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Google Cloud CEO Thomas Kurian, right, arrives on stage as Alphabet CEO Sundar Pichai exits during the Google Cloud Next event in San Francisco on April 9, 2019.

Michael Short | Bloomberg | Getty Images

When Google hired Oracle’s Thomas Kurian four years ago to run its cloud business, the internet search company had a clear reason for putting its trust in a career enterprise software executive.

Google was a consumer company. Despite years spent trying to compete with Amazon and Microsoft in selling cloud-based storage, computing and other services to big corporations, it was coming up short in its effort to win marquee deals.

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While Google is still third in the U.S. cloud infrastructure market, its business is growing rapidly and, as of the first quarter, is finally contributing positively to Alphabet’s bottom line. Earlier this week, Alphabet said Google’s cloud unit generated $191 million in operating profit, after losing a total of $4 billion in 2021 and 2022. Revenue jumped 28% from a year earlier to $7.45 billion, far outpacing Google’s struggling ad business.

“We were not in a very good situation when I joined,” Kurian told CNBC in an interview after the results were released. “I think we were very early in the business. Most enterprises did not take us as a viable partner.”

The central problem wasn’t hard to spot. Google was a company of software developers and data scientists, who were trained at building sophisticated technologies. But they had no real idea how to build, market and sell them to the business world. Under Kurian’s predecessor, VMware co-founder Diane Greene, critics said Google’s cloud business hadn’t matured enough to handle enterprises even as it was investing heavily to do so.

The cloud division includes the Google Cloud Platform, which competes with Amazon Web Services and Microsoft Azure, and the Google Workspace productivity software bundle that goes head-to-head with Microsoft Office.

Kurian said he spent a lot of time with the technology in his early days to see how it worked and where it needed improvement. From 4 a.m. to 7 a.m., he would read technical design documents. In the evenings, he played with the products.

“We shifted the organization from thinking, we’re building technology to we’re building products and solutions,” Kurian said.

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It’s a market Google has been committed to winning for years, as corporations have been rapidly pushing workloads from their own data centers to the cloud. Google wants to not only capture that storage and computing business but also get developers from those companies and others to use its cutting-edge technology, particularly as artificial intelligence systems gain traction.

The expansion has been costly. Almost every quarter, from the beginning of 2017 through the third period of 2020, finance chief Ruth Porat told analysts that cloud had been the biggest area of head count increases, for both sales and technical roles. Google also grew the operation through acquisitions, buying data analytics software startup Looker for $2.4 billion in 2019 and security software vendor Mandiant for $6.1 billion last year.

The cloud unit now accounts for more than 25% of Alphabet’s full-time workforce, CNBC reported earlier this year.

Kurian’s focus has included developing product road maps, introducing new pricing models, bolstering customer service and becoming more efficient with its infrastructure, a key to saving money.

“We’ve reduced cycle time in the way we provision and deploy machines by a factor of five in the last four years,” Kurian said. “There’s 100 different projects that have gone on to optimize resource consumption.”

Customer success is a practice that’s been widely adopted in the enterprise software world as a way to keep clients happy and wanting to buy more, emphasizing retention and limiting churn.

Google built up its customer-success mode to work more tightly with clients, and it racked up a community of 100,000 partners. The company has had hundreds of its senior engineers sponsor important customers so they could see how their products are being used and understand what needs to be changed.

“We have awards twice a year for teams that have done the best job helping customers,” Kurian said, adding that Google now ranks among the top five enterprise software sellers.

In 2020, Google brought its productivity tools under the brand Google Workspace. It also issued new pricing tiers, resulting in organizations of different sizes starting to pay different prices.

While Google’s cloud unit has swung to posting a profit, there’s some fuzziness in the numbers.

Last week, Alphabet restated operating income for cloud and its other segments, resulting in lower cloud losses in 2021 and 2022. The restated numbers show the cloud unit had a $186 million operating loss in the fourth quarter, compared with $480 million before the change, for example.

The cloud numbers also benefited from an extension of the useful life of data center equipment. But Kurian said competitors have made similar depreciation adjustments.

“We were always going to get to profitability,” he said. “If you draw the line, you can see the curve.”

‘Enterprise discipline’

Under Kurian’s leadership, Google’s cloud group has had to cope with its share of executive turnover. Javier Soltero, who was the head of Workspace, left in July. Rob Enslin, a former top SAP executive who joined Google as president of global customer operations in 2019, departed last year to become co-CEO of UiPath. And Kirsten Kliphouse, who was the cloud group’s president of Americas, left in 2023 after four years at the company.

But head count has continued to grow, as has the company’s roster of large customers. In the past three years, Google has signed deals with Coinbase, Deutsche Bank, Ford, General Mills and SpaceX.

And existing clients have gone deeper with Google.

Home Depot said it was adopting Google’s public cloud in 2016, while Greene was CEO. Fahim Siddiqui, Home Depot’s chief information officer, said the home-improvement retailer has found increasing value from Google’s platform since he joined from Staples in late 2018.

“He’s brought in the enterprise discipline,” Siddiqui said of Kurian. “It’s one thing to provide the capability of the cloud, a set of interesting technical capabilities. There’s a discipline of availability, reliability, management and being a proven partner on this journey.”

Siddiqui said Home Depot uses its own data centers and co-location facilities, as well as cloud services from Google and Microsoft. Google is the company’s main cloud-computing partner, he said, and last year Home Depot started moving merchandising applications to Google’s cloud.

A big partner move Kurian made in his early months as CEO involved what he called an “integrated open-source ecosystem.” It was an alliance with Elastic, MongoDB and five other companies that sell distributions of open source software.

Elastic and MongoDB shares rallied as Kurian, speaking at Google’s Next cloud conference, talked about how clients could receive a single bill while using products from other companies managed through Google’s cloud console.

“It was music to my ears,” said Dev Ittycheria, CEO of MongoDB, which sells cloud database software and services. At the time, AWS was attempting to add some open source MongoDB database software capabilities into its DocumentDB service.

Ittycheria said the open source initiative was Kurian’s idea, and he applauded how Google has arranged the partnerships. In 2021, Google said it was lowering the percentage of revenue it keeps in marketplace deals to 3% from 20%. Ittycheria said MongoDB is “very happy with the structure of the deal.”

Jeffrey Flaks, the CEO of Hartford HealthCare, which has 37,000 employees, said one reason why his Connecticut health system moved to Google Cloud Platform last year from its on-premises data centers is that other large hospitals had picked Google. He said Kurian was another factor in why it selected Google over AWS, Azure and Oracle’s cloud.

“His personal engagement, his knowledge of our intentions and our desires and, candidly, his personal problem-solving skills,” Flaks said, “distinguished Google Cloud in this process.”

Google Cloud technology chief Will Grannis said Kurian’s commitment to improving the division’s offerings was evident right away. Grannis recalled a day in late 2018, after Kurian had been picked for the role but before he’d actually started the job.

Kurian stopped by a Google office in Sunnyvale, California, and was introduced to employees. After the meeting, Grannis found himself alone in the elevator with Kurian and they rode down silently. As they walked toward the parking lot, Grannis, who was then a managing director, introduced himself, and they began talking about a container-management technology called Kubernetes.

“I’ve been trying to get some Kubernetes clusters spun up in the console, and I have some feedback,” Kurian said, according to Grannis. “I’d like to understand how we can improve the experience for developers.”

The conversation went on for an hour.

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Apple’s market share slides in China as iPhone shipments decline, analyst Kuo says

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Apple's market share slides in China as iPhone shipments decline, analyst Kuo says

Jaap Arriens | Nurphoto | Getty Images

Apple is losing market share in China due to declining iPhone shipments, supply chain analyst Ming-Chi Kuo wrote in a report on Friday. The stock slid 2.4%.

“Apple has adopted a cautious stance when discussing 2025 iPhone production plans with key suppliers,” Kuo, an analyst at TF Securities, wrote in the post. He added that despite the expected launch of the new iPhone SE 4, shipments are expected to decline 6% year over year for the first half of 2025.

Kuo expects Apple’s market share to continue to slide, as two of the coming iPhones are so thin that they likely will only support eSIM, which the Chinese market currently does not promote.

“These two models could face shipping momentum challenges unless their design is modified,” he wrote.

Kuo wrote that in December, overall smartphone shipments in China were flat from a year earlier, but iPhone shipments dropped 10% to 12%.

There is also “no evidence” that Apple Intelligence, the company’s on-device artificial intelligence offering, is driving hardware upgrades or services revenue, according to Kuo. He wrote that the feature “has not boosted iPhone replacement demand,” according to a supply chain survey he conducted, and added that in his view, the feature’s appeal “has significantly declined compared to cloud-based AI services, which have advanced rapidly in subsequent months.”

Apple’s estimated iPhone shipments total about 220 million units for 2024 and between about 220 million and 225 million for this year, Kuo wrote. That is “below the market consensus of 240 million or more,” he wrote.

Apple did not immediately respond to CNBC’s request for comment.

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Amazon to halt some of its DEI programs: Internal memo

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Amazon to halt some of its DEI programs: Internal memo

Amazon said it is halting some of its diversity and inclusion initiatives, joining a growing list of major corporations that have made similar moves in the face of increasing public and legal scrutiny.

In a Dec. 16 internal note to staffers that was obtained by CNBC, Candi Castleberry, Amazon’s VP of inclusive experiences and technology, said the company was in the process of “winding down outdated programs and materials” as part of a broader review of hundreds of initiatives.

“Rather than have individual groups build programs, we are focusing on programs with proven outcomes — and we also aim to foster a more truly inclusive culture,” Castleberry wrote in the note, which was first reported by Bloomberg.

Castleberry’s memo doesn’t say which programs the company is dropping as a result of its review. The company typically releases annual data on the racial and gender makeup of its workforce, and it also operates Black, LGBTQ+, indigenous and veteran employee resource groups, among others.

In 2020, Amazon set a goal of doubling the number of Black employees in vice president and director roles. It announced the same goal in 2021 and also pledged to hire 30% more Black employees for product manager, engineer and other corporate roles.

Meta on Friday made a similar retreat from its diversity, equity and inclusion initiatives. The social media company said it’s ending its approach of considering qualified candidates from underrepresented groups for open roles and its equity and inclusion training programs. The decision drew backlash from Meta employees, including one staffer who wrote, “If you don’t stand by your principles when things get difficult, they aren’t values. They’re hobbies.”

Other companies, including McDonald’s, Walmart and Ford, have also made changes to their DEI initiatives in recent months. Rising conservative backlash and the Supreme Court’s ruling against affirmative action in 2023 spurred many corporations to alter or discontinue their DEI programs.

Amazon, which is the nation’s second-largest private employer behind Walmart, also recently made changes to its “Our Positions” webpage, which lays out the company’s stance on a variety of policy issues. Previously, there were separate sections dedicated to “Equity for Black people,” “Diversity, equity and inclusion” and “LGBTQ+ rights,” according to records from the Internet Archive’s Wayback Machine.

The current webpage has streamlined those sections into a single paragraph. The section says that Amazon believes in creating a diverse and inclusive company and that inequitable treatment of anyone is unacceptable. The Information earlier reported the changes.

Amazon spokesperson Kelly Nantel told CNBC in a statement: “We update this page from time to time to ensure that it reflects updates we’ve made to various programs and positions.”

Read the full memo from Amazon’s Castleberry:

Team,

As we head toward the end of the year, I want to give another update on the work we’ve been doing around representation and inclusion.

As a large, global company that operates in different countries and industries, we serve hundreds of millions of customers from a range of backgrounds and globally diverse communities. To serve them effectively, we need millions of employees and partners that reflect our customers and communities. We strive to be representative of those customers and build a culture that’s inclusive for everyone.

In the last few years we took a new approach, reviewing hundreds of programs across the company, using science to evaluate their effectiveness, impact, and ROI — identifying the ones we believed should continue. Each one of these addresses a specific disparity, and is designed to end when that disparity is eliminated. In parallel, we worked to unify employee groups together under one umbrella, and build programs that are open to all. Rather than have individual groups build programs, we are focusing on programs with proven outcomes — and we also aim to foster a more truly inclusive culture. You can read more about this on our Together at Amazon page on A to Z.

This approach — where we move away from programs that were separate from our existing processes, and instead integrating our work into existing processes so they become durable — is the evolution to “built in” and “born inclusive,” instead of “bolted on.” As part of this evolution, we’ve been winding down outdated programs and materials, and we’re aiming to complete that by the end of 2024. We also know there will always be individuals or teams who continue to do well-intentioned things that don’t align with our company-wide approach, and we might not always see those right away. But we’ll keep at it.

We’ll continue to share ongoing updates, and appreciate your hard work in driving this progress. We believe this is important work, so we’ll keep investing in programs that help us reflect those audiences, help employees grow, thrive, and connect, and we remain dedicated to delivering inclusive experiences for customers, employees, and communities around the world.

#InThisTogether,

Candi

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Tesla recalling 239,000 vehicles in U.S. over rearview camera failures

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Tesla recalling 239,000 vehicles in U.S. over rearview camera failures

New Tesla Model 3 vehicles on a truck at a logistics drop zone in Seattle, Washington, on Aug. 22, 2024.

M. Scott Brauer | Bloomberg | Getty Images

Tesla is voluntarily recalling about 239,000 of its electric vehicles in the U.S. to fix an issue that can cause its rearview cameras to fail, the company disclosed in filings posted Friday to the National Highway Traffic Safety Administration’s website.

“A rearview camera that does not display an image reduces the driver’s rear view, increasing the risk of a crash,” Tesla wrote in a letter to the regulator. The recall applies to Tesla’s 2024-2025 Model 3 and Model S sedans, and to its 2023-2025 Model X and Model Y SUVs.

The company also said in the acknowledgement letter that it has already “released an over-the-air (OTA) software update, free of charge” that can fix some of the vehicles’ camera issues.

In 2024, Tesla issued 16 recalls in the U.S. that applied to 5.14 million of its EVs, according to NHTSA data. The recall remedies included a mix of over-the-air software updates and parts replacements. More than 40% of last year’s recalls pertained to issues with the newest vehicle in the company’s lineup, the Cybertruck, an angular steel pickup that Tesla began delivering to customers in late 2023.

Regarding the latest recall, the company said it had received 887 warranty claims and dozens of field reports but told the NHTSA that it was not aware of any injurious, fatal or other collisions resulting from the rearview camera failures.

Other customers with vehicles that “experienced a circuit board failure or stress that may lead to a circuit board failure,” which cause the backup camera failures, can have their vehicles’ computers replaced by Tesla, free of charge, the company said.

Tesla did not immediately respond to CNBC’s request for comment.

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