Ian Goodfellow, Apple's director of machine learning, has resigned in protest of their policies that force people to return to their desks three days a week.

The head of Apple’s machine learning department has resigned after being forced to return to the office two days a week

A senior Apple executive has quit his job in protest of the company’s requirement for employees to return to the office three days a week.

Ian Goodfellow, director of machine learning, is believed to be the largest employee to have resigned as a result of the plan.

On April 11, the company started one day a week in the office – a requirement that rose to two days on May 2. By May 23, all employees were required to be in their offices three days a week.

Fortune magazine reported that a survey of Apple workers from April 13-19 found that 67 percent said they were unhappy with the return-to-office policy.

Goodfellow said in his resignation that he would not do so.

“I strongly believe that more flexibility would have been the best policy for my team,” he said. the edge.

Ian Goodfellow, Apple’s director of machine learning, has resigned in protest of their policies that force people to return to their desks three days a week.

Apple's corporate headquarters is pictured in Cupertino, California

Apple’s corporate headquarters is pictured in Cupertino, California

An Apple employee speculated that Goodfellow’s departure comes ahead of a possible announcement that the company will increase personal work requirements up to five days a week.

“Everyone and their grandmothers know that Apple uses the pilot as a stepping stone to 5 days in the office,” wrote an Apple employee on the Blind program, which verifies employment through company email addresses.

“It’s possible that Ian got in on the news that this was coming and he left.”

Technology news site Goodfellow has described it as the most cited expert in machine learning — a type of artificial intelligence, which involves the study of computer algorithms that can automatically improve through experience and through the use of data. As a result, apps get better at predicting results.

Goodfellow joined Apple in March 2019, and describes himself on LinkedIn as a “pioneer in machine learning.”

The technology analyst is referred to as “the father of public adversarial networks, or GANs,” according to 9to5Mac — the leading technology that can be used to create fake media content.

His salary is unclear, but he is likely to earn upwards of $270,000 annually according to Insider and Glassdoor.com, given his stature as a manager and his high standing in the tech world.

After graduating from Stanford University in 2009 with a degree in computer science, Goodfellow studied a Ph.D. in machine learning at the University of Montreal.

He worked at Google on their “Google Brain” team, then joined OpenAI, a research institute founded in 2015 by Elon Musk and several others.

Goodfellow returned to Google, then joined Apple.

At the time he joined Apple, he was 34 years old and was described by The Verge as “a young man to be an influential AI researcher”.

They described his appointment as a coup for Apple.

He is likely to be in high demand after his resignation from the Cupertino-based company.

Tim Cook, CEO of Apple, at the company's headquarters in Cupertino

Tim Cook, CEO of Apple, at the company’s headquarters in Cupertino

Apple CEO Tim Cook was adamant about getting his employees back in their positions — unlike other Silicon Valley companies.

In early March, he wrote to staff saying they needed to prepare to return.

“In the coming weeks and months, we have an opportunity to combine the best we’ve learned about remote work with the irreplaceable benefits of in-person collaboration,” Cook said in the note.

“It is more important than ever that we support each other during this transition, through the challenges we face as a team and around the world.”

Cook acknowledged that not everyone was excited about the possibility.

“For many of you, I know returning to the office is a long-awaited milestone and a positive sign that we can fully engage with colleagues who play such an important role in our lives,” Cook said.

For others, it may also be a worrying change.

After the announcement, employees on internal forums vowed to resign.

According to The New York Post, an Apple employee said: ‘I have absolutely no idea going back to work here.’

I’m going to say hello and meet everyone because I haven’t done that since I started and then send my resignation when I get home.

“I already know I won’t be able to handle commuting and sitting for 8 hours.”

Another Apple employee responded with a laughing emoji and wrote, “I’ll do the same.”

Third person: “Hell yeah man, let’s do this! F*** RTO. ‘

By contrast, Twitter has decided to allow employees to work remotely in perpetuity, if they choose to – although that could change under Musk’s new ownership.

In March, Chief Executive Officer Paraj Agrawal told employees that his predecessor Jack Dorsey’s policy, which allowed employees to work remotely in perpetuity, would remain in place.

Twitter CEO Parag Agrawal has continued his predecessor, Jack Dorsey's policy of allowing employees to work remotely in perpetuity.

Jack Dorsey was among the first to support permanent remote work

Twitter CEO Parag Agrawal (left) and co-founder Jack Dorsey (right) have been supporting remote work

Elon Musk, who agreed to a deal to buy Twitter, has ridiculed the company's policy of allowing employees to work remotely in perpetuity, and some believe he might reverse it when he takes over.

Elon Musk, who agreed to a deal to buy Twitter, has ridiculed the company’s policy of allowing employees to work remotely in perpetuity, and some believe he might reverse it when he takes over.

“As we open up again, our approach remains the same,” Agrawal said.

Wherever you feel most productive and creative is where you will be working, and that includes working from home full time forever.

office every day? This also works. Some days at the office, some days from home? Definitely.’

Slack has followed suit, allowing for permanent remote work.

At Facebook, parent company Meta announced in the summer of 2020 that all full-time employees could apply to work from home if their jobs allowed.

The Wall Street Journal reported that Facebook executives were making the most of the arrangement, with CEO Mark Zuckerberg spending more time away from the Menlo Park headquarters and more time in Hawaii.

Alex Schultz, chief marketing officer, plans to move to the United Kingdom, according to a company spokesperson, while Jay Rosen, the company’s vice president for integrity, will move to Israel.

The newspaper said that Naomi Gillette, Meta’s head of products and one of its long-serving employees, has moved to New York, while Adam Mosseri, head of Instagram, has been working remotely from locations including Hawaii, Los Angeles and Cape Cod.

Apple CEO Tim Cook is calling for all employees to return to the office three days a week

Apple CEO Tim Cook is calling for all employees to return to the office three days a week

Apple and Google are outliers, with Google also in March requiring workers to return to the office three days a week from April 4.

The offer includes a warning that employees could be cut from their paychecks if they leave the San Francisco Bay Area or New York City for less expensive parts of the country.

An open letter signed by more than 1,050 Apple employees past and present urged the company’s leaders to rethink their plans.

“I described the decision of the Hybrid Work Program as being about integrating the ‘need to communicate in person’ and the value of flexible working,” the letter read.

But in reality, he does not recognize flexible work and is driven only by fear. Fear of the future of work, fear of worker independence, fear of losing control.

They write that remote work allows them to effortlessly interact with colleagues in Europe and Asia, and argue that allowing remote work encourages diversity in the workforce. They also complain about commuting to the office, and the frustration of losing time.

“We tell all of our customers how great our products are for remote work, yet we ourselves can’t use them for remote work?” they write.

How do we expect our customers to take this seriously? How can we understand the remote working problems that need to be resolved in our products if we do not live with them? “

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