Tinder expands dating format with group-focused ‘Double Date': How the feature works
The feature is designed to offer a more social and less pressurised approach to online dating, stated the company. Building on previous tools like Matchmaker and Share My Date, which allowed friends and family to participate in a user's dating experience, Double Date introduces a group dynamic to the traditional one-on-one format. You may be interested in
Users can activate the feature by tapping an icon in the main card stack and choosing up to three friends to team up with. From there, they can swipe through other pairs and match if either party likes the other group. Once a match is made, a group chat opens to facilitate conversations and potential meetups.
Tinder reports that the feature gained traction during its testing phase, particularly among Gen Z users. Nearly 90 per cent of profiles engaging with Double Date were from individuals under the age of 29. According to the platform, this demographic already represents over half of its global user base and often prefers collaborative, less formal dating experiences.
Early data suggests that Double Date is encouraging more engagement. Women using the feature during testing were reportedly three times more likely to like a pair than individual profiles. Additionally, users involved in Double Date chats sent 35 per cent more messages on average compared to standard one-on-one conversations. The feature also contributed to a small uptick in new and returning users, with nearly 15 per cent of participants either new to the platform or recently reactivated.
Tinder's latest update comes amid ongoing shifts in online dating behaviour, particularly among younger users seeking more interactive and less conventional ways to meet new people.
Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
Mint
4 hours ago
- Mint
From reach to resonance: Advertisers chase attention, not inventory
Mumbai: Former WPP chief Martin Sorrell didn't mince words earlier this year when he said, 'It's ludicrous that 250,000 people are still working in media planning and buying when all of that can—and will—be done algorithmically." At an industry event, he added, 'You won't rely on a 25-year-old media planner. You'll rely on an algorithm." Sorrell was not just sounding off. His remarks reflect a broader shift already reshaping marketing playbooks, moving away from media weight and toward measuring attention. For years, marketers counted what they bought. Now, they are asking what was actually seen, and what effect it had. From exposure to effectiveness At Godrej Consumer Products Ltd, that shift is already under way. 'What I care about is not how much time she (consumer) spends on a medium, but when I advertise in that medium, how much visibility I get for my advertising. That's where efficiency lies," said Ashwin Moorthy, the company's chief marketing officer for India. Godrej has brought media planning and creative work in-house. Its own allocation tool, called Mash, tracks outcomes, not just output. 'Now it's about owning outcomes," Moorthy said. 'If a brand doesn't do well, the creative team here tweaks it immediately. They care about what happens after the ad is on air." Moorthy said the real advantage is speed. 'You're not wasting two months negotiating with agencies. You're spending that time creating work." The message is clear. Buying inventory is no longer enough. Nor is waiting on brand recall surveys. Agencies under pressure Advertising agencies are reacting. At WPP, attention has become a central metric, said Amin Lakhani, president of client solutions at WPP Media South Asia. 'We're not just selling media anymore. We're selling growth," he said. Lakhani said attention scores are embedded into WPP's audience tools. These are used to determine which formats and placements lead to actual engagement. 'It's about measurable interest. If a consumer scrolls past without noticing, that's not media. That's waste," he said. WPP is also investing in modular creative work. Formats are adjusted for different audience types based on real-time behaviour. 'One format won't work everywhere anymore," Lakhani said. A generation that scrolls The problem is most visible with younger audiences. Gen Z users scroll quickly, often skipping ads before they even load. 'Gen Z doesn't hate ads. They just ignore most of them," said a senior media buyer at a global agency, speaking on condition of anonymity. She said many clients no longer ask how many people saw their ad. They ask how many watched it with intent. 'That's now a standard question in reviews," she said. 'Especially from tech and FMCG brands." The shift is straining agencies that still operate on volume-driven models. Attention over inventory Sorrell, now executive chairman at S4 Capital, believes the cost of planning and creative will continue to fall. AI will accelerate that. 'In just one campaign, we might produce 1.5 million assets for a client like Amazon," he said. 'With AI, you can do 10 times that. But only if you charge per asset, not per hour." Sorrell predicts flatter agency structures and more client control. 'Most agencies don't want to share data or lose control. But control is already lost. The client has it," he said. To him, media today isn't about presence. It's about performance. Reshaping the chain Moorthy at Godrej said the decision to go in-house was driven by accountability. 'If it's your own people, they care if something fails. They tweak it fast. You can't afford to wait for an agency debrief." WPP is also moving towards what it calls 'attention-to-outcome" planning. According to Lakhani, many brands now use attention data to tweak campaigns in-flight. 'If it's not working, we kill it fast. That wasn't the case even two years ago." Tejinder Gill, managing director at digital marketing company The Trade Desk India, said advertisers are beginning to recognise that visibility alone is not enough. 'We're seeing fatigue among consumers who are bombarded with repetitive ads," he said. 'It's not about visibility alone. It's about resonance." He said brands need better signals across platforms. 'By tapping into omnichannel insights, brands can adjust creative and frequency in real time, not after the campaign is over," Gill said. From reach to recall Billions of digital impressions are logged each month in India. But if fewer than half are seen, what is the actual return? 'You might be on the world's biggest platforms. But if no one notices your ad, what's the point?" Moorthy asked. Lakhani echoed the concern. 'We're reworking our entire stack to measure interest, not inventory," he said. 'That's where clients are headed. We have to be there before they ask." Sorrell's comments may have sounded like provocation, but across India's ad industry, they are beginning to look more like a prophecy.
NDTV
a day ago
- NDTV
77% Of Gen Z Bring Parents To Job Interviews, Even For Salary Talks And Hiring Tests
A recent survey by Resume Templates reveals that 77% of Gen Z job seekers have involved their parents in the hiring process, with many bringing them along to interviews, salary negotiations, and even test assessments, reported the Fortune Magazine. Among those whose parents attended interviews, 40% reported they sat in during the discussion, while one-third said their parents asked or answered questions. Around 27% noted that parents negotiated compensation or benefits, and some even introduced themselves directly to hiring managers, according to the study by Resume Templates. Beyond interviews, parental involvement extends to nearly all stages of the job search. Over 75% of Gen Z candidates used a parent as a reference, 63% had them apply for jobs on their behalf, and more than half allowed their parents to email or call hiring managers. Notably, 48% had parents complete test assignments, and 41% let them handle initial HR interactions, according to Fortune. Experts attribute this trend to Gen Z's lack of professional experience and limited networks, worsened by the pandemic's impact on social development. The tight entry-level job market has also added pressure, pushing young applicants to seek support from trusted sources-primarily their parents. While some view this involvement as overstepping, others see it as a reflection of the changing dynamics in today's workforce. Experts suggest using AI tools like ChatGPT to better prepare for job applications and interviews. What Gen Z asked their parents to do while job hunting? An overwhelming 90% of Gen Z job seekers asked their parents to help find jobs to apply to, while 75% listed them as references. Around 70% had parents submit applications on their behalf, and 60% sought their help in emailing or speaking with hiring managers directly. Over half asked parents to complete test assignments (55%) and handle HR screener calls (45%). Additionally, 35% relied on their parents to write resumes, and 30% for cover letters.
Mint
2 days ago
- Mint
AI threatens entry-level lobs? Tech openings for new grads have already been halved, says report
Artificial Intelligence (AI) is significantly impacting the job market for new graduates , with the tech sector taking the worst hit. According to a recent report by VC firm SignalFire, job openings for new graduates at the 15 tech largest companies have been cut by over 50 per cent since 2019. The report also stated that before the pandemic, new graduates made up 15 per cent of Big Tech hires, now, that number has dropped to just 7 per cent. This shift can be attributed to companies using AI to automate junior-level tasks and giving them an incentive to delay or reduce early-career hiring. However, experts warn that while this may cut costs in the short term, it could weaken the leadership pipeline in the years ahead, Fortune reported. Kenneth Kang, a computer science graduate, spent his first year after college applying for more than 2,500 jobs, out of which he only got 10 interviews. 'It was very devastating,' he told Fortune. 'Honestly, I thought that having a 3.98 GPA, getting recognition letters, and having an interesting experience in the past, perhaps I could get a full-time job offer easily. But that was not true.' Kang eventually got an offer from Adidas, where he had interned the previous summer, after more than 10 months of endless job applications. This instance shows that the traditional corporate career path, which once began from entry-level roles with on-the-job training is becoming less common. Companies are increasingly expecting new hires to arrive with skills and experience that were once taught on the job. AI is fueling this trend by efficiently handling tasks typically performed by junior employees such as data cleaning, summarization, and basic quality assurance. Shrinking opportunities: Data from Handshake, a Gen Z-focused career platform, shows that entry-level job postings for traditional corporate roles dropped by about 15 per cent last year. Struggling interns: The number of internships converting to full-time offers is also at a five-year low. In 2023–24, only 62 per cent of interns received full-time offers, according to the National Association of Colleges and Employers. Hybrid interns converted at even lower rates than those who were in person. While companies may benefit from short-term cost savings by reducing entry-level hiring, experts warn that this could lead to a significant skills gap in the future as after some point, the companies run out of experts. 'If a lot of firms are cutting, cutting, cutting at the entry level, there's a fear that they might actually miss out on the talent that's going to create their pipeline going forward, that's going to become the managers, executives, etc.,' Tristan L. Botelho, associate professor of organizational behavior at Yale School of Management, told Fortune. Stella Pachidi, a senior lecturer in technology and work at King's Business School mirrored Botelho's thoughts by stating, 'Everyone is just focused on the current efficiencies and not necessarily thinking further about the future.' The rise of AI is also influencing academia, as both professors and students have realized that the majority of work performed in some university courses can be assisted, if not nearly totally automated, by AI. Students were some of the first to realize that ChatGPT is capable of writing essays and summarizing long texts. But while AI tools may help students to lighten their academic load, professors told Fortune they were worried about the prospect of a generation lacking critical skills and traditional education. Forture said citing a study from MIT that LLM (large language model) use can reduce neural engagement and harm learning among students, especially younger users. The study also found that ChatGPT users had the lowest brain engagement and 'consistently underperformed at neural, linguistic, and behavioral levels.'
