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First of all, from a technical perspective, Google chose to pre-install Android 14 for the Pixel 9 series, which involves complex system development and optimization work. In this process, a large number of talents with professional skills are needed, such as software development engineers, test engineers, etc. The recruitment and integration of these talents is actually a disguised form of "project search". In order to find suitable talents to complete the development and optimization of the system, Google needs to attract professionals with relevant skills and experience through various channels, such as recruitment websites, social media, talent recommendations, etc.

Secondly, consider the market competition. The mobile phone market is highly competitive, and major brands are constantly launching new products and features to attract consumers' attention. In order to stand out from the competition, Google needs to continuously innovate and improve the performance and user experience of its mobile phone products. To achieve this goal, it needs a strong R&D team. This means that Google needs to constantly look for talents with innovative thinking and capabilities to inject new vitality into its mobile phone business. This is also a manifestation of "launching projects to find people."

Furthermore, from the perspective of project management. The development of a mobile phone system is a huge project, involving the collaboration of multiple links and departments. In the process of advancing the project, if there is a shortage of personnel or insufficient capacity in a certain link, it is necessary to supplement or adjust personnel in a timely manner. This requires an effective talent recruitment mechanism that can quickly find suitable candidates to ensure the smooth progress of the project. This kind of personnel recruitment based on actual needs during the project also falls into the category of "posting a project to find people".

However, "posting projects to find people" is not limited to the field of science and technology. Similar phenomena also exist in other industries, such as finance, healthcare, and education. For example, when a financial company launches a new financial product, it needs to recruit talents with professional knowledge such as financial analysis and risk assessment; when a medical institution launches a new medical project, it needs to recruit experts and technicians in related fields; when a school launches a new teaching reform project, it needs to recruit teachers with innovative teaching concepts and methods.

So why has "posting a project and looking for people" become a common phenomenon? There are many reasons behind it.

On the one hand, with the development and progress of society, the division of labor in various industries has become more and more detailed, and the degree of specialization has become higher and higher. In this case, a project often requires the cooperation of professionals in multiple fields to complete. Therefore, in order to find suitable talents, it is necessary to recruit widely through the method of "posting projects to find people".

On the other hand, innovation and change have become the theme of today's social development. All industries are constantly seeking new breakthroughs and developments, launching new projects and products. The development and implementation of these new projects and new products often require talents with new knowledge, skills and experience. Therefore, by using the "post project to find people" method, you can find talents who can adapt to new needs more quickly.

In addition, the intensification of market competition is also one of the reasons for the widespread phenomenon of "posting projects to find people". In the fierce market competition, enterprises and organizations need to continuously improve their competitiveness in order to seize market share. And having excellent talents is the key to improving competitiveness. Therefore, in order to attract and retain excellent talents, enterprises and organizations have to meet their talent needs by "posting projects to find people".

However, "posting projects and finding people" is not all smooth sailing, and there are also some challenges and problems during the implementation process.

First, information asymmetry is a common problem. Job seekers often do not have a deep understanding of the project situation and needs of the employer, and the employer also finds it difficult to accurately understand the job seekers' true abilities and potential. This leads to misjudgments between the two parties during the recruitment process, thus affecting the recruitment effect.

Secondly, recruitment costs are also an issue that cannot be ignored. "Posting projects and looking for people" requires a lot of time and energy for recruitment publicity, resume screening, interviews, etc. In addition, if the recruitment is unsuccessful, it is necessary to recruit again, which will undoubtedly increase the recruitment costs of enterprises and organizations.

Furthermore, the mobility of talent is also a challenge. In the process of "posting projects and looking for talent", even if the right talent is found, due to various reasons such as working environment, salary, career development, etc., the talent may leave during the project, which will have an adverse impact on the progress of the project.