. >> thank you for coming in >> coming up when we return we'll welcome our guest show, ben horowitz isw book stay tuned you're watching "squawk box" on cnbc >> get the best of "squawk box" every day in our podcast ♪ ♪ ♪ ♪ ♪ >>> welcome back to "squawk box" futures now are indicated down about 31 points on the this morning, pre-market. merck, we got pfizer, and gm all fact jororing to what we're seeg nasdaq indicated down 21 and change, alphabet part of the problem there. >> famed venture capitalist ben horowitz is out with a new book this morning titled "what you do is who you are" which looks what history can teach us about definition of culture and way technology companies can better adapt to scale we're going to get to the book in just a second but talking about culture i want to get your take on a couple of report out there right now that very much on this issue. >> ah-ha >> of culture. report in the "new york times" just yesterday on a letter that facebook employees sent to mark zuckerberg asking the ceo to reverse the company's policy of exempting political ad from its own fact c

coming up, he is the man, ben ben horowitz calls the best ceo we has ever worked with.ll talk to the chief executive of an a.i. startup. that is next. this is bloomberg . ♪ devices are like doorways that could allow hackers into your home. and like all doors, they're safer when locked. that's why you need xfinity xfi. with the xfi gateway, devices connected to your homes wifi are protected. which helps keep people outside from accessing your passwords, credit cards and cameras. and people inside from accidentally visiting sites that aren't secure. and if someone trys we'll let you know. xfi advanced security. if it's connected, it's protected. call, click, or visit a store today. this is bloomberg technology. i'm taylor riggs. brick isd startup data raking in the investment. just eight months after securing $250 million in funding, it is adding another cool $400 million from backers such as microsoft and andreessen horowitz's. along with that, a new valuation of more than $6 billion and that is more than double its price tag in february. to tell me more about this inves

coming up, he is the man ben horowitz of andreessen horowitz calls the best ceo he has ever worked withill hear from the chief executive of an a.i. startup. that is next. this is bloomberg. ♪ taylor: this is "bloomberg technology." i'm taylor riggs in san francisco. a.i.-based startup databricks is raking in the investment. just eight months after securing $250 million in funding, it is adding another cool $400 million from backers such as microsoft and andreessen horowitz. along with that, a new valuation of more than $6 billion and that is more than double its price tag in february. to tell me more about this investment as well as how databricks uses a.i. to help companies organize their data, it is ceo ali ghodsi. thank you for joining me. walk me through your business model. ali: the way companies solve the world's toughest problems using data. we take massive amounts of data and do machine learning on it. we do that in the cloud. customers rent our service in the cloud from us and they pay us by the hour. taylor: congratulations on the funding. what are you using this for? ali: we

well, venture capitalist ben horowitz argues that many companies miss the mark when developing theirculture." horowitz was an investor in transformative startups like airbnb, instagram, lyft, and pinterest. he joins us now. ben, good morning. >> good morning. thanks for having me. >> i think we should define culture. you have an interesting way of saying, look, it's not dogs at work, it's not casual friday, it's not about a slogan on the wall. what is it? >> it's not a set of beliefs. it's a set of actions. it's what people do when you're not looking and you're not there. do they go home at 5:00, or do they go home at 8:00? do they return the known tall that day or in a -- phone call that day or in a week? when they have a partnership do they focus on the partnership or the price? these are your culture, and they're hard to measure. and you can't just put them in a performance review because you don't know if they did them. >> you said there's a difference between culture and perks at work. sometimes people get it confused and you have to have big buy-in from the ceo, whoever she is,