> Its PPC ad platform is completely predatory, loaded with dark patterns and hidden defaults that add billions to top-line revenue while strip-mining the accounts of sellers who often have no choice but to participate in the auctions.

At least they mark ads as 'sponsored', even though it isn't super prominent.

I always scroll until I see organic results, myself.

They mark some of them. Not all of them. Last article I read said 80% of placements on the search results page are paid ads. And they only mark like 4-5 of them as "sponsored"

That's ... not great.

Thanks for the heads up.

Previously: https://news.ycombinator.com/item?id=29476545

> We are effectively getting the same intelligence unit for half the compute every 6-9 months.

Something something ... Altman's law? Amodei's law?

Needs a name.

How about More's law - because we keep getting "more" compute at a lower cost?

> I am old. This immediately triggered "Perl!?" in me...

Same same.

Should have used a CDN :) .

I went through this a few years ago and wrote about it. https://www.mooreds.com/wordpress/archives/2565

Yeah, I think if they have published a range and you are comfortable with it, you can say "I reviewed the range on the website and am comfortable with it".

If you are not comfortable, then I'd be clear why, with data, upfront. "I saw the range on the website and it seems low based on X, Y, and Z. Is that range flexible?"

Whether the answer to that is yes or no, you'll be in a better spot whether to decide to move forward.

> Either way, there's no reason to name numbers until AFTER the company makes an offer with included compensation package details.

I agree that a candidate shouldn't name numbers until after an offer.

But I think the company should give a range as early as possible. This is because of point #2 above. As an engineering manager I've had at least one heartbreaking experience where we took a candidate through the hiring cycle and then found out we and they were way out of line re: comp. Hiring sucks enough without that curveball.

That's why, for all the warts, I'm a fan of salary disclosure laws (like those in Colorado, USA). Yes, it's hard to have an accurate range, because jobs and skills are squishy. Yes, candidates anchor towards the top. Yes, it's weird for a buyer of a thing (labor) to state a price.

But companies have more power in the hiring process (there are, after all, many employees working for a company, but usually only one company an employee works for). Companies, or the hiring managers, also have a budget.

If you are a hiring manager, I'd encourage you to have your salary range shared with candidates as early as possible in the process.

Story about a startup from the former CEO of Sphero.