We’d have them, if not for American hedge-funders and short-sellers throwing their collective weight behind killing every U.S. company that attempted to make it happen.

Looks like a Fisker. Too bad billionaires and hedge funds decided for us on that one.

sign me up!

You know, I really appreciate you asking that! It's... challenging, for sure, but I am tenacious! Things are getting better, and I am getting more business little by little, it's just very hard to get by, as things are building up... it takes significantly more time than I anticipated..

If InsideEVs wants insight, u need to offer more than just an invitation. Without some safety net—like job opps or legal protections—expecting employees to risk their livelihoods in a hostile environment is unrealistic. Tesla’s culture doesn’t just discourage transparency—it actively punishes it.

At Tesla, this fear is well-documented. Workers have spoken about being micromanaged, punished, and fired for raising concerns. Add to that the pervasive culture of retaliation and the lack of job security tied to Elon Musk’s whims, and it’s no wonder employees are hesitant to share their stories.

asking employees to speak out is bold, but you're unlikely to find many takers—unless you're also offering a job with it. As someone who worked remotely for Apple for nearly 12 years, I can tell you that people on the outside don’t grasp the culture of fear that exists in these companies...

I know they used vendors and contractors more before 2012, and are now returning to that. I think the calculus was, why pay a middle-man, when they can take credit for the job creation? Many of our jobs were created shortly after a meeting Cook had with Obama. Times have changed...

That's awful... My old boss, who really did a great job of embodying the values they express having, was squeezed out, because middle-management at Apple is a career death-sentence...

Sorry, this is a subject i am VERY pasionate about. Apologies if I came off heated... but these are my and my friends lives...

Let’s not forget the cultural aspect. Office environments often reflect dominant workplace norms that can make minorities or marginalized employees feel out of place. Remote work gives people a chance to focus on their performance without dealing with microaggressions or biases.

Then there’s the financial strain. Marginalized communities often face higher living costs, including childcare, or even just affording professional attire. Forcing people back into the office adds unnecessary expenses that hit these groups the hardest.

Forcing people to work from an office, especially when the job doesn’t require it, really doesn’t align with DEI principles. Think about it—people with disabilities often rely on remote work because commuting or navigating an office can be a huge challenge. Why make it harder for them to succeed?

My last seven years were spent as part of their Social Media team, where I was involved in worldwide moderation for Twitter, Insta, FB, YouTube. I also moderated the Apple Support Communities.

I was also part of the beta for Chat Support, and went through many phases of that project, from one-to-one screen sharing interactions, to having to handle five consecutive chats at once.

I worked in AppleCare, I was part of the TSE pilot and why Apple now offers support complimentary instead of charging per incident fees for OOW support.

No I was not a contractor... I would have said i worked as a contractor, not for Apple...