@Austen I've been headhunted and hired headhunters. And was an exec at the world's largest private employer (3.5 million hires a year at the time). And I'm torn between three philosophies.

1. It's an engineering problem, so big data + algorithms to discover optimal fit. @Austen Weakness: your data is horrible , your idea of The Right Stuff is invariably wrong, and it misses that prospects are humans with their own models of what's in their interest and how the world works.

Your work history is distinct, more than most passwords. Your resume identifies you (who else had your last 2 to 4 jobs?) even without your name/photo. @LinkedIn as a social network relies on the collective trust of its users to honor the contexts of career and work.

https://twitter.com/LeenaVanD/status/1076794570019561472

#GDPR makes @LinkedIn accountable for how the company sticks to promised uses of your data, but GDPR doesn't cover how other members of the network use or abuse your information. Social norms (and peer payback like @LeenaVanD offers) can raise the stakes. But abuse happens.

Will #eprivacy be the next expansion of #gdpr? MSFT #Skype, #Whatsapp, Facebook #Messenger would have to provide #privacy controls/consents/disclosures for tracking/logging realtime communication and messaging.
technologyreview.com/the-download/6… This matters in a few ways. First, live chat and messaging are features of many kinds of products and services. So #ePrivacy jurisdiction may touch nearly every website, service, and gadget.