Isn’t that exactly what OP’s screenshot is depicting?

Connecting a classic (non-Google TV) Chromecast to a new WiFi (or heaven forbid a hotel WiFi with a capture portal) was always such a pain. And casting over networks without mDNS is flaky at best and otherwise downright impossible.

By contrast, I’ve loved taking along my Chromecast with Google TV to hotels, along with:

• A VPN client installed it already,
• An Android phone that can create a WiFi AP while connected to the hotel WiFi,
• A Bluetooth speaker and my Bluetooth headphones paired to it so I get great audio as well.

This has been a complete gamechanger and a genuine upgrade over yesteryear’s Chromecasts.

Maybe Wise? I suppose it depends on your needs as not a whole lot of people use Wise.

Apple doesn’t care about your privacy. They care about their image of caring about your privacy.

The brakes broke, so I guess technically it could be a “break failure.”

As somebody who is very deeply integrated with ad integrations that include the ones listed in the article—AdWords and AdMob—there are no insights provided to me as an advertiser or any other bidder regarding individual data. Perhaps the EFF would like to research this topic in some more detail.

There is simply no data for me to obtain, no insights for me to dig into, no aggregated collections for me to unpack, no anonymized groups for me to attempt to drill into. With honest sincerity, I just don’t know what the EFF is trying to accomplish with that article. I genuinely feel that this article is taking a native approach to the creative use of “sale” and undermines their credibility.

If an advertiser like me can’t obtain this data that’s supposedly for sale, then where is it being sold? We instead begin to navigate down a path regarding the choice of the user: do you prefer personalized ads or non-personalized ads? If you have chosen for personalized ads, then it will be Google and Google alone that will bucket you into groups to perform bidding towards interests that you group into.

Then coming back to the original question: where exactly does Google sell your data?

Correct, roughly 78% of their revenue is from ads.

Can you walk me through your logic that Google would sell your data? Who would they sell your data to, exactly, and how would that be financially advantageous to them?

Precisely; for context, it was recently discussed in Dutch media how some of these e-bikes reach 60 km/h. Together with a culture of people refusing to wear bicycle helmets, there’s certainly some more nuance and middle ground.

There needs to be some kind of solution, but doing nothing is not really an option.

How do you navigate?

3,000 people clicked a button out of curiosity or by mistake. If this is statistically relevant for their install base, there really is nobody using Brave. I have as many users randomly come and go into my game on a daily basis.

Was that the “if it’s not Boeing, I’m not going” shirt? I think it can be fairly easily fixed with a sharpie. If you’re feeling creative, you could also draw the wreck on the runway.

The strategy that has a proven track record, like the currently wildly popular BlackBerry Messenger.

While I agree that this is a risk, I sincerely don’t believe this happens often when interviewing at Google.

For one, employees are continuously reminded to avoid bias in anything that they do, from the way in which interviews are conducted to the design of products.

Googlers are reminded to avoid this on a nonstop basis through annual trainings or even artwork and signage throughout Google offices that target specific bias-awareness programs. In the restrooms, posters with detailed recommendations, often tailored towards engineering, make for an educational read while you’re doing your business. Screens at the cafeteria show prompts challenging you to rethink assumptions. Dedicated teams are involved in performing reviews of proposals and code solely from the perspective of inclusivity.

I’ve never seen anything regarding “desirable traits” as part of a job listing. Hiring managers provide a job description that is reviewed to avoid bias, and pass along specific requirements for education and professional experience to recruitment teams. Recruiters take a first pass at CVs for those, and I’m honestly not sure how some kind of personality trait could even be distilled from a CV. Once a candidate that fulfills the minimum requirements is matched, they are set up to discuss other requirements with the recruiter, like relocation and timelines. I don’t recall from my own experience ever being asked anything aside from these practicalities.

For interviewing specifically, there are multiple steps needed to qualify as an interviewer, each of which puts a heavy emphasis on avoiding bias. The interview question itself needs to be vetted by a dedicated team and interviewers usually select their questions from the pre-vetted ones. Prior to performing your first interview you need to be doubly shadowed with topics like avoiding bias in mind. When asked to perform an interview, the details about the role that the candidate is applying to are provided and the interviewer is required to review the CV themselves ahead of time. As evidence of this, you’ll see that the interviewer will often match items from the CV against the listing to give the candidate the opportunity to expand on it and offer more detailed insights.

Rating the interview is performed within explicit rubrics, each of which with detailed descriptions. There’s not an option to simply reject a candidate—interviewers need to select options from these rubrics and provide evidence. This is in part why you will see interviewers vigorously taking notes during an interview.

The first phone screen has more relaxed requirements as a general confirmation that the candidate exhibits the skill level expected at the listing’s minimum requirements.

There are at least four in person interviews that then follow, performed by different interviewers. These results are reviewed by a hiring committee who makes a final decision solely based on the evidence with no insights into the associated candidate.

I have personally never worked at a company that is so meticulous in avoiding confirmation bias. In one smaller company that I worked at, I was the only interviewer and the sole decision maker for a candidate. Honestly, I cannot envision how Google can do better than they currently are with hiring.

I believe that the frustrating thing about getting hired there is simply the high bar and disparity between the high supply of candidates and the relatively low offering of positions. When you’re prematurely rejected after submitting your CV or you’re rejected after interviewing, remind yourself that you aren’t necessarily unqualified or that the interview was unfair, but that many qualified candidates might have already applied, or the head count may have been removed, or an internal transfer took place or some other reason unrelated to your skillset.

Aren’t most keyless cars also keyed? It seems to me that extending the signal of a wireless fob is just easier and quicker.

For a second, I thought you had quoted a different paragraph.

In the same boat. I’m contemplating just cutting my losses at this point.

There was quite a different reaction to the iPhone when it launched, so I’m pretty confident it’s not the latter.

Precisely. I abhor the phrase, but it’s demonstrably a case of herd mentality.

Wait, do I downvote myself now?