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DEYM!!! 🔥😱It’s been a while since we saw JEMA go BEAST MODE like this!! 🙌🏻😤 19 PTS!! Naghalimaw si accla! 🥵Super bet niya talaga combi plays and sets ni Jia — PALONG PALO!! 💥#PVL2026🎥:ced.amante
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![Boosie BadAzz and Kodak Black reignite their old beef over Yak doing a song with 6ix9ine. On March 6, Boosie went live on Instagram. Unexpectedly, Yak hopped on and began roasting the Louisiana rapper in the comment section. Following what seemed like a semi-playful back-and-forth, Kodak said he felt disrespected over how Boosie reacted to Yak linking with Tekashi. "I don't give a f**k if you feel disrespected," Boosie said. "I spoke how I felt about the situation, ni**a." "I don't hate you, my ni**a," Boosie continued. "When I see you drugging and looking like you out your top, I get mad. I'ma tell you that. I didn't try to cancel you, my ni**a. I said what I said and I let it go." Kodak commented on the Live: "Regardless if he sober now it don't matter that's hypocrisy tryna seem perfect on this internet...[I don't] laugh @ yo pain ni**a you foul bra." On Monday (May 9), Kodak posted a video on his Instagram Story showing Boosie speaking properly while wearing coke bottle glasses and a turtle neck, which appears to be an outtake from a comedy skit. A short time later, Boosie responded to the post on X: "YAK WE WAS JOSING ON SET LOL THAT AINT EVEN N THE MOVIE‼️ IM A GREAT ACTOR HA🔥💯💯💯💯 🎥 JUST SAY YOU WANNA GET N ONE OF MY FILMS 🤣I GOT THE PERFECT ROLE FOR U TO PLAY 🔥🔥🔥A CRACK HEAD #NOSCRIPTNEEDED JUST BE YOURSELF." "ANY NI**A WHO CHECK PC COULD NEVER SAY HE A GANGSTER 🤣🤣REAL STREET NI**AS WILL NEVER RESPECT U 💯‼️🤣🤣🤣," Boosie added in another post. Boosie and Kodak's beef goes back to 2023, when Kodak collaborated with rapper-federal informant 6ix9ine on the song "Skaka Laka." Boosie reacted by dissing Kodak for the move. Yak and Boosie have been trading shots off-and-on since then.](https://image.24vids.com/tw-2031487507976601634/amplify_video_thumb/2031484236578889728/img/3X0RAnNXBb-KUMxN.jpg)
![Just in $AMD Anush "Speed is the moat"|ROCm🎙️ In the race to define the future of AI, what's the one advantage that truly lasts? It's not proprietary tech, argues Anush Elangovan Elangovan, VP of AI Software at AMD , but the sustainable speed of innovation. He explains why AMD is rejecting the "walled garden" model for its open source ROCm stack, betting that an open community flywheel is the key to victory. Listen to understand how this open strategy is designed to out-innovate closed systems by empowering developers to solve everything from frontier-model challenges to the mundane, everyday problems that define the "last mile" of AI. AMD ROCm Software: Part 1 Transcript [00:00:00] Andrew Zigler: Joining me is Anush Elangovan, VP of AI software at AMD. And when people talk about AI compute, the conversation often stops at hardware specs, but it's more than just physical chips that win the game. It's also the software ecosystems supporting them. [00:00:18] Andrew Zigler: The prevailing strategy in the industry has been to build something like a walled garden. You know, something closed, proprietary locks, developers in. But AMD is betting on an entirely different play, open source acceleration, and with rock, their open source AI software stack. AMD is building not just hardware parity, but an innovation flywheel that's powered by the community with interoperability and the freedom to scale without all of that pesky lockin. [00:00:48] Andrew Zigler: And in this world, speed is your moat and how fast you can innovate while your platform remains open, flexible, and standardize across all of its applications. That's what we're gonna explore [00:01:00] today. So Anush, I'm really excited to have you here. Welcome to Dev Interrupted. [00:01:04] Anush Elangovan: Thanks for having me. Uh, super excited to chat about it. [00:01:07] Andrew Zigler: Amazing. Well, let's go ahead and dive right in with kind of what I laid it out with in the beginning, the idea of the moat and it being about speed. I wanna unpack that a bit because that came from you when you and I first spoke. And I, and I want to know, you know, how do you define speed inside of AMD beyond just things like hardware, benchmarks. [00:01:27] Anush Elangovan: Yeah, that's a very good question. So when we typically talk about speed, everyone's like, Hey, hardware benchmark specs, right? Like, uh, memory bandwidth or, or flops. And that is one important part of it, uh, AMD does very well. With that, we do have, a, a very good history of executing on that axis. [00:01:47] Anush Elangovan: But when I say speed is the moat, it is about, uh, how we prepare, how we build the muscle to run the race for a long time and run it fast. And it is [00:02:00] not about a single point in time that you've, you've beat some you know, benchmark and, and you declare victory. It's about building the ability to consistently develop and deliver. [00:02:13] Anush Elangovan: Both hardware and software innovation at scale and do it fast, right? Like, you know, we we're increasingly getting to a point where models come out and they're, uh, you know, a year or two ago it was like, Hey, they work on AMD on day zero, which is great, but now they are performing on AMD the day it releases, right? [00:02:32] Anush Elangovan: So, what does it take to Prefetch where the industry is going? Be prepared to intercept. At that point is what you know, I, I refer to as you know, the, the speed factor in, in creating this mode, right? And the mode is just shed all things that hold you back and run as fast as you can. [00:02:53] Anush Elangovan: Uh, because the pace of innovation that is, uh, being seen in, in AI [00:03:00] industries is just. Amazing. Right? And it's like, it's transformational at at how you generate electricity. It's transformational as at how you build data centers. It's transformational at how you deploy compute, networking. It's transformational at what kind of use cases you, you know, uh, use AI for. [00:03:17] Anush Elangovan: Uh, and for that, you need to be prepared to, see what comes tomorrow and be prepared to run the race tomorrow. [00:03:23] Andrew Zigler: Yeah, it's a really great perspective because it highlights that it's not just like a checkpoint that you run through. I like how you called out, like it's not just hitting that benchmark or being the best in class at that moment, in that snapshot, it's about having a. The throughput and about having that dedication to the idea and continuing to deliver on it. [00:03:43] Andrew Zigler: It's not just crossing the threshold, but it's also being the engine. And that's what, that's what protects a business. That is the moat, because the moat is that innovation layer, the faster and more, uh, future forward. That you can work and think, [00:04:00] you know, the better. Uh, we, we talk a lot about like future forward work styles. [00:04:04] Andrew Zigler: Like what are the things I could be doing right now today that are gonna be like, way more useful tomorrow? Let, let's abandon those, workflows that are older and that kind of like, that translates into. An advantage when you work that way. You know, what kind of things have you learned working with, uh, like across all spectrums of people who would use ROCm, right? [00:04:23] Andrew Zigler: You have like the developers, but then you also have the enterprises and you have this large span of adoptees, right? So what is the, what does that look like that you learn? [00:04:32] Anush Elangovan: Yeah, so, so the way I look at it is there are gonna be pockets of different, uh, you know, cadences, right? Like, so people who are deploying in enterprises, for example, right? The validation and how long it takes for them to deploy an LLM that's secure. It's, with guardrails, et cetera, maybe longer. [00:04:52] Anush Elangovan: but you still have to go through the process and you have to be prepared to like, walk that walk to deploy an enterprises. That doesn't mean it's [00:05:00] not fast, that's as fast as you can do for that industry, right? And if you are deploying AI in healthcare, right, it's, it's got its own, uh, cycle. [00:05:07] Anush Elangovan: but in each one of these, you want to see how, like, go down to the essence of what is it that you actually have to do. And, you know, I, I, I like how you framed it. It's like it's, you shed your prior assumptions of how things are done, right. And, and you kind of build up from a, uh, first principles, uh, approach to say, this is how I could use AI to unlock, whatever I'm doing. [00:05:33] Anush Elangovan: And, and, some of it, you know, it's good to really step back and look at. Just question every part of it, right? Like right now you're getting chat GPT and, Gemini competing for like, math, olympiads and, and, uh, college, uh, reasoning, uh, tests. Right? And, and those are like that, that is amazing and increasingly like complex tasks that they're trying to do. [00:05:58] Anush Elangovan: But there may also be like. [00:06:00] More mundane things that AI could, could get applied to. Right? And, and so when we think about shedding old ways, you wanna shed it not just in like the tip of the spear. It's like, you know, I'm gonna see what's the frontier model. It's also, it could be something as simple as. [00:06:18] Anush Elangovan: How do you choose a, a movie, uh, you know, like a recommendation system, right? Or, or, uh, an automated, uh, flight, uh, rebooking system. So the moment, you know, your flight is late, uh, right now it's a notification, right? It's like, oh, you got a text message saying your flight's late. And I got that like three times this week. [00:06:38] Anush Elangovan: But anyway, uh, and, and, and, and, I was just like, okay, so if I were to rethink this. All this MCPs that we have that should be hooked up into an MCP that says, your flight's delayed. Here are your options. If you want, you know, these are the paid options. Yeah. Here are the free options. This will get you back into your you know, Toronto airport [00:07:00] tonight. [00:07:00] Anush Elangovan: Or if you stay, here's a hotel plus this, plus this, plus. It's just like, go ahead is all I should say. Versus now I'm like, okay, can someone, you know, can I call a travel agent? Can I do this? Can I go online and log into And you know, so we gotta fundamentally rethink even those like small, nuances of, things that we do that can be automated out and AI is really, really good at doing something like this, right? Maybe I just explained an AI startup idea right now. Somebody should just start that. [00:07:29] Andrew Zigler: I think you did. Yeah, you definitely did. Someone, one of our listeners is definitely going to lift that off of you. I, I, I, you know, I hate being on the receiving end of those. You feel a little helpless and then you have to like, follow the whole flow. So I know what you mean. Like I, I like how you called out that the build and this like. [00:07:45] Andrew Zigler: Where speed is your moat and the innovation layer is protecting you, is what makes you better than your competitors. How you scale that and you bring that to market. So by understanding the problems that you're solving, uh, throwing away those older assumptions, but also [00:08:00] recognizing that like. We're building every single day, new things and new ways of using stuff that we're still figuring out the implications of. [00:08:08] Andrew Zigler: And so when you have a lot of velocity and you're introducing a lot of new ideas, and maybe you have that workflow now that automatically rebook your flight off of your late flight text message, and uh, I know I would certainly use it, but you know, what kind of philosophies guide the way that y'all think about building this ecosystem to manage that stability while letting folks. [00:08:29] Andrew Zigler: Play with the speed and the assumptions and the airplane re bookings. [00:08:34] Anush Elangovan: so, so I think, you know, we need to peel one layer down, right? and the philosophy is, Hey, we, we just discovered electricity, right? And you know what we're gonna do? We are gonna make motors, uh, or dynamos, right? Like engines. Uh, sure. We don't know if it's gonna be a Ferrari that you're gonna make, or it's a a a a dump truck. [00:08:57] Anush Elangovan: That's good for doing this. But let's [00:09:00] let, which is also required, right? You need a dump truck. You need a garbage truck. And, [00:09:04] Andrew Zigler: Yeah. You need the [00:09:04] Anush Elangovan: course you need, uh, a Ferrari for a midlife crisis, right? So, [00:09:09] Andrew Zigler: precisely. [00:09:10] Anush Elangovan: But, but my, uh, point is what do we build next? And, uh, and this is what I meant by like, okay, let's, let's take those baby steps to build the. [00:09:20] Anush Elangovan: Infrastructure that's required that we know we'll have to use, right? So, so if I just discovered electricity, okay, great. Now one, how do I save this electricity and how do I use it? So there's battery technology, so you need to do something like that, right? Like so. But then you also want to make it into an actionable thing. [00:09:37] Anush Elangovan: You want to make it for like automobiles, or you wanna use it for, you know, powering, uh, entire cities. So it is that transformational. So, uh, AI is that transformational. So, if you distill down, it'll, it'll come down to how do we think about, what we can do with this this fundamental technology that, We may not be aware of what it [00:10:00] is gonna unlock next, but at least you know the next step is clear, right? It's like a dense fog, you know, it's gonna be like, it, it's the right path. You see the light, but it's kind of like out there and, and the steps you're taking are concrete and you're like, okay, this is good. [00:10:16] Anush Elangovan: I, this is better than where I was or where we were. So we are moving forward. So you can build with the. Intuition from what you see in the short term and a tactical view, but towards what you think the future is gonna be. [00:10:28] Andrew Zigler: Right. You almost like we're all in this like fog of war, right? And like you said, you're reaching out and you're trying to step through it. You could think of it too, as like you're in the dark and your hands are up in front of you and you know that. You're, you're not gonna run your face into a wall because your hands are out in front of you, but you're not gonna maybe do much better than that. [00:10:45] Andrew Zigler: So that's kind of like, I think the eco, the, the industry, the world that we find ourselves in, uh, and we all have to, then this becomes the power of an ecosystem, of a group of people working together to create that layer of, [00:11:00] uh, of establishing the [00:11:01] Anush Elangovan: exactly. And I, I, I just, instead of, you know, saying fog of war I describe it as like, you're in this. Beautiful valley with like a morning, uh, fog that's in. You can smell the flowers. You, you hear the birds. You are like, okay, it's, we are in like, uh, utopian paradise and yes, I just need to like, continue the walk, right? [00:11:24] Anush Elangovan: and then move forward with that, conviction that you're in the right spot. [00:11:27] Andrew Zigler: Yeah. So let's talk about that ecosystem world. This nice, I love how you describe it, this grassy side of a hill in the morning that's covered in some mist and maybe we can't see 30 feet in one direction, but it sure is a beautiful hill and it smells nice. And so we're all here. And why is, in that world, why is. [00:11:44] Andrew Zigler: You know, open source, their strategic advantage that y'all are going for in the AI hardware market. And, and then how does like ROCm turn that into wins for people within that ecosystem? [00:11:56] Anush Elangovan: you know, the, the way we look at it is this, is kind of like how I view [00:12:00] AI and the ecosystem, right? But, but it is for everyone to enjoy. Uh, and so we do want to make sure that. You know, it is, uh, beneficial for everyone. [00:12:09] Anush Elangovan: The ecosystem can come in and, and innovate. It's an open innovation engine. and uh, it is very different from, you know, having a walled garden with, Hey, only I know how to do this and I'm gonna do it and throw it over the fence and you can use it or keep walking, right? So we'd like to be good citizens that way, but also. [00:12:30] Anush Elangovan: Uh, it is self-fulfilling in a way, right? Like it, the, the pace at which we innovate with open source is unmatched. Like, you know, our serving engines are like VLLM and, and sg l. Those things, uh, those frameworks are like super, super aggressive in terms of how fast they come out with features and how fast they can you know, get performant models out. [00:12:52] Anush Elangovan: And that compared with what, uh, you'd get from, you know, the likes of like T-R-T-L-L-M or something is always lagging, right? Because you [00:13:00] just can't keep up with you know, 200 commits a week just on one particular model to get that model really performant [00:13:06] Andrew Zigler: And, and, and in that world where, you know, everyone can enjoy the winds of this, what kind of customer stories or innovation stories have really stood out to you and excite you about building and creating this place for developers? [00:13:19] Anush Elangovan: Yeah. So I think the parts that are super exciting for me are when when we get to see a customer that is first skeptical. Then they start a little like, okay, fine, we'll give you a chance. Uh, we do a simple, uh, POC and then they're like, huh, this seems to work. Yeah, we told you it works. [00:13:42] Anush Elangovan: You don't have to change one line of code. Really? Yes, no need to change one line of code. Okay, let's try a production workload. So then they try it. Oh, you're more performant than the competition. Yes. We're more performant than, than the competition. So how much does it cost? And we're like, oh, it's your TCO is better with, uh, [00:14:00] AMD. [00:14:00] Anush Elangovan: So again, they're like, wow, okay, good. So now how do we deploy at scale? And then we go deploy it at scale. And when they give a thumbs up on that and they say, this is good, right? That's when you know, you, you see it go full circle from like, oh, we, we've never heard about AMD to like actually deploy to tens of thousands of GPUs In the order of a few months, right? It, it, it really is fascinating to see and very exciting and invigorating to [00:14:28] Andrew Zigler: Yeah. At like a great exposure to a lot of interesting problems. And, and then people using the infrastructure, the, the technology available to solve those problems. Really specific problems by the way, that's often why they're bringing their data and AI to it, uh, is because it is really specific and important for them. [00:14:45] Andrew Zigler: And there's a, a lot I think that other engineering orgs can learn and even emulate from AMD's success and, and having this open source ecosystem and it causing this acceleration within. You [00:15:00] know, uh, customers and enterprises that use and adopt the tools and, and, and that creates an advantage. And that goes back to why we're talking and like the real thesis of our conversation today. [00:15:10] Andrew Zigler: So how do you think engineering leaders that are listening to this and obviously tapping into this great success AMD has from an open source flywheel, how do you think other, other folks building in the same space can foster that open, first, that open source oriented culture in order to, you know, accelerate their innovation goals? [00:15:29] Anush Elangovan: Yeah, that's a very good question. So the startup that um, was acquired by AMD we, we built, I mean, we started off doing iot stuff and you know, smart ring and all that, right? But in the, the end of like, uh, and not the end, the last six years of the company was building ML compilers. [00:15:47] Anush Elangovan: And ml, ML compilers are like super, uh, complicated, sophisticated, advanced algorithms, dah, dah, dah. but it was all open source, right? So our VCs were like, wait, what do you mean your core [00:16:00] IP is open source? And um, the speed is the moat applied even then, right? It was just like, yes, if you have an idea that. [00:16:08] Anush Elangovan: Because someone saw this idea that you are, they're gonna be able to catch up, then you probably have the wrong idea anyway. But if they are, you know, you execute and they're gonna catch up, that you should assume they're gonna catch up. Right? So you gotta move forward. So keeping it open source is super important. [00:16:25] Anush Elangovan: But also to your question on like, you know, the learnings from an AMD standpoint, right? If there are, hard problems, I'd say dig in and work through it, right? Like there's no way but through it, right? That should be the simple mentality. And more, uh, frequently than not. you'll see that you'll just make it through in a, in, in good form. [00:16:52] Anush Elangovan: But if you doubt it and you're like, oh, I don't know if I should commit, if I'm, I, you know, what should just commit to do the right thing [00:17:00] every step, right? Every step, and just keep taking one step in front of the other. And in no time you'll see that you'll be running. Right. And, and yes, the first few steps will be like, yeah, everyone's complaining about your software quality. [00:17:15] Anush Elangovan: Everyone's complaining about this and that, and it doesn't work. And, and a few steps in, you know, you get, you get the hang of all the complaints that are coming in. You get the feedback loop. You're like, okay, what, what are you prioritizing again? One step in front of the other, right? You just keep knocking that out and then you get to a point where you're, it just becomes second nature, right? To do the, to do the right thing. And, and then yes, if someone gives you two options, you'll be like, fine. This is, uh, you know, there's always the resource trade off. There's always a human capital trade off, but what's the right thing to do? of course, I, I'm pragmatic about what we choose, but, but if the right thing for your long-term success is dig in, go first, principles, make it [00:18:00] happen. [00:18:00] Anush Elangovan: Well. Then just go for that. There's, there is no shortcut to [00:18:04] Andrew Zigler: acknowledging, you know, how it aligns with your mission, your core company goals, and what you're looking to achieve. And, and I, I love how you rightfully called out that in the open source world and you know, you have your technology that you've built, what you think is your moat upon, right? [00:18:22] Andrew Zigler: It's your code and, and to open source that, or to just make it where anyone could peer in is, you know. Scary in one regard, but two, it just kind of feels like you're handing away your throne room in some kind of sense, a very direct feeling sense. But the ultimately, you were really right to call out, and this is something I think about all the time, that the real power there is still the speed This the speed. [00:18:42] Andrew Zigler: That was the moat at the beginning of our conversation. It's the speed in combination with your. Very specific domain understanding of what you're building and what you're creating, and your new role as the steward of that world and how people plug into it, which [00:19:00] has frankly, a lot more influence and power than lording over a closed. [00:19:04] Andrew Zigler: You know, repository or an ecosystem, and like you said, like throwing things over the wall. Sure. There, there might be people always on the other side of that wall, but you're not gonna have a great connection with them. You're not gonna be able to really clearly understand them. I, I like your metaphor of the side of the field of the mountain a lot more. [00:19:23] Andrew Zigler: But, but in the, in this world, you know, where. That speed is, is the power and, and open source is just one way that you can harness that speed to get really far ahead and to innovate. , There's other parts of this equation that you can be experimenting with too, and I'd love to pick your brain about them as a software leader and, and, and one of them is about looking forward and kind of understanding that future that we're all building towards and beyond today's models and hardware. [00:19:48] Andrew Zigler: You know, what do you see as the next major bottleneck or opportunity in the AI compute space? As, as you know, enterprises and folks start to get a little more mature about what's available to [00:20:00] them. [00:20:00] Anush Elangovan: Yeah, I think, the bottleneck and opportunity is, uh, what I'd call, call walking the last mile of ai. Right. Uh, and like I I, I gave you an example, uh, previously, but, but it's similar to that. It's like there are cases where Humans have so many, uh, things to do in your day. You know, like the, if we sit down and actually had a customer focus like, okay, these customers lives, I'm gonna save four hours of this customer's life. And if you actually sit down and look at all of that, it'll be. Easily automatable, easily you know, uh, applicable, uh, for ai, right? [00:20:39] Anush Elangovan: Like, but then making it happen is gonna take a little bit, right? It's like maybe it's, uh, paying your utility bill, right? Or something like that, right? Or, or, your healthcare explanation of benefits. Uh, like, I'm sure you get an explanation of benefits, and I'm like, I, I don't even know what that thing is. [00:20:55] Anush Elangovan: It's just like EOB and like. [00:20:57] Andrew Zigler: it's a big, a big old PDF. Yeah, [00:21:00] exactly. [00:21:01] Anush Elangovan: Like, like, I'm like great straight to the, uh, shredder, right? And but that could be, you know, automated with the ai, right? It, it, it'd be like, Hey, the summary of this thing is you went and visited this day. Everything is okay. Everything is paid for, so don't worry, it's not a bill. [00:21:17] Anush Elangovan: That again, the same, uh, thing, but the sense of what that information overload is could be. Digested by ai, uh, accumulated over time and retrieved when you need it. Like, I don't, I actually don't even need to know this EOB right now, unless of course, whenever I need to know it, that maybe, you know, like for some benefits I need to figure out what do, what did I do over the past year and how do I apply it? Source:](https://image.24vids.com/tw-1994972575768727743/amplify_video_thumb/1994972220930621440/img/_5CCZJyz89oDfqQJ.jpg)
![[Behavioral Scientist's Analysis] NewJeans, Now Even Stronger, HYBE in Trouble I’ll listen again. Danielle: “Naturally, we all want to continue working with Daepyonim. Even before debuting as NewJeans and through all of the time that we spent together with Min Hee-jin Daepyonim, all of us felt that the music we wanted to make and the kind of world we wanted to build together, our vision, was similar in so many ways. With Min Hee-jin Daepyonim, we were able to prepare each and every task with sincere hearts, and I believe it shows in our work. Putting our sincere effort into something is only possible because the people that we're working with have trust in each other and have that same vision. Min Hee-jin Daepyonim is not only the person that produces our music, but someone who makes NewJeans who we are. She discusses even the smallest details with us and explains them in ways that we can understand clearly. NewJeans has a distinct colour and tone, and this was created with Min Hee-jin Daepyonim. She is integral to NewJeans’ identity, and we all feel that she is irreplaceable.” Danielle clearly stated this and also expressed it in English. So, in terms of the NewJeans issue, international fans who don’t have much information may not have had a clear perception of Ms. Min Hee-jin or how to view this issue. If you look at the comments, it was very poorly organized. In Korea, we now have clear information, so NewJeans fans, Bunnies, are cheering for NewJeans and supporting Ms. Min Hee-jin. It has become clearly sorted out like this. However, internationally, it hasn’t been clearly explained. But with Danielle explaining it so well in English, I expect that from now on, the international atmosphere will shift towards attacking HYBE, criticizing Bang Si-hyuk, and supporting Ms. Min Hee-jin and NewJeans worldwide. So, now that the artist has clearly stated their position and made it clear that the identity and assets of the NewJeans brand come from Ms. Min Hee-jin, regardless of any legal disputes or lawsuits, in the minds of the fans, NewJeans equals Min Hee-jin. And as for the current management of ADOR and HYBE, they will be seen as the ones attacking NewJeans and the mysterious people with no clear motive, such as Bang Si-hyuk. I think this will now be clear. Considering the nature of the entertainment industry, like many creative industries and the cultural industry, this is not manufacturing. Many things can’t be determined through legal processes like patents for ideas or lawsuits. The B2C market, or the market for services and consumption of an artist's brand, is driven by sensitivity. People consume it because of the emotional connection and enjoy it because of that sensitivity. So, what’s the point of winning a legal case? Even if HYBE were to win any legal case, do you think consumers wouldn’t boycott NewJeans’ music or other products afterward? I believe HYBE will be punished in some way for its actions towards ADOR and its current management. The way they are handling risk management is shortsighted, as they fail to understand people’s emotions. They seem to only rely on the advice of legal professionals and accountants, and their entire approach to this issue is so narrow-minded and misguided. It feels incredibly foolish to me. So, to summarize: NewJeans’ branding was done by Ms. Min Hee-jin. The identity and assets of the NewJeans brand were created by her, and we did it together because of her. Haerin: “However, even after our debut, there have been many unfair and incomprehensible incidents that you might not know about, and these incidents have only increased over time. As some of you may know, recently, videos from our trainee days and private records, such as medical information, were leaked. When I first saw that, I was really shocked. It was hard to understand how our company, which is supposed to protect us, failed to manage and allowed such information to be leaked. Naturally, this situation has made us worry that other strange or false information about us might spread in the future. Although we, along with our parents and Min Hee-jin Daepyonim, have raised concerns about this to HYBE, they haven’t resolved the issue, nor have they taken any proactive measures. Then, in the midst of all this, our CEO was dismissed, and we’re left wondering whom we can trust and rely on. We’ve come to the conclusion that if we don’t speak out about this now, no one will know what we’re going through. After much discussion among ourselves, we finally decided to take this step.” The current situation is shocking, but this is not just about this one incident; they’ve been continuously receiving unfair treatment from HYBE. The fact that they are saying this publicly now is truly shocking. They’ve been discussing these unfair treatments with their parents and Ms. Min Hee-jin while continuing their activities as NewJeans. They are saying that the unfair treatment from HYBE has been ongoing. It’s hard to understand as an outsider, but now the artists themselves have confirmed that there have been instances where the company has mistreated them. This is no longer a matter of speculation or exaggeration. NewJeans has officially admitted that HYBE has been continuously mistreating them. Moving forward, this changes the entire perspective on the issue. It’s no longer just NewJeans vs. HYBE or Min Hee-jin vs. Bang Si-hyuk. It’s hard to even imagine the reality of this situation. Now that the NewJeans artists have come out and said that HYBE has mistreated them, regardless of how HYBE tries to communicate going forward, they will now be framed as the ones mistreating NewJeans. How can they possibly shake off this perception now? I don’t think they can. Hanni: “Something happened to me recently. The 4th floor of the HYBE building is where we get our hair and makeup done, so a lot of other artists and staff come and go there. One day, I was waiting alone in the hallway, and some staff from another team passed by. We greeted each other, but when they came back out a bit later, I heard one of their managers say, “Ignore her,” right in front of me. I could hear and see everything clearly. Even now, I still don’t understand why I had to go through that.” I still don’t understand why that happened, even now. When I think about it, I feel like it was really ridiculous. This story from Hanni was so frustrating and absurd. Wow, what Hanni just shared is really shocking. She mentioned meeting an artist, and that artist's manager told them to ignore her. If this happened in middle or high school, people would probably dismiss it as childish fighting, but this happened among adults, and it's becoming a huge issue. Honestly, the NewJeans members aren’t sharing these stories to stir things up. They’re probably just speaking truthfully about their experiences and trying to be genuine with their fans, saying, “It’s time we express our stance honestly.” The timing and approach they’ve taken are actually perfect. They started by clearly explaining their motivations and why they’re speaking out, then moved on to using English to express what NewJeans’ identity is and the members' feelings, as well as their history with their manager. They made it clear how they feel about these situations. Now, they've started sharing more detailed stories. The way they’ve structured everything is so good because people remember stories more than abstract thoughts or philosophies. When you say, “This happened to me,” people are much more likely to remember that than vague statements. Hanni shared her unfair experience in such an honest way, and I think it’s going to spread widely. I can already imagine netizens trying to figure out which manager it was, which artist, and so on. This story will likely go viral. People remember stories like this because they stick in their minds. For example, remember when Bang Si-hyuk didn’t return NewJeans’ greeting, and it became a huge thing about face blindness? People don’t remember the details, but they remember that someone important didn’t greet them. It became a memorable story. Minji: “When I heard about what Hanni experienced, I was really shocked. How could a manager from another team tell their members to ignore one of us, and say it so loudly that Hanni could hear it? Such unimaginable words and behavior were directed at us, yet there was no apology, nor did they even acknowledge their wrongdoing. Of course, I’m worried about how many more similar incidents might occur in the future and whether we’ll be subtly ostracized without anyone there to protect us.” Hanni: “I hope no one else has to go through something like that, but since it’s already happened once, I can’t help but feel scared that other members might experience the same thing. I spoke to the new CEO about it, but since I didn’t have evidence and it was considered too late, they seemed to brush it off, making me feel like there’s no one left to protect us. It really felt like the concern for us was gone, and even though I was being honest, it made me feel like I was suddenly being treated as a liar. Before, Min Heejin, our previous CEO, used to take care of us a lot. But now, while the new people say they’ll help, it’s just been months of excuses... excuses... excuses... They keep saying that it’s something they can’t resolve. But this is something that I personally went through and experienced, yet they are trying to dismiss it as if it’s my fault. I’m worried and scared about what might happen next.” I want to make two points here. First, this is clearly “invisibility.” It’s not physical violence, but it’s about not acknowledging someone’s greeting, deliberately ignoring them, and so on. While it may not seem like a big deal, it still deeply hurts someone’s feelings. There’s been a lot of research on how these kinds of actions negatively affect an organization, spreading like poison and making people feel bad. It’s something we should really work against. The second point is about third-party justice. Hanni raised a legitimate concern, and it wasn’t handled properly within the company. This made Hanni, Minji, and others realize that the new management isn’t on their side. When others witness this, they’ll also realize that this company doesn’t have their best interests at heart. This realization leads to a loss of trust. People will remember these events, and once this perception sticks, it’s hard to change. It affects not just NewJeans, but also other artists who will think, “Oh, this is how HYBE treats people.” And it even affects the employees who work there. Minji: “Of course, I’m worried about our future, but what’s most frightening is that the work we’ve already created is being compromised. Seeing the people who have poured their lives into creating our work being treated this way makes it hard to understand how this could be happening. The new management said they would separate producing and management, but we’ve always worked differently from other labels, and we thought that our way was a good one. Now, Daepyonim can no longer approve all matters, and we’re left wondering how we’re supposed to continue working as we did before. The recent statement from the new management also didn’t make sense to me. If they really didn’t intend to interfere with our production, then the recent incident with Director Shin Woo-seok should never have happened, and it should have been handled differently. We are the ones directly involved with the copyrights and likeness rights of our content, yet they’re making decisions without our consent. In their statement, they kept saying they were acting to protect us and prevent our anxiety, but why do they keep insisting on this when they haven’t considered our wishes? We don’t want any more unnecessary issues to arise, and we want them to show respect and consideration for Daepyonim and all the directors who have worked with us. The things they’re doing right now are not in our best interest at all.” What’s worth discussing here is the perception of hypocrisy. People really dislike hypocrisy, and when you think about it, it makes sense. When humans are surviving, if there’s an enemy or a difficult environment, they overcome it as part of life. But the most dangerous situation is when you think someone is an ally, but they turn out to be an enemy. When you thought they were on your side but they stab you in the back — that’s when people are really upset. That’s why people hate it when there’s a discrepancy between outward appearances and inward intentions. It creates a near-hatred, especially when someone claims to be acting for your benefit but it’s clear that they’re not. This is what Minji is clearly pointing out — these people are hypocrites. New Jeans has already reached a conclusion internally: this new management team, in less than a month, has revealed themselves to be hypocrites. And they’ve shared this with the fans and everyone else. This isn’t just some interesting topic on a live broadcast; this will cause a huge impact, and I am certain of that. New Jeans has come to a solid realization — these people are not working for us. They are liars and hypocrites. Therefore, the new management can no longer properly lead the company. They will not be able to continue, and this system cannot be maintained. Why? Because the artist has called them out as hypocrites. The only way they can recover is by proving they aren’t hypocrites, but even then, that’s not effective — New Jeans would have to say it. But the chance of that happening is zero. In short, these people have been socially branded as hypocrites. The new management’s time is up. Less than a month, and their time is over. In the creative industry, especially in culture and the arts, content production — such as creating songs or music videos — cannot be separated from management. That’s how we’ve always worked, and it was good for us. Min Hee-jin was a remarkable creator and artist who understood all of this. The harmony between management and artistic decision-making brought about the incredible phenomenon of New Jeans. But now, they’ve created a system where that harmony can’t exist anymore. Moreover, the new management is culturally ignorant. They don’t understand art, music, or creativity. They have shown this clearly, especially with their mishandling of Director Shin Woo-seok’s music video and the associated fan content, like those on the Dolphiners YouTube channel. They’ve demanded to delete content without protecting the artists, or respecting the work of those who collaborated on it. Their management decisions show a complete lack of sensitivity or empathy. So once again, I say: "the new management’s time is over." Danielle: “As I mentioned earlier, our dream was to perform the music we want to make with Daepyonim, and we were working very hard toward that goal. But now, we can’t do that, and the plans we’ve made might not come to fruition. As Hanni unnie said earlier, just like that, the content that we released solely for our fans, for our bunnies, was instantly erased. And I truly can't understand why anyone would do this to a group, or just anyone in general. We were just working hard for the present, so what did we do wrong? A week after Daepyonim was dismissed, we found out that we could no longer work with the director we’ve been working with all this time, and we’re extremely anxious because we don’t know what will happen to the staff who have always worked hard for us. If they really care about us, they should stop saying that they prioritize the artists and instead let us do the music we love in an environment where we can be genuinely happy. Is that really so hard to do? It’s hard to fully express what’s in my heart, but in the end, the five of us just want to continue our activities with Min Hee-jin Daepyonim, as we have done so far.” Personally, they just want to be left alone—just "Leave us alone. Don't interfere; just leave us alone.” This is what they’re saying to both ADOR and HYBE. It's become clear now that HYBE and ADOR can no longer meddle with NewJeans, and I think things will flow that way from now on. The fans won’t stand still either. In entertainment, it’s not about titles like "I’m the CEO," or "I own shares." These are shallow understandings of what makes the entertainment business work. The real value created in this industry is the love and recognition from the fans. No amount of shares or CEO titles matter when that love disappears in an instant. NewJeans is asking to be left alone, and because of this, the new management of HYBE and ADOR can no longer act. I believe the future will unfold accordingly. One important thing I want to emphasize is that NewJeans is a unique group. They’re not just factory-produced idols. The distinctive nature of NewJeans’ music is felt by everyone who listens to them. For example, producer 250, who played a significant role in shaping the NewJeans sound, alongside other talented producers like those from the Banana Culture label, was brought in by CEO Min Hee-jin. This collaboration birthed the unique musical style of NewJeans, which many have come to appreciate. Their latest album, which incorporated elements like New Jack Swing, wasn’t just NewJeans making this music—it was 250's creative vision, drawing inspiration from 70s and 80s funk, R&B, and American black music, and reinterpreting them. If 250 no longer works with NewJeans, their music might become indistinguishable from other idol groups. The choreography, another element that set NewJeans apart, also contributed to their success. However, with the recent tensions, it's obvious that working with key figures like director Shin Woo-seok, who directed many of NewJeans' music videos, will become difficult moving forward. Director Shin wasn’t even interested in music videos before but was inspired to work with NewJeans after a conversation with Min Hee-jin. If Min Hee-jin and people like director Shin are ousted from ADOR, it’s inevitable that the core assets of NewJeans, including their distinctive musical and visual style, will vanish. This is not just a simple matter of one person being ousted—it’s about losing the core elements that made NewJeans what they are. WE STAND WITH NEWJEANS #버니즈_뉴진스와함께_준비갈완료 #방시혁_2주준다_민희진_복귀시켜라](https://image.24vids.com/tw-1836325806362235187/amplify_video_thumb/1836325301087072256/img/-KRorTRouoqNniiz.jpg)
!["What NewJeans Wanted to Say" [Full transcript translated to English] 🐹: Some of you might be surprised by this sudden meeting, but we wanted to share our thoughts and opinions about the recent events, so we prepared this session. First, I want to explain one of the reasons we decided to do this live. It's been hard to see many people who have worked with us continue to suffer from unfair demands and pressure even after our CEO was dismissed. It was frustrating to just stand by and watch these situations unfold, and we were very worried about our future as a group of five. Honestly, while preparing for this live, we were naturally concerned about the reactions we might receive afterward. We were also worried that people might mistakenly think that our CEO instructed us to do this, but I want to clarify that this live was prepared because we five members genuinely wanted to express our thoughts. We received help from directors we trust for things we couldn't prepare ourselves, like setting up the shoot and finding a location. It didn’t feel right for us to stay silent when everyone, including our Bunnies, has been stepping up to support us. Moreover, this is not just a matter of leaving it to the adults because it directly affects the lives of us five members. Since we're the ones going through this, we felt that it would be healthier to speak up ourselves than to do nothing, so we mustered the courage to do so. The main point of what we want to say today is directed towards HYBE. We've already had meetings with the current management to express our opinions, but after seeing what happened afterward, it feels like our concerns weren't clearly conveyed. It seemed like communication was blocked, so we felt that preparing this live was the only way to properly share our thoughts and feelings. 🐻: I’m sure that today’s announcement has shocked many of the staff as well, as they were not aware of it, and I imagine everyone watching is quite surprised too. We’ve thought a lot about where to begin, but since the purpose is to express our intentions, we’ll try to explain as clearly as possible. Of course, due to contractual issues, we can’t share everything, but we’ll be as honest as we can. After it was decided that we would debut as NewJeans, our members spent a lot of time getting to know Min Heejin Daepyonim, both as a group and individually. At first, I had reservations and a certain fear towards the adults we were working with, but Daepyonim was the first person to approach us in a way that allowed us to open up, which was initially awkward but eventually built trust. From before our debut until now, we’ve been aware of various issues related to our debut schedule and other matters. However, working with Daepyonim made us feel good, and I believe that’s why we were able to debut successfully and continue our activities until now. This has been today’s news story. 🐶: Naturally, we all want to continue working with Daepyonim. Even before debuting as NewJeans and through all of the time that we spent together with Min Heejin Daepyonim, all of us felt that the music we wanted to make and the kind of world we wanted to build together, our vision, was similar in so many ways. With Min Heejin Daepyonim, we were able to prepare each and every task with sincere hearts, and I believe it shows in our work. Putting our sincere effort into something is only possible because of the people that we're working with have trust in each other and have that same vision. Min Heejin Daepyonim is not only the person that produces our music, but someone who makes NewJeans who we are. She discusses even the smallest details with us and explains them in ways that we can understand clearly. NewJeans has a distinct colour and tone, and this was created with Min Heejin Daepyonim. She is integral to NewJeans’ identity, and we all feel that she is irreplaceable. 🐱: However, even after our debut, there have been many unfair and incomprehensible incidents that you might not know about, and these incidents have only increased over time. As some of you may know, recently, videos from our trainee days and private records, such as medical information, were leaked. When I first saw that, I was really shocked. It was hard to understand how our company, which is supposed to protect us, failed to manage and allowed such information to be leaked. Naturally, this situation has made us worry that other strange or false information about us might spread in the future. Although we, along with our parents and Min Heejin Daepyonim, have raised concerns about this to HYBE, they haven’t resolved the issue, nor have they taken any proactive measures. Then, in the midst of all this, our CEO was dismissed, and we’re left wondering whom we can trust and rely on. We’ve come to the conclusion that if we don’t speak out about this now, no one will know what we’re going through. After much discussion among ourselves, we finally decided to take this step. 🐰: Something happened to me recently. The 4th floor of the HYBE building is where we get our hair and makeup done, so a lot of other artists and staff come and go there. One day, I was waiting alone in the hallway, and some staff from another team passed by. We greeted each other, but when they came back out a bit later, I heard one of their managers say, “Ignore her,” right in front of me. I could hear and see everything clearly. Even now, I still don’t understand why I had to go through that. 🐻: When I heard about what Hanni experienced, I was really shocked. How could a manager from another team tell their members to ignore one of us, and say it so loudly that Hanni could hear it? Such unimaginable words and behavior were directed at us, yet there was no apology, nor did they even acknowledge their wrongdoing. Of course, I’m worried about our future, but what’s most frightening is that the work we’ve already created is being compromised. Seeing the people who have poured their lives into creating our work being treated this way makes it hard to understand how this could be happening. The new management said they would separate producing and management, but we’ve always worked differently from other labels, and we thought that our way was a good one. Now, Daepyonim can no longer approve all matters, and we’re left wondering how we’re supposed to continue working as we did before. The recent statement from the new management also didn’t make sense to me. If they really didn’t intend to interfere with our producing, then the recent incident with Director Shin Woo-seok should never have happened, and it should have been handled differently. We are the ones directly involved with the copyrights and likeness rights of our content, yet they’re making decisions without our consent. In their statement, they kept saying they were acting to protect us and prevent our anxiety, but why do they keep insisting on this when they haven’t considered our wishes? We don’t want any more unnecessary issues to arise, and we want them to show respect and consideration for Daepyonim and all the directors who have worked with us. The things they’re doing right now are not in our best interest at all. 🐰: Something we all find very important, something that plays a very important role in our team's colour and image is our media content and creative production. Despite saying that they would leave all the creative production to our now former CEO, Min Heejin, through official statements that I think a lot of you might have already read or seen, and also during our personal meetings, they infringed our content. Content that not only we worked really hard on, but also our staff who spent endless hours to produce and release them solely for our fans. And if they had any understanding about what type of team we are, and the type of content that we create, they would have thought more deeply for crossing the line that they set for themselves. Because of this incident, we realized that there's not much we can do to prevent these type of issues. Personally, the way that ADOR used to run was the business management and creative production was not separated and was factors that played and worked in harmony with each other. That's how it worked and it was perfectly fine. It was our way of working and it was our CEO's way of producing NewJeans' content, which a lot of you were able to enjoy and appreciate. But now that she's no longer CEO, these factors that should have continued to work together in harmony are now being seen as two different areas of work. 🐻: Besides this, there are many other incidents we’ve experienced that are beyond my understanding—things that are frightening and uncomfortable. These incidents naturally make us question whether HYBE really cares about NewJeans, and there are clear signs of this. However, it’s hard to discuss everything today because we’re not sure how far things could escalate. We just hope you can understand a little of what’s been on our minds and why we chose to speak out in this way. 🐶: As I mentioned earlier, our dream was to perform the music we want to make with Daepyonim, and we were working very hard toward that goal. But now, we can’t do that, and the plans we’ve made might not come to fruition. As Hanni unnie said earlier, just like that, the content that we released solely for our fans, for our bunnies, was instantly erased. And I truly can't understand why anyone would do this to a group, or just anyone in general. We were just working hard for the present, so what did we do wrong? A week after Daepyonim was dismissed, we found out that we could no longer work with the director we’ve been working with all this time, and we’re extremely anxious because we don’t know what will happen to the staff who have always worked hard for us. If they really care about us, they should stop saying that they prioritize the artists and instead let us do the music we love in an environment where we can be genuinely happy. Is that really so hard to do? It’s hard to fully express what’s in my heart, but in the end, the five of us just want to continue our activities with Min Heejin Daepyonim, as we have done so far. 🐱: Personally, I want to continue working with the people around us who have helped me grow mentally and made me feel alive. However, I can't understand, nor do I think I should have to understand, why external forces are constantly obstructing and hindering us. I absolutely cannot comprehend what is truly in our best interest or what is supposed to help us grow. And I feel so sorry and heartbroken that our Bunnies, who found comfort in us and shared joyful memories with us, have to go through this ordeal and worry about things they shouldn't have to. We almost lost the work that symbolizes the relationship between NewJeans and Bunnies, and we don't want to lose anything else. I refuse to conform to or follow the values of the society those people belong to, and because I believe that direction is not the right one, I will not choose to go that way. 🐹: We found out about the CEO's dismissal through the news on the very day it happened. It was so sudden and unimaginable for all of us, and honestly, it was really difficult for us to process. As artists under HYBE, the company's unilateral notification made it clear to us that they don't respect us at all. In the midst of this confusion, we heard through our manager that the new CEO wanted to meet with us. From the very first action taken by the newly appointed Juyoung, it was clear that there was no consideration for us. He claimed to care for us, to prioritize NewJeans, but looking at everything that has happened, it's evident that his words were just that—empty words. HYBE’s actions, like publishing articles that painted us in a bad light just a week before our comeback, make us question how any of this is supposed to be in our best interest. 🐻: It's already been half a year of unnecessary and exhausting discussions about us and NewJeans, and even as a third party, it must be tiring. As the ones directly involved, it’s incredibly uncomfortable for us. We still have music we want to make and goals we want to achieve together, but as things stand now, it’s heartbreaking to think that we might lose not only the work we’ve created so far but also the identity of our team. That’s what makes us feel so helpless. We held this live stream to express our feelings because we sincerely want this tiresome conflict to end. 🐰: Like how we have our own and individual thoughts and feelings, we have the choice to choose how we will react to each situation, and we are not going to follow Hybe's every order blindly. We are more than well aware that this is getting in the way of our work, and that we should be treated much, much better than how we are right now. And it's very hard to believe that they are truly sincere about wanting to help us continue, to be able to continue to work with our Daepyonim, Min Heejin Daepyonim. Despite her being in the midst of all this current legal conflict, she's expected to plan and creatively produce our future endeavours in just only two months, which I personally think makes no sense at all. We don't want to hear all the empty words of how they're going to help us continue to work with Min Heejin, Daepyonim. And all we want is this legal conflict to be resolved and have our working environment returned back to normal the way it was before. 🐹: The way HYBE is operating right now feels dishonest and wrong to us. Please, stop interfering. Reinstating our CEO and returning us to the original ADOR environment we had before, with familiar people, not strangers, would make things right. We’re not asking for special treatment; we just want everyone to do their jobs well in their respective places. We’ll do our best in our roles too. We sincerely hope our request is heard. 🐶: From a human perspective, I hope you stop harassing our CEO, Min Hee Jin. Honestly, she seems so pitiful, and HYBE just comes across as an inhumane company. What can we possibly learn from a company like this? So, I really hope you stop bothering our CEO. 🐻: What we want is the original ADOR, where CEO Min Hee Jin leads both management and production. The reason we're making this request is because it's a way to coexist peacefully without conflict with HYBE. If our message has been conveyed properly, we hope Chairman Bang and HYBE make a wise decision to restore ADOR to its original state by the 25th. Thank you for listening to us. #하이브어도어_뉴진스지우기_작작해 #HYBE_STOP_SABOTAGING_NEWJEANS #HYBEによるNewJeansへの妨害に抗議します #NEWJEANS_NEVER_DIE](https://image.24vids.com/tw-1833845252211474737/amplify_video_thumb/1833843519804592128/img/CtgDOp_doKrnNvSv.jpg)
