How beams of light can boss around smart speakers Boffins affiliated with the University of Electro-Communications in Japan and America's University of Michigan have devised a way to use lasers to inject audio commands into mic-equipped devices.…
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Illustration by Alex Castro / The Verge Mozilla and Google have extended their arrangement to keep Google the default search engine within the Firefox browser until at least 2023, ZDNet reported. The companies have not formally announced the deal, which ZDNet estimates is worth between $400 and $450 million per year, but are expected to announce it later this fall. The current arrangement was due to expire at the end of 2020. The move comes as Mozilla just announced plans to lay off 250 employees, representing about a quarter of its workforce. Mozilla CEO Mitchell Baker wrote in a blog post that the coronavirus pandemic had “significantly impacted our revenue.” In the blog post announcing the changes, Baker wrote that the company would focus on building new products “that... Continue reading…
Safety is a growing concern as the number of people at airports steadily rises: In early August, more than 700,000 travelers passed through TSA, a significant increase from 87,000 people in April. Airports are implementing some low-tech safety measures, like protective plastic screens and new signage, to mitigate health risks and manage crowds. Additionally, airports are partnering with companies like StickerYou, QLess, and WhereiPark to create decals and signage, manage large security lines to protect their employees, and handle parking for unused rental fleets.  Visit Business Insider's homepage for more stories. How do you keep yourself safe while traveling these days? Travelers on social media report boarding planes with masks, gloves, and even full-body plastic coverings. Airlines have their own stipulations about cleanings and staff wearing masks while on duty (including, in JetBlue's case, using an ultraviolet robot to sanitize in between flights).  But what about airports, those notoriously crowded, hectic public spaces where thousands of strangers have to come in close contact daily? COVID-19 has necessitated that small, private companies step in and provide a lot of formerly unconventional services to airports: finding parking for cars that aren't being driven, pasting stickers everywhere to remind passengers to stay away from others, and keeping lines of people out of airports — atypical for a place where waiting in line is the main thing a traveler does. According to the TSA, the number of people coming through airports in the US dropped from 1.2 million on March 16 to less than half a million on March 22. The numbers continued to drop steadily for the next month, bottoming out at a little more than 87,000 on April 14, 2020. For comparison, April 14, 2019 saw 2.2 million people put through TSA checkpoints in the US. For better or for worse, many states in the US are now in some stage of reopening. With this comes an increase in travel, and the need for airports to mitigate becoming a viral hotspot. Many have had to improvise their own answers to the question of how, exactly, to do this, as the numbers of travelers has started ticking steadily upward: On August 13, 761,821 travellers were put through TSA, according to its website. That's still significantly less than the same day saw in 2019 (2.6 million), but a big step up from 87,000 people in April. Dallas/Fort Worth (DFW) announced in March that it would be performing "on-site screening" of all passengers for coronavirus, something it'd put in place for international arrivals in January: taking temperatures, asking passengers if they felt sick, and having them fill out questionnaires. The move led to some snarls and delays at the airport: A spokesperson told Business Insider that despite the pandemic, DFW was one of the busiest airports in the world in May, June, and July. Some are opting for low-tech solutions: Boston Logan announced new plastic screens in "high-traffic spaces" to protect employees, amongst other measures. Salt Lake City has said it was restricting entry into the airport to only employees or ticketed passengers. Phoenix now requires masks on the premises.  A spokesperson for the Orlando airport told Business Insider that it was managing crowds with new signage and screens around the terminal to remind passengers to keep their distance and wear a mask. Earlier in July, it also announced it was installing vending machines that would dispense personal protective equipment.  A representative for the Chicago Department of Aviation (CDA), which runs O'Hare and Midway airports, told Business Insider that it'd had "hundreds of floor decals" printed "to remind passengers to maintain social distance and guide them how to form appropriate lines." The San Francisco Airport also told Business Insider that it'd installed around 15,000 new physical-distancing markers. The low-tech solution: signage StickerYou, a 90-person, 10-year-old decal and professional sticker company who said its clients have included SpaceX, Google, and Home Depot, told Business Insider that it's begun working with some airports around the US to enhance their signage. Originally, StickerYou set out to make customized decals for skateboarders, but found that small and medium-sized businesses, such as craft breweries, became its biggest clients. With the pandemic came requests from airports and hotels, a market segment that hadn't previously been very open to them before. "We pivoted to marketing to airports in March," said Michael Ishak, vice president of sales at StickerYou. "When COVID-19 hit, we flipped to making floor decals and hand sanitizer labels." Airports requested custom decals to direct traffic, as well as wall stickers, window clings, and table and chair decals to keep people away from each other. Hotels, meanwhile, were ordering "seals" for rooms — stickers with perforations — that would be put across a door after it had been cleaned to show that the room hadn't been tampered with. In the end, Ishak said, airports were ordering bigger sizes and more decals than they ever had before, all in the name of enforcing social distancing. "There's something to be said for having a more aggressive messaging," Ishak said. Managing long lines and crowds Along with trying to keep passengers in the proper line, sanitized, and away from each other, there are also airport employees to worry about. QLess, a California company whose name is a play on "queue-less," is a line-management software that said it's now working with San Francisco and Denver to help keep the amount of time airport employees have to wait in line to a minimum. QLess launched in 2007, and said it now works with more than 1,000 companies and organizations around the world and claims that it's saved more than "100 million people more than 6,000 years from waiting in line." SFO confirmed to Business Insider that it's in the process of implementing QLess operations and expects to have them in place by the end of August 2020. The Dallas, Minneapolis, and Phoenix airports also said they'd had QLess on board since before the pandemic, and while the services were useful, now they're necessary. Think of how a restaurant (remember restaurants?) will text you to let you know what your place in line is if there's a long wait. QLess provides a similar service. Instead of waiting for hours at an office for an employee's name to be called, the employee can now wait at home until they actually need to show up for their appointment. "We're one of the biggest airports in the country, and people constantly need to go to the badging office to get their badges renewed," said a spokesperson for DFW. "These are now turning out to be very helpful in these times when we're trying to keep people from crowding." Security offices at airports are some of the busiest spots in the terminal, said Charlie Meyer, vice president of sales at QLess. On average, they get between 100 and 500 security requests a day for new badges, renewals, fingerprinting, or replacements for lost IDs. Before COVID-19, by 10 or 11 a.m., a security office could have a full line of people for the rest of the day, waiting for hours. "It's definitely been a wake up call," Meyer said.  "We were fortunate. We're kind of like Zoom right now as far as interest and sales going through the roof," he added, in reference to the popular video messaging software that grew exponentially once the pandemic started and working from home became standard across the board. When contacted by Business Insider, a spokesperson for the Denver Airport said their badging office "had to make several adjustments to daily operations to limit customer contact and social distancing." It brought in QLess to assist with this to better keep everyone safe. "All DEN airport employees can view wait times at both Badging Offices and enter the desired queue directly from the DEN Insider employee mobile application without having to be in our office," a spokesperson for the airport said. Employees are then notified by text message when it's their turn.  "This helps us with social distancing protocols by reducing the number of customers in the badging office at any one time," the spokesperson said. QLess said it's been "in touch" with the TSA about providing similar services for passengers, but nothing has come of it yet. Independently, the Minneapolis airport said it was working with a separate company to provide "lobby flow management" and "help balance passengers between our checkpoints." Moving forward past COVID-19, Meyer said he fully expected their partnerships with airports to continue. After all, if you can wait in line for hours digitally instead of physically and go about your life in the meantime, why wouldn't you?  "In a lot of ways, we were ahead of the tech curve when it comes to mobile queueing," Meyer said. "It's nice to see society catch up." Solving the parking problem In addition to airport security and passengers, many businesses associated with airports have taken a hit in the pandemic. WhereiPark, a small company out of Toronto that launched in 2014, was already working at 300 properties across North America. Since the beginning of April, it said that it's added "all the major car rental companies" at Seattle, Chicago O'Hare, SFO, Denver, and LAX to their client list: all huge hubs that needed to find spots for the hundreds of cars that would normally be out on the road. The company focuses on finding open parking areas, whether it be at residential or commercial sites, that are currently underutilized due to a lack of people commuting or traveling. Even before the pandemic, the company was looking to make better use of urban spaces.  "If you have an apartment building with a commercial office tower nearby, those have exact opposite times when people need to be parked there," said Jeremy Zucker, one of the founders of the company. When the pandemic hit, rental car companies at airports found themselves in a pickle — and without any space. These companies base their real estate decisions (i.e., how many parking spots they need) off of the assumption that only 30 to 40% of their fleet will be on the premises at any one time, said Alex Enchin, WhereiPark's other founder. But that's clearly not the case anymore. "If you look at airport parking, the pricing is based on high rates for short-term parking. Hertz and Budget don't want to spend $1,200 a month to park 400 cars," Enchin said. Initially, when the rental cars started coming back, he said, the cars were lining up the streets because the outlets didn't have anywhere to put them. "We've helped a lot of these companies find other locations for their cars rather than at the airport," Enchin said. The company located recently refurbished warehouses, stadium parking lots, church parking lots, and university campuses that were otherwise unused and helped the companies store them for the duration. Avis/Budget declined to comment. Enterprise and Hertz did not respond to a request for comment. Beyond airports, Zucker and Enchin said they're hoping they can develop programs for flexible parking arrangements everywhere, especially as people remain wary of taking public transit.  "There is massive change happening," Zucker said. "Who knows what will really unwind here."SEE ALSO: Companies used to rely on lavish trips and excursions to reward top performers. Event planners and leaders share how the pandemic has reshaped incentive travel. Join the conversation about this story » NOW WATCH: We tested a machine that brews beer at the push of a button
Business Insider surveyed CEOs and human resources chiefs from some of the enterprise technology industry's most valuable startups about what jobs they're looking to fill.  We also asked them what qualities they look for in a job candidate. Below is a list of the top startups that are hiring, as well as what their CEOs or HR bosses had to say about how to make yourself stand out as an applicant.  Visit Business Insider's homepage for more stories. Finding a job during a public health and economic crisis is difficult, but the enterprise technology industry is among the best bets for job seekers as it's been more insulated to the effects of the downturn than consumer technologies. Business Insider surveyed the most valuable enterprise technology startups to find out which are hiring and what exactly they need – both in terms of open positions and the qualities they look for in job candidates. Job seekers should keep in mind that we surveyed startups based on valuation, not other important factors such as a financial performance or company culture, though we have noted when startups have faced challenges of which we're aware. Most information on company valuation and employee count via PitchBook.  Here's what CEOs and HR chiefs from 23 of the most valuable enterprise technology startups told us about what positions they need to fill and what qualities they look for in job candidates they hire:SEE ALSO: Meet the 54 most valuable enterprise tech startups, worth as much as $216 billion collectively UIPath Headquarters: New York, New York Year founded: 2012 Valuation: $10.2 billion Total raised: $1.2 billion as of July 2020 Employees: 3,000 as of July 2020 What it does: UIPath builds helps businesses automate common and routine tasks through a technology called robotic process automation (RPA). The startup is eyeing an IPO next year, as Business Insider recently reported. Open positions: UIPath is "actively hiring" for more than 130 open positions, including product support consultant, automaton consulting director, senior application developer, HR manager, enterprise sales leader, software engineer, and customer support manager. The company is also hiring for internships in sales and product marketing, including sales development representatives and university partnerships roles. What qualities do you look for in a job candidate? How does someone get a job at your company? "Our company's core values are to be humble, be bold, be immersed, and be fast," UIPath CEO Daniel Dines told Business Insider. "We look for candidates who embody those traits—specifically, individuals who are eager to listen and learn, challenge conventional ways of thinking, experiment, and use their imagination. Culture is incredibly important to us, and we make it a priority to ensure that the individuals we hire will be a good fit."  Automation Anywhere Headquarters: San Jose, California Year founded: 2003 Valuation: $6.8 billion Total raised: $840 million as of November 2019 Employees: 2,600 as of May 2020 What it does: Automation Anywhere is another RPA startup that helps companies automate repetitive tasks. CEO Mihir Shukla recently told Business Insider that the startup can now "automatically discover" business tasks to be automated. Open positions: The company is trying to fill technical roles such as such as software engineers, developers, UX designers, and data scientists focused on cloud computing, artificial intelligence, machine learning, and user experience. What qualities do you look for in a job candidate? How does someone get a job at your company? Here's what Chief Human Resources Officer Nancy Hauge told us: "During the pandemic, we are interviewing candidates primarily over Zoom, and are discovering new insights from these interviews, compared to interviews we had in the past conducted in person. Social distancing has in some ways created a greater intimacy because there is a lack of predictability. Interviewers are seeing the candidate wholly. For example, there may be a child interrupting because they need attention, or a dog that suddenly jumps on their lap. How does the candidate react to these distractions? There is so much more to be learned about a candidate over Zoom. Take the background screen. If they are using a background or filter for their Zoom interview, what is the candidate willing to disclose about themselves on a personal level? As an interviewer, you get to see how someone is marketing themselves by the created environment they invite their interviewer into. Is it a quiet room with a blank space or the chaos of a household? What has changed in evaluating candidates during this time is that interviewers and hiring managers need to be more consciously competent about getting to know people. We cannot rely on the routine ice breakers we had before, but I believe this adds to the quality of our hiring." Plaid Headquarters: San Francisco, California Year founded: 2012 Valuation: $5.3 billion Total raised: $309.3 million as of January 2020 Employees: 500 as of July 2020 What it does: Plaid's payment infrastructure software connects users' bank accounts to financial applications like Robinhood and Credit Karma. Visa in January announced plans to acquire the company for a whopping $5.3 billion. Open positions: Plaid is hiring for roles including in product, engineering, sales, and legal. What qualities do you look for in a job candidate? How does someone get a job at your company? "We look for a mix of experience and potential," head of people McKenna Quint told Business Insider. "We really want to bring people into Plaid who can grow as the company grows. We also look for candidates who are motivated by our mission to empower innovators and democratize financial services. These candidates often have tremendous  drive to create impact, and a steadfast commitment to continuous improvement." HashiCorp Headquarters: San Francisco, California Year founded: 2012 Valuation: $5.27 billion Total raised: $349.53 million as of March 2020 Employees: 1,000 as of June 2020 What it does: HashiCorp sells a slew of cloud tools that assist in solving security and operational issues for cloud infrastructure developers. As for HashiCorp's future plans, CEO Dave McJannet recently told Business Insider it intends to be "large standalone independent company." Open positions: Most of the company's open roles are across sales, engineering, and customer success, but it's hiring across all departments. "While cognizant of the challenges brought by the current economic environment we believe that this will ultimately accelerate the cloud transition and so we are continuing to selectively hire great talent to join our teams," HashiCorp CEO Dave McJannet told Business Insider. What qualities do you look for in a job candidate? How does someone get a job at your company? "At HashiCorp, we believe an organization is driven by its people and culture," McJannet told Business Insider. "Broadly-speaking we think about two categories: skills and attributes. The unique challenge of startups is the pace of change — the job by definition changes and evolves as the company scales. As such we identify functional skills required to succeed in a particular role, but also focus on a set of role-specific 'attributes' that we've found best enable people to succeed as the company changes.  These include innate intellectual curiosity, humility, and the ability to distill simplicity out of complexity, to name a few. We believe that this balanced focus on hiring for skills as well as attributes allows us to hire top talent at scale while removing bias from our interviewing practices. These core practices ensure we hire the best person for every role who will have long term success at HashiCorp." Toast POS Headquarters: Boston, Massachusetts Year founded: 2011 Valuation: $4.9 billion Total raised: $897.25 million as of February 2020 Employees: 3,000 in February, before cutting "roughly 50 percent through layoffs and furloughs" in April. Current employee count unclear. What it does: Toast makes software for restaurants and had to cut half its staff in April after the coronavirus crisis hit the industry hard. The company had raised $400 million just before the crisis, and if it had not raised that round in February, "it'd be in big trouble," investor Mitchell Green of Lead Edge Capital told Business Insider around the time of the layoffs. Open positions: Toast is hiring for a bunch of positions including in engineering, product, marketing, sales finance, and customer success. What qualities do you look for in a job candidate? "Empathetic, hospitality-minded, humble, curious, strong problem solvers," Director of talent acquisition Lori Busch told Business Insider.   Confluent Headquarters: Mountain View, California Year founded: 2014 Total raised:$455.9 million as of April 2020 Employees: 1,000 as of June 2020 What it does: Confluent builds a platform to help companies stream and analyze data in real-time. Open positions: "We're still growing significantly and are hiring for over 100 distinct roles across every department," Confluent cofounder CEO Jay Kreps told Business Insider. What qualities do you look for in a job candidate? How does someone get a job at your company? "We look for people who are smart, humble, empathetic, passionate about what they do, and who get stuff done," Kreps said. "To get a job, you can just apply. We carefully review every applicant and would love to hear from you." Zenefits Headquarters: San Francisco, California Year founded: 2013 Valuation $4.5 billion in 2015 Total raised: $598.27 million as of March 2019 Employees: 450 as of May 2020 What it does: Zenefits offers human resources and payroll software for small and medium-sized companies. As Business Insider reporter Rob Price writes, Zenefits was once one of the buzziest startups in Silicon Valley but dealt with various scandals and ultimately saw its valuation drop to $2 billion in 2016, replaced its CEO, and was fined by California regulators. Zenefits has laid off 15% of its staff in April; its current valuation is unknown. Open positions: Zenefits is currently hiring for roles in customer care, engineering, legal, security, payroll operations, marketing and sales teams, including sales growth account executives, and software and cloud security engineers.  What qualities do you look for in a job candidate? How does someone get a job at your company? "We are looking for people who can thrive in a fast, flexible work environment, who are autonomous, and who manage their time effectively," Zenefits chief people officer Tracy Cote told Business Insider. "As we are all remote for the foreseeable future, and as we move to more of a 'remote-first' culture going forward, a proven ability to communicate effectively and collaborate remotely are critical. At Zenefits, we always hire for the team, not the role, so what we are looking for varies and is dependent upon our current business needs. To get a job at Zenefits, you don't have to know anyone or do anything special — we review every resume submitted, so if your background is the right fit for what we need, we'll be delighted to engage with you." TripActions Headquarters: Palo Alto, California Year founded: 2015 Valuation: $4 billion Total raised: $125 million as of June 2020 Employees: 900 as of June 2020 What it does: TripActions helps customers plan and pay for business trips without having to go through the arduous approval and reimbursement process that most companies use.  TripActions has faced challenges during the pandemic. As Business Insider's Megan Hernbroth writes, it cut roughly one-fourth of its global workforce in March, slashed benefits, closed offices, and cut its cofounders' pay in half. Open positions: TripActions is hiring sales development representatives and account executives in offices including in San Francisco Bay Area, London, New York, and Sydney, and it's hiring product managers, engineers, and designers in the Bay Area and Amsterdam. What qualities do you look for in a job candidate? How does someone get a job at your company? "We hire to core competencies based on the profile of skills and experiences needed to be successful in the particular role," TripActions chief people officer Leslie Crowe told Business Insider, "We also assess against our core company values."  Here's how Crowe said TripActions' current interview process works: "Candidates either apply directly or are referred to us by existing employees. A recruiter will conduct a screening interview to ensure the candidate has the appropriate skills and experiences for the given role, then will arrange a series of interviews including with the hiring manager and often peers, direct reports and appropriate leadership. Interviews are happening by Zoom until we are back in our offices post COVID, then interviews will resume back to in person at our offices." Gusto Headquarters: San Francisco, California Year founded: 2011 Valuation: $3.8 billion Total raised: $200 million as of July 2019 Employees: 800 as of May 2020 What it does: Gusto makes human resources software for small businesses.  Open positions: Gusto is "continuing to grow and hire for strategic roles," the company said, but did not specify which roles. What qualities do you look for in a job candidate? How does someone get a job at your company? "We look for alignment around values, motivation and skillset," Josh Reeves, CEO and cofounder of Gusto, told Business Insider. "At Gusto, we've been very intentional about the culture we've built and the values by which we operate. When there's alignment around those values, when there's alignment around motivation and skillset, that's when employees can truly thrive, be successful, and contribute to what we are building."  Freshworks Headquarters: San Mateo, California Year founded: 2010 Total raised: $401.1 million as of November 2019 Employees: 3,000 as of June 2020 What it does: Freshworks builds customer relationship management software.  Open positions: Freshworks is hiring for over 200 positions to support its tech team, including data scientists, data platform engineers, data analysts, account managers, and machine learning engineers. CEO Girish Mathrubootham recently told Business Insider the company has pledged not to hold any layoffs during the pandemic, though it has paused hiring. What qualities do you look for in a job candidate? How does someone get a job at your company? Here's what Girish Mathrubootham, the CEO of Freshworks, told Business Insider: "There are a lot of talented people in the market right now. We're looking for something extra. Beyond talent and smarts, we want each hire to add to the culture that we have built at Freshworks. Our culture code, CHAT, emphasizes craftsmanship, building a happy work environment, agility through empowerment and being a true friend of the customer.  We look for individuals who can embody these principles and those that combine a passion for what they do with a strong sense of purpose. Our hiring process is designed to test all the required skills for the role be it technical skills, design capabilities, problem solving and having the drive to create a better experience for our customers -- irrespective of the function they are applying for." Rubrik Headquarters: Palo Alto, CA Year founded: 2014 Valuation: $3.3 billion Total raised: $553 million as of March 2020 Employees: 1,700 as of March 2020 What it does: Rubrik builds a cloud data management platform.  Hiring: "Rubrik is always looking to hire strong talent, and that's especially true as the company enters its next phase of growth," CEO Bipul Sinha said. The company is hiring "highly qualified and highly committed individuals" across departments, with 42 open positions in engineering.  What qualities do you look for in a job candidate? How does someone get a job at your company? Here's what Sinha told Business Insider: "When we established this company, as founders, we envisioned the attributes of the best team that we could bring together: We wanted to be around people who are excellent at what they do, work fast, and who are trustworthy and open. That's how we came up with our core values: Relentlessness, Integrity, Velocity, Excellence, and Transparency (RIVET). As we continue to scale and grow, we're focused on bringing on top talent that exemplifies and adheres to those values. We're also committed to maintaining a low-ego, high-inclusion culture, where a multitude of ideas, appearances, perspectives and backgrounds are embraced and valued. This is the kind of place where individuals who are genuinely determined to move quickly to achieve success with and for others, as much as themselves." Netskope Headquarters: Santa Clara, California Year founded: 2012 Valuation: $2.8 billion Total raised: $744.3 million as of February 2020 Employees: 1,000 as of July 2020 What it does: Netskope builds a cloud security platform to help companies monitor how employees are using cloud software such as Slack and Google Drive — and make it more secure. Open positions: Netskope is hiring in all departments, especially research, engineering, and customer success. Netskope CEO Sanjay Beri told Business Insider: "Digital Transformation is causing rapid growth across industries right now and has accelerated the inevitable transformation of enterprises' security stack." What qualities do you look for in a job candidate? How does someone get a job at your company? "Culture is very important at Netskope and a culture fit is something we prioritize for every position," Beri said. "Netskope has a strong emphasis on collaboration and transparency throughout our entire company and we look for employees that exhibit and live that culture. When interviewing we take the time to learn about the candidate beyond their resume, ensuring that the company is a fit for values, skills, and interests. While domain expertise and experience is vitally important, culture outweighs both." GitLab Headquarters: San Francisco, California Year founded: 2011 Valuation: $2.75 billion Total raised: $413.82 million as of September 2019 Employees: 1,200 as of June 2020 What it does: Gitlab is a code-collaboration platform that rivals Microsoft-owned GitHub.  Open positions: GitLab in April said it would close job postings and only hire for critical positions to save money amid the coronavirus crisis. Its outbound recruiting model is set up for recruiters to reach out to potential hires, particularly in support and security. "This allows us to be more intentional about who we are hiring and makes it easier to manage the thousands of inbound applications we received per month," GitLab CEO, Sid Sijbrandij told Business Insider. "It also enables our recruitment team to focus on hiring team members for our open, priority near-term roles,"  What qualities do you look for in a job candidate? How does someone get a job at your company? "'Values fit' is more important than culture fit," Sijbrandij said. "We aim to hire team members who share our company values of collaboration, results, efficiency, diversity, inclusion & belonging, and transparency. Specifically, we look for team members who are passionate and self-motivated to make a change—managers of one. Our mission is 'everyone can contribute"' which is something we firmly believe, regardless of position within GitLab." Collibra US headquarters: New York, New York Year founded: 2008 Valuation: $2.36 billion Total raised: $389.96 million as of March 2020 Employees: 655 as of March 2020 What it does: Collibra builds a platform to help companies manage, track, and learn from their data. CEO Felix Van de Maele told Business Insider in April that he expects demand for data services to continue despite cuts to IT budgets during the pandemic. Open positions: Collibra is hiring for roles in engineering, IT, finance, and people. The company is hiring at a slower pace than it anticipated this year.  What qualities do you look for in a job candidate? How does someone get a job at your company? Here's what Collibra CEO and cofounder Felix Van de Maele told Business Insider: "We look at a number of factors, but an important quality is also one of our core values: open, direct and kind. We want to make sure that as our team grows, we intentionally maintain a culture where Collibrians can speak openly about what's on their minds. Another important element for us is to seek candidates who have the ability to embrace and drive change. Especially in this current environment, we know that constant change is the only way forward and we should all have the courage to both initiate and embrace it. A phrase we use a lot is 'we are One Collibra,' meaning that as a diverse, innovative team, our success is driven by the sum of our parts. As we keep moving in one common direction, we will always be more successful together" Uptake Headquarters: Chicago, Illinois Year founded: 2014 Last known valuation: $2.3 billion in 2017 Total raised: $293 million as of December 2018 Employees: 750 as of February 2018 What it does: Uptake builds a predictive analytics platform to help companies gain insights from their data. The company was valued at $2.3 billion back in 2017. Crain's Chicago Business recently reported that Uptake had cut jobs as recently as December.  Open positions: Uptake is focused on hiring what the company calls "market-facing" roles, such as industrial experts, marketing and sales jobs. The company also plans to add 10 new positions on its technology and products teams within the next four months, including roles such as engineers, data scientists, and product managers. What qualities do you look for in a job candidate? How does someone get a job at your company? "We look for candidates who are: Resourceful, curious and ambitious, self starters and collaborators, strategic thinkers, willing to tackle problems with unknown solutions, and able to make the complex simple and understandable," Uptake Founder and CEO Brad Keywell told Business Insider. "Uptakers move fast. As a startup, Uptake tackles problems without ready-made  processes or clarity. To work here, you have to also be energized by ambiguity and not scared off by it. As we like to say, we're not just a 'Silicon Valley' software company. Our data scientists have dirt on their boots and grease under their nails. They've been in the field and know the problems facing each industry.  Culture, diversity, and inclusion are important to us, and we look for candidates for whom these values are important too." Postman Headquarters: San Francisco, California Year founded: 2014 Valuation: $2 billion Total raised: $208 million as of June 2020 Employees: 250 as of June 2020 What it does: Postman builds a collaboration platform offering application programming interfaces (APIs) that's used by Microsoft, Twitter, and Cisco. Open positions: CEO Abhinav Asthana told Business Insider that Postman has been "growing at a rapid pace, and have continued to grow throughout the pandemic." The company is hiring for roles including in software engineering, marketing, customer success, and design. What qualities do you look for in a job candidate? How does someone get a job at your company? "At Postman, we create with the same curiosity that we see in our users—and we look for job candidates who embody that curiosity in their professional and personal lives. We value transparency, honest communication, and individuals who are dedicated to delivering the best products possible," Asthana told us. "We have a diverse, global workforce with about 250 Postman employees located in seven different countries, and we value an inclusive work culture. As we hire new Postmanauts, we're continuously striving to increase the diversity of our workforce and the inclusivity of our culture. We hire through multiple channels: in-house recruiting team, referrals, job openings on our website, and social channels." Auth0 Headquarters: Bellevue, Washington Year founded: 2013 Valuation: $1.92 billion Total raised: $333.47 million as of July 2020 Employees: 700 as of July 2020 What it does: Auth0 is a cybersecurity software startup that manages user authentication and secures the login pages for large consumer and enterprise businesses. Open positions: "Thankfully our team has been in a position to not only keep our team intact but grow beyond what we originally forecasted when the pandemic first hit," CEO Eugenio Pace told Business Insider. The company has hired 140 new employees in 2020 and is "actively" hiring for positions in departments including marketing, customer success, engineering, finance. What qualities do you look for in a job candidate? How does someone get a job at your company? "We are a company of doers — we're not a company of big ideas and no execution. In terms of advice for potential employees during interviews, I would put an emphasis on what you've done as opposed to who you are. While your credentials, where you studied, and where you are from are all important aspects of who you are, Auth0 wants to see what you have done and what you are capable of doing in the future at the company," Pace told us. Sprinklr Headquarters: New York, New York Year founded: 2009 Last known valuation: $1.81 billion in 2016 Total raised: $228.5 million as of June 2017 Employees: 1,800 as of May 2020 What it does: Sprinklr builds a platform to help enterprise businesses manage social media. Back early 2019, Sprinklr told Business Insider that it hit between $250 million to $300 million in revenue and was preparing to go public. It's been mostly quiet since. Open positions: Sprinklr is hiring for roles including sales positions, managed services, and implementation consultants across all major cities in the US and Europe and hiring development engineers and product support specialists in India. What qualities do you look for in a job candidate? How does someone get a job at your company? Chief culture and talent Officer Diane K. Adams told Business Insider the following: "Sprinklr prioritizes hiring based on cultural 'fit' — fit also means people who can expand who we are. We look for candidates that align with The Sprinklr Way, which is our foundation for living, working and being.  There are four cultural attributes which foster inclusion, belonging and diversity at Sprinklr: We hire for culture, we treat employees like family – with dignity and respect, we passionately, genuinely, care, and we help others succeed. Our hiring process involves a diverse interview team (minimum of six interviewers), and I partner with Sprinklr's CEO & Founder Ragy Thomas to interview every people leader. Our vision is to encourage an environment of belonging no matter where employees are based, and create a culture where we embrace each other for who we are -- in a judgement-free zone." Dataminr Headquarters: New York, New York Year founded: 2009 Valuation: $1.6 billion Total raised: $572.37 million as of October 2019 Employees: 650 as of April 2020 What it does: Dataminr has an artificial intelligence platform to track social media and has customers including American Airlines, McDonalds, and Home Depot. The Intercept recently reported that Dataminr helped police monitor protests following the police killing of George Floyd. Open positions: "Dataminr has continued hiring throughout the pandemic across locations, levels and functions," the company said, but did not specify for which positions its currently hiring. What qualities do you look for in a job candidate? How does someone get a job at your company? Chief people officer Whitney Benner told Business Insider the following: "Our employees are passionate about what they do, and you can feel that in a meaningful way throughout our offices (even when we are virtual). We look for that same passion in our prospective employees.  Employees who do well at Dataminr generally possess three key characteristics - willingness to take initiative, find innovative solutions, and work collaboratively. All of which are embodied in our core values: Own It, Find a Better Way, Bring Others Along, and Drive Results. Our business is fast-moving, and we rely on our new employees to immediately help make an impact. Our ultimate goal is to provide a pathway for our employees across the globe to thrive, so we have additional core competency assessments to gauge each candidate's deep subject matter expertise in their field during the hiring process." Dataiku Headquarters: New York, New York Year founded: 2013 Valuation: $1.4 billion Total raised: $147.3 million as of January 2020 Employees: 400 as of February 2020 What it does: Dataiku's machine learning software helps companies turn large amounts of data into concrete insights. CB Insights lists Dataiku's valuation as $1.4 billion while PitchBook lists it as of November 2018 as $671 million. Open positions: "We currently have open roles across our global offices, as well as open roles that are fully remote, from sales, strategy, product and engineering to people ops and marketing," Dataiku CEO Florian Douetteau told Business Insider. "Locations run the gamut too: from business development in Dubai and full stack engineering in France, to enterprise account executive in Detroit.  What qualities do you look for in a job candidate? How does someone get a job at your company? "Our core values are ownership, passion, autonomy, and friendliness, so naturally we look at those attributes in candidates, regardless of role or location," Douetteau told us. "At Dataiku, we believe that people are a (if not 'the') critical piece of the equation in building data-powered companies, so it's important that everyone, regardless of job title, plays a role in using data for radical business transformation." Qumulo Headquarters: Seattle, Washington Year founded: 2012 Valuation: $1.2 billion Total raised: $363.01 million as of July 2020 Employees: 315 as of July 2020 What it does: Qumulo is a hybrid cloud storage startup that helps customers manage data inside their own data centers and the cloud. Qumulo more than doubled its valuation in a recent funding round and told Business Insider that it shows how investors are betting big on digital transformation amid the pandemic. Open positions: Qumulo is "actively recruiting and hiring" and currently has more than 75 open positions.  What qualities do you look for in a job candidate? How does someone get a job at your company? "There is a combination of qualities and values we look for in each of our candidates: We have a set of core values that were developed by our founders, are ingrained in our culture and are part of the fabric that makes Qumulo different from other companies," Qumulo CEO Bill Richter told Business Insider. "Everyone is looking for smart and capable experts but it's more than that for us. We look for the qualities that embody the values of Qumulo and we believe that distinction gives us a significant business advantage.  We're also willing to look beyond our immediate industry for diverse talent that brings unique outside perspective and expertise to our team. Each Qumulon is driven toward the goal of making our customers successful." FiveTran Headquarters: Oakland, California Year founded: 2012 Valuation: $1.2 billion Total raised: $163.12 million as of June 2020 Employees: 350 as of June 2020 What it does: FiveTran builds a platform to bring together all of a company's data into a single dashboard. Open positions: Fivetran is hiring in multiple roles including engineering, sales, human resources, marketing, product managers, and technical success. What qualities do you look for in a job candidate? How does someone get a job at your company? "For starters, the qualities we look for in candidates are those that align with our company values: The Fivetran Core Values are the backbone of our amazing company," Fivetran's VP of global people operations Amanda Townsend told Business Insider. "They are not just a marketing ploy, but an active part of our daily life in and out of the office. We feel that when someone sees our values in action, they can relate to them because we live them every single day. To get a job at Fivetran you need to first apply and then go through the interview process. Once that is complete, if a candidate fits our qualifications and aligns with our core values, we will extend an offer. Icertis Headquarters: Bellevue, Washington Year founded: 2009 Valuation: $1.15 billion Total raised: $171.5 million as of July 2019 Employees: 1,000 as of June 2020 What it does: Icertis builds a platform to help customers manage contracts in the cloud, which its leaders say increases a company's capacity for contracts, ensures those contracts comply with regulations and policies, and reduces costs. Open positions: "We are currently hiring across teams – engineering, marketing, sales, customer success – and expect to fill more than 200 new jobs by the end of 2020," VP of human resources Brooke Hue told Business Insider.  Icertis hired a total of 319 employees around the world in the first six months of 2020, the company said, including more than 50 class of 2020 graduates.  What qualities do you look for in a job candidate? How does someone get a job at your company? "At Icertis, we are passionately committed to a values-driven approach to doing business – how we get there is as important as the destination," Hue told us. "We look for candidates who by live our FORTE values – Fairness, Openness, Respect, Teamwork, Execution."
Michigan announced this week plans to turn a busy stretch of interstate into a self-driving car corridor.  An Alphabet-backed startup has been tasked with turning a stretch between Detroit and Ann Arbor into a connected highway.  The goal is to aid in developing infrastructure for self-driving cars as well as autonomous buses and shuttles.  Visit Business Insider's homepage for more stories. The state of Michigan is planning to work with a Google-funded startup to transform a section of interstate highway into a self-driving car utopia. Cavnue (pronounced like "avenue"), a newly formed subsidiary of the Alphabet's Sidewalk Infrastructure Partners, won the state's bid for the project Thursday, and plans to move from lab-based experiments to actual public roadway within two years. Several major automakers and self-driving developers are also advising on the project, but there's no word on how much money's being invested into the project. Autonomous vehicles have been testing for years in California and other states. Waymo has even launched a self-driving taxi service on Lyft's app in Arizona. But this is the first time public infrastructure has been dedicated to the pursuit of driverless vehicles. Eventually, the goal is to enable an express bus lane on the busy corridor between Ann Arbor and Detroit that's currently occupied by Interstate 94 and historic Michigan Ave, the first road to connect Detroit with Chicago, two industrial powerhouses and population centers in the late 17th century. Like most of the rest of the country, the rise of highways meant the death of public transit. "A primary, or "anchor-use," of such a corridor would be to provide a public transit alternative – an autonomous shuttle service that may offer greater safety, throughput, and system-level efficiency than otherwise possible when compared with conventional vehicle or transit services, such as bus rapid transit ("BRT") or light rail transit ("LRT")," Cavnue said in its proposal. It's a big bet — one many people, including Elon Musk, are making — but nobody's been able to truly improve upon the efficiency of true public transit. In the face of budget cuts and years of disinvestment, however, there's no reason not to let them try Eventually, the connected infrastructure could help even "low level" autonomous vehicles, those that may not have the expertise to navigate crowded parking lots or side-streets, operate autonomously on the highway. Several trucking startups are already doing this with convoys of tethered trucks, and consumer software can already handle some highway driving in cars currently on the market. "Just as the interstate highway system shaped transportation in the 20th Century, the Project can shape that of the 21st Century, while also seeking solutions that "future-proof" new infrastructure," Cavnue says.    Join the conversation about this story » NOW WATCH: How waste is dealt with on the world's largest cruise ship
The study takes a closer look at the major economic turmoil, with a focus on the recent COVID-19 pandemic disruptionsMarket SynopsisAI recruitment is an artificial intelligence-driven recruitment software which streamlines and automates the recruitment processes in order to improve the talent acquisition process and enhance the employee experience.AI recruitment software has the potential to scale, analyze, and manage huge volumes of data generated across enterprises which helps in improving the quality of hiring process, discover candidates, automate the advertisement process, filter out resumes, and carry out candidate assessment.AI recruitment tools help in automating repetitive tasks such as resume screening and pre-qualifying candidates, increasing the quality and efficiency of recruitment processes.The market seeks opportunities from advancements in AI technology.However, reluctance in adopting new technologies by sourcing and recruitment professionals and lack of technical expertise is the major challenge faced by the market.Recruiter chatbots, intelligent screening software, and digitized interviews are some of the recent trends prevailing in the AI recruitment market.Key Players:The prominent players active in the global market of AI recruitment are SAP SE (Germany), Zoho Corporation (India), Google LLC (US), IBM Corporation (US), Oracle Corporation (US), Automatic Data Processing, LCC (US), Ultimate Software (US), SmartRecruiters (US), Jobvite (US), CVViZ Softwares Pvt Ltd (India), HireVue (US), Textio (US), Mya Systems, Inc. (US),TalentMind (Singapore), and TalentRecruit (India).Recent Developments:In June 2018, Google updated its recruiting platform named Hire with new tools such as Gmail, Google Calendar, and other G Suite apps which are widely used by the recruiters on a daily basis.The new updates help recruiters in scheduling interviews within seconds, auto-highlight resumes, and easy contact the candidate.This helps in improving the work efficiency and reducing the time spent to complete common recruiting tasks such as reviewing applications or scheduling interviews by up to 84%.In March 2018, SmartRecruiters, an enterprise-grade recruitment software provider, launched industry’s first AI-powered recruiting assistant, a new addition to its talent acquisition suite.
  Happy Saturday! Hedge funds that love to use Robinhood data to hunt for winning ideas won't be able to tap its enormous pool of trades in quite the same way anymore. As CNBC first reported, Robinhood is no longer publishing how many customers held a particular stock, and the retail-trading app is also limiting access to its API. And as Dakin Campbell and Dan DeFrancesco learned, hedge funds were pinging other data providers within hours of hearing the Robinhood news to try to line something else up.  Read the full story here: Steve Cohen's Point72 and other hedge funds are sending urgent requests to find a replacement after Robinhood data on hot stock trades suddenly went dark What does it take for vendors to win customers over on a data feed that's not quite so high on their list of priorities? Dan teamed up with Bradley Saacks to ask gatekeepers at top alt-data consumers what they look for in a pitch. You can read all their responses here: How to pitch Bridgewater, Balyasny, and other big names on buying new data sets, according to 7 people in charge of their strategies Goldman Sachs is among bidders for GM's credit-card business, the Wall Street Journal reported this week, a move that could mark another big push into consumer finance for the firm. Meanwhile, Goldman and other banks have been going all in on creating their own internal content machines in a bid to win customers — and the general public — over. Dakin Campbell and Rebecca Ungarino took a look at who's driving that push and how work-from-home has taken those efforts to the next level. Read the full story here:  Wall Street banks like Goldman Sachs have been building out their own in-house media organizations to help control their image. Now they're kicking production into overdrive. More big headlines from this week below, including pay drama at PwC, how in-person client schmoozing is making a comeback, and the latest on what's going on inside Merrill Lynch's financial-adviser trainee program after an unusual pause on client outreach.  If you're not yet a subscriber to our finance newsletters, you can sign up here. Have a great weekend,  Meredith  The head of Merrill Lynch's financial adviser training program, the firm's main talent pipeline, is leaving The head of Merrill Lynch's financial adviser training program is leaving after a year and a half in the role, industry news website AdvisorHub first reported on Friday. Jennifer MacPhee's successor, who the firm will name in the coming weeks, will have to contend with a shifting adviser training and recruitment landscape in an aging industry trying to attract new blood. Bank of America's wealth manager recently prohibited its financial advisers in-training from reaching out to prospective new clients. And as Rebecca Ungarino reported earlier this week, the reason for Merrill Lynch's temporary pause was "many" outreach-related violations across the organization. A former PwC partner just sued the firm for $15 million in compensation, offering a rare look at pay and wrangling over clients at a Big 4 firm As Jack Newsham reports, a new lawsuit is packed full of details about compensation and how partners get credit for business they bring in at PwC — including a copy of a PwC offer letter that was attached to the complaint.  Wall Street is taking clients for long walks on the beach and out to dinner outdoors in the Hamptons as safe schmoozing picks up Offices may still be largely empty, but Wall Street is upping its game when it comes to entertaining clients. Dinners in Manhattan are back on — but not everyone is thrilled about sitting on a city sidewalk in the summer heat. Those looking for an alternative can try golf, beach walks, or dining al fresco in the Hamptons. Bradley Saacks, Meghan Morris, and Rebecca Ungarino have all the details  Investment manager TIAA is shrinking headcount with buyouts offering up to 2 years of pay. Now 10% of its workers are cashing out. Investment manager TIAA's voluntary employee buyout program was so successful that the company now says it can avoid layoffs through 2021. Meghan Morris laid out how the buyout offer played out and which areas of the firm saw the most uptake. TIAA's asset-management arm, Nuveen, saw lower participation in the program than the overall company. WeWork nabbed a fresh $1.1 billion in financing from SoftBank as the coworking giant's membership dropped WeWork saw its membership number fall in the second quarter, but the coworking giant continued to add locations and nabbed a fresh $1.1 billion from lead investor SoftBank. Meghan Morris rounded up details on revenue and the firm's latest take on how a multi-year turnaround plan is playing out. Investments in risky hotel debt could get wiped out as travel gets slammed — and one group of lenders may see an outsized hit South Korean lenders poured billions of dollars into US commercial real-estate acquisitions in recent years, including hotel properties that have been battered in recent months by the pandemic. Dan Geiger explains what drove the investment spree and what's next for the firms.  Equifax's CTO walked us through a Google Cloud migration that's addressing security concerns, cutting $240 million in costs, and helping speed up product launches Dan DeFrancesco chatted with Bryson Koehler, the chief technology officer of Equifax, who detailed the digital transformation the consumer credit-reporting giant has undergone over the past two years. Koehler shared that Equifax has put a significant amount of a $1.25 billion investment toward full adoption of the public cloud, already decommissioned 10 data centers, and is on pace to save $240 million. On the move $34 billion Citadel poached a rising star from billionaire Lee Ainslie's Maverick Capital to join its Ashler stock-picking unit. Deutsche Bank has poached a senior trader from HSBC to bolster its distressed-credit business, a powerhouse group that's been hit with defections in 2020. Careers Students are weighing the pros and cons of virtual law school. Here's why some are deferring, and what that means for job prospects. How people of color can identify mentors on Wall Street and progress their careers, according to a Black JPMorgan VP Private equity Private-equity fundraising hit a 2-year low in Q2 as coronavirus wreaked havoc with businesses and travel. We spoke to experts about why the drop is a 'pause, rather than a wholesale change.' Private-equity giants like Carlyle are inking more deals in Asia. Here are the areas where they see the most investing opportunity. Real estate Neighbor, an Andreessen Horowitz-backed startup that wants to be the Airbnb of self-storage, is partnering with landlords to turn empty offices into spaces for people's stuff A student-housing developer is facing backlash after pressuring schools to bring college kids back to campus so it could keep its revenues up Real estate giant CBRE has an 'unparalleled' amount of data. Its tech chief lays out how it's putting it to good use. Massive office landlord Vornado is planning to install face-reading cameras to track tenants in the bulk of its huge portfolio SL Green is moving to foreclose on a building on NYC's glitzy Fifth Avenue shopping corridor, highlighting a dismal outlook for commercial real-estate Payments and fintech A fintech that helps Twitch, Showtime, and CBS manage their subscriptions is eyeing international growth after nabbing a big investment from Accel-KKR TD Ameritrade's growth accelerator just launched an app for college debt as its first startup. Execs at the brokerage giant explain why it's a key tool to build entirely new businesses. A Y Combinator-backed payments startup that's raised $16 million just launched out of stealth mode. Here's a look at how it's plugging into accounting software like Quickbooks to help companies manage bills. PayPal-backed rewards app Dosh is eyeing 150 million new customers through partnerships with Venmo and other fintechs as it taps into the booming cash-back industry Hedge funds Dan Loeb lays out why $13 billion Third Point is loading up on Disney stock and calls the streaming business an opportunity of a lifetime Data scientists and engineers are leaving Amazon and Facebook for hedge funds. Here are the firms that are winning the battle for top tech talent. Asset management Here's who's most at risk once asset managers ramp up layoffs as the pandemic pressures the already-squeezed industry Join the conversation about this story » NOW WATCH: How waste is dealt with on the world's largest cruise ship
This week, we saw a tech fight for the ages, as Epic baited Apple and Google to remove its 'Fortnite' app from their stores. They did, and Epic responded with lawsuits and a parody video that attacked Apple's stringent App Store policies. With Facebook also entering the fight, Apple appears to be running out of friends. The next few weeks will test just how tough its walled garden is. Visit Business Insider's homepage for more stories. This was the week that tech went to war with itself – and it may be the beginning of a protracted, wide-ranging conflict. Epic Games, the maker of Fortnite, fired the first shot on Thursday when it deliberately violated Apple's App Store rules. On its face, the dispute is about the 30% app store fees that Apple (and Google) charge developers.  But the heated, at times surreal, spectacle that followed — including lawsuits, slick video propaganda, hashtag sneak attacks and pile-ons — points to a more complex web of conflicts, alliances and agendas. For years, Apple has capitalized on its ad-free business model to bludgeon Facebook and Google for their mishandling of user data. Now Facebook finally has an opening to press its advantage against Apple. Meanwhile Spotify, which has long argued that Apple's in-house streaming music service is inherently anti-competitive, has no choice but to now jump into the fray alongside Epic. It's no coincidence that all of this is happening against the backdrop of the Big Tech antitrust crackdown in the US and Europe. Antitrust however, is just one facet of a deeper destabilization shaking up the tech market.  As we've seen with TikTok and Microsoft's arranged-marriage talks, and President Trump's comments about taking a cut of proceeds, the tech market's traditional rules of engagement no longer seem to apply. Anything is possible, and that's a threat to established structures like app stores, walled gardens and revenue sharing pacts. There's a lot at stake, and all sorts of competing interests that are likely to emerge. Here's a look at where things stand in the early stages of what could turn into a tech industry upheaval. Epic set the trap It all started on Thursday when 'Fortnite' maker Epic Games announced it would introduce its own in-app payment system, circumventing Apple and Google's 30% fee. A few hours later, Apple pulled the app for its store, citing a violation of its policies. The problem for Apple: Epic knew this was coming. Just a few minutes after the app was pulled, Epic filed a lawsuit accusing Apple of anticompetitive behavior. It also launched a hilarious Easter egg-filled protest video which skewered Apple's famous 1984 advert and called on players to #FreeFortnite. It was a trap, and Apple walked right into it. Google soon followed – and so did a second lawsuit – although sadly Epic denied us the Google equivalent of Apple's 1984 parody. But the timing here was very deliberate. Just two weeks earlier, Apple CEO Tim Cook was summoned to Capitol Hill to defend against accusations that Apple was behaving in ways that stifle competitors. During that historic antitrust hearing, much of the attention on Apple focused on the App Store. With a co-ordinated series of moves, Epic was this week able to demonstrate just how much power Apple and Google hold, and how the 30% cut these companies take on in-app purchases . Facebook jumps into the fray It was also meant as a rallying cry, and soon other voices came to its defence. Spotify, never one to miss an opportunity to swing at Apple, took its shot by calling out Cupertino 's "unfair practices." As did Tinder. But things got more interesting on Friday when Facebook entered the arena. Apple, it said, had refused to reduce the 30% fee on a new paid feature, which Facebook argues could help small business owners during the pandemic. This wasn't the first time Facebook had aired grievances against Apple's App Store policies. Just a week ago, the social network finally launched its gaming app on iOS with a major caveat: users could only stream games, they couldn't play them. Like Epic, Facebook had been squabbling with Apple for a while. And like Epic, it now has another thing to point at to make the case that Apple is harming competitors.  Facebook attacking Apple in this way was a big deal. You should remember it was only two years ago that Apple was slamming Facebook over the Cambridge Analytica scandal. The problem for Apple, and possibly Google too, is that both are under huge antitrust scrutiny. And as Epic tries to rally the industry, Apple could also be running out of friends. Google keeps similar rules over app purchases, of course, but it's akso been more lenient. For example, Google also refused to waive that 30% fee on Facebook's app this week, but will allow Facebook to process payments through Facebook Pay. Apple said it won't. It's also because of Apple that the 30% tax became the industry norm – another reason why it's attracting so much fire. And with an industry of developers now turning against it and antitrust scrutiny hanging overhead, the next few weeks will show us just strong the walls around Apple's garden are. One thing is for certain: this war is far from over.Join the conversation about this story » NOW WATCH: We tested a machine that brews beer at the push of a button
The Polestar 2 is the first all-electric car from Polestar, a new brand from Volvo and Geely. It will compete against the Tesla Model 3, Jaguar I-Pace, and Audi e-Tron. Prices start at $59,900 and deliveries will commence next month. Visit Business Insider's homepage for more stories. The future-is-now characteristics are the same. The same big infotainment screen, the same minimalist interior, the same zip when the right pedal goes down. Take away my sight, and I'd be tempted to guess I'm at the wheel of the Tesla Model 3, about as good an electric car as can be driven. But I'd know better because something feels different: Things here are more substantive, more satisfying. The interior is built to be something an actual human would use and enjoy — not a button-free, avant-garde exercise in alternative design. This is the all-new Polestar 2, you see, and it drives like a finished version of the Model 3. Polestar as a brand might be new. But it comes from people who very much know how to build a car, and build one well. This is a piece of the future worth looking forward to.  The 2021 Polestar 2: Cut from a new brand Polestar was launched in October 2017 as a standalone, electrified brand from Volvo and its Chinese parent company, Geely. Despite its global headquarters located at the Volvo campus in Gothenburg, Sweden, Polestar markets itself away from its Swedish sibling. Don't call it a Volvo, because it's not.  The first Polestar model was the Polestar 1: an agonizingly stylish, high-performance hybrid with a face similar to the Volvo S90. Next is the Polestar 2: a battery-only electric sedan with a slopey C-pillar, and the company's first EV. Built in Luqiao, China, the Polestar 2 quickly established itself as a champion of sustainability. In addition to running without reliance on fossil fuels, the 2 also touts seat fabrics made from recycled plastic bottles, interior plastics made with waste cork products, and carpets woven from recycled fishing nets.  While Polestar will only build 1,500 examples of the 1 globally due to its position as the brand messenger and halo car, the 2 is what the automaker hopes will be the volume seller. With deliveries starting in September, the company wants to deliver "thousands" of 2s in 2020. In 2021, Polestar aims to deliver tens of thousands.  Whereas Volvo's electrified future will always be somewhat reliant on hybrid cars, a Polestar spokesperson said that there is no internal-combustion engine future in its portfolio. It's going to be all battery-electric from here on out.  Details and safety ratings: Looks great on paper Built on Volvo's Compact Modular Architecture, which debuted with the Volvo XC40 compact crossover, the 2 uses two electric motors connected to its front and rear axles. The car, then, is all-wheel drive. Total system output is a claimed 408 horsepower and 487 pound-feet of torque. There's a 400-volt lithium-ion battery with a 78-kilowatt-hour capacity. DC charging — a type of fast charging — takes 40 minutes to reach 80% capacity at 150 kilowatts. Polestar estimates the 2 to hit 60 mph from a standstill in 4.5 seconds, 100 mph in 10.8 seconds, and do the quarter-mile in 12.76 seconds. The Polestar 2's range has yet to be officially rated by the EPA, but its European WLTP estimate is 291 miles. Keep in mind, however, that WLTP estimates can be more optimistic than EPA estimates. At 15.1 feet long and 6.5 feet wide, the 2 is about the length of a Toyota RAV4, though about five inches wider. It weighs 4,680 pounds. The Polestar 2 starts at $59,900, debuting initially as a heavily loaded "launch edition" version that includes features such as the Pilot Assist driver-assistance technology, a Harman Kardon stereo system, and Android as its native operating system. The Polestar spokesperson said a base model will be available later on. A $5,000 Performance Pack adds Öhlins dampers, attractive gold Brembo front brake calipers, 20-inch aluminum wheels, sport tires, a black roof, and gold seatbelts and tire valve caps.  As of this writing, neither the Insurance Institute for Highway Safety or the National Highway Traffic Safety Administration have safety rated the Polestar 2. What stands out: A lot of people will ask you about it   A man in a white delivery van pulled up alongside the 2 while I sat at a red light on Madison Avenue in New York City. He was waving frantically. I rolled my window down. "What is that?" he yelled. "It's a Polestar!" "What?" "A POLESTAR! Electric car!" "Who makes it?" "Uh… Volvo." "Huh." He studied it a bit longer. Nodded in approval. "Looks better than a Tesla!" Later, someone standing on the sidewalk five blocks north shouted, "Yo! What is that?" I couldn't answer, on account that I was already driving. But I wanted to. I wanted to tell everyone what this thing was. Never did I imagine a sedan would be quite a showstopper like this. But it is. Everywhere I went, people stopped to gawk or did double-takes.  The truth is the 2 is striking to look at. Low and wide, its horizontally opposed design is just accentuated all the more by the Thor's Hammer daytime running lights carried over from its Volvo siblings. But whereas the Volvos wear the company crest slashed across their noses, Polestar is far more subtle. The Polestar logo is just a slightly embossed, body-colored thing.  The rear is completely debadged. Instead of spelling out its own name in raised lettering, it just wears a long, flat, U-shaped heckblende tail light. That's it.  That sense of restraint carries into the interior, too. The color palette there is composed of either sedate Charcoal and Slate shades (the only leather option is available in Barley). Nothing is shiny or overly reflective. There's no — gasp — chrome.  Driving the 2 felt very similar to the Model 3 I'd driven two years ago. With all-wheel drive, ample power, and a low center of gravity, the 2 felt much more agile and fleet-footed than its two-ton-plus weight would suggest. The acceleration never got old. The funny, floating sensation in my stomach when I mashed the accelerator never went away.  In fact, the power inspires so much confidence that too soon, you'll find yourself ducking and tucking in and out of traffic unnecessarily. The instant torque just makes so easy and so much fun.  One-pedal driving was also fun to get the hang of. Eventually, I got the feel of it down enough to the point that I didn't need to touch the brake pedal once while navigating Manhattan stop-and-go traffic.  Obviously, plenty of fun can be had in a naturally aspirated V8 with a manual transmission. This is a different kind of fun, one that makes a high-pitched whirring when you really lean into the pedal and as the car gathers speed. No hiccups in the acceleration from gears shifting — just flawless, smooth forward momentum, and the sound of the wind washing over the car as you pick up speed. If you've never done it before, speeding up in an electric car sort of feels like being slingshotted forward. The car needs to build a bit into the acceleration, but once it does, it's like being yanked forward by the world's biggest rubber band. There's nothing else quite like it. Finally, as an Android user, I was stoked that the car came with Android as its native operating system. For too long I've been frustrated by all the different operating systems each automaker uses. All of them are different. Very nearly all of them are bad. Just leave designing the OS up to the people who actually design OSes! I bellowed at the clouds. The system's voice command is activated by the phrase "Hey, Google" or "OK, Google." With it, you can modify the climate and change the radio stations. You can ask it to navigate you to places, which is great since the 2 comes natively with Google Maps, a system I'm already used to using.  And with the car's ability to connect to a 4G mobile network, you can Google things as you would normally, as long as there is a connection.  "HEY, GOOGLE," I screamed at the car, like the serious road tester that I am. "WHAT'S AN AMPHIBIAN?"  "According to Wikipedia," the system responded smartly, "Amphibians are ectothermic, tetrapod vertebrates of the class Amphibia. All living amphibians belong to the group Lissamphibia. They inhabit a wide variety of habitats, with most species living within terrestrial, fossorial, arboreal, or freshwater aquatic ecosystems." Satisfied, I fired off one last order. "Hey, Google. Play me Taylor Swift's 'Folklore' album on Spotify!" I'm doing good, I'm on some new s---. Been saying "yes" instead of "no." What falls short: Numb steering  Anti-screen folks like me will be dismayed to learn the Polestar 2's chief system access point is a big, vertical touchscreen. You can ask the Google assistant with help on some things, but you will need to interact with this screen every so often. The Polestar attacked the curvier roads outside of Manhattan happily enough, but I still felt the steering was a bit too numb to inspire full confidence. Even on the heaviest steering setting, I still had trouble really feeling out what the front of the car was doing. For regular commuting, it's just fine. For something a little more spirited, it might give you some pause.  And if you're someone who loves many exterior colors to choose from, prepare for the Polestar 2's whopping six (!) options. Void (also known as black) comes as standard. But for an extra $1,200, you can pick from thrilling shades such as Magnesium, Midnight, Moon, Snow, and Thunder. And when I say "thrilling" here, I actually mean "demure and muted."  How the Polestar 2 compares to its competitors: A range test for you  Without an EPA estimate to go off of, I don't really know how the 2 stacks up against its competitors on paper. But I'll tell you this: When the media drive started in midtown Manhattan, my loaner car was at 85% battery capacity. Our lunchtime location was at the Storm King Art Center, some 70 miles north of the city via spirited driving on the curvy roads through Harriman and Bear Mountain State Parks.  There was some gridlock getting out of Manhattan and about 15 minutes of bumper-to-bumper traffic on New Jersey Route 17. The ride back down to Manhattan's West Side was a quick stint down the Palisades Parkway, averaging a speed of about 60 mph.  It was about 88 degrees Fahrenheit during the entire time I had the car. I kept the interior climate at a cool 70 degrees Fahrenheit. When I returned the car to the Polestar team, it was down to 22% battery capacity, or an estimated 45 miles remaining. Another journalist in my group gave his car back with significantly less battery life remaining, but he tends to drive cars a bit harder than I do. The trip in its entirety was about 130 miles.  In the media briefing, Polestar representatives made certain to tell us about how it commissioned FT Tech, an independent third party, to conduct a real-world highway range test.  Using a regular Polestar 2, a Polestar 2 with the Performance Package, a Tesla Model 3 Performance, a Jaguar I-Pace, and an Audi E-Tron, the FT Tech took all of the cars onto a three-mile oval closed course during an 85-degree Fahrenheit day.  All cars started at 100% battery capacity and during their drive, the climate control was set to 72 degrees. FT Tech then ran the cars at a steady 70 mph until they could not maintain that speed anymore as their batteries depleted to see how far they could go. The results?  Tesla Model 3 Performance: 234 miles Polestar 2: 205 miles Polestar 2 with Performance Package: 197 miles Jaguar I-Pace: 188 miles Audi E-Tron: 187 miles And here's a screenshot of how much range the cars produced as compared to their official EPA-estimated ranges. Interestingly, while the Tesla did travel the furthest, it was the least efficient. According to this study, at least.  You may use that information as you will. Just bear in mind that even though this test was conducted by a third party, it was still paid for by Polestar. Still, a 205-mile range isn't bad at all.  Our impressions: The singularity If I were to close my eyes and only experience what the Polestar is like while it's moving — its acceleration, its one-pedal driving characteristics, the futuristic whee it makes under load — I'd swear it was a Tesla.  This is not to say that one is better than the other. Rather, I think the two cars indicate a singularity that we are fast approaching as more and more high-performance EVs enter the market.  By design, EVs lack the many tactile driving characteristics an internal-combustion engine car offers. A four-cylinder turbocharged car with a dual-clutch automatic gearbox drives very differently from something with a naturally aspirated V8 and a manual transmission.  Because they lack such variation, I've found that all the EVs I've driven do tend to drive very similarly to each other. The only difference between them being their power output and the resulting fury of their acceleration.  So, the Polestar 2 drives great. This much I was able to glean in the one afternoon I spent with it. But what's packaged around that driving experience is also great. The 2 is a machine that has wonderfully sharp looks that'll stop passing pedestrians in their path — but not because it's flashy. It draws your eye because it doesn't look like anything else that's currently on the road.  Sitting in the 2, driving the 2 — both worked to achieve a mood of peace and serenity. The quietness from the lack of an engine contributed to that, too, of course. But there's an unmistakable sense of quiet quality here, one that doesn't need to go around shouting to make itself heard.  For a car built in China, the 2 feels overwhelmingly Scandinavian: smartly designed and well assembled. I guess this is what happens when you buy a car company, give them a bunch of money to do what they're good at, and then leave them the hell alone.  More of this, please. SEE ALSO: The $157,000 Polestar 1 is a spectacular insight into what Volvo's new brand can achieve. It's also the best car China has ever built Join the conversation about this story » NOW WATCH: How 'white savior' films like 'The Help' and 'Green Book' hurt Hollywood
If there is one thing that Gemma Arterton’s Alice Lamb can’t abide in the new period comedy Summerland, it’s children. They are the bane of her reclusive existence in a small seaside town in Kent, during WW2, branding her a “witch” and causing a daily nuisance with pranks on and around her property while she is trying to write her thesis. So when a kid called Frank (Lucas Bond) lands on her doorstep, one of the many London young escaping the capital during the Blitz, it’s no wonder she baulks at the idea of housing one. But as Alice reluctantly bonds with the young lad, while flashbacking to her university love affair with the family-wanting Vera (Gugu Mbatha-Raw), the film suggests that any woman could warm to the concept of child-rearing if they are simply served up the right child to rear. Related... Woman Told To Cover Up In A Supermarket Asks: What About Topless Men? 9 Women Named Karen Talk About, Well, Being An Actual Karen Summerland isn’t the first movie to thrust motherhood on independent women who have no interest in children; Baby Boom (1987) and We Need To Talk About Kevin (2011), to a more nuanced and critical extent, are two such examples. However, Jessica Swales’ film still perpetuates the notion that being child-free isn’t a valid choice at a time when more and more women are choosing to be. In 2019, according to the Office for National Statistics, 48% of women in England and Wales had not had children by the time they hit 30, compared to 80% of the previous generation who had at least one child by that milestone. Fertility issues are one of the reasons why an increasing number of women are choosing to go child-free but other factors include economic concerns, climate change worries, career goals and simply feeling that being a mother isn’t actually what they want. Of course, society has long been resistant to the idea of women denying their biological mandate, especially when those women have celebrity status. One winces at the years of pejorative news coverage aimed at the likes of Jennifer Aniston, Renee Zellwegger and Kylie Minogue for deigning to enter middle-age without putting their ovaries to use. Just entering Aniston’s name in a Google search bar prompts a suggestion about “kids” with 56,600,000 related search results. The barrage of media attention of her pregnancy status even forced the former Friends star to pen a response. “The sheer amount of resources being spent right now by press trying to simply uncover whether or not I am pregnant (for the bajillionth time... but who’s counting) points to the perpetuation of this notion that women are somehow incomplete, unsuccessful, or unhappy if they’re not married with children,” she wrote for HuffPost in 2017. “We don’t need to be married or mothers to be complete. We get to determine our own ‘happily ever after’ for ourselves.” Related... Christine Quinn Reveals She's Had Death Threats, But Still Loves Being Selling Sunset's 'Villain' Simon Cowell Breaks His Back In Cycling Accident, Leaving Him In Need Of Surgery I'm A Celebrity Relocating To UK Castle For 2020 Series Due To Pandemic Unfortunately, cinema hasn’t always been an ally for this lifestyle choice and too often helped to reinforce the “all women should be mothers” stereotype. In Alien (1979), Ellen Ripley is the sole survivor, and one of two women in the seven person crew, who defeats the Xenomorph menace.The character was originally written as male so it’s no wonder she exists in that first film without any gendered baggage, but as the franchise continued, and new male filmmakers took control of her narrative, she was soon made a surrogate mother in Aliens (1986), impregnated in Aliens 3 (1992) and made a fully-fledged mother herself in Alien Ressurection (1997). It's time movies reflected the positive reality of life purposefully lived without children.More recently, Bridget Jones’ Baby (2016) thrust the titular heroine into motherhood as an excuse to extend the franchise, despite her barely showing signs of interest in the previous two films. More often than not, there is an extenuating circumstance as to why a woman is child-free and usually its because their life isn’t regular – Captain Marvel, Black Widow and Tomb Raider aren’t really depictions of the everyday woman. Film critic Catherine Bray recently mused on the topic and suggested that the majority of child-free female characters fit into one of four categories: the young/ingenue (Frances Ha, 2012), the de facto parent (Charlotte in Now, Voyager, 1942), the dysfunctional or damaged (Jane in Eternal Beauty, 2019) or they are simply not the lead (Jocelyn in The Jane Austen Book Club, 2007). This latter category is what I call the “mother buffer” approach, whereby a child-free woman’s independent position is softened by the reminding presence of a parent or two. Summerland certainly fits into the de facto parent category, as does the recent film Saint Frances, which sees the lead, Bridget, wrestle with her decision to have an abortion and live a child-free life while working as a nanny. That’s not to say cinema hasn’t produced good representations of women not wanting to be mothers. Jackie Brown (1997), Eat Pray Love (2010) Obvious Child (2014) and Like a Boss (2020) are a few instances of films that have helped to normalise a child-free existence, but they are frustratingly rare. So as the stigma reduces around a non-maternal way of life, it would be wonderful if movies were less reluctant to reflect the positive reality of life purposefully lived without children. Hanna Flint is a freelance journalist.Related... Robert Pattinson Got Caught Telling A Huge Lie About His Batman Audition 11 Times The Sequel Was Actually Better Than The Original Film Opinion: Netflix's Indian Matchmaking Erases Whole Swathes Of Our Community
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You can change the language on HBO Max in a number of different ways. If a show is offered in multiple languages, you'll see this option labeled with a play button icon on both its details page and during playback.  You can search for shows in language genres, such as the "Latino" shows and movies tab. If you're looking to change your app language, you can change your device or browser settings. Visit Business Insider's Tech Reference library for more stories. Playing a show or movie on HBO Max in another language is as easy as one click — if the show offers other languages, that is. If an HBO Max title has language options other than English available, you'll see this option labeled on both the title's details page and during playback. For most shows or movies, this means it will play with that language's subtitles (the audio will remain the same). Unfortunately, overall, only a small percentage of popular shows are offered in another language. You can also change your device or browser settings for the app to reflect your language preference.  Here are all the ways you can try watching HBO Max in another language. Check out the products mentioned in this article: HBO Max (From $14.99 a month at available at HBO Max) iPhone 11 (From $699.99 at Apple) Samsung Galaxy S10 (From $699.99 at Walmart) Apple Macbook Pro (From $1,299.00 at Apple) How to play HBO Max content in another language For the most part, browsing different language options looks exactly the same whether you're accessing HBO Max through the mobile app or your desktop. Unfortunately, many videos are not offered in multiple languages. If this is the case for the show or movie you want to watch, you won't see anything labeled in its details page. This means that it is only offered in the language in which it was recorded. 1. To browse genres, click or tap the three bars in the upper left corner. 2. You can sort through titles alphabetically or by type at the top of the search page.  HBO Max offers the "Latino" category, where you'll find shows and movies filmed in Spanish.  You can also choose the "International" genre, which will include a variety of shows and movies produced in other languages. HBO notes that these titles will play with their original audio with English subtitles. For shows that were produced in English, there is no audio dubbing available in other languages. 3. Click or tap to explore the show's details.  4. Once you've selected a show, you'll see its alternate languages listed next to a play button icon.  If you're on your desktop, this option is visible in both the show's details and during playback.  If you're on the mobile app, this option is only visible on the details page, not during playback.  5. Tap the other language to begin watching.  6. To switch back, you'll have to return to the details page using the "Back" button and then select the other language. How to change the HBO Max app or site language by changing your device or browser settings While changing your device or browser settings won't change the language of your show or movie, it can alter descriptions or labels to match your language preference. These changes can include altering settings on your Android phone or tablet. If you use an Apple device, the process will be different on an iPhone or iPad versus a Mac computer.  Additionally, this can mean altering your browser preferences. Each browser's settings will look slightly different, though all should offer other languages. This includes Google Chrome and Firefox. The browser should translate the HBO Max webpage. Related coverage from Tech Reference: How to download HBO Max movies and shows onto your phone or tablet to watch when you're without internet How to add a profile to your HBO Max account, including 'Kid' profiles with parental controls How to change your payment method on HBO Max, no matter how you signed up for it How to 'cast' HBO Max onto your TV with a Google Chromecast device connected to your computer or phone How to use the 'watch later' list on HBO Max to save movies and shows you're interested in  SEE ALSO: The best media streaming sticks and devices Join the conversation about this story » NOW WATCH: How waste is dealt with on the world's largest cruise ship
If you want to know just how closely you’re being watched online, these extensions will reveal all.
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