Sunny Shah

When I left Apple, I got a 50% pay raise, and unknowingly left millions of upside on the table… After getting laid off from my first full time job in tech, I was very excited and relieved to land at Apple, a company I had long admired. It was my first job in BigTech and I learned a lot about company culture during my time there. My salary there was a bit smaller than my prior role. But, on the perks/benefits side of things, the company was very generous. Google was just emerging from the garage phase of life, so the whole BigTech compensation arms race hadn’t really started yet. My former director from my first job recruited me to the company she had joined, which was a younger public tech company that seemed to be doing pretty well, and had survived the dotcom bust. She was looking for a tech lead for the web team, which was working on the corporate web site, the marketing lead-gen system and the customer support portal - lots of stitching internal systems together in the database layer. After going through technical interviews with the team members, she made me an offer - one I seemingly couldn’t refuse. It was 33% more salary, 50% more bonus and more stock options annually. Topping that off, she wanted to support my growth as a team lead and eventually provide an opportunity to try out management. So, I decided to go. There were many reasons for me to make the leap - fantastic manager, growth opportunity, and compensation. But, the main point of this post is that compensation can be tricky to gauge head-to-head. If I had only gone for the compensation, it would have been the wrong decision. It turns out that the Apple stock options I left behind would have been worth multi-millions by the end of the vesting schedule. After I left, the stock split and then split again after a short time and continued to go up quickly in value. Stock compensation in a public company with a solid track record is almost as sure as cash. No, it is not certain, and you have to make your vesting cliffs. But, it is vastly different from pre-IPO shares. And, if you get RSUs that are vesting quarterly or monthly, that is basically cash compensation. The good news is that I took that 50% pay raise and used it to start building wealth. I did not change my standard of living, but instead increased and diversified my stock market investments, maxed out my retirement accounts (401K and IRA) and started on an accelerated pay-down of my home mortgage. Had I finished 5 years at Apple, I likely would have been financially independent early in my career. Instead, I had a very fun job for a few years, got the career development I was looking for, and learned financial discipline.

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🚨 Struggling with Low-Frequency Products? Here’s the Playbook I Wish I Had 🚨 For 15+ years, I’ve been managing products that people don’t use every day and only on episodic basis. And let me tell you—it’s tough. No guide. No clear answers to questions like: 👉 How do you measure product-market fit? 👉 How do you optimize acquisition costs when usage is infrequent? 👉 How do you actually drive retention? The frustration led me to create ICED Theory—a framework so intuitive and logical, it became part of Reforge’s course material. Now, for the first time ever, I’m hosting LIVE virtual classes to teach the ICED framework and help you grow and manage low-frequency products. 📅 Two intense days of interactive discussions. 💡 Deep dives into strategies that work. 🎉 50% launch discount for my first cohort. 👉 Ready to transform your approach to low-frequency products? Enroll now and secure your spot: https://lnkd.in/gHwUsGiJ Spots are limited, so don’t wait! Let’s crack the code together. 🚀 #lowfrequencyproducts #workshop #productmanagement #training #cohort

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In the end, the issue here is abuse of low cost labor (not skilled + low cost — just low cost). I’ve worked with plenty of companies who have made this mistake and suffer for it (Nissan is a BIG one). This isn’t something anyone should be encouraging. It’s not about “competition”. This is a conversation on extortion.

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𝗠𝗶𝗹𝗹𝗲𝗻𝗻𝗶𝗮𝗹𝘀 𝗶𝗺𝗺𝗶𝗴𝗿𝗮𝗻𝘁𝘀 𝗳𝗿𝗼𝗺 𝗜𝗻𝗱𝗶𝗮 — 𝗬𝗼𝘂 𝗵𝗮𝘃𝗲 𝗮𝗻 𝗮𝗱𝘃𝗮𝗻𝘁𝗮𝗴𝗲 𝗶𝗻 𝘁𝗵𝗲 𝗴𝗿𝗲𝗲𝗻 𝗰𝗮𝗿𝗱 𝗽𝗿𝗼𝗰𝗲𝘀𝘀. 𝗔𝗿𝗲 𝘆𝗼𝘂 𝗺𝗮𝗸𝗶𝗻𝗴 𝘁𝗵𝗲 𝗺𝗼𝘀𝘁 𝗼𝗳 𝗶𝘁? Meet Pooja, a Product Lead who moved to the U.S. in 2008 for her master’s. After graduation, she landed her first job in Boston, but her initial employer didn’t file for her green card. She later switched to a Fortune 500 company, which filed her EB2 in 2012. Now, over a decade later, Pooja is still navigating the H1-B renewal cycle. Meanwhile, junior colleagues who arrived years after her are securing green cards through EB-1. Feeling stuck, she’s considering EB-1 herself but isn’t sure if the process is worth it. What Pooja doesn’t realize: ➡️ Her profile may already be EB1-worthy. ➡️ She likely meets the Critical Role and Salary criteria. ➡️ Her contributions, speaking engagements, and professional growth over the years all count. With a few targeted efforts, she could have an EB1-ready profile within a year, port her 2012 priority date, and get her green card in 12-18 months. Now, Pooja has two choices: Option 1: Take control with EB-1. Option 2: Hope the EB2 backlog advances and gamble on the wait. If you were Pooja, what would you choose? PS: If Option 1 feels like your path, consider joining our EB1 Slack Community(link in comments)! Every month, we help at-least five people accelerate their EB1 journey with the right strategies and tools.

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** Unfortunate Experience with Amazon: Seeking Guidance ** On March 30, 2024, I placed an order with Amazon for a Boat neckband and Boat earbuds. While the neckband arrived in good condition, the earbuds turned out to be defective upon receipt. Naturally, I initiated a return order, and the defective earbuds were collected on April 19, 2024. However, over a month later, I'm still awaiting my refund. Each time I reach out to customer support, I'm told an investigation is ongoing, and worse, I've been accused of potentially returning a different item. Despite their agent verifying and collecting the item, I continue to face delays and blame for an issue that's beyond my control. I filed a complaint on the consumer portal, only to receive a response stating that the product wasn't returned, despite confirmation from their own agent. Here's an excerpt from their communication: "Dear Sir, On review of your complaint and on the information received from the third-party seller we find that you have not returned the product delivered to you vide Order Id 403-8363294-1083540. Accordingly, neither refund nor replacement order can be initiated. Please note that the seller initiates refund only after receipt of the original product as per return policy. Further, it is submitted that our role is limited to that of an intermediary and we are not the seller/manufacturer of the products listed on our e-commerce marketplace. The products listed on our e-commerce marketplace are sold by independent third-party sellers. In view of the above, the issue stands closed. Thank You." I find myself at an impasse and seek your guidance. What steps would you recommend I take next in this scenario? Your insights and advice would be greatly appreciated. Thank you. #CustomerService #AdviceNeeded #AmazonExperience #boat

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When I first thought about moving out of India as a software engineer, I was conflicted.   (I know you've felt this way too 😅)  Back in the day, it seemed like everyone I knew was packing their bags for higher studies abroad. Meanwhile, I was sitting pretty at Oracle, raking in a salary that made my wallet smile 💸. I wanted to enjoy that money and live a little! Plus, my parents had other plans—they really wanted me to stay in India. So, staying was an easy choice.  But the real adventure started when I moved from Bangalore to Gurgaon. Now, mind you, I had no idea what Gurgaon was like. All I knew was Delhi, and Gurgaon was... well, just a side note 🤷‍♀️.  Having grown up in a defense background, I was no stranger to moving around every 3 years. Change? It was basically in my DNA. But settling in Gurgaon? That was new territory.  Then I met my now-husband, who’s pretty much set on living in Gurgaon. His motto: "I’m not moving out of this place"—and trust me, he means it. Fast forward, we got married, had kids, and now I’m here, raising my little ones while leading my team as a manager 👩‍💻👶👶.  But every now and then... I can’t help but think: What if? What if I moved abroad for a few years? Lived a different life? Experienced the world beyond these city limits? 🌍✈️  I occasionally fantasize about working in Silicon Valley (who doesn’t, right? 😎). Maybe I’d get to wear hoodies and have fancy coffee meetings. Maybe even have a robot deliver my lunch 🛸🍕 (okay, maybe not).  But then, reality hits. I think about the family I’ve built here, the career I’ve grown, and the incredible support system that surrounds me. I’m here, and this city, this life—it’s home. And with two kids in tow, there’s no place I’d rather be 💖.  So, what’s the takeaway from this? Sometimes, the *what ifs* are exciting, but the *right now* is what matters. I’m counting my blessings: the career growth, the children’s milestones, and the endless opportunities I never even thought about when I was busy chasing that “abroad dream.”  No matter where life takes us, we make the most of it. After all, it’s not just about the destination—it’s the journey that counts 🚀. And for now, I’m loving the one I’m on.  Do you ever think about leaving your comfort zone and trying something new? Or are you like me, wondering if it’s worth the leap? Let’s chat in the comments! 💬  P.S. Have you ever felt like you missed out on something because you stayed where you are? I used to feel that way. But now? Not so much. What about you? 😏  #CareerJourney #LifeChoices #SoftwareEngineer #FamilyFirst #GlobalOpportunities #GrowthMindset #MovingForward #EmbraceTheJourney

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I found this post pretty insightful (in terms of qualifying the differences), though I think it misses what the difference actually is When you're interviewing someone for 45 minutes, what kind of data can you get? Can you really conclude this person is going to be a good leader? Or are you simply measuring how well the person can bullshit? Coding & problem solving, on the other hand, cannot be bullshit They are a good predictor & signal of actual real-world performance (at least, how good of a coder & problem solver the person is) Whereas if you interview someone & they "seem to be a good leader", what you're actually probably measuring is that they're a really good bullshitter If I had to assign probabilities: A) Probability that a "leadership interview" leads to a hire which is: A good bullshitter: 90% Competent: 20% Hardworking: 20% A good leader: 20% B) Probability a technical/problem-solving interview leads to a hire which is: Competent: 90% Hardworking: 50% A good leader: 20% A good bullshitter: 20% I'll take (B) any day

I'm thrilled to be speaking about "Apache XTable (Incubating): Interoperability across Open Table Formats" at The Fifth Elephant 2024 annual conference tomorrow at BIC, Bangalore organized by Hasgeek In this talk you will learn about: 1. What are Table Formats? Why do we need Inter-Operability ? 2. A deep dive on XTable and problems that can be solved using XTable. 3. A demo of XTable in action. 4. The roadmap for the OSS project. You can check out and give a star to the OSS repository for the project here: https://lnkd.in/g53VWyU4 🎟️ Get your tickets and join us in-person: http://has.gy/sSCX P.S First 5 people to buy a ticket to the conference using the above link get a 10% discount! So go grab your ticket fast! #Hasgeek #AI #TheFifthElephant #MachineLearning #DataScience #BigData

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This is a picture of my family and me, about a year after we immigrated to the US. I was 11 years old, and would become what is called a 1.5 generation immigrant. Roughly speaking, a 1.5 generation immigrant is someone who had spent enough time growing up in their countries of origin to absorb the culture, but still young enough to easily acclimate to the culture of their newly adopted home. Leaders in the in-coming Trump administration seem to be embroiled in in-fighting on the topic of immigration. On one side are people who support the H-1B visa program, on the other side are people who believe it takes jobs away from Americans. People from neither side of the argument are really concerned about the welfare of immigrants themselves. Lost in the argument is the perspective of the immigrants, and the important historical context of the role immigrants play in this country. An H-1B visa does not automatically lead to a path to citizenship. In fact the path from H-1B to citizenship is extremely complicated to navigate and take many years to complete. Yet many H-1B visa holders come to this country ready to put down roots and start families. They do not see themselves only as the answer to tech companies’ thirst for highly skilled labor. They come to this country because of the doors it opens for their families and their children, for the opportunities that may not be readily available in their countries of origin, for achievements that may seem impossible to reach but for the possibilities that this country represents. And this is true not just of H-1B visa holders. This is true of all immigrants, regardless of how they reached the American shore. The value that immigrants bring to the US comes from the readiness to grasp all that it has to offer and participate in the American Dream. Regardless of where an immigrant is from, and regardless of their skill level - whether they are seasoned tech experts or seasonal farmhands, they know instinctively that nothing comes free to them and that they need to earn every red cent. This is what many in the current immigration argument do not understand. It’s not the skill that immigrants have, or the physical labor that they provide. It is because of their drive to give their families and children a livelihood that is more than what they had themselves. Time and again, immigrants and their families have proven themselves the lifeblood of American innovation and the driver of the American economy. So in this new year, here’s to immigrants continuing to thrive.

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Biggest Misconceptions about EB1A I get a lot of people reaching out to me around my EB1A approval and the process around it, and I observe a real lack of understanding around the EB1A Visa process. Here are some of the biggest misconceptions about the EB1A visa: 1. Only for Nobel Prize Winners ❌: Many believe that the EB1A visa is only for individuals who have won major international awards like the Nobel Prize. In reality, meeting three out of ten criteria is sufficient. 2. Requires Extraordinary Achievement in Only One Field ❌: The EB1A visa recognizes achievements across various fields, including sciences, arts, education, business, and athletics. 3. Must Have U.S. Job Offer ❌: The EB1A visa does not require a job offer or labor certification, and individuals can self-petition. 4. Cannot Apply Without Legal Representation ❌: While having an attorney can be beneficial, individuals can successfully apply for the EB1A visa without legal representation, provided they thoroughly understand the requirements and process. 5. Lengthy Processing Time ❌: The processing time can be relatively short, especially with the option of premium processing. 6. Needs Extensive Publications ❌: Publications are just one of the ten criteria, and applicants can qualify through other significant achievements and contributions. 7. Only for Established Professionals ❌: Emerging talents and individuals with potential for continued achievements can also qualify if they meet the required criteria. 8. Immediate Approval if Criteria Met ❌: Meeting three out of the ten criteria does not guarantee approval. The USCIS also considers the overall strength of the case. 9. EB1A Has High Denial Rates ❌: EB1A applications are adjudicated based on the merits of the application. Unlike the H1B visa, which relies on a lottery system, the success of an EB1A application depends on understanding the requirements and preparing strong documentation. 10. Difficult to Prove Sustained National or International Acclaim ❌: Building a compelling EB1A profile involves strengthening individual criteria, providing strong recommendation letters, excluding weak evidence, and presenting a well-crafted narrative of the applicant’s extraordinary ability. 11. EB1A Receives High Requests for Evidence (RFEs) ❌: Every EB1A application is reviewed based on its own merit. Even if an RFE is issued, it provides an opportunity to address concerns and clarify misunderstandings. 12. Young Professionals Don’t Qualify for EB1A ❌: Young professionals who have made significant contributions to their field and achieved major milestones can still qualify for the EB1A. The term "sustained" does not specify a time frame or age limit. ### Final Note 🐉🗡️🛡️ Every profile is different, and it takes time to build a strong, organic profile. There is no one-size-fits-all solution. If you are seriously interested in building up your profile, reach out to: https://lnkd.in/g93Aihwb

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A surprising lesson from an engineering manager at Amazon: Stop using words like 'significant' or 'annoying' - Weasel words. 𝘛𝘩𝘪𝘴 𝘪𝘴 𝘵𝘩𝘦 2𝘯𝘥 𝘭𝘦𝘴𝘴𝘰𝘯 Gilad Naor 𝘴𝘩𝘢𝘳𝘦𝘥 𝘪𝘯 𝘩𝘪𝘴 𝘓𝘦𝘢𝘥𝘪𝘯𝘨 𝘋𝘦𝘷𝘦𝘭𝘰𝘱𝘦𝘳𝘴 𝘨𝘶𝘦𝘴𝘵 𝘱𝘰𝘴𝘵: https://lnkd.in/dHBxv2Ha Gilad also started posting on LinkedIn, worth following! ----------------------------------------------------- "In Amazon, I learned to never use "Weasel words". I stopped using terms like "significant", "low latency" or "annoying." 𝗜𝗻𝘀𝘁𝗲𝗮𝗱, 𝗜 𝘂𝘀𝗲𝗱 𝘀𝗽𝗲𝗰𝗶𝗳𝗶𝗰 𝗺𝗲𝘁𝗿𝗶𝗰𝘀, like "P99 latency jumped 375% from 12ms to 45ms." This required more upfront work, but led to discussing reality as it is, not as I imagined it to be. I was working on 𝗺𝘆 𝗳𝗶𝗿𝘀𝘁 𝟲-𝗣𝗮𝗴𝗲𝗿, 𝗮𝗻𝗱 𝗶𝘁 𝘄𝗮𝘀 𝗵𝗮𝗿𝗱 𝗮𝗻𝗱 𝗳𝗿𝘂𝘀𝘁𝗿𝗮𝘁𝗶𝗻𝗴. My manager connected me with a mentor who taught me how to write like an Amazonian. She taught me all about weasel words, how to identify them, and how to avoid them. But what sticks with me to this day is actually all the 1:1 meetings with my manager. I learned that weasel words don't only appear in business documents. They also appeared in how I gave feedback to my team members. I learned to do the homework so that I could give specific feedback. I stopped saying "You are too blunt in meetings." Instead, I said "In the meeting with Christopher you cut him off when he started suggesting the React-based solution. We missed an opportunity to check more approaches. I also noticed that Christopher stopped contributing to other meetings." This feedback is factual and thus indisputable. It is really so easy for the other side to understand. It is the first step to actionable advice."

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An application to offer conversion rate of < 0.3% sounds terribly daunting. That's exactly what Dhruv Loya had to power through to get his full-time offer as a Technical Support Specialist at Tesla after 300+ applications. Each rejection feels like failure and the discouragement never gets easier to swallow. I get it, but I've also learned to accept that one door closing doesn't mean all of them have been shut. You're doing just fine -- keep hitting submit. ⭐️ You also don't have to do it alone. I write a blog where I send internship and scholarship opportunities to your inbox every single day. You can view the exhaustive list here: https://lnkd.in/e6FWb6Uh I have also found Jobright.ai, Handshake, and Hunter.io for cold emailing to be extremely helpful. :)

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I have a hypothesis: US-India pair programming can ~2x the speed of execution of engineering teams. Imagine a high quality engineer in US who passes the baton to his/her counterpart in India - at the end of the day. The Indian counterpart then runs at the same developmental speed and takes over for the next 8-10 hours. They then pass the baton to their US counterpart. It could even be a senior-junior relationship - making sure instructions are clear and only one person is in the driving seat. Of course, I am using pair programming a bit loosely here but I could not think of a better framing. Diving into this thesis for the next few days. If you have worked in such a setup or have insights, I would love to chat and learn what you know.

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I've been at Amazon a long time. When I talk about my career with Amazon, the most frequent questions people ask me are: What kept me with Amazon for so many years? When I left after nearly 14 years, what drew me away? What brought me back 2 years later? The genuine answer to each, as trite as it sounds, is the same: it's the people The people who took a chance on me. The people that, when I struggled, helped me lean on my strengths and shore up my weaknesses. The people who saw potential and invested in me. The people who modeled the value of building relationships, not just building code. The people who challenged me, made me think differently, and helped me grow. As I've grown in my career it's also those people in whom I can see potential and invest, where I might take a chance to give them an opportunity, for whom my experience could be of some value as they grow, and with whom I can continue building lasting relationships. I've been with Amazon's Global Talent Management and Compensation for about a year and a half, where our mission is to help Amazonians build rewarding careers. In that time, I've met with hundreds of people in our org and every single one of them has been driven by our mission and passionate about how we can meaningfully improve the lives of every Amazon employee. I've learned so much about how challenging, rewarding, and important taking a culture-first approach can be. This post isn't a claim that Amazon is objectively unique, I know there are amazing people in every company, though it has been my personal experience that Amazon's intentionally peculiar culture is one that encourages these kinds of behavior in people. Rather, my point is this: To deliver sustained business and customer value, your organization cannot be a feature factory. It needs to be an organizational engine that continuously inspects and adjusts its culture to grow people and relationships, according to your values, and through which you deliver for your customers. #people #relationships #culture #amazon

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I am not sure Google’s primary duty should be to shareholders, including mass firings to pay for GPUs. As a shareholder, I am thankful to be able to own a few shares of Google in my retirement account. But Delaware Supreme Court case law serves unjustly as a faux federal loophole to maximize profits above all else, enabling amoral fiduciary duty to conventional shareholders. And it seems that employees are shareholders - should one class of shareholders be favored over another? It seems like the law needs to include stakeholders like the economy in which a company arises and the communities in which it does business. If a given government has a shrinking middle class, is it not true that eventually the corporate tax base will not be enough to pay for adequate national defense or safety nets? I happen to be pro-Google, especially because of their contribution to help so many businesses utilize the trackable ROI of Google Ads, and for many other reasons. As far as I know they obey the law - and it seems like the law needs to change. I also happen to believe it is good for the world to spread economic opportunity and jobs. But what makes up for all the money and tax these core Google employees were spending on the American economy, or the people who will lose out on a job opportunity because a Xoogler applied? Housing costs in SF are insane, what about their mortgages? Maybe they are millionaires, maybe not. I kind of doubt Google fired AI engineers, but maybe instead of hiring domestically they will hire wherever the AI labor is cheapest. I happen to be pro-immigration and my ancestors were immigrants. I don’t pretend to presume the right balance of domestic and offshore workers. I have been very pleased to collaborate with people and pay them out of pocket and be able to afford it because of the labor discount. But I am not a hugely profitable corporation either. I tend to believe in unfettered capitalism and that too much tax and regulation can stymie an economy and hurt everyone. Yet an economy needs to be sustainable, and not just for conventional shareholders. I am not sure there is a check and balance to the “duty to shareholders”. Public outcry used to be one, but not anymore, not after the massive tech hiring and layoffs. Maybe it is just competition. But it doesn’t seem biomimetic, as in natural balance between various forces in a biological system. If an economy was a body and large corporations were organs in the body, if money was water and employees are like blood, then the corporate organs seem to be growing abnormally and taking more moisture out of the system. In a normal body the organs would have limited growth but in this body the corporate organs are growing larger, while the rest of the body slowly dries out, and blood clots form from employees who are no longer needed. The corporate organs are less reliant on employees and are now making their own blood and selling it.

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🚀Hi Folks, I'm Taking on the Product #Teardown_Challenge along with Arindam Goswami! 🚀 As part of an exciting challenge by Product Space, I’m stepping into the role of Senior VP of Product at #Zepto Quick Commerce! Zepto’s already crushing it with 10-minute deliveries across 30 cities in India, but there’s so much more potential to unlock! 💡 Here’s the mission: ➡️ Increase Zepto’s Average Order Value (AOV) to ₹600 🛒 ➡️ Boost product discovery and engagement to encourage bigger, more frequent orders 🔍 ➡️ Elevate the purchase experience to keep customers coming back for more 🔄 And I need YOUR help to make it happen! 🙌 🎯 Your insights on quick commerce platforms like Zepto, Blinkit, and Swiggy Instamart are key to shaping these strategies. I’ve put together a short survey, and your feedback will be crucial in tackling this challenge! 💥 Thanks for your support—let’s crack this together! 🙌 Link to the form - https://lnkd.in/g5v2y4wR #ProductTeardown #QuickCommerce #ProductManagement #ProductSpace

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Do LLMs have any immediate applications in the field of Robotics? The above question was loosely based on a query asked by a startup founder in an event, based on my colleague’s work on a recent LLMs integration. (Siddharth) Come to think of it, robotics about 10 years ago wouldn’t have been able to accommodate such computational expenses. Imagine running a LLM model on a Raspberry Pi zero and not expecting it to blow up! :) While implementing a LLMs could be a fun side project, what question warrants a deeper insight would be whether it is of absolute necessity? With Nvidia doubling down on the highly powerful Jetson devices, and Blackwell chips, the hardware is expansive and available, but it still begs to ask the same question again and again - is it necessary? Like every other industrial trend, once must deeply analyse where a novel idea would fit in, and calculate against its effort and yield. Let’s explore a few options wherein it could be absolute importance to use LLMs in context of Robotics: 1. Support agents - Social robotics has a huge potential of closing down on the weary technical support based on an exhaustive list of solved and interpreted problems. Distilling technical documents and datasheets into a message parsing model is an important win to do effective knowledge transfer. 2. Assistive bots - In the field of soft robotics and prosthetic arms/exoskeleton, a voice controlled NLP agent would be great help in helping administer orchestrated actions for differently abled individuals who have clear motive/task list. 3. Surveillance/Monitoring bots - Given the nature of preordained message intents, it is a perfect candidate for having a lightweight message-action model for surveying specific sites. Looking at the magnanimity of the manufacturing plants, this would be a great boom. 4. Surgical bots - Expert assisted robotic surgeries are a natural extension for aligning non-conventional anomalies that are very unique to the nature of the surgery. Since precision and targeted algorithms are of utmost importance, one cannot make actions based on learning based approaches effectively from general archetypes. Are there more applications that cross your mind marrying LLMs and Robotics?

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