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Unlike Jensen Huang, this CEO embraces work-life balance and is proud he takes vacations and coached his kids’ baseball team

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Each year, nearly half of U.S. workers forgo their dream vacation—like a trip to Paris or Hawaii—and instead log more hours in the office. The result: more than 700 million unused paid time off (PTO) days, according to a 2019 study.

For some employers, this culture of loving time in the office is good news for the bottom line, thanks to more than $65 billion-worth of benefits going unused. But for others, including Bill Cassidy, CEO of Lactalis U.S. Yogurt, the trend is a warning sign.

As the leader behind $750-million-a-year cooler-aisle names like Yoplait, Go-Gurt, and Siggi’s, Cassidy promotes a philosophy that runs counter to high-profile billionaires like Jensen Huang and Elon Musk, who proudly embrace 24/7 work. 

Cassidy’s alternate stance is simple: “I work to live.”

“Work is an enabler to do all the other stuff that we want to accomplish in our lives,” he tells Fortune. “I love what I do. I love my family and friends more than work. But when you put the two together, you have that right level of balance.”

At a time when many CEOs view advancing technology and AI disruption as reasons to double-down on hustle culture, Cassidy said he believes striking the appropriate balance is what will lead to success for workers and leaders alike.

“To be a better leader, I also need that right amount of time to disconnect from the business, spend time with family and friends and come back—whether it’s a two-day vacation, a week’s vacation—that’s kind of irrelevant, but I come back recharge with more energy to drive the business,” he adds.

Encouraging employees to take PTO

While some business leaders may take pride in working all the time—seven days a week, with no vacations—Cassidy says that’s not a lifestyle he ever planned to embrace.

“One thing I never wanted in life was to have regrets that I did not spend the right amount of time with my kids, in particular,” he says. 

In fact, even while climbing the corporate ranks, he continued to coach his kids’ football, baseball, and soccer teams—even if it meant he had to substitute responding to emails for team practice.

It’s a workplace culture he’s tried to build as CEO by encouraging all employees to use their full PTO benefits each year—and avoid being among the millions of workers who don’t. 

That mindset even spilled into marketing. Earlier this year, Siggi’s launched a PTO-focused campaign with the goal of calling attention to the lack of vacation days throughout the business world. The company gave 10 winners $5,000 and a flight voucher to go take their time off—something Cassidy says all companies should encourage.

“Don’t feel as if you’re not here, work’s not going to get done,” Cassidy says.  “It’s more about the culture of taking time off and it being okay to take time off.” 

Younger workers in particular are taking this philosophy to heart and  believe working to live is a top priority. More than 42% of all Gen Z and millennials say their managers should help set boundaries and facilitate work-life balance, according to a 2025 Deloitte study.

Striking the right PTO balance

Determining how much PTO is awarded for employees is a major consideration of many job seekers—and can even be a make-or-break factor. In fact, one survey found 1 in 5 workers would turn down a job without unlimited PTO, even though it’s only found at about 6% of companies, according to SHRM.

Beyond being an enticing perk for new-hires, unlimited PTO is viewed as something that could give companies a competitive edge. Some 57% of retail investors expressed the belief that companies offering unlimited vacation could fare better than the top 500 companies listed on the U.S. stock exchange, according to a survey by Bloomberg.

Netflix is considered one of the companies that brought the policy into the mainstream—thanks in part to an affinity for time off by its billionaire cofounder Reed Hastings. He takes around six weeks of vacation each year and hopes his employees will do the same.

“I take a lot of vacation and I’m hoping that certainly sets an example,” the former Netflix CEO said in 2015. “It is helpful. You often do your best thinking when you’re off hiking in some mountain or something. You get a different perspective on things.”

But other companies have tried unlimited PTO—and reversed course. A LinkedIn post from Ryan Breslow, the CEO of fintech startup Bolt, went viral earlier this year for announcing the death of unlimited PTO at his company due it causing more harm than good for employees.

“We just killed unlimited PTO at Bolt,” Breslow wrote. “It sounds progressive, but it’s totally broken. When time off is undefined, the good ones don’t take PTO. The bad ones take too much.”

And while Lactalis did not provide specifics of their PTO policy besides being “generous and flexible,” Cassidy said he believes the companies that thrive won’t be the ones that glorify constant work, but the ones that help employees take time off—without guilt.

Introducing the 2025 Fortune Global 500, the definitive ranking of the biggest companies in the world. Explore this year’s list.



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If you want your employees back in the office, try feeding them, says Gensler executive

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What do both employees and employers really want in a workplace of the future? It’s a topic that came up last week in my conversations with CEOs, designers, and thought leaders at Fortune’s Brainstorm Design conference in Macau.

If you ask Ray Yuen, office managing director at the design and architecture firm Gensler, the answer is food. A recent Gensler survey asked employees to rank the office spaces that were most important to them. The top three? The office food hall, cafe, or lounge. 

“It’s really about food and wellness,” Yuen said onstage. “They didn’t even mention anything about work. Everybody just picked the stuff that we really want as human beings.”

It’s worth listening to these human desires as companies try to bring people back into the office, Yuen said. He described a project he worked on recently for a large company’s new Tokyo headquarters, where 50% of the company’s employees were working remotely and he was tasked with finding a way to bring them back. One of the biggest successes was a lo-fi vinyl listening bar, where no tech or talking was allowed, he said. 

Flexibility is also key. In the past, Yuen said he used to heavily design about 80% of a company’s headquarters with built in furniture and modules like cubicles, and leave about 20% as “flexible space.” Now, the balance is more 50/50, so companies can transform their office spaces easily when needs arise, such as an office happy hour, he says.

“We’re no longer just designing workplaces. We’re actually designing experiences. Because [employees may] think, ‘Well, if I can work anywhere, why do I want to go to work? I can do it at home,’” Yuen said. “You’ve really got to make the campus or the workplace be more than work, and that’s the fun part of it.”

Kristin Stoller
Editorial Director, Fortune Live Media
kristin.stoller@fortune.com

Around the Table

A round-up of the most important HR headlines.

Employers used to frown on social media posting during work hours, but now employees at companies including Starbucks and Delta are being asked to post on-the-job social media content. Wall Street Journal

The U.S. Equal Employment Opportunity Commission, or EEOC, is reportedly blocking or stalling claims brought by transgender workers. Bloomberg

As automated systems come under fire for potentially allowing discriminating hiring practices, many states are expanding bans on discrimination to AI. Washington Post

Watercooler

Everything you need to know from Fortune.

Meeting shakeup. Instagram’s CEO is calling employees back to the office five days a week, but is canceling all unnecessary recurring meetings —Marco Quiroz-Gutierrez

Earnings report. In the U.K., Gen Z college graduates are earning 30% less than Millennials did at the same stage of life. —Preston Fore

Trade troubles. As Gen Zers opt for trade schools and blue-collar jobs, there is one sector they are hesitant to get involved in: manufacturing. —Emma Burleigh 



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McKinsey’s CFO: Why finance chiefs shouldn’t hit pause on AI right now

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Good morning. For CFOs, using the words “uncertainty” and “unprecedented” has become second nature this year.

“There’s a bit of fatigue from uncertainty right now,” Yuval Atsmon, CFO of McKinsey, told me when we met in Washington, D.C., to discuss how finance chiefs navigated 2025 and the impact of AI. He often hears some executives joke, “Can we just have something that has a precedent?”

Following President Donald Trump’s so-called Liberation Day, Atsmon said significant uncertainty emerged around the new administration’s economic and geopolitical agenda. “If I look at the peak of uncertainty, what I was focused on as a CFO was: What are the things that I should be doing that would be helpful in any scenario?” Atsmon said. “The worst thing is inaction,” he added. Acting on what you can control builds resilience, he said.

Key questions included: How can you improve liquidity and operational efficiency? What costs can be delayed or eliminated? Which investments are essential, and which can be stopped?

While uncertainty often drives defensive moves, Atsmon noted the importance of reviewing long-standing strategies and seizing competitive opportunities. “I wouldn’t recommend anyone stop making AI investments at this moment,” he said, adding that some actions are still driven by inertia, not strategy.

“The other thing that I think is different in 2025 than it was over the last 100 years is that so much of resource allocation now happens through the technology function of the company,” Atsmon said.

Yet there’s still uncertainty about AI’s readiness to impact the bottom line. McKinsey already uses AI to handle up to 30% of its tasks—such as faster research and better summarization—but “you can’t really do a full strategic analysis yet,” he said. Timelines vary widely by company.

Atsmon pointed to new McKinsey research estimating profound changes in how work is done by 2030. People will need to reorganize how they create value or take on different activities. For CFOs, curiosity about technology is useful, but the core responsibility is enabling the organization to respond at the right pace—neither moving so fast that it creates financial strain nor so slowly that competitiveness erodes, he said.

For most organizations, he believes AI efforts should be “80% on productivity for growth and 20% on productivity for efficiency.” The biggest opportunity, he said, lies not in reducing headcount but in unlocking better uses of time.

Ultimately, leveraging AI requires a willingness to reimagine how work gets done. It is a cross-functional C-suite effort. “More than ever,” Atsmon said, “managing uncertainty—economic, geopolitical, and technological—comes down to planning for the best, but also preparing for the worst.”

SherylEstrada
sheryl.estrada@fortune.com

Leaderboard

Jennifer DiRico was appointed EVP and CFO of PTC (Nasdaq: PTC), effective Jan. 1. DiRico succeeds Kristian Talvitie, who will continue to serve as CFO through Dec. 31. DiRico’s experience ranges from large-scale enterprise software organizations to high-growth technology companies. She currently serves as CFO of Commvault, a cyber resilience company. Before Commvault, DiRico spent several years at Toast in finance and operations leadership roles.

David Hastings was appointed CFO of Trevi Therapeutics, Inc. (Nasdaq: TRVI), a clinical-stage biopharmaceutical company, effective Jan. 6. Hastings brings over 25 years of financial leadership experience. Most recently, he was CFO at Arbutus from June 2018 until March 2025. Previously, he was SVP and CFO of Unilife from 2015 until 2017.  Prior to that, Hastings spent the majority of his career as CFO and EVP at Incyte. 

Big Deal

“Global Economic Outlook Q1 2026: AI Tailwinds Boost Otherwise Weak Growth” is an economic research report published by S&P Global Ratings. Some key takeaways from the report include that global growth is holding up better than expected into 2026, helped by AI-driven investment and exports, even as underlying demand stays relatively soft. Also, forecasts have been revised up in many countries, but policy uncertainty, labor markets, bond yields, and the risk that AI underdelivers on earnings all remain key threats to the outlook.

Going deeper

KPMG’s latest “M&A trends in financial services” report is a review of M&A in Q3 for each of the banking, capital markets, and insurance sectors, with the latest data and top deals, as well as an outlook for M&A.

“Momentum from the prior quarter, driven by regulatory rollback and private equity interest, persisted in the third quarter of 2025,” according to the report. “However, inflation, credit quality concerns, trade policy uncertainty, and geopolitical tensions posed significant challenges, requiring adept navigation.”

Overheard

“In the days after the acquisition was completed, I was asked during a media interview if good luck was a factor in bringing together these two tech industry stalwarts. Replace good luck with good timing, and the answer is a resounding, ‘Yes!'”

Amit Walia, the CEO of Informatica, a Salesforce company, writes in a Fortune opinion piecetitled, “Why the timing was right for Salesforce’s $8 billion acquisition of Informatica—and for the opportunities ahead.”



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Fortune Brainstorm AI San Francisco starts today, with Databricks, OpenAI, Cursor, and more on deck

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It’s been a crazy few weeks in AI.

Granted, it feels like it’s always been a crazy few weeks in AI. But this cycle has been especially notable: Reports that Sam Altman has declared a “code red” around improving ChatGPT have made waves, while Databricks is reportedly in talks to raise at a jaw-dropping $134 billion valuation. Anthropic is reportedly looking at a real-life IPO, and everyone’s always watching for news from perhaps the biggest ascent of the year: Cursor, the AI coding juggernaut that’s now valued at more than $29 billion. 

And today, Brainstorm AI starts, and so many of these key players will be with us live in San Francisco, including Databricks CEO Ali Ghodsi, OpenAI COO Brad Lightcap, Cursor CEO Michael Truell, San Francisco Mayor Daniel Lurie, Google Cloud CEO Thomas Kurian, and Rivian CEO RJ Scaringe, plus some starpower from Joseph Gordon-Levitt and Natasha Lyonne. 

If you’re attending the conference, come find me! I’ll realistically be the one running around in a bright pantsuit. And if you can’t make it, we’ll be livestreaming the show, too – tune in here.

See you soon,

See you tomorrow,

Allie Garfinkle
X:
@agarfinks
Email:alexandra.garfinkle@fortune.com
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Venture Deals

Antithesis, a Tysons Corner, Va.-based platform designed to validate that software works before it launches, raised $105 million in Series A funding. JaneStreet led the round and was joined by AmplifyVenturePartners, SparkCapital, and others.

ParadigmHealth, a Columbus, Ohio-based clinical research platform, raised $78 million in Series B funding. ARCHVenturePartners led the round and was joined by DFJGrowth and existing investors.

Oxzo, a Santiago, Chile-based provider of oxygenation services for aquaculture, raised $25 million in funding from S2GInvestments.

Quanta, a San Francisco-based accounting platform, raised $15 million in Series A funding. Accel led the round and was joined by OperatorCollective, NavalRavikant, DesignerFund, and others.

LizzyAI, a New York City-based AI-powered talent interviewing company, raised $5 million in seed funding. NEA led the round and was joined by Speedinvest and ZeroPrimeVentures

PvX, a Singapore-based provider of user-acquisition financing for gaming companies, raised $4.7 million in a seed extension from Z Venture Capital, DrivebyDraftKings, and existing investors.

Corma, a Paris, France-based developer of a copilot for AI teams, raised €3.5 million ($4.1 million) in seed funding. XTXVentures led the round and was joined by TuesdayCapital, KimaVentures, 50Partners, OlympeCapital, and angel investors.

Private Equity

NITEOProducts, a portfolio company of HighlanderPartners, acquired Folexport, a Tualatin, Ore.-based manufacturer of carpet, fabric, and hard surface cleaning products. Financial terms were not disclosed.



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