Sure, but can we see anything in the future that Intel will will come back from the stagnation and uncompetitiveness? After all, it is in the consumers' interest that they as a semiconductor and processor making company to innovate and have the choice for buyers for the best processors.
On the topic of time to market - I`ve worked there almost a decade ago and i have to agree with dmens sadly (not sure where he worked there) , but i was part of the CPU design team , the post silicon structure in intel was the worst ive seen since , the head of the team is not reporting to anyone in the silicon design team , this meant that we as design engineers were not prioritizing the debug efforts of the post silicon guys , and only responding to showstoppers with high priority , so some of the debug efforts would take months to root cause , unlike my current employer where if anything is failing in the lab we are there that same day and dont leave until we root cause and provide a WA where applicable.
In regards of what they can do , they started doing it , which is starting to be competitive on compensation , which was a big reason why they struggle to keep good people in the company coupled with 2 big firing cycles based on some algorithm , i still remember how some of our best senior engineers were out of job , this is because they got average scores on their focal results and were highly paid , this was common at their seniority at Intel as they cannot get big raises every year due to already high salary , our boss tried everything to keep them but HR said there is nothing they can do , they tried to rehire them once their paid leave was over , none of them came back out of spite , some retired all together some went to other places , that day made everyone look sideways and think when will my number come up from that algorithm , sad demoralizing times.
But the new CEO is trying to turn it around , he made it a point of bringing back lost engineers and i got few phone calls offering me to come back (never happened in previous years , as they were not able to compete on compensation with anyone around them) , even over the phone the recruiter seems to believe they can beat my current compensation package which is very good , the problem is the inertia , the org is big and slow and lost so much good ppl during the years , it wont be easy bringing them back , also talent leaving throughout the years made Intel not a desired place for the top young RCG`s as they call them , as everyone in the business knew whats up , and you wanted to go to the best paying places where you can also learn the most , and that was not Intel , so the young folks over there are not the best in the industry unfortunately , make no mistake they still have top guys , some of the best , but far too few , they bled and are still bleeding their top guys , mainly at mid seniority which is the grunt of the workforce , it should be the #1 priority to stop the bleeding now.
Lastly , the new CEO will need to make comprises on margins , the days when we came with ideas to improve performance and get shut down because it takes area that the company are unwilling to pay for as it cuts down margins are over, time for them to push pedal to the metal and go all out , wish them best of luck , i had a great time working there as a young engineer and still have some friends working there (fewer every year i must admit) which are great engineers and great ppl as well.