Rivian’s Chief Executive Officer, RJ Scaringe, says electric vehicles should not be associated with any political party — a view that stands out at a time when EVs have become an ideological flashpoint in Washington.

Speaking on The Verge’s Decoder podcast on Monday, Scaringe said that EVs “have become political,” but insisted that “they shouldn’t be.”

His remarks come as President Donald Trump’s administration moves to reverse several of the policies that previously supported the electric vehicle industry. Earlier this year, the Trump administration removed the federal EV tax credit and signed a resolution blocking California’s plan to phase out new gas-powered car sales — decisions that analysts say have slowed industry momentum and forced automakers to rethink their electrification timelines.

“Rivian employs almost 16,000 people domestically and has one of the strongest technology teams, I think, in the United States,” Scaringe said. “We spend a lot of time with the administration on that, and there’s a lot of support and enthusiasm for what we’re creating and building in that regard.”

The national focus on reshoring and domestic manufacturing — central to the Trump administration’s economic agenda — has boosted investment in gas-powered vehicle production, as automakers recalibrate their priorities. In June, General Motors announced a $4 billion investment in U.S. manufacturing plants, including expansions for internal combustion engine vehicles to “meet continued strong demand.”

That marks a sharp contrast from just a few years ago, when major automakers, including GM and Ford, had pledged to phase out combustion engines entirely by the 2030s. Scaringe lamented what he called a “reprioritization of capital towards internal combustion,” warning in August that the shift was “very bad for my kids and their kids, and very bad for the U.S. auto industry.”

While Trump’s policies have broadly applied across the EV sector, he has publicly praised select companies, most notably Tesla, which he has described as a model of American innovation. The president has even purchased one of Tesla’s vehicles himself, calling CEO Elon Musk “a great American success story.”

That endorsement, however, has not extended to the broader EV market. Trump has repeatedly criticized federal subsidies for electric vehicles, arguing they disproportionately benefit wealthy consumers and foreign manufacturers.

Rivian’s Neutral Ground

Scaringe is intent on keeping Rivian above the political fray. Drawing on a line from Michael Jordan’s iconic Nike campaign, he said: “Republicans buy sneakers, too.”

“We have a lot of Republicans who buy our vehicles and love them. We have a lot of Democrats who buy our vehicles and love them. We have people who are in the middle, and we have Independents,” Scaringe said, emphasizing that Rivian’s customer base spans the political spectrum.

He described Rivian’s mission as building a brand that is “as broad as possible,” with a “welcome mat” that invites all Americans — regardless of political affiliation — to embrace sustainable transportation.

“We try very hard not to make what we’re doing political,” Scaringe said. “At the end of the day, our vehicles are about performance, adventure, and innovation — not politics.”

Scaringe’s comments underline a broader tension in the U.S. auto industry as manufacturers navigate the intersection of industrial policy, climate goals, and consumer sentiment. The Trump administration’s rollback of EV incentives has prompted warnings from environmental groups that the U.S. risks falling behind Europe and China, where electric mobility remains a cornerstone of long-term economic and environmental strategy.

Despite the policy uncertainty, Rivian continues to expand its production capabilities and is positioning itself as one of the few independent challengers to Tesla. Scaringe thus appears to be betting that Rivian’s success will hinge less on policy and more on innovation and market appeal.

Elon Musk has reached a settlement with four senior Twitter executives he abruptly fired after acquiring the company in 2022, ending a high-profile legal battle that shed light on his handling of the $44 billion takeover.

The settlement follows a year-long standoff over more than $128 million in unpaid severance benefits.

Court filings submitted to the U.S. District Court for the Northern District of California confirm that Musk and X Corp — Twitter’s rebranded parent company — have agreed in principle to settle with former CEO Parag Agrawal, CFO Ned Segal, chief legal officer Vijaya Gadde, and general counsel Sean Edgett. The four executives had sued Musk in March 2024, alleging that he engineered an “early closing” of the Twitter acquisition to deprive them of stock options set to vest the following day.

The filing indicates that the settlement is subject to “certain conditions” yet to be made public. The court has granted an extension of existing deadlines to give Musk time to fulfill those conditions, with proceedings scheduled to resume on October 31 if the terms are not met.

According to the executives’ lawsuit, Musk intentionally closed the acquisition on October 27, 2022 — a day earlier than scheduled — to block roughly $200 million worth of vested stock options. They cited passages from Walter Isaacson’s authorized biography of Musk, where the billionaire allegedly said he would “hunt every single one” of Twitter’s former leaders “till the day they die.” The lawsuit claimed this statement exemplified Musk’s personal vendetta against the executives who had previously resisted his takeover bid.

Agrawal and his team were dismissed within minutes of Musk assuming control of the company, reportedly escorted out of Twitter’s San Francisco headquarters under security supervision. Their abrupt termination formed part of a wider purge that saw more than 6,000 employees laid off globally between late 2022 and early 2023, as Musk sought to cut costs and overhaul the company’s business model.

X has been battling a string of lawsuits stemming from those layoffs. In August 2025, the company agreed to settle thousands of cases filed by ex-employees who accused Musk of violating federal labor laws by failing to provide the mandatory 60-day notice required under the Worker Adjustment and Retraining Notification (WARN) Act. The company has also faced claims from vendors, landlords, and former contractors who allege unpaid dues totaling tens of millions of dollars.

The legal tension comes amid ongoing turbulence at X, which has struggled with declining advertising revenue, operational restructuring, and regulatory challenges in multiple countries. Musk’s rebranding of Twitter into “X” was part of his long-term vision to transform the platform into an “everything app” offering payments, video streaming, and AI-powered services. However, that vision has been undermined by advertiser pullbacks, staffing shortages, and skepticism from regulators.

Analysts say the settlement with the four top executives is a pragmatic move for Musk, who faces mounting legal and financial pressures as X attempts to stabilize.

Dan Ives, a tech analyst at Wedbush Securities, said settling now allows Musk to limit exposure and draw a line under one of the most damaging disputes from his Twitter acquisition, adding that the case symbolized the chaos and personal acrimony that followed the takeover.

Under Musk’s ownership, X has also undergone dramatic policy shifts, including the reinstatement of previously banned accounts, a reduced focus on content moderation, and the introduction of paid verification. These moves have polarized users and advertisers alike, with the platform’s U.S. ad revenue reportedly falling by over 50% in 2023 before showing a modest recovery in mid-2025.

However, Musk remains determined to push X toward profitability and global expansion, particularly through new subscription models and AI-driven features. But legal experts say the latest settlement signals that even as Musk looks ahead, the legacy of his Twitter takeover continues to cast a long shadow.

With the settlement now pending final approval, Musk appears intent on closing one of the most contentious chapters of his ownership — though many within Silicon Valley say the consequences of his aggressive acquisition tactics will linger for years.

HR AI assistants are revolutionizing the way companies recognize and engage with their employees. By leveraging advanced HR tech and generative AI, these systems enable faster recognition and smarter engagement, transforming traditional human resources (HR) practices. Platforms like Flaree are leading the charge in making these AI solutions accessible and effective for modern workplaces, helping HR teams move from administrative firefighting to strategic employee engagement.

The integration of HR AI assistant technology into workplace systems marks a significant shift in business operations. These assistants automate routine tasks, allowing HR professionals to focus on creating a positive work environment. Employee recognition, a critical component of employee engagement, benefits greatly from AI’s ability to provide timely and personalized feedback. This ensures employees feel valued and motivated, ultimately enhancing productivity and overall team performance.

Key benefits of HR AI assistants include:

• Automation of repetitive HR tasks such as scheduling, approvals, and reminders
• Personalized recognition that acknowledges employees’ individual achievements
• Increased productivity by freeing HR teams to focus on strategic initiatives
• Streamlined workflows and consistent engagement for hybrid teams

AI’s Role in Enhancing Recognition and Engagement

HR AI assistants are redefining how organizations manage their workforce by streamlining HR processes and reducing administrative burdens. Automation in HR tech not only speeds up routine tasks but also facilitates instant feedback and appreciation, helping employees feel recognized in real time. AI tools leverage analytics to examine large datasets, offering insights into employee performance and engagement, identifying patterns, and suggesting actionable improvements.

For hybrid teams operating across multiple locations, AI ensures consistent recognition, aligning with company culture across geographical boundaries. Employees working remotely receive the same level of acknowledgment as those in the office, reducing feelings of isolation and improving morale. By combining AI with human insight, organizations can create recognition programs that are both scalable and highly personalized.

Machine learning algorithms within HR AI assistants continuously evolve to understand employee behaviors and preferences. These systems can predict when recognition is most impactful, such as after completing challenging projects, exceeding team goals, or reaching significant personal milestones. By analyzing historical data and engagement patterns, AI assistants proactively suggest recognition opportunities to managers, ensuring no achievement goes unnoticed. This predictive capability helps maintain consistent engagement levels, reduces the risk of employee burnout, and supports long-term retention.

Innovative Applications of HR AI Assistants

The potential of HR AI assistants in employee engagement is vast, with several innovative applications already in practice:

• Auto-suggested recognition messages tailored to individual accomplishments, making kudos more personal and meaningful
• Values-aligned templates that reinforce company culture and encourage behaviors aligned with organizational goals
• Slack integration for immediate acknowledgment of achievements within daily workflows
• Gamification features, including points, badges, and leaderboards, to boost motivation and healthy competition
• Advanced natural language processing to analyze sentiment in communications, uncovering trends in morale and team dynamics
• Automatic generation of personalized development plans based on performance patterns and career aspirations

Some forward-thinking implementations even incorporate virtual reality modules for immersive training experiences and team-building exercises, creating a more engaging and interactive workplace environment that goes beyond traditional recognition methods. These experiences help employees feel more connected to their teams, even in fully remote settings.

Leveraging Analytics for Smarter Engagement Strategies

Analytics play a critical role in shaping effective recognition and engagement strategies. By leveraging data analytics, companies can:

• Track the effectiveness of recognition programs over time
• Identify trends that drive employee engagement and satisfaction
• Allocate resources efficiently to maximize impact
• Tailor recognition strategies to individual teams or employees
• Measure ROI to ensure recognition investments translate into tangible outcomes, such as higher productivity, engagement, and retention

Data-driven recognition also helps HR leaders make informed decisions about incentive programs, promotions, and professional development initiatives, ensuring recognition is strategic, fair, and measurable.

Privacy Considerations in AI-Powered HR Systems

Privacy concerns are paramount when implementing AI-driven HR systems. Maintaining trust requires robust strategies to protect employee data while utilizing advanced HR tech. Privacy-by-design principles should be integrated from the outset to ensure compliance with legal standards and ethical guidelines.

Key privacy practices include:

• Strict access controls and encryption to safeguard sensitive information
• Transparent communication about how employee data is collected and used
• Ensuring compliance with regulatory requirements such as GDPR or CCPA

Transparency fosters trust among employees, reinforcing confidence in AI solutions like Flaree used by their employers. A commitment to privacy not only protects individuals but also enhances the overall credibility and reputation of an organization’s HR practices.