The trial started off on Tuesday with a battle of words and facts.

Paul Schmidt, a lead attorney for Meta in the trial, directly addressed an internal research report that Megan O’Neill, a lead attorney for California, made part of the states’ opening arguments.

The Meta document O’Neill showed the jury found that “1 in 5 teens says Instagram makes them feel worse”.

Schmidt said: “That sounds pretty bad.”

“What else does the document say?” Schmidt went on. “That 41% of teens said it made them feel better and another 41% said it had no effect.”

Schmidt also worked to poke holes in the states’ argument that Meta had not only failed to stop users under the age of 13 from using its platforms, but that it intentionally “hooked” teens and children as users of Facebook and Instagram, or that they were designed to be addictive.

As for Meta being able to verify the age of every user on its platform, Schmidt argued that the very privacy laws Meta was being accused of violating in the case prevent it from saving and using the data it would need to effectively track underage users.

When it comes to addiction, Schmidt argued a point that Meta has put forward in at other litigation this year: that social media addiction does not exist.

“There can be no dispute that Meta has recognised people struggle, or can struggle, with their use of social media, and has come up with tools to try and address that,” Schmidt said.

Yet, he pointed to past statements from chief executive Mark Zuckerberg and head of Instagram Adam Mosseri that not only were Facebook and Instagram not designed to be addictive, scientific research has not yet come to support the idea that an addiction to social media is possible.

O’Neill’s opening arguments seemed to challenge Schmidt’s argument.

She relied heavily on information found in millions of documents provided in the case from Meta, including internal research, employee emails, and chat logs, all the way up Zuckerberg.

One such piece of internal research stated about young people and Instagram: “Teens have an addict’s narrative about use.”

In another that O’Neill pointed the jury to, Meta found “product features designed to increase time spent are inherently at odds with well-being and take away from people’s ability to focus on activity that adds value to their lives”.

Despite Meta’s awareness of potentially negative impacts, O’Neill argued that Meta targeted young people as users of Facebook and Instagram and went out of its way to “assure the public that its platforms were safe for kids”.

Meta’s business model could be summed up this way: “Hook the users; hold them for as long as they can; harvest their data; hide the truth from the public when making public statements,” she said.

She said that throughout the trial, it would become clear that what Meta said publicly about its platforms, and what its internal research showed, were very different.

“Meta said it put safety over profits, but hid the reality that, time and again, when it came to make a decision, profits won.”

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Building a job portal today means more than just posting job listings and adding an application form. Recruiters want tools to manage candidates, and job seekers look for quick searches, helpful recommendations, easy applications, and a smooth mobile experience.

If you are planning a recruitment platform, the main question is not just what features to add. Instead, focus on which features will actually help each type of user.

Choose the right type of recruitment platform

A general job board connects employers with candidates from many industries, while a niche portal focuses on a specific area, like healthcare, technology, or construction. Recruitment agencies may also need a multi-client platform where recruiters manage candidates and vacancies for several employers.

You can also build an internal recruitment portal for a company, a freelance marketplace, or a platform that combines job listings with applicant tracking.

It’s important because the type of platform you choose affects user roles, workflows, data structure, payment options, and search features. Deciding on these early can help you avoid costly changes later.

Give employers and candidates separate dashboards

Employers and candidates have different needs, so they should each have their own interface.

An employer dashboard might include job creation and editing, applicant tracking, candidate profiles, interview scheduling, hiring analytics, etc.

A candidate dashboard should focus on profile and resume management, saved jobs, application history, job alerts, and communication with recruiters.

For recruitment agencies, you may also need an admin dashboard with client accounts, recruiter permissions, candidate pools, job assignments, and activity logs.

More than simple file storage for resume management

Candidates should be able to upload resumes in common formats and keep their profiles updated without having to enter the same details over and over.

A strong resume module can parse uploaded documents and extract details such as name and contact information, employment history, skills, education, certifications, and job titles.

This process turns an unstructured document into searchable candidate data.

Use AI-enabled candidate matching with care

AI tools can help recruiters compare job requirements with candidate profiles and rank potentially relevant applicants. A more advanced system can look at skills, experience, location, salary expectations, qualifications, and related terms.

The scoring system should be easy to understand. Recruiters need to know why a candidate got a high match score, rather than just accepting the score without question.

Build search and filtering around real recruiter needs

Search is one of the features recruiters use most often on a recruitment platform.

Basic filters like job title and location are helpful, but recruiters usually need more options like skills, education, salary range, language, years of experience, employment type, and so on.

For large candidate databases, semantic search can work alongside traditional keyword search. This helps recruiters find good matches even if candidates and job descriptions use different words.

Consider the search experience from the recruiter’s point of view. If it takes 30 minutes to find 20 good candidates, the platform is still causing too much manual work.

Support payments and different business models

If employers pay to post jobs, candidates pay for premium features, or recruiters buy subscriptions, payment features become a core part of your product.

Depending on your model, you may need one-time job posting payments, recurring subscriptions, featured job listings, coupons, invoices, etc.

You should also keep payment features separate from the rest of the application. This makes it easier to adjust pricing or switch payment providers in the future.

Treat mobile as a primary experience

Many candidates search for jobs on their phones. If your platform only works well on desktop, it can make the hiring process harder right from the start.

The mobile experience should make it simple to search, filter, save, and apply for jobs. Resume uploads should be smooth, and forms should only ask for what is needed.

Recruiters also need to use the platform on mobile. They might want to review applicants, reply to messages, or move candidates through hiring stages while away from their desk.

You do not have to build separate native apps right away. A responsive web platform can be a good starting point, depending on your product and users.

Plan for growth, security, and integrations

A small job board may start with a few hundred listings and candidates, but a successful platform can eventually handle millions of records, automated notifications, and many users simultaneously. Your technical setup should be ready to handle that kind of growth.

Security is also very important because recruitment platforms store resumes, contact details, work histories, and other sensitive data. Access controls, encryption, secure logins, audit logs, backups, and good data retention policies should all be part of your initial setup.

You should also plan to connect with tools like CRMs, applicant tracking systems, calendars, email services, payment providers, and identity platforms.

Security and resilience should cover the application, infrastructure, data, and any AI services connected to the system.

When is it time to work with a development company?

A simple niche job board may be possible with an existing platform or low-code tools.

Things get more complex when you need custom workflows, multiple user roles, AI matching, advanced search, payments, third-party integrations, or a large candidate database.

At that stage, a specialized job portal development company can help you plan the technical setup, choose the right technologies, and build the platform to fit your recruitment needs.

The key is to bring developers in early, so they can question assumptions before they turn into costly technical decisions.

Before you start development, figure out who will use the portal, what each user needs to do, how payments will work, and what data the system needs to handle. Then decide which features should be in the first release and which ones can come later.

This approach gives you a much clearer path from a job portal idea to a product people will actually use.

Founded in 2016, Unitree has become a robotics industry leader, selling a wide range of devices from sensors and automated arms to four-legged and human-like machines.

For several years, it has been a fierce rival to developers in the US as it rolled out robots with similar features but at lower prices.

The company – which plays a key role in Beijing’s ambitions to be a global leader in cutting-edge technologies – is based in Hangzhou, in eastern China.

The region is home to a so-called golden cluster zone of robotics firms, which have been boosted by huge government investments.

That support helped drive a more than threefold increase in the number of Chinese robotics firms between 2020 and 2024, according to state-run China Daily.

Robots are also seen as a potential solution to challenges posed by China’s ageing population, which is expected to lead to a shortage of workers to support the economy’s physically demanding manufacturing base, according to Fei Qin, an associate professor at the University of Bath.

Beijing considers the robotics sector a “strategic priority” in its pursuit of leadership in advanced technology, she said.

“Robots are where AI leaves the screen and enters the economy” in factories, hospitals and, potentially, the home, Qin added.

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