running their own experiments and saying that we have a problem here. yes, the first step that i did when i got all of these documents is i meet a list of all the researchers that i had been talking to for the last half decade, who had been calling these warning signs and been calling the platform, especially for the recommendation. and, i got one stanford researcher on the phone and i was looking over these documents with her, and she was so angry. because you re exactly right. facebook comes and gaslights us for years saying that that s not happening on the platform. you really can t say that. that s not fair. it s actually quite nice for your grandchildren. and they knew the whole time, they knew the whole time. brandy zadrozny great reporting and thank you for sharing with us tonight. in. coming up her new and a national reckoning each parked in the five years since he took the heat. do not go anywhere.
one stanford researcher writes performance is only loosely tied who gets ahead at work. that might not be that surprising. but i want to ask you when you were a position to hire when you had polling people in washington, d.c., what did you look for in a candidate, honestly? that was a part of it. i set aside a quota on that. if people didn t look me in the eye, forget about it. if she didn t have a sense of humor, forget about it. you could give me a guy from harvard who was just a boring dork or give me some kid from the university of maryland who was engaging and could play golf and liked women. if it didn t work out, did he still pay for the hour? i meant to do the job of polling. do you have a good attitude?