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The most anticipated quarterly earnings of the month will be announced on Wednesday, November 19, as AI chip giant Nvidia Corporation (Nasdaq: NVDA) reveals financial results for its 2026 fiscal third quarter. A lot is riding on these resultsand not just for Nvidia. Investors are increasingly on edge about a possible AI bubble, and if Nvidia posts good or better than expected earnings, it could give those investors faith that AI infrastructure is on solid ground and has plenty of room to grow. But if Nvidias earnings disappointor show signs of upcoming weaknessit could spell bad news not just for NVDA stock, but for the stock prices of all companies operating in the AI space. Here is what Nvidia has previously forecast for its Q3 2026, and what investors are expecting when the company releases its earnings results tomorrow after markets close. Nvidias Q3 2026 guidance On August 27, Nvidia announced its Q2 2026 results. That same day, the company released its forecast for the quarter that it is currently operating in. Here is what the company said it expected for its Q3 2026, which ran from July 28 to October 26: Revenue: $54 billion (plus or minus 2%) GAAP gross margins: 73.3% (plus or minus 50 basis points) Non-GAAP gross margins: 73.5% (plus or minus 50 basis points) GAAP operating expenses: approximately $5.9 billion Non-GAAP operating expenses: approximately $4.2 billion Heres what analysts are expecting from Nvidias Q3 2026 Nvidias estimates above are the best guess the company had for its Q3 based on the data it had at the time, which in this case was in August. But analysts calculate their own estimates, which fluctuate as the quarter progresses and additional data is assessed. Thats why analyst estimates will typically not entirely align with what a company has forecast. Also, nearly every individual analyst will have a different estimate. These estimates are often pooled to produce a consensus figure, and yet even those consensus figures will differ depending on what analysts are included. The number that analysts usually care most about is revenue. Nvidia forecast its Q3 2026 revenue to come in at $54 billion plus or minus 2%, which would equate to a range of roughly $52.9 billion to $55 billion. Heres what analysts are expecting: CNBC reports that LSEG analysts expect revenue of $54.9 billion. Investors Business Daily (IBD) says analysts polled by FactSet expect revenue of $54.8 billion. Yahoo Finance says Bloomberg consensus data shows analysts expect revenue of $55.2 billion. What this means for NVDA and AI as a whole As you can see, three separate analyst roundups show that Wall Street expects Nvidia to come in at the high end of its $52.9 billion to $55 billion Q3 revenue estimate. That means that if Nvidia doesnt meet these lofty expectations, investors could get spooked and the stock could drop. But a miss in these revenue estimates could also add fuel to the fire over growing concerns that the AI sector is in a bubble. And if Nvidias results fuel bubble fears, the companys earnings could have an adverse knock-on effect on the stock prices of other companies operating in the space. How have AI-related stocks been performing? Nvidia’s shares have been strong so far in 2025. As of yesterdays close, the stock is up more than 38% for the year. And back in October, Nvidia made history when its share price rose to as high as $212, making Nvidia the worlds first public company ever to be valued at $5 trillion. But since then, the companys stock has fallen almost 10%. In the run-up to its Q3 earnings tomorrow, investors are hoping that strong results will mean that NVDA shares can make back some of those losses. Most of the so-called Magnificent Seven stocks (Apple, Amazon, Alphabet, Meta, Microsoft, Nvidia, Tesla) are down over the last five days, as is the tech-heavy Nasdaq Composite.
Category:
E-Commerce
Each year after Thanksgiving, people flock to TikTok to show off the elaborate sandwiches they build out of their holiday meal leftovers. The ritual, going strong for at least four years now, is often paired with a viral audio clip from the quintessential ’90s sitcom Friends describing the perfect sandwich made out of holiday leftovers. The sandwich, starring an extra slice of gravy-soaked bread in the middle, is known as the moist maker. This Thanksgiving, Heinzmaker of ubiquitous and inoffensive condiments like ketchup and mustardis escalating matters considerably by introducing a squeeze bottle gravy designed to engineer the ultimate Thanksgiving leftovers sandwich. The squeeze bottle, labeled leftover gravy, actually comes empty in a special kit paired with a jar of Heinz turkey gravy and instructions that quote the Friends episode. The limited edition kit will be for sale through Walmart.com. A social media favorite among millennial sitcom-lovers, the Moist Maker epitomized an obsession with holiday food crafted with care and detail, Heinz Associate Director of Brand Communications Jamie Mack said in a press release, adding that the gimmick is a celebration of fans who share an irrational love of the moist maker. The concept of squeeze bottle gravy prompts many further lines of inquiry. Heinz already sells a surprisingly diverse array of jarred gravies with flavors like caramelized onion and thyme (for the adventurous) and regular turkey gravy for traditionalists who wont be cooking a gigantic hunk of poultry for hours and savoring its juices the old fashioned way. While the jars make sense, does a squeeze bottle really add any convenience? Would anyone try it? Is the gravy cold? The TV moment, from 1998s fittingly titled Friends episode The one with Ross’s sandwich, is capped off by Ross discovering that his boss keeps eating his sandwiches at work, including his prized moist maker, and absolutely crashing out. [Image: Heinz] FoodTok trends Brands hot on the trail of food-related TikTok trends is nothing new. Food and cooking are extremely popular enduring topics on TikTok, regularly launching micro-trends, viral one dish meals, horrifying products, dubious historical recipes, and massive content categories. Like all things on TikTok, these trends come and go quickly (mini pancake cereal, we miss you), but videos that hop on a food trend at the right time can easily rack up millions of views and a ton of engagementa tempting prize for any brand trying to stay relevant. While Gen Z generally powers TikToks viral food scene, Heinz says its gravy stunt is aimed squarely at a generation thats old enough to have watched Friends as the show aired. According to Heinz, the new condiment is aimed at the growing demographic of millennial hosts who are redefining holiday traditions. And redefine them you will, if you invite squeezable gravy to mingle with your precious post-Thanksgiving leftovers. Heinz isnt the first brand to hop on the gravy train. Last year, the upscale kitchen store Williams Sonoma posted its own version of the moist maker. Kings Hawaiian bread company, maker of excellent rolls for Thanksgiving leftover sandwiches, did too. The grocery chain Kroger was even earlier to the trend, quizzing its audience on the audio clip of Ross describing his sisters culinary flash of genius back in 2022. The TikTok account cooking panda appears to have originally uploaded the sound in 2021, juxtaposing the Friends clip with video of a moist makers step-by-step construction process and racking up 1.7 million likes in the process. Heinz might not be early to the moist maker trendnow ancient by TikTok standardsbut what it lacks in timeliness it plans to compensate for with sheer commitment to the bit.
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E-Commerce
Imagine youre watching a basketball game. Youre not focused on the stat sheetyoure watching how the players read the court, pivot when a play breaks down, and celebrate their teammates. Those moments tell you a lot more about how someone performs under pressure than any metric ever could. I think about hiring the same way. Like a stat sheet, a résumé might list someones achievements, but it wont show how they adapt under pressure or support a team. Yet in the age of AI, companies often overlook that, prioritizing technical skills instead. According to a 2024 report from Microsoft and LinkedIn, 71% of employers said they would choose an AI-fluent candidate with less experience over someone more experienced but with limited AI knowledge. Technical ability matters, of course. But in a world where technology is evolving by the week, so are the skills needed to keep up. Thats why I dont screen for skillI scout for character. Because when everything else is changing, character is the one thing that cant be automated or learned from a prompt. Its the foundation for building a culture that wins together, not just works together. While tech keeps shifting, culture endures Were in what Goldman Sachs economists are calling a period of jobless growthan era where the economy is expanding but hiring lags behind. There are fewer openings, more applicants, and slower movement on both sides. At the same time, AI is reshaping the definition of work and what companies think they need. Everyones racing to hire the candidate who knows the latest model or has experience with the newest tools. But no one really knows what AI skills will mean six months from now. PwC found that requirements for AI-exposed roles are shifting 66% faster than in other jobsmore than twice the rate of change just a year ago. Whats cutting-edge today could be obsolete by next quarter. Even with a deeper pool of applicants, many companies are still hiring against moving targets, chasing technical standards that continue to evolve. And in a job-hugging economy where employees are staying put longer and hiring cycles have slowed, every decision carries more weight. The people you hire today will shape your company for years to come. Thats why culture matters more than ever. Too often its treated like an elusive vibesomething that magically appears when the right mix of people land in the same room. Or worse, its reduced to sameness: hiring people who share the same background, and likely talk and think the same way. Thats not culture, thats comfort. Real culture is chemistry. Its intentionally built on how people think, collaborate, and recover together when things go wrong. As technology keeps rewriting job descriptions, that chemistry is what helps teams move faster, grow stronger, and stay resilient through cycles of disruption and reinvention. Build a resilient culture one character interview at a time After years of conducting culture interviews, I know that one great hire can lift a team, and the wrong one can just as easily unravel it. Im looking for people who stay calm under pressure, think critically, and are driven by purpose, not titlestraits that endure long after roles, tools, and technologies change. Culture interviews are where you see that come to life; they strip away polish and show why someones really sitting across from you. These are a few ways I approach interviews to get a truer sense of the person behind the résumé. Be in the room As an HR executive, I make it a point to lead every culture interview I can, because who you hire shapes the culture, and culture shapes the business. Thats a responsibility no senior leader should be removed from. When senior leaders make time for interviews, it signals to candidates that culture isnt just talkits taken seriously and owned at every level. As an executive, being in the room gives you a better read on the energy, mindset, and values someone will bring to the team. Its also an opportunity to establish a mutual sense of respect and investment right out of the gate. If leaders expect candidates to show up with honesty and humility, we have to do the same. That starts with being fully present, making clear that their time matters as much as yours. Use consistency to reveal character In every culture interview, I ask the same core questionsnot because Im looking for perfect answers, but to see the level of energy behind them. When candidates are given the same starting point, you start to notice characteristics that cant be rehearsed, like thoughtfulness, curiosity, and excitement. Confidence can easily be mistaken for competence, especially when people have polished their right answers. But consistency helps surface patterns: Who takes a beat to reflect? Who connects ideas instead of reciting them? Who lights up when they talk about their career goals? In a time when ChatGPT and Copilot can write a résumé and coach candidates through mock interviews, a consistent framework helps cut through the performance and surface honesty and self-awareness. Remember that questions are a two-way street Some of the most revealing moments in a culture interview are when the questions go both ways. I pay close attention to what candidates ask, because their questions can say just as much as their answers. Are they trying to understand how decisions get made, how teams collaborate, what growth looks like? That tells me they care about more than a title or a paycheck. They are thinking about the environment they might step into. Curiosity signals investment. When a candidate asks me a tough questionthe kind that makes me pauseI respect it. It shows theyll bring that same honesty and initiative once theyre on the team, and thats what strengthens culture. Look for the same values, not the same story Great talent exists everywhere; the key is knowing what to look for. Whether Im interviewing in Milwaukee or Medellín, Im scouting the same core traits: curiosity, drive, honesty, and self-awareness. What changes is how people express those valueswhat ambition looks like to them, what stability means in their world, how they define success. Recognizing those nuances is how you build a culture that scales across borders, departments, and generations. The framework stays the same, but the conversation flexes. By knowing what to hold constant and what to adapt, you build and maintain a culture that lasts through technologies. Skills will change, but character is consant Technology will keep evolving faster than any job descriptionthats a given. But character doesnt run on an update cycle. Its what keeps companies steady when everything around them is in motion. Great hiring isnt about predicting the next trending skill. Great hiring means building teams that can adapt and problem-solve together, regardless of the new tools that come along. Whether or not your company has the shiniest or newest tech stack, organizations need people who can show up for each other and grow with the work. Skills will shift. Platforms will change. But your culture? Thats what gives you staying power.
Category:
E-Commerce
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