how the payment will come due. You probably think that your counteroffer was confidential because you’d sworn her to secrecy. Let me explain why it was not. She has friends in the company. When she got the offer from the other company, she consulted with her friends. One of her best friends advised her to take the offer. When she decided to stay, she had to explain to him why she disregarded his advice or lose personal credibility. So she told him and swore him to secrecy. He agreed to honor the secret, but was incensed that she had to threaten to quit in order to get a proper raise. Furthermore, he was furious that you overcompensated her. So, he told the story, but kept her name confidential to preserve the secret. And now everyone in engineering knows that the best way to get a raise is to generate an offer from another company then threaten to quit. It’s going to take awhile to pay off that debt.

No performance management or employee feedback process
Your company is now 25 people and you know that you should formalize the performance management process, but you don’t want to pay the price. You worry that doing so will make it feel like a “big company.” Plus, you do not want your employees to be offended by the feedback, because you can’t afford to lose anyone right now. And people are happy, so why rock the boat? Why not take on a little management debt?

The first noticeable payments will be due when somebody performs below expectations:

CEO: “He was good when we hired him, what happened?”
Manager: “He’s not doing the things that we need him to do.”
CEO: “Did we clearly tell him that?”
Manager: “Maybe not clearly …”

However, the larger payment will be a silent tax. Companies execute well when everybody is on the same page and everybody is constantly improving. In a vacuum of feedback, there is almost no chance that your company will perform optimally across either dimension. Directions with no corrections will seem fuzzy and obtuse. People rarely improve weaknesses that they are unaware of. The ultimate price you will pay for not giving feedback: systematically crappy company performance.

In the end
Every really good, really experienced CEO I know shares one important characteristic: they tend to opt for the hard answer to organizational issues. Faced with giving everyone the same bonus to make things easy or sharply rewarding performance and ruffling many feathers, they’ll ruffle the feathers. Given the choice of cutting a popular project today because it’s not in the long-term plans or keeping it around for morale purposes and to appear consistent, they’ll cut it today. Why? Because they’ve paid the price of management debt and they would rather not do it again.

Special thanks to my friend Joanne Bradford who came up with the idea for this post and coined the term “management debt.”

In the previous vignette, you (as the CEO of SpiderNet) were trying to decide on how to organize the engineering unit. Your decision was to hire a new VP of engineering. Your co-founder, who previously oversaw engineering, agreed to become the CTO and chief architect. Everything seemed to have worked out with the transition and your new VP is on the job. You were certain you had a rock star on the team — references from the recruiter came back great, and he had exactly the right profile against your hiring objectives.

A few weeks later, though, at a dinner meeting with a close business associate and CEO of another company, you mention that you’ve hired an incredible new engineering VP. Your dinner friend tells you that he knows your new hire, and you’ve made a big mistake. “He’s really lazy. He has little real domain knowledge, despite the pedigree. You should have called me.” Crap.

Several months later, the laziness starts to show. Your “rock star” now becomes a “project,” and you have to manage his weekly performance and deliverables. He is just not working very hard and does not have the strategic insight into the nuances of your business. He also does not have the team’s respect. They don’t think he is a total lost cause, but they also don’t pay much attention to him. That said, he’s certainly okay — and he’s better than nobody. He puts together decent schedules, brings much-needed process to the team and always says the right things when you have your one on ones. But you don’t feel good about him, and the engineering team is not delivering at the level you’d like. You talk with your board and put together a few options: find a different job for this person and reinstate your co-founder as VP; put him on a plan and reassess in three months; or fire and re-hire.

What now?

Chime in on the comments below, and tune in Friday for Peter’s answer.

Peter Levine has been a lecturer at both MIT and Stanford business schools and CEO of Xensource. Prior to Xensource, Peter was EVP of Strategic and Platform Operations at Veritas Software where he helped grow the organization from no revenue to more than $1.5 billion, and from 20 employees to over 6,000.

Kleiner Perkins has nabbed former Twitter engineering head Mike Abbott, who left the social communications company less than two months ago to be an entrepreneur in residence at Benchmark Capital.

(Well, that didn’t last long, Mike, but maybe the food was better at 2750 Sand Hill Road than at 2480 Sand Hill Road.)

In an interview this morning, Abbott said that he hopes to stay a VC for 20 years (yipes!), since it allows him to work closely with a wide range of entrepreneurs and also get a broad view across a spectrum of businesses.

“I am really energized about what’s been happening in a lot of places like software,” he said. “From my experience, I think I bring a lot of differentiation for the companies Kleiner is invested in.”

And tech cred too. “We think engineers will be thrilled to have access to Mike and he’s a magnet for talent,” said Kleiner partner Ted Schlein, who compared him to all the comic-book heroes, The Avengers, in one person. “Mike is multi-faceted.”

Abbott was indeed a high-profile hire for Twitter a little over a year ago from Palm, where he served as head of its software and services, in charge of its webOS mobile platform.

He was brought in to provide a level of discipline and reliability to the Twitter communications platform and service, which had been plagued by persistent outages that made the Fail Whale infamous.

Abbott will focus on social, mobile and cloud investments at the well-known Silicon Valley venture firm while working on a team that includes high-profile players Mary Meeker and Bing Gordon.

Here’s the official press release:

Michael Abbott Joins Kleiner Perkins Caufield & Byers as Partner

Engineering Leader to Help Social, Mobile and Cloud Entrepreneurs Build Teams and Ventures

MENLO PARK, Calif., December 1, 2011 – Kleiner Perkins Caufield & Byers (KPCB) today announced that Mike Abbott, former vice president of engineering at Twitter, has joined the firm as a partner on its digital team. Abbott led the building of innovative, high-performance applications and services at Twitter, Palm and Microsoft. With a deep background in social and mobile applications and infrastructure, Mike is also an expert in enterprise infrastructure and cloud computing and “big data” businesses, having founded Composite Software, and advised Cloudera and Jawbone.

“I’m excited to join KPCB’s partners to build new ventures faster,” said Abbott. “The partner mix of founders, operators and investors is ideal for entrepreneurs racing to scale at this disruptive time.”

“Mike is an exceptional and well-respected leader with an outstanding track record shipping great products,” said Ted Schlein, partner, KPCB. “Mike’s deep expertise from Palm and Twitter will help social, mobile and cloud entrepreneurs win.”

Dick Costolo, CEO of Twitter, said, “Mike is a huge engineering talent and will be a terrific asset to Kleiner’s technology companies. He was instrumental in helping us scale Twitter’s architecture to support incredible growth ̶ from 100 million daily Tweets in January 2011 to about 250 million daily tweets today.”

In less than a year and a half, Abbott grew the Twitter engineering team from 80 to more than 350 engineers in an intensely competitive recruiting market. Abbott’s team rebuilt and solidified Twitter’s infrastructure. Prior to joining Twitter in 2010, Abbott led the software development team at Palm that created HP/Palm’s next-generation webOS platform. Abbott was previously the general manager at Microsoft for .NET online services, which became Azure. Prior to that, he co-founded Passenger Inc. and founded Composite Software. Abbott has advised and invested in numerous software companies such as Cloudera, Hearsay Labs, Saynow and Jawbone.

Mike Abbott is just the third senior KPCB partner added in three years, joining Bing Gordon and Mary Meeker, each with exceptional records serving mobile, social and cloud entrepreneurs. KPCB’s digital team also bolstered its infrastructure expertise with the recent addition of Ray Bradford from Amazon Web Services, where he helped grow the company’s cloud database business.

As bidders ready their offers for all or parts of Yahoo this week, a lot of the eyes for one of the more aggressive ones will likely be on well-known Silicon Valley entrepreneur and powerful VC Marc Andreessen.

That’s because he’s deciding whether or not to play a significant role — as a key board member and even possibly as chairman — in an effort by private equity firm Silver Lake to buy part of the troubled Internet giant and attempt a dramatic reversal of its waning fortunes.

Andreessen, who now runs the Andreessen Horowitz venture firm with Ben Horowitz, has visited Yahoo execs, as I reported last week, part of a weighing of whether to deeply enmesh himself in turning around the iconic Web property.

He has been, as was also reported several months ago, allied with Silver Lake on a Yahoo effort since September and worked with the firm on its purchase and then sale of Internet communications service Skype.

For Andreessen — who serves on the board of Hewlett-Packard and has a lot on his plate running a major venture firm with investments at key companies throughout the tech sector — the decision to join with Silver Lake is a tough one, given that the possibility of failure is not unheard of.

“The question is whether Yahoo can be a growth company again,” said one person close to the situation. “And that is still unclear.”

In meetings with Yahoo execs, several sources noted that Andreessen was unusually blunt about the problems Yahoo faces and its mistakes in the past. They noted as well his reticence over the amount of work required to make a difference.

“He seemed very negative on the idea of whether anyone had what it took to turn it around,” said one exec.

Another factor: Possible friction with Yahoo co-founder and Andreessen friend Jerry Yang. The pair have discussed the issue on friendly terms. “Marc would not do this without Jerry being okay with it,” said one source.

That’s because observers expect the entrance of the Netscape co-founder — who has enormous clout with engineering talent across Silicon Valley, which Yahoo dearly needs — to overshadow and even minimize Yang’s involvement.

One thing is clear: Major shareholders, who are wary of any deal that would keep the current regime in place at Yahoo, told me in multiple interviews last week that the only way they would accept a partial investment by a private equity firm — called a PIPE — would be if there was new leadership in any deal.

And the first name mentioned by almost every Yahoo investor as a key get? Marc Andreessen.

Andreessen declined to comment on any of the 53 emails I sent him asking to.

Here’s a panel I did last week at the Privacy Identity Innovation conference on Sand Hill Road in Silicon Valley.

The panel was called “Social Sharing and the Data-Driven Economy.” And while that sounds a little dry, it was a lively session that included: Jim Adler, Chief Privacy Officer and GM, Data Systems at Intelius; David Glazer, director of engineering for Google+; Roger McNamee of Elevation Partners; and Fred Wilson of Union Square Ventures.

All have deep experience in the social networking space and insights into its implications, so it’s a good video to watch if you’re interested in where it’s all going.

Enjoy:

Social Sharing and the Data-Driven Economy from Marc Licciardi on Vimeo.

While wandering around Yahoo’s campus in Sunnyvale, Calif. — where I had several fingers pointed at me, although it’s not polite to do so — for its annual Product Runway event last week, I got to spend a few minutes with its Chief Product Officer Blake Irving.

Irving, as you will see here, remains an upbeat and even jaunty figure at the troubled Silicon Valley Internet giant — even though his job has been made a quantum level more difficult by the swirl around the possible sale of Yahoo and its leadership morass.

Add to that major attrition and morale issues, especially in its product engineering staff, at the very same time Yahoo needs to prove that it can launch innovative products to keep up with the Googles, Facebooks and others.

That’s Irving’s thankless job, which was why he was touting a number of products last week, including Yahoo’s Livestand news reader that was finally released to the public.

Here he is talking about that and more in an interview with me, including the fact that he will not be bidding for Yahoo (I had to ask!):

]]> http://allthingsd.com/20111107/a-few-questions-for-yahoo-product-dude-blake-irving-who-thankfully-does-not-want-to-make-a-bid-video/feed/ 0 http://allthingsd.com/20111013/exclusive-vp-engineering-mike-abbott-departs/ http://allthingsd.com/20111013/exclusive-vp-engineering-mike-abbott-departs/#comments Fri, 14 Oct 2011 00:49:32 +0000 Kara Swisher http://allthingsd.com/?p=132237

According to sources close to the situation, Twitter VP of Engineering Mike Abbott has left the company.

He is apparently interested in doing more investing.

[UPDATE: Twitter confirmed the departure in a statement, noting that Abbott was joining Benchmark Capital as an entrepreneur in residence. Benchmark’s Peter Fenton is on the Twitter board.

“We can confirm that Mike Abbott is no longer with Twitter. Mike will be available to assist the company in his new role as an Entrepreneur in Residence at Benchmark Capital. We thank Mike for his leadership in growing an outstanding team of engineers from 100 to 400 that have successfully taken on the unique challenge of making Twitter reliable and stable. While Mike led the engineering team, Twitter grew from handling 55 million tweets a day to 230 million. Twitter is focused on aggressively moving forward to fulfill the profound opportunities that are in front of us.”

Said Fenton:

“What Mike Abbott accomplished at Twitter is nothing short of heroic, when Benchmark introduced him to the company we felt he had the courage and entrepreneurial drive to build a strong engineering foundation. Today we applaud him for that extraordinary accomplishment. As we continue to work closely with the team at Twitter, we’re delighted to welcome Mike to Benchmark as an entrepreneur in residence. Mike will not only continue to lend his considerable talents to supporting the team at Twitter, but as a true entrepreneur at heart, will undoubtedly be an incredible asset to our entrepreneurs and our portfolio overall.”]

The move feels sudden, but sources said it has been brewing for a while and happened several days ago.

Abbott was a high-profile hire for Twitter a little over a year ago from Palm, where he served as head of its software and services, in charge of its webOS platform.

He was brought in to bring a level of discipline and reliability to the Twitter communications platform and service, which was plagued by persistent outages that made the Fail Whale infamous.

In large part, Abbott has done that, as Twitter has grown significantly. It now has 230 million tweets per day, he said in a recent interview.

Twitter does not have a replacement as yet, sources said.

]]> http://allthingsd.com/20111013/exclusive-vp-engineering-mike-abbott-departs/feed/ 0 http://allthingsd.com/20110907/huffpo-hires-google-engineer-dierks/ http://allthingsd.com/20110907/huffpo-hires-google-engineer-dierks/#comments Wed, 07 Sep 2011 15:08:43 +0000 Kara Swisher http://allthingsd.com/?p=117977 AOL’s media arm, the Huffington Post Media Group, has hired longtime Google techie Tim Dierks to oversee its growing programming engineering team as SVP of engineering.

Dierks founded and developed Google Checkout, among other things, at the search giant. He has been there since 2004, based in New York.

The fast-growing media and news site has added a lot of content to its offerings since selling to AOL, including merging a variety of sections and overhauling others.

Here’s the official press release from HPMG, which is announcing the move today:

The AOL Huffington Post Media Group Names Google’s Tim Dierks Senior Vice President of Engineering

Noted Software Engineer Who Oversaw Multiple Teams and Founded and Developed “Google Checkout” to Oversee Group’s Expanding Engineering Team

New York, NY — September 7, 2011 – The AOL Huffington Post Media Group, a leading source of news, opinion, entertainment, community and digital information, announces today that Tim Dierks, Software Engineering Manager at Google, has been named Senior Vice President of Engineering. In this position, he will be responsible for overseeing the group’s expanding programming team. Dierks is an acclaimed software engineer who oversaw multiple engineering teams at Google and founded and developed the company’s innovative Google Checkout offering. The announcement was made by Arianna Huffington, President and Editor-in-Chief of the AOL Huffington Post Media Group; Paul Berry, Chief Technology Officer of the AOL Huffington Post Media Group; and Alexander Gounares, Chief Technology Officer of AOL.

“I’m delighted to welcome Tim to our team,” said Arianna Huffington. “In addition to having a track record of successfully leading large programming teams focused on work that’s complex, fast moving and diverse, he’s also a creative force adept at seeing his vision through to completion. Tim shares our passion for constantly improving the user experience, and I look forward to adding his ideas, insight, and knowledge to the AOL HPMG mix.”

Said Paul Berry: “We’re continuing to build a premier editorial, engineering and product group, and Tim Dierks — a rare combination of effective leader and innovative thinker –- is an incredible addition to oversee our talented and hard working team of programmers.”

Tim Dierks joined Google NYC in 2004. At the company, he has worked on internal security systems, used his “20%” time to found Google Checkout, an online payment processing service, and led engineering teams working on many different initiatives, including AdSense for Feeds, Television and Print, and FeedBurner.

In his position leading a team building internal-facing applications for the company, he managed his group’s existing software programs, oversaw the building of innovative new products, and introduced a broader set of engineering tools, including broader outsourcing and software purchasing. He also built and led a research and development team in New York that focused on TV advertising audiences, which led to the development of a “bid on and buy your audience” sales offering. Prior roles at the company included leading the newspaper ads and publisher content engineering teams.

Said Dierks: “The AOL Huffington Post Media Group offers a wide range of great content and compelling social engagement. I look forward to working with Paul Berry and the AOL Huffington Post Media Group team to continue building technology to enable and drive this terrific platform.”

Said Alexander Gounares: “Technology innovation is fundamental to AOL’s products and services, so it’s fabulous to have a noted technologist like Tim joining the team. Across the breadth of AOL technologies, we are building a world class organization of top notch talent using the latest state of the art tools. Tim brings a wealth of knowledge, experience, and leadership with him, and I am looking forward to working with him.”

]]> http://allthingsd.com/20110907/huffpo-hires-google-engineer-dierks/feed/ 0 http://allthingsd.com/20110831/zuckerberg-tops-vanity-fairs-new-establishment-list-again-and-look-whos-no-40/ http://allthingsd.com/20110831/zuckerberg-tops-vanity-fairs-new-establishment-list-again-and-look-whos-no-40/#comments Thu, 01 Sep 2011 04:00:13 +0000 Kara Swisher http://allthingsd.com/?p=115997

Vanity Fair magazine put out its high-profile “New Establishment” list of the top 50 people, who are “an innovative new breed of buccaneering visionaries, engineering prodigies, and entrepreneurs, who quite often sport hoodies, floppy hair, and backpacks.”

The hoodie part would be referring to Facebook CEO and co-founder Mark Zuckerberg, who topped the list — which is in the just-released October issue — for the second year in a row.

The Vanity Fair list was packed with Silicon Valley luminaries.

The No. 2 spot went to the hopelessly conjoined twins at Google, CEO Larry Page and his co-founder Sergey Brin. Amazon’s Jeff Bezos was No. 3, followed by newly born CEO Tim Cook and top product guy Jonathan Ive of Apple at No. 4, with Twitter creator and Square founder Jack Dorsey at No. 5.

Interestingly, super-VCs Mark Andreessen and Ben Horowitz clocked in this year at No. 6.

The digitally fast-forward Lady Gaga was the top woman on the list at No. 9, in front of “Harry Potter” author J. K. Rowling at No. 16.

And, clocking in at No. 40? Why, me and my partner-in-crime at AllThingsD, Walt Mossberg. He is apparently a “kingmaker” of tech and I do “juicy exclusives.”

That actually is pretty accurate. More importantly, we were ranked higher than Justin Timberlake and Ashton Kutcher. In other words: Mission accomplished!

We also beat the Angry Birds dudes at No. 49, whom my two kids would nonetheless have voted tops over their mom any day of the week and twice on Sunday.

In addition, Vanity Fair broke off a list of 25 “Powers That Be,” which is made up of a lot of longtime “New Establishment” folks, as well as another list called the “Hall of Fame.”

“These are the people who have shaped the world we live in today — and continue to wield enormous influence,” said Vanity Fair, which translates into dustier moguls.

Topping the powers-that-be, of course, is Apple’s co-founder and Chairman Steve Jobs. And outgone Google CEO and now Executive Chairman Eric Schmidt is now enshrined in the hall of fame.

As Walt and I head to a good table at the Minetta Tavern to meet the cool peeps for a celebratory drink, here is the official press releases from Vanity Fair:

FACEBOOK FOUNDER MARK ZUCKERBERG TOPS VANITY FAIR’S NEW ESTABLISHMENT LIST FOR THE SECOND YEAR IN A ROW

Sergey Brin and Larry Page Take No. 2 Spot, Lady Gaga Jumps to the Top 10 of Tech-Dominant List

NEW YORK, N.Y. — “The Age of Information gives way to a burgeoning Age of Technology,” announces Graydon Carter, remarking on the “seismic shift in interest and influence” that has occurred in the 17 years that Vanity Fair has been ranking America’s power players. The magazine’s 2011 New Establishment list identifies the top 50 of an innovative new breed of buccaneering visionaries, engineering prodigies, and entrepreneurs, who quite often sport hoodies, floppy hair, and backpacks.

Mark Zuckerberg, founder of the inescapable social-networking site Facebook, maintains his perch at the top of Vanity Fair’s 17th annual New Establishment List ranking for the second year in a row. With a possible I.P.O. on the horizon by 2012, which could value the company anywhere between $50 and $100 billion, Facebook has enough clout to worry even the unshakable Google. Zuckerberg is still the youngest person ever to top the list.

Sergey Brin and Larry Page, co-founders of Google, are in the No. 2 spot this year, closing in on Zuckerberg as they jump up one spot, from No. 3 in 2010. Eric Schmidt, who appeared on the list last year with the duo, has since been pushed out of the C.E.O’s office, replaced by Page. Despite reports of an anti-trust investigation, Google has been setting its sites on Facebook by concentrating on strategic initiatives, such as engineering social-networking features.

Rounding out the top five are Jeff Bezos, of Amazon, at No. 3, Tim Cook and Jonathan Ive, of Apple, at No. 4, and Twitter and Square founder Jack Dorsey, at No. 5.

Lady Gaga makes an appearance for the second year in a row. Coming in at No. 9, she is the highest-ranking woman on the list, in front of J. K. Rowling at No. 16, Sheryl Sandberg, of Facebook, at No. 26, Angela Ahrendts with Christopher Bailey, of Burberry, at No. 30, Natalie Massenet at No. 32, and Kara Swisher with Walt Mossberg at No. 40. At 25 years old, Gaga is also the youngest person on the list — not a surprise for someone whose fans managed to crash Amazon’s servers in their desperation to download her third album.

Youthful energy is spread throughout this year’s list with 15 members under the age of 40, including Zuckerberg, Brin and Page, Dorsey, Lady Gaga, Andrew Mason, Sean Parker, Ryan Kavanaugh, Jeremy Stoppelman, Ashton Kutcher, Dennis Crowley, Daniel Ek, Mikael Hed and Niklas Hed, and Justin Timberlake.

There are 14 billionaires on the list: Zuckerberg, Brin and Page, Bezos, Mark Pincus, Michael Moritz, J. K. Rowling, Jim Breyer, Reid Hoffman, Herbert Allen III, Yuri Milner, Robin Li, Parker, and Peter Thiel.

Five member of the New Establishment are actively involved in space exploration, including Brin, Elon Musk, Bezos, Thiel, and Dennis Crowley. Eight of the New Establishment nominees can count themselves members of the ever growing Stanford Mafia; they include Brin, Page, Reed Hastings, Jim Breyer, Hoffman, Musk, Thiel, and John Hennessy.

The New Establishment, Vanity Fair’s annual ranking of the top leaders of our time, is made up of owners, creators, buyers, thinkers, and innovators — the movers and shakers in the worlds of technology, media, business, politics, entertainment, and fashion. These men and women are the taste-makers and trendsetters, opinion formers and agenda creators, not to mention empire builders. Entry into the ranks of Vanity Fair’s list is based on a number of factors: wealth, influence, and philanthropy, as well as such intangibles as vision and the x factor.

The October issue of Vanity Fair will be on newsstands in New York and L.A. on September 1, and nationally and on the iPad September 6.

THE VANITY FAIR NEW ESTABLISHMENT

1. Mark Zuckerberg, Facebook
2. Sergey Brin and Larry Page, Google
3. Jeff Bezos, Amazon
4. Tim Cook and Jonathan Ive, Apple
5. Jack Dorsey, Square, Twitter
6. Marc Andreessen and Ben Horowitz, Andreessen Horowitz
7. Reed Hastings, Netflix
8. John Lasseter, Pixar, Walt Disney Animation Studios
9. Lady Gaga, singer
10. Dan Doctoroff, Bloomberg L.P.
11. Dick Costolo, Twitter
12. Mark Pincus, Zynga
13. Jim Breyer, Accel Partners
14. Tim Burton, Johnny Depp, and Graham King, Movies
15. Michael Moritz, Sequoia Capital
16. J. K. Rowling, Harry Potter
17. Trey Parker and Matt Stone, South Park
18. Reid Hoffman, Greylock Partners, LinkedIn
19. Herb Allen III, Allen & Co.
20. Judd Apatow, Apatow Productions
21. Jay-Z, Roc Nation
22. Todd Phillips, Green Hat Films
23. Yuri Milner, DST Global
24. J. J. Abrams, writer, director, producer
25. Robin Li, Baidu
26. Sheryl Sandberg, Facebook
27. Andrew Mason, Groupon
28. Jon Stewart and Stephen Colbert, television
29. Mark Wahlberg and Stephen Levinson, Leverage
30. Angela Ahrendts and Christopher Bailey, Burberry
31. Elon Musk, Tesla Motors, Space X
32. Natalie Massenet, Net-a-Porter Group
33. Paul Graham, Y Combinator
34. Sean Parker, entrepreneur
35. Fred Wilson, Union Square Ventures, Flatiron Partners
36. Peter Thiel, Founders Fund, Clarium Capital Management
37. Peter Jackson, Wingnut Films
38. Ryan Kavanaugh, Relativity Media
39. Mike Allen, Politico
40. Walt Mossberg and Kara Swisher, All Things D
41. John Hennessy, Stanford University
42. Jeremy Stoppelman, Yelp
43. Ashton Kutcher, actor, investor
44. Tyler Perry, director, producer, writer, actor
45. Dennis Crowley, Foursquare
46. Kevin Ryan, Gilt Groupe
47. Daniel Ek, Spotify
48. Henry Blodget, Business Insider
49. Mikael Hed, Niklas Hed, and Peter Vesterbacka, Rovio
50. Justin Timberlake, singer, actor

STEVE JOBS HOLDS THE TOP SPOT ON VANITY FAIR’S LIST OF THE POWERS THAT BE

Embattled News Corp. Chairman Rupert Murdoch in the Top 5

NEW YORK, N.Y. — This year Vanity Fair inaugurates a list of the Powers That Be. These are the people who have shaped the world we live in today — and continue to wield enormous influence. Many are longtime New Establishment members, and their destinies are intertwined with the members of this year’s New Establishment.

Steve Jobs, of Apple, holds the top spot on the list of the Powers That Be. Since Jobs took control of the company 14 years ago, the stock’s share price has risen more than 6,500 percent. At the height of the debt crisis in late July, Apple had more cash on hand than the U.S. government.

Bernard Arnault, of luxury-goods company LVMH, ranks in the No. 2 spot. As an overseer of countless enduring luxury brands, Arnault has left his mark on the industry. Last year he spent $2 billion to accumulate a 20 percent stake in family-controlled but publicly traded Hermès.

Mayor Michael Bloomberg is No.3 on this year’s list while News Corporation chairman Rupert Murdoch comes in at No. 4. The tumultuous News of the World scandals this year have shaken the media baron, but also shown his staying power in the face of just about anything. Brian Roberts and Steve Burke, of Comcast, NBCUniversal, who recently acquired the U.S. media rights to the Olympic Games through 2020, are No. 5.

Jill Abramson is the highest-ranking woman out of six on the list, at No. 9. She is followed by Angelina Jolie with Brad Pitt at No. 11, Sue Naegle with Richard Plepler and Michael Lombardo at No. 15, Anne Sweeney with George Bodenheimer at No. 22, Bonnie Hammer at No. 24, and Arianna Huffington with Tim Armstrong at No. 25.

Because some power is permanent, Vanity Fair nominates a number of regulars to the Hall of Fame this year. Warren Buffett, of Berkshire Hathaway, joins Barry Diller and Diane von Furstenberg, Tom Ford, actor Tom Hanks, and designer Karl Lagerfeld. Network impresario Oprah Winfrey, Jeffrey Katzenberg, of DreamWorks Animation, and talk-show host Charlie Rose all make the ranks as well.

The October issue of Vanity Fair will be on newsstands in New York and L.A. on September 1, and nationally and on the iPad September 6.

THE POWERS THAT BE

1. Steve Jobs, Apple
2. Bernard Arnault, LVMH
3. Michael Bloomberg, mayor, New York City
4. Rupert Murdoch, News Corporation
5. Brian Roberts and Steve Burke, Comcast, NBCUniversal
6. François-Henri Pinault, PPR
7. Bob Iger, Walt Disney Company
8. Jeffrey Bewkes, Time Warner
9. Jill Abramson, The New York Times
10. Steve Ballmer, Microsoft
11. Brad Pitt and Angelina Jolie, movies, philanthropy
12. Diego Della Valle, Tod’s
13. Roman Abramovich, investments
14. Mickey Drexler, J. Crew
15. Richard Plepler, Sue Naegle, and Michael Lombardo, HBO
16. Larry Gagosian, Gagosian Gallery
17. Harvey and Bob Weinstein, the Weinstein Company
18. Marc Jacobs, designer
19. Lorne Michaels, Saturday Night Live
20. David Zaslav, Discovery Communications
21. Jean Pigozzi, investments, art
22. George Bodenheimer and Anne Sweeney, Disney Media Networks
23. Vivi Nevo, NV Investments
24. Bonnie Hammer, NBCU Cable Entertainment and Cable Studios
25. Tim Armstrong and Arianna Huffington, AOL Huffington Post Media Group

HALL OF FAME

Edgar Bronfman Jr., Warner Music Group
Warren Buffett, Berkshire Hathaway
Ron Conway, angel investor
Philippe Dauman, Viacom
Barry Diller and Diane von Furstenberg, IAC, DVF
John Doerr, Kleiner Perkins Caufield & Byers
Larry Ellison, Oracle Corporation
Tom Ford, designer/filmmaker
Ted Forstmann, IMG Worldwide
Tom Freston, Firefly3
Brian Grazer and Ron Howard, Imagine Entertainment
Tom Hanks, actor
Jeffrey Katzenberg, DreamWorks Animation
Vinod Khosla, Khosla Ventures
Karl Lagerfeld, Chanel
Ralph Lauren, Polo Ralph Lauren
John Malone, Liberty Media
Ron Meyer, Universal Studios
Leslie Moonves, CBS
Ronald Perelman, MacAndrews and Forbes
Miuccia Prada, Prada
Charlie Rose, talk-show host
Eric Schmidt, Google
Terry Semel, investor
Oprah Winfrey, OWN

(Full disclosure: Readers who look closely at the list will notice that all things ATD senior editor Peter Kafka is listed as a contributor. This is true! Also true: Peter wrote biographical entries for several people on the list, but has zero input on its composition. He tells us he had no idea that we were being considered for inclusion, and we believe him. He also says that had he been asked for his opinion, he would have voted for us, his bosses, to be included. We also believe that.)

]]> http://allthingsd.com/20110831/zuckerberg-tops-vanity-fairs-new-establishment-list-again-and-look-whos-no-40/feed/ 0 http://allthingsd.com/20110325/at-google-page-seeks-to-cut-red-tape/ http://allthingsd.com/20110325/at-google-page-seeks-to-cut-red-tape/#comments Fri, 25 Mar 2011 20:01:24 +0000 Amir Efrati http://voices.allthingsd.com/?p=38123 As Google Inc. co-founder Larry Page prepares to reclaim his role as chief executive on April 4, he has already taken steps to assume greater command of the Internet company.

Since Google said in January that longtime CEO Eric Schmidt was stepping aside, Mr. Page has made a series of moves to cut through the firm’s 24,000-person bureaucracy and figure out ways the company can act more like a start-up than an incumbent.

Mr. Page has asked product and engineering managers to email him about their projects to potentially winnow them down, said people familiar with the matter. He has persuaded top executives to sit and work together every day in a public area of the company’s Mountain View, CA, headquarters so employees can directly approach them on matters, these people said.

Read the rest of this post on the original site »

]]> http://allthingsd.com/20110325/at-google-page-seeks-to-cut-red-tape/feed/ 0 http://allthingsd.com/20110321/asana-hires-coo-type-van-sant-first-biz-side-hire-for-group-collaboration-start-up/ http://allthingsd.com/20110321/asana-hires-coo-type-van-sant-first-biz-side-hire-for-group-collaboration-start-up/#comments Tue, 22 Mar 2011 01:19:47 +0000 Kara Swisher http://kara.allthingsd.com/?p=41770

As it gets ramped up for a wider launch, Asana, the high-profile workplace collaboration start-up founded by top former Facebook execs, has hired former SolarWinds product strategy exec Kenny Van Zant in a “COO-type of role.”

Van Zant, who will be Asana’s first business-side hire, has also worked at a variety of tech companies, including Cisco.

Co-founders Dustin Moskovitz and Justin Rosenstein remain at the top of the leadership at the productivity software company, which–perhaps in keeping with its yoga-style name–does not have official titles.

But Van Zant will essentially fulfill the COO role, focusing on bringing Asana to the enterprise market in a socially-fueled, “bottom-up” approach.

“We now have a great product and are ready for our next phase of bringing it to the market,” said Moskovitz, in an interview this afternoon with BoomTown. “While Justin and I continue to work on product and engineering, Kenny will be the driver of that launch.”

Specifically, in a blog post today, Moskovitz wrote:

“Kenny will be leading functions outside of product and engineering, and serve as a key driver for Asana’s marketing and corporate strategy.”

Asana, which is aimed at helping people work on projects together in groups, is now in private beta.

It tackles the often unexciting, but very large and problematic, workplace collaboration and communications software market.

In Sanskrit, “asana” means “sitting down” and refers to strong but relaxed postures in yoga, which presumably means the product will help frustrated workers achieve a digital form of nirvana.

The San Francisco-based start-up, which has raised $9 million in venture funding from Benchmark Capital and Andreessen Horowitz, now has 15 employees.

Asana had previously garnered just over $1 million in an angel round, which included a spate of Silicon Valley bigwigs.

Still, it has not, thankfully, received the intense hype of other innovative start-ups from former Facebookers–hello, Quora!

That said, many who are using Asana think it will make a huge splash as it is rolled out and attempts to bring consumer-style tools to the workplace.

There are, of course, a range of companies doing this in different ways–from Jive to Yammer to LinkedIn and to a variety of cloud-based enterprise efforts by Google and Microsoft.

In an interview, Van Zant said the time was ripe for big changes in the way enterprise-aimed products were bought and sold.

“I will be focused on selling our enterprise software product from the bottom up, rather than targeting the CIO,” said Van Zant. “It is clear the world of enterprise is being impacted by consumer behavior.”

While he does not start until Monday, Van Zant speculated that Asana’s free product offering will remain, with a premium version to come.

Benchmark’s Matt Cohler, who made the Asana investment for the firm and is on its board, said the time is right for such businesses aimed at enterprise transformation.

“Kenny wrote the book on this at SolarWinds,” he said. “The consumerization of the enterprise isn’t going to happen–it already has.”

Here is a demo video Asana put out in February of an open house, as well as the blog post from Asana on the Van Zant hire:

Asana Open House from Jerry Phillips on Vimeo.

Justin and I are excited to welcome Kenny Van Zant as the newest member of the Asana team. Kenny will be leading functions outside of product and engineering, and serve as a key driver for Asana’s marketing and corporate strategy.

Until now we’ve focused primarily on developing the Asana product into the best of class solution for task management and project execution. Encouraged by positive feedback from the early adopters in our beta program, we’re now preparing for the company’s next phase–bringing this technology to the rest of the market–and we can’t imagine a better partner than Kenny to drive this strategy and build a strong organization to support it. At SolarWinds, Kenny helped pioneer the bottom-up distribution model for selling software and SaaS into enterprises and small businesses–a sales approach we plan to develop further at Asana. This experience, together with an almost uncanny overlap of values, made it clear that Kenny is the right fit.

While finding Kenny concludes a long search for the right leader of Asana’s business operations, we are continuing to grow the team, looking for passionate designers and engineers to join us in our common purpose: using software to help groups of people work together more effectively.

–Dustin

Kenny Van Zant is a technology entrepreneur with leadership experience in start-ups and public companies. Kenny was most recently the SVP and Chief Product Strategist for SolarWinds (NYSE: SWI) from 2006-2010, where he was responsible for products, marketing, and corporate strategy. At SolarWinds, Kenny helped pioneer a disruptive business model for selling software and SaaS into the enterprise and SMB segments from the “bottom-up,” using inside sales, online marketing, free products, and a loyal user community. Based on a unique combination of growth and profitability, SolarWinds enjoyed a successful IPO in May of 2009.

Prior to SolarWinds, Kenny was the EVP of Marketing and GM of the Communications BU for Motive (NASD: MOTV) and the co-founder and COO for BroadJump (acquired by Motive), where he managed the company’s growth from start-up in 1999 to over $60M in revenue and 350 global employees within 3 years.

Kenny has a BS in Electrical and Computer Engineering from the University of Texas at Austin.

]]> http://allthingsd.com/20110321/asana-hires-coo-type-van-sant-first-biz-side-hire-for-group-collaboration-start-up/feed/ 2 http://allthingsd.com/20110302/exclusive-microsoft-mulls-legally-poking-facebook-over-ad-talent-raid/ http://allthingsd.com/20110302/exclusive-microsoft-mulls-legally-poking-facebook-over-ad-talent-raid/#comments Thu, 03 Mar 2011 00:10:41 +0000 Kara Swisher http://kara.allthingsd.com/?p=41223

Microsoft–furious over a recent talent grab of its top advertising exec by Facebook–has been considering a wide range of options, including legal action to block the move, according to sources close to the situation.

Lawyer at both companies have been in back-and-forth talks in recent days after the hiring of Microsoft’s global ad sales head Carolyn Everson by the Silicon Valley social networking powerhouse to be its VP of global sales.

Among the more likely solutions being discussed: Barring Everson–a longtime ad sales exec who came to Microsoft from MTV Networks–from using any strategic information she learned at the company and also from contacting certain ad clients on behalf of Facebook for a certain period of time.

While a legal action to stop her from actually taking the position is the most serious option, it is certainly not without precedent for Microsoft. The company recently got a temporary restraining order to block one of its top government relations execs, Matt Miszewski, from working at Salesforce.com, pointing to non-compete and confidentiality contracts.

Whatever happens, it is clear the Everson hiring has infuriated Microsoft execs, especially CEO Steve Ballmer, since the company regards Facebook as a close partner. Microsoft is also a longtime investor in Facebook.

While considering a temporary restraining order against Everson in this kind of situation–since it is essentially the same job–is standard operating procedure for any company, several sources said tensions are higher than usual.

“This is just tone deaf on Facebook’s part not to think this would not be a problem,” said one person.

One particularly irksome aspect–top Facebook execs did not call Ballmer before news of the appointment leaked out to assuage the situation.

Facebook COO Sheryl Sandberg did release a statement when BoomTown broke news of the move in mid-February, in an attempt to make nice.

“Microsoft was one of our earliest partners and is still one of our most valued,” she said, in part. “We look forward to continuing to expand our relationship with them.”

Her dulcet words have apparently not worked.

In fact, the talent raid came as a surprise to many at Microsoft, especially since Everson (pictured here) had been hired in June after a long search and had become a high-profile presence at internal and external Microsoft events.

That included organizing the splashy “Imagine 2011, Microsoft Advertising’s Marketing Leadership Summit.” The event is set to take place at the end of March at the software giant’s Redmond, Wa. HQ and will include an evening concert by the band Train.

Now she will be doing such things for Facebook, where Everson will be replacing longtime and well-regarded ad exec Mike Murphy, who left the Palo Alto, Calif., company last fall. She will report to former Googler David Fischer, VP of Advertising and Global Operations.

Having a top exec who is amenable to and well known by Madison Avenue is key for Facebook as it ramps up its business, in anticipation of an IPO next year.

Despite being private, Facebook has recently been valued at between $50 and $60 billion by investors, who have been eagerly buying up shares of the company on secondary markets.

Under Murphy and Fischer, ad sales have been doing well already. Facebook’s share of online display advertising has more than quadrupled, from about three percent to almost 14 percent of the nearly $9 billion U.S. market, according to a recent survey.

In growing so quickly, Facebook has grabbed ad revenue–reportedly $2 billion last year–from old online powerhouses, especially Yahoo, Microsoft and AOL, and is also in a big fight with Google over premium ad sales.

Facebook’s surging usage and engagement are the reasons for the increased interest from advertisers, as well as its global growth in both market share and mindshare of consumers.

The opportunity at Facebook is clearly a big–and probably irresistible–move for the dynamic Everson, who has mostly worked in the mainstream media for much of her career.

Still, while movement of execs among top tech companies is not uncommon, there has been a lot less from Microsoft to Facebook.

Instead, Facebook has been most aggressive in its efforts to attract talent from Google.

No longer. In fact, the week before Facebook grabbed Everson, it also hired an up-and-coming exec, Chris Daniels, GM of Bing Mobile Product Management, to be its director of business development.

Still, there is some hiring war history between the companies. In late 2008, Microsoft’s Ballmer managed to lure former Yahoo exec Qi Lu to run its Online Services Division, several sources at both companies said, after he had told Facebook he would work there as its engineering lead. Lu had also been heavily recruited by Google.

Eventually, that was water under the bridge, which is what Facebook is hoping will happen with Microsoft over Everson.

Also important in the weighing of options at Microsoft is the obvious importance of keeping up good relations with Facebook. It is an important partnership, especially for its Bing search business, as an advantage over Google.

“Everyone is hoping to resolve this amicably,” said one person close to the situation. “There has been some damage to the relationship for sure, but the question is whether Microsoft wants to do something that would escalate that damage.”

Not surprisingly, both Facebook and Microsoft declined to comment on the fracas.

]]> http://allthingsd.com/20110302/exclusive-microsoft-mulls-legally-poking-facebook-over-ad-talent-raid/feed/ 2 http://allthingsd.com/20110225/with-david-eun-ousting-the-aol-way-makes-way-for-the-arianna-way/ http://allthingsd.com/20110225/with-david-eun-ousting-the-aol-way-makes-way-for-the-arianna-way/#comments Fri, 25 Feb 2011 14:00:46 +0000 Kara Swisher http://kara.allthingsd.com/?p=41032 [UPDATE: This post has been updated in brackets, including clarifications and one important correction, in several places below.]

Despite all the polite throat-clearing in the various internal memos coming out of AOL today, with a rejiggering of its content management–including the [elimination of the job] of Media and Studios President David Eun [from the original one he had been appointed to by AOL CEO Tim Armstrong earlier this year]–what is really happening is what sources said will likely be a [drastic rejiggering of] more recent strategies of how to run its media business.

That is likely to begin with the hip-checking of [a controversial, if miscontrued, internal document titled] “The AOL Way,” which many sources tell BoomTown was [sponsored by Armstrong and created to stress best new media practices, including to garner better traffic], once the $315 million acquisition of the Huffington Post is completed.

[Whatever the original intent of "The AOL Way," it was badly received both inside and outside the New York-based company, thought of as too focused on SEO and not as much on creating the kind of high-quality journalism loudly touted by Armstrong.]

And that could mean a new and [perceptually journalistically friendly] direction forged by its the Web site’s Co-founder and new AOL editorial chief Arianna Huffington will take place.

In fact, much of what has [been put into place since Armstrong took over, from an editorial perspective at least,] is being questioned and reevaluated.

While what exactly that means is still being formulated by Huffington and others at AOL, it will likely not be using most of the mostly by-the-numbers recommendations of the infamous “AOL Way” deck.

Subtitled “Content, Product, Media Engineering and Revenue Management” and leaked to the media, it was all about how the struggling Internet portal thinks about its content properties.

Pretty much like cows to be milked, which has caused endless hand-wringing among the editorial troops at AOL. [While it might have been intended as a "best practices" memo for new media], this should come as no surprise, given damn-the-journalists-full-speed-ahead tone and SEO-overboard themes.

As reported by Silicon Alley Insider on February 1:

* AOL tells its editors to decide what topics to cover based on four considerations: Traffic potential, revenue potential, edit quality and turn-around time.

* AOL asks its editors to decide whether to produce content based on “the profitability consideration.”

* The documents reveal that AOL is, when the story calls for it, willing to boost traffic by 5% to 10% with search ads and other “paid media.”

* AOL site leaders are expected to have eight ideas for packages that could generate at least $1 million in revenue on hand at all times.

* In-house AOL staffers are expected to write five to 10 stories per day.

* AOL knows its sites are too dependent on traffic from AOL.com, and it wants its editors to fix the problem by posting more frequently, with more emphasis on getting pageviews.

[It was Eun's job to push the themes in "The AOL Way,' of course, along with upgrading the content business at AOL, which has become its main focus under Armstrong's turnaround effort.

While Eun has added several measures to stress quality journalism at AOL, since he was brought in from Google with much hype a year ago, having the colorful and influential Huffington as the flagship editorial personality at AOL--paired with trusted Armstrong lieutenant Jon Brod as COO--proved irresistible to the AOL CEO.

Of course, that left Eun without the job he had been hired for, which has now essentially been split among Huffington, Brod and also AOL exec Ned Brody.

And while Armstrong offered him different opportunities within AOL, sources said, with his original position gone in the new regime, Eun declined and decided to depart.]

In his parting email to staff, in fact, Eun continued to stress the numbers achieved under his tenure.

But, at the start, he was clear:

“With the historic acquisition of The Huffington Post, my role and responsibilities as President, AOL Media are changing. Tim and I have discussed at length how I might continue within the new organizational structure, but ultimately there isn’t a role that matches what I am seeking to do.”

Nor, it seems, for “The AOL Way.”

For your enjoyment, here’s Eun in happier days–late January–in a jiggy video he did for the troops:

]]> http://allthingsd.com/20110225/with-david-eun-ousting-the-aol-way-makes-way-for-the-arianna-way/feed/ 0 http://allthingsd.com/20110216/sony-ericsson-aims-to-play-its-way-back-into-android-smartphone-lead/ http://allthingsd.com/20110216/sony-ericsson-aims-to-play-its-way-back-into-android-smartphone-lead/#comments Wed, 16 Feb 2011 17:35:45 +0000 Ina Fried http://mobilized.allthingsd.com/?p=4284 Sony Ericsson is counting on its new Xperia Play phone to be more than just a novelty.

The cellphone maker is hoping that its PlayStation phone, combined with several other new smartphones, will help lift the company to the top of the Android race as opposed to being just one of the pack.

In an interview at the Mobile World Congress in Barcelona, Sony Ericsson CTO Jan Uddenfeldt told Mobilized that the company intends to capitalize on Sony technologies beyond gaming, particularly in the areas of screens and cameras.

“We think we have a really competitive edge,” said Uddenfeldt. The Xperia Arc, for example, uses the Bravia Engine that comes from Sony’s television heritage. “We will introduce 3-D technology and that will come from Sony, of course.

Uddenfeldt said that the company is now leading on Android as well, being the first company outside of Google itself to release a Gingerbread-based phone, with its Arc that was announced at CES. At Mobile World Congress, it announced the Xperia Play and two other phones.

“From being a little bit of a laggard when it comes to Android releases, we are now the leader,” he said. “We intend to really stay that way. Our intention is to be the number one player in this Android world.”

First and foremost, Uddenfeldt said the company has to be a leader when it comes to using both the latest version of Android and the newest chips and other hardware. “It is a technology race, so it is very important to be on the latest technology,” he said.

With Xperia Play, Uddenfeldt said, the company has something that takes advantage of the latest and greatest version of Android but also does something unique.

“We don’t see anyone else doing this in the near future,” he said. In addition to being PlayStation certified, it will also work with a lot of Android games, including many customized just for the Play.

“Most of the games that we will launch are actually non-Sony-based games, Android games,” he said, referring to deals with Gameloft and EA Sports to create Xperia Play-optimized titles. “There’s going to be like 50 games when we launch the product in March or April.”

Though most Americans wouldn’t know it, Sony Ericsson is a top-three global player in Android phones, with about 20 percent market share, he said. Until recently, Uddenfeldt said, the company would tend to introduce phones first in Europe and Asia, bringing them to the U.S. several months later–and that, he said, “was absolutely not the right strategy.”

“The U.S. is now the leading market,” he said. “The U.S. is the country where the most advanced products are being launched first. That was not the case two or three years ago.”

Sony Ericsson is realizing this and is changing, he said, noting that Verizon will be among the first carriers to offer the Play. “We will work very closely with AT&T in launching different products as well,” he added.

The company is also shifting more of its design and engineering to the U.S., Uddenfeldt said, noting that the Redwood Shores, Calif., office where he works, established just two years ago, now has about 300 workers doing everything from product design and engineering to business development.

“It’s the right place to be,” he said. “We have Android there. We have Facebook.”

Uddenfeldt has a unique perspective, having been with Sony Ericsson for only six months but at the same time being a 30-year Ericsson veteran and being based in Silicon Valley for the past several years. He’s also not afraid to admit that the company has made mistakes, including in the past year as it tried to move from proprietary Walkman and Cybershot phones to a fully Android-based lineup.

“I don’t think Sony Ericsson fully understood the importance of being on the latest Android release,” he said. “That kind of hindered a little bit the growth of the company during last year.”

However, he said, with the move to Android, the company has stemmed its losses and has now had four profitable quarters. This year, he said, it is time for growth.

]]> http://allthingsd.com/20110216/sony-ericsson-aims-to-play-its-way-back-into-android-smartphone-lead/feed/ 0 http://allthingsd.com/20110211/live-from-nokias-investor-meeting-does-the-new-strategy-add-up/ http://allthingsd.com/20110211/live-from-nokias-investor-meeting-does-the-new-strategy-add-up/#comments Fri, 11 Feb 2011 12:02:08 +0000 Ina Fried http://mobilized.allthingsd.com/?p=3904

Nokia has already announced the key piece of its strategy–a shift to Windows Phone for future smartphones. Now the company is set to talk about the financial implications of that and go through the rest of its strategy, which includes a mix of Symbian and even a dash of MeeGo.

The investor event is scheduled to start shortly and due to run until about 2 pm London time. Mobilized will have live coverage, providing our battery holds out. I’ll try to mention only the high points, however. Mobilized loves numbers, but it is awfully early for a whole lot of financial speak, especially for the U.S. insomniacs tuning in.

12:02 pm: Still waiting for things to get going. But if you really want something to do, we have plenty of earlier coverage, including the press conference and the YouTube video of Microsoft CEO Steve Ballmer and Nokia CEO Stephen Elop, as well as a chat with Elop on how he made his big decision.

12:05 pm: Okay, things are getting going as Elop takes the stage (the same one as the earlier press conference.

12:06 pm: Elop is reviewing things. Lots of talk of both challenges and gems. If you read his memo, or anything else he’s said recently, you have heard this.

Battle of devices to war of ecosystems, etc. Mobilized has this part memorized.

12:09 pm: Smartphone strategy is just one piece.

Reviewing the three alternatives that Elop considered–MeeGo, Android or some partnership with Microsoft.

As for Google, Elop says it is the case there are some advantages for that approach.

“There’s something happening there. There’s no denying that.”

However, Elop says the company was worried it would be late and be just one of many, and was not sure how it could leverage assets like its Navteq location-based services.

“Our sense was differentiation could be a pretty big challenge,” Elop says. “The risk for commoditization would increase dramatically.”

Feels profit would have eventually moved to Google, with handsets becoming a commodity.

“It felt a little bit like giving up and not enough like fighting back,” Elop says.

12:12 pm: As for Microsoft, Elop says both companies are bringing something to the table.

As expected, Elop is characterizing this as more strategic than just taking a license to Windows Phone. Talking about Nokia services like mapping, local advertising and other things that Nokia can bring to the table.

“It’s far more interesting than a simple licensing deal,” Elop says. This was the only strategy that makes it a three horse race with Google and Apple.

Elop says he is convinced that Nokia will be able to differentiate within the Windows Phone ecosystem on a sustainable basis.

12:15 pm: There were some challenges and potential disadvantages, he acknowledges.

Top among these is the fact that Windows Phone 7 is new on the market.

“It’s early,” he says. “Will it succeed?”

12:17 pm: Also, there is the issue of being locked in or a lack of control. Elop does not disclose terms but says the company has flexibility and “substantial control” over the future of the ecosystem.

“This is not your mother’s OEM deal with Microsoft,” Elop says.

12:17 pm: Elop says the deal is at the “term sheet” stage, noting that the companies have yet to sign the “definitive agreement.”

12:18 pm: Already the engineers are working through, and Elop says this deal will allow Nokia to move far faster than it has in recent years.

12:18 pm: He’s also making the cost-saving argument, saying Nokia can focus its investment, which he acknowledges hasn’t been getting the return it should.

Elop earlier acknowledged that the company expects significant cost savings from the move as well as substantial workforce reductions.

“Bottom line: Products that are more competitive,” he says.

12:22 pm: Operators are excited by a third viable option, Elop says.

“A two-horse race is not a satisfactory [situation] for operators,” Elop says.

Elop says that Microsoft-Nokia will be operator-friendly, as compared with Google and Apple.

12:24 pm: Elop talking about differentiation–a key concern of analysts and investors.

Elop talks about Windows Phone as offering differentiation form Apple and Google, but also insisting that Nokia has the assets and business terms it needs to stand out from other Windows Phones. He focuses on camera technologies and “unique relationship.”

Stresses again that this is not a standard handset maker agreement. But he also says that just because Nokia can change lots of things within Windows Phone, doesn’t mean it should.

Nokia, he says, must “resist the temptation to customize just for the sake of customization.”

12:27 pm: Now talking about Symbian. For those that missed it, Elop reiterates this is a transition strategy, but adds that the company still expects to sell 150 million more Symbian devices before that transition is complete.

12:29 pm: Strategy is more than just smartphones. He wants the company to be a leading force in connecting the next billion people to the Internet via phones in emerging markets. “The market for feature phones is pushing down the price curve and that is an opportunity for Nokia.”

Nokia will do incremental work in that area–things like Nokia Money for people that don’t have a bank account or telephone. Another, Nokia Life Tools, helps connect, say, farmers to market information.

This area is still a target for innovation, he says, but it also faces competition from Chinese-made phones based on MediaTek chipsets.

Elop says that the company must also plan for the future so that it can be disruptive down the road. “As they say in Finland, it is time to shoot ahead of the duck,” he says.

That’s where MeeGo comes in–the mobile version of Linux that until recently was seen as Nokia’s future. Nokia said that team will ship a phone later this year and then see where the future is headed.

12:35 pm: Want to point out this New York Times article that said both Google and Microsoft were offering hundreds of millions of dollars in engineering and marketing support in order to woo Nokia.

12:36 pm: Elop now talking about cost cuts, including significant job reductions.

“We are not announcing how many and in what country,” Elop says, but adds that the company wants to move quickly on that front.

He says that he has made changes to the business to ensure speed, including leadership structure changes aimed at ensuring accountability. “If things go well today, I’ll be the CEO.”

Of note, the two of the three business unit leaders are women–Mary McDowell, who will lead lower-end phones, and Jo Harlow, who will head the smartphone business.

12:40 pm: Nokia looking for a new leader for its services and developer division. The acting head is Tero Ojanpera, but he will soon be looking for other opportunities within Nokia, Elop says.

Also of note, Louise Pentland, who is head of the legal and intellectual property unit, is being elevated to the top leadership team.

“We have one of the strongest patent portfolios out there” he says, adding that he would encourage all players to take a license to said patents. (hear that, Apple?)

New leader of North American sales unit to be named in coming days.

“We are creating a different industry,” Elop says in closing his introductory remarks.

12:44 pm: Elop Brings on CFO Timo Ihamuotila to go through the numbers.

12:46 pm: Ihamuotila acknowledged Nokia didn’t meet the targets it had set out to achieve at its last financial analyst day.

“Our execution did not cut it.” he says.

12:49 pm: Ah, Now on to the good stuff. CFO talking financial impact from Microsoft deal. Says should be good over the long term.

Slide shows royalty payments to Microsoft causing lower gross margins, but says sales and marketing support from Microsoft should lower operating expenses.

“We will receive substantial go-to market support from Microsoft,” he says, without giving numbers.

12:52 pm: Ihamuotila talking now about the company’s long-term targets for devices and services period “after the transition period.”

Device sales to grow faster than the market, with operating margins of 10 percent or more–but this is only after the transition period, which the company has said could last this year and next.

Significant uncertainties in this period.

Ihamuotila shows a slide showing Symbian sales slowly giving way to Windows Phone with lower-end mobile phones remaining about half of sales.

12:57 pm: Ihamuotila shows chart of how it expects to cut R&D with the company investing less in services, more in entry-level phones and far less on MeeGo, though still some. The investment in Symbian will be replaced by a far lower investment in Windows Phone R&D. Overall, R&D should be a fraction of what it was.

1:02 pm: Over long term, Ihamuotila says that the Microsoft deal should help significantly boost the company’s Navteq navigation business.

“We think this new strategy is the best way to maximize long-term value, both to our shareholders and to other stakeholders,” Ihamuotila says.

On to Q&A for financial analysts.

1:03 pm: Question on how Nokia will keep employees motivated, something else and when to expect the first Windows Phone.

“Thanks for the one question” Elop quips, before addressing them in turn.

Elop says that the key is on focused innovation so they see the fresh opportunities (at least for the ones who don’t get cut by the large workforce reductions also promised).

He also pointed to his sharply worded memo, which he said was designed to convey the message that “Here is the truth, we’re making decisions and we’re moving forward.”

Won’t give date on first Windows Phone, but says again that the move will allow a substantially faster pace than the company was on with Symbian.

1:07 pm: Elop is asked about some of the challenges with Microsoft and Nokia each responsible for different pieces of software and services, as opposed to Google and Apple, where things are more integrated.

“We wanted to drive operational simplicity,” Elop says, adding that the companies talked about other arrangements, though not a full-on acquisition. The companies, Elop says, decided not to go with the operational complexity of a joint venture.

1:10 pm: Elop says Nokia has opportunities to differentiate from other Windows Phone devices, but adds it is in Nokia’s interest for there to be other strong handset players supporting Windows Phone.

“We’ve got to make Windows Phone successful,” he says.

Nokia’s mapping technology, he says, will benefit rivals like Samsung and HTC. “We’re willing to make those trades,” Elop says.

1:11 pm: Elop is asked why he feels comfortable with a “bet the farm” strategy on Microsoft, a company he clearly knows well.

Elop points out that it was harder to see how Microsoft would rapidly be successful without someone like Nokia.

“But this is now different,” he says, adding that this is now an ecosystem that Microsoft and Nokia are jointly helping to build.

Mapping and local advertising were not part of the ecosystem before the Nokia-Microsoft partnership.

As for impact of the transition, it’s hard to say, Elop says. Symbian is strong in some places where Apple and Google are present today.

1:14 pm: Asked whether Nokia will remain profitable during the transition. “It’s hard to say financially, and I am not going to provide any further specific guidance.”

1:17 pm: Elop won’t say when the first Windows Phone will ship, but lots and lots by next year at various price points.

“We’ll be shipping in volume in 2012,” he says.

1:20 pm: Another two-parter! 1) Why will Symbian be supported if it is transitioning away? 2) Why does Nokia think it will be able to have double-digit operating margins using someone else’s platform?

Elop: They recognize Symbian is key to Nokia being able to transition, but he agrees that consumers will have to want the Symbian phones Nokia builds. CFO also notes that less than half of Symbian phones are sold through carriers.

As for question on margins, CFO says the company has opportunities for higher margins around services and advertising.

1:23 pm: Asked about how the company is confident Windows Phone can get to lower prices, Elop says that was a key consideration, down to which chipsets will be supported, etc.

Between the two companies there was a lot of work to get a high degree of confidence.

“That was a critical evaluation,” he says.

That said, Elop agrees there is a smartphone market below Windows Phone that Nokia will manage with an evolution of today’s Series 30 and Series 40 operating systems.

1:31 pm: Elop: Some of the hardware designs that would have run MeeGo or Symbian will be repurposed for Windows Phone. Some devices may come out with similar models for both Windows Phone and Symbian.

1:32 pm: Question again on who pays whom in Microsoft-Nokia. Is there a lump payment from Microsoft?

Elop doesn’t answer and instead refers to slide that shows opportunities on both sides. Saying value going both ways. As for Microsoft’s payments, “That is a significant part of the conversation,” Elop says.

1:35 pm: Two good questions: Can Windows Phone be put on any current devices? What happens to QT development layer that Nokia bought and had sought to unify developer approach?

Elop: It’s not as simple as plugging in and downloading on to current phones, though some technologies can be repurposed.

QT continues to be the development for Symbian and lone MeeGo device. Also could have a role on low-end devices.

However, Elop says, “We are not proposing a QT on Windows Phone” approach. Adding another development environment could fork the ecosystem, which is not good for Nokia or Windows Phone, he says. Development environment for Windows Phone will be Silverlight and XNA–Microsoft’s current tools.

1:38 pm: Asked about branding, he says in some cases you will see both Microsoft and Nokia brands. Examples could include Nokia Search powered by Bing or Bing maps powered by Nokia, though he says those are examples and not final choices.

1:39 pm: Asking about tablets, questioner points out that Nokia had an early lead in tablets, but Apple “stole the show.”

“We are not announcing today a specific tablet strategy,” he reiterates, saying that Microsoft creates opportunities.

Elop notes that there are rumors of Windows Phone and Windows that could power tablets.

“We could do that,” he says. “We might do that.”

Also an opportunity for Nokia to step back into the game using its own software.

1:41 pm: Elop wrapping up.

“We have set a new course for Nokia,” he says, adding that despite what has been written, Nokia is still an incredibly powerful company, though perhaps not in North America. “Today we are diving forward” he says. “We have a strong partner in Microsoft who is incented as are we in making this successful.”

Investor guy closes by reminding there were forward-looking statements. He’s still going as people leave the room.

COMPLETE COVERAGE:

• Nokia’s Stephen Elop Talks to Mobilized About the Big Microsoft Deal (Video)
• Massive Layoffs Expected at Nokia
• Nokia’s Microsoft Partnership: Does the New Strategy Add Up?
• Live From the Nokia-Microsoft Press Conference: It’s a Windows Phone World After All
• More From Nokia: Forecast Gets Cloudy, Plus Expected Executive Changes
• Nokia-Microsoft: What Steve Ballmer and Stephen Elop Have to Say in Their Joint Letter
• Nokia Confirms Microsoft Partnership With YouTube Video
• R&D Spending: Nokia Vs. Apple Shows Size Doesn’t Matter
• Not Seeing Much Return on That Massive R&D Spend, Are You, Nokia?
• Nokia: Big and Slow

]]> http://allthingsd.com/20110211/live-from-nokias-investor-meeting-does-the-new-strategy-add-up/feed/ 0 http://allthingsd.com/20110210/cloudy-with-a-chance-of-transformation-new-microsoft-server-and-tools-head-nadella-speaks/ http://allthingsd.com/20110210/cloudy-with-a-chance-of-transformation-new-microsoft-server-and-tools-head-nadella-speaks/#comments Thu, 10 Feb 2011 16:40:49 +0000 Kara Swisher http://kara.allthingsd.com/?p=40589

After he was appointed the new president of Microsoft’s important Server and Tools Division from his top engineering post at its come-from-behind Bing search unit, Satya Nadella now finds himself a leader of a business that also needs to keep catching up.

In a wide-ranging interview with BoomTown yesterday, Nadella talked about both his four-year stint at Bing and how he looked forward to the challenges of his new job.

Nadella got the nod, he said, after CEO Steve Ballmer went through a process of what was Microsoft’s “position in this business and a certain set [of ideas] about who should come in next.”

Interestingly, almost 20 years earlier, after working at Sun Microsystems, Nadella had started in the same area of Microsoft he will now lead.

Quoting the famous T.S. Eliot lines–”We shall not cease from exploration, and the end of all our exploring will be to arrive where we started and know the place for the first time”–Nadella was an evangelist for Windows NT.

Eventually, his career brought him to the search arena, most recently to the most aggressive and expensive effort yet by Microsoft with Bing to try to eat into the massive and lucrative lead of Google.

“Those were fairly dark days for us,” noted Nadella, pointing out that any market share gains by Microsoft seemed impossible.

But, according to numerous surveys, it has been only uphill for Bing, especially after it started to really spend and also inked its search and online advertising deal with Yahoo, a partnership that Nadella was a key player in striking.

“We have, depending on which one you look at, grown five share points,” he said. “But behind that, I am most proud of launching a brand and a product that is delivering.”

Of the recent controversy in which Google accused Bing of lifting its results, Nadella borrows another quote, this time from Gandhi.

“‘First they ignore you, then they ridicule you, then they fight you, then you win,’” he said, noting Bing has always said it uses toolbar and other public user data. “The real debate is whether we are better.”

In any case, as Nadella sees it, the Bing experience has helped him prepare for his new job, noting he was in charge of building a 200,000-machine grid to serve the various online services at Microsoft.

“I have been CIO of a cloud platform where there are only two of that size,” he said. “So, I know what it is like to be a customer of those services.”

His hope for his next job, he said, is to make it the next-generation cloud platform, while also serving the needs of current customers with its current product.

‘We have a product and brand that are really foundational, but there is a threshold to it,” Nadella said. “We have to serve the needs of our existing customers, while also moving them to the cloud and building a next-generation offering.”

At Bing, he said, “every day is upside, since we came from so far behind, whereas in server and tools, we are the leader.”

Big competitors are different and the same too, when it comes to the cloud.

“Amazon has done a good job, but not in the same game as us,” said Nadella, ticking off Google, Oracle and VMware as rivals in different ways too. “It’s a nascent marketplace.”

Acquisitions, he said, will also be important. “We are always looking at what opportunities there are,” he said.

His overall view?

“I think that the challenge is how to operate in a space where we have a $15-plus-billion-dollar business and we know the paradigm is shifting and managing that shift where we are the disruptors and also the leaders at the same time.”

In other words, between a rock and a hard place, a place Nadella knows well from Bing.

“We can’t be stuck in current paradigm,” he said. “And we can’t shoot too far ahead of ourselves either.”

To get a good sense of his style as he moves from consumers to enterprise, here’s a video interview I did with Nadella back in mid-2009, just after the Microsoft search deal, and another I did this past summer at one of his regular search updates for the media.

]]> http://allthingsd.com/20110210/cloudy-with-a-chance-of-transformation-new-microsoft-server-and-tools-head-nadella-speaks/feed/ 0 http://allthingsd.com/20110209/bing-overlord-satya-nadella-promoted-to-president-of-server-and-tools-at-microsoft/ http://allthingsd.com/20110209/bing-overlord-satya-nadella-promoted-to-president-of-server-and-tools-at-microsoft/#comments Wed, 09 Feb 2011 16:24:56 +0000 Kara Swisher http://kara.allthingsd.com/?p=40569

Satya Nadella (pictured here), the Microsoft exec who has been in charge of its Bing search effort, has been promoted to president of its Server and Tools Business.

He replaces Bob Muglia, a longtime exec who was ousted recently in CEO Steve Ballmer’s effort to shake things up at the company and stress the company’s technical expertise.

A 19-year Microsoft veteran, Nadella has most recently led the engineering efforts as an SVP in the Online Services Division, which includes Bing, the MSN portal and online advertising efforts.

“Nadella brings deep engineering and online services knowledge to $15 billion business,” said a Microsoft press release just issued.

In related news, Amitabh Srivastava, the SVP in the Server and Cloud Division who runs its Windows Azure cloud and Windows Server efforts, will leave the company. He was considered a leading internal candidate for the top job in the Server and Tools Business that Nadella got.

Both internal and external execs were eyed for the job, but it’s likely Nadella got it because of his early career in the server arena at Microsoft, as well as his experience running one of the biggest and most complex cloud efforts on the Web at Bing.

Indeed, though his efforts were costly and perhaps even futile, Nadella has had some success in innovating search for Microsoft with Bing, including delivering a well-regarded and quickly evolving product and improving market share.

He also was key in striking Microsoft’s advertising and search partnership with Yahoo.

He will have his hands full running the Server and Tools Business, which is critical to the company’s future and its cloud computing aspirations.

Microsoft said Nadella will be in charge of strategy, engineering, marketing and product development for Microsoft’s server, tools and cloud platform efforts.

“This includes developing the technology road map and vision to drive adoption of the company’s products, tools and services, and delivering the company’s next generation of cloud solutions for business customers,” Microsoft said.

Delivering such cloudtastic results will be a tall order, of course.

According to a recent post by New Enterprise’s Arik Hesseldahl:

“The Server and Tools Business is at $14.9 billion in annual revenue (fiscal 2010) Microsoft’s third largest division behind the Windows/Windows Live Division and and the Microsoft Business Division, both of which reported revenues north of $18 billion in 2010. On Muglia’s watch sales at STB grew more than 12 percent, and its operating margins went from 31 percent in 2008 to 37 percent in 2010. However, STB is nowhere near as profitable as the other two divisions: Business Division reported operating margins of 63 percent in 2010 while Windows saw 70 percent. Ballmer says in his memo that he’s eager to see stronger growth from STB.”

Here is the official press release, but more to come:

Microsoft Appoints Satya Nadella as President of Server and Tools Business

Nadella brings deep engineering and online services knowledge to $15 billion business.

REDMOND, Wash.–Feb. 9, 2011–Microsoft Corp. today promoted Senior Vice President Satya Nadella to president of Microsoft’s Server and Tools Business.

“We’re already making strong traction across our Server and Tools Business by embracing cloud services,” said Microsoft Chief Executive Officer Steve Ballmer. “Satya has deep experience in both our server business and online services, which will help accelerate our momentum while setting the course to deliver the cloud computing scenarios of the future.”

As president of the Server and Tools Business, Nadella will oversee the overall strategy, engineering, marketing and product development for Microsoft’s server, tools and cloud platform efforts. This includes developing the technology road map and vision to drive adoption of the company’s products, tools and services, and delivering the company’s next generation of cloud solutions for business customers.

“Our server and tools business is one of the fastest growing and most profitable businesses at Microsoft,” Nadella said. “I see great opportunity for Microsoft to grow the business and also lead the way in the transformation of enterprise IT. I’m excited to work with such a high-caliber team to chart the path for our continued success today and growth in the future.”

Nadella, 43, has been with the company for 19 years and most recently led the engineering efforts in the Online Services Division, which includes overseeing the technical strategy for one of the largest cloud infrastructures in the world, spanning the company’s Search, Portal and Advertising platforms.

Nadella joined the Online Services Division in April 2007, and was instrumental in leading the technical efforts for several critical milestones such as the launch of Bing, new releases of MSN, and the integration of Yahoo! across Bing and adCenter. Under his leadership, the Online Services Division has also built a strong engineering organization by attracting some of the most experienced technical minds from within Microsoft and across the industry.

Before joining the Online Services Division, Nadella led Microsoft Business Solutions, which focuses on the Microsoft Dynamics line of enterprise resource planning and customer relationship management products, and spent several years leading engineering efforts in Microsoft’s Server Group.

As announced in January 2011, Bob Muglia, previously president of the Server and Tools Business, will leave the company this summer. Muglia will work with Nadella as he transitions to his new role leading the Server and Tools Business.

]]> http://allthingsd.com/20110209/bing-overlord-satya-nadella-promoted-to-president-of-server-and-tools-at-microsoft/feed/ 1 http://allthingsd.com/20110207/linkedin-hires-vp-engineering-from-google/ http://allthingsd.com/20110207/linkedin-hires-vp-engineering-from-google/#comments Mon, 07 Feb 2011 17:02:03 +0000 Liz Gannes http://networkeffect.allthingsd.com/?p=3283 Kevin Scott, formerly an engineering director and manager at Google, both before and after its acquisition of AdMob (where he was VP of engineering and operations), has joined LinkedIn as VP of engineering.

The company said Scott will start today, reporting to David Henke, SVP of operations and engineering, and will be assigned to engineering new products and services.

Scott’s extremely thorough LinkedIn profile says he has expertise in “machine learning, distributed algorithms, large-scale distributed systems, information retrieval, compilers, programming languages, internet advertising and engineering management.”

Late last month, LinkedIn filed to go public in an offering worth $175 million. The company said it had 990 full-time employees as of the end of last year.

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