AI Glasses Break $1M in Just 3 Days: What Sets Them Apart from Meta’s Ray-Ban
Category: AI & Future|TechWearable Technology|Smart Gadgets| Tech Trends 2025
Image Credit: Rokid Glasses with the app and case.Kerry Wan/ZDNET
The world of wearable tech is heating up, and a new pair of AI-powered glasses has taken the market by storm—hitting the $1 million sales milestone in just three days. What makes them stand out? These smart glasses bring to the table unique features that Meta’s Ray-Ban line currently lacks, sparking fresh excitement in the fast-evolving space of AI-driven wearables.
From innovative hands-free assistance to next-level integrations, this launch is proving that the future of AI eyewear is more competitive and dynamic than ever.
Read the full article here:
Rokid Glasses combine the best features of Meta Ray-Bans with next-gen upgrades. And a lot of people are jumping on their $120 pre-order dis
ZDNet: These AI glasses hit $1M in 3 days — and they have features missing from Meta Ray-Bans
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The Rokid Glasses might not have as much style as the Meta Ray-Bans, but they're packed with much more functionality.
Disclaimer & Credit: This blog post is a highlight and commentary piece. The original article was written by Jason Hiner, Editor in Chief at ZDNet. Full credit to ZDNet for reporting and publishing.
In my last blog, I introduced the idea of an onboarding app. We recently created our own where our primary objective was to engage with our pre-employees before they started and make them feel wanted and included in the Havas People family before they actually start. Everything else was secondary. As such we didn’t try to replace every aspect of our HR function. Contracts were still sent out in the post! We put ourselves in the shoes of a “newbie” (after all we’ve all been one) and added the content we’d want to see. Who is my team? What do they look like? What should I wear? Where can I get my lunch? What’s it like working at Havas People? I have a question, who should I ask? Stuff like that. We wanted them to feel welcome.
The concept was not entirely for the benefits of the pre-employees though. There were benefits we expected to achieve as a business. As a digital agency in London, we know that many of our staff will move around in the industry as they find their own path in life. Some will even come back to us! The overarching point though is that it is of benefit to us if our new employees turn up on day one, engaged, happy to be here and ready to go. In doing all of that we’re trying to shorten the learning curve to becoming an effective member of the Havas People family.
So after all of that, has it worked?
And if it did how would we tell? Well this is where the story becomes more personal and interesting than looking into the significance of statistics (although you can use these tools if you like). Compared to tagged media campaigns and website traffic data, the audience is very small and very engaged, the activity of the individual becomes significant as opposed to the general trends of the masses. Our approach was to talk to the people shortly after they arrived to ask them what they thought. By definition the audience is small, but the feedback has been only positive, incredibly positive in truth. The most significant feedback has been that they love finding out about the people they will be working with as part of their immediate team. It was a huge relief to hear the stories of how useful the app had been but perhaps more useful was the ideas for additional content that came out, many of which we will be building into the next phase.
A personalised channel
This takes me back to one of the points I made in my last blog about why sometimes an onboarding app can be put in the “too difficult drawer”. It’s the assumption that it’s not worth doing unless it covers everything, every aspect of the business, answers anything that may ever be asked. It doesn’t have to, at least not straight away. It can evolve based on the unique nature of your business and what your new employees want to know. The fact that some things our new employees wanted to know wasn’t in the app didn’t detract from their experience and their excitement to join their new team on day one. It has become a personalised channel to deliver our culture and values that fits snugly in their pocket.
Of course to some organisations onboarding actually starts at day one with the period before day one deemed to be pre-boarding. We wanted our app to be both, so we built in a little timer that changes the content before and after their start date so that the usefulness of the app and the investment we made can continue to benefit both parties.
If you’d like to take a look at our app, we produced a short video which you may be interested in. If you’re thinking about something similar for your company and would like to have a chat about it, we’d be happy to help.
What do you want people to feel? Content needs a reason to be
What do you want people to feel?
It's a natural question to ask, but something that can be overlooked, in a world of brand and content overload. It's a question, if answered properly, can truly help brands create value instead interruption and white noise.
I'm a big fan of Apple, so it was nice to see this great video from Apple during my Coursera MOOC: Content Strategy for Professionals.
Technology that understands what it wants people to feel has a reason to exist.
I think Apple do a great job thinking about how technology makes people feel and how it helps life. It’s about understanding there’s actually a person behind a click, tap or swipe. Good to know when brands are busy creating content that we hope people find compelling.
Think about how often you check your mobile phone on any normal day… Do you think you check it 10 times over the course of the day? Or 30 times? 50 times surely seems excessive, right? In fact, research shows that the average person checks their smartphone 150 times a day (according to Kleiner Perkins Caufield & Byers’s 2013 Internet Trends report).
Now think about that from a branding perspective – that’s at least 150 touch points in which brands have the opportunity to engage their audience. The sheer reach and frequency of mobile use – the number of people that have smartphones, and the number of times that they use them throughout the day – raises the question: is mobile better at building brands than desktop?
This was a topic that was debated at the IAB MMA Mobile Creativity conference I attended. The audience had a mixed response to the debater’s arguments for and against; yet ultimately, 60% of the room was in favour of this statement.
The landscape in which brands operate has changed forever with the proliferation of mobile. Earlier this year, ComScore reported that for the first time ever, internet usage on mobile devices exceeded that of desktop usage (Search Engine Watch; 2014). Along with this marked shift in consumers’ mobile behaviour, new technologies such as automated direct-marketing messaging pushed to consumers on the go (such as in-store or in-proximity), have added a relevancy to mobile advertising. What this means is that mobile allows brands to reach and influence people through the conversion funnel – a power unrivalled by desktop.
However, what’s difficult for marketers in the mobile space is that we’re competing for an already distracted audience, making it harder for branded messages to achieve cut through. Over half the time people are using their smartphone, they’re actually using another device as well, or engaged in another activity (according to the MMA’s Mobile: The Great Connector report). For example, the number one activity during multi-device use is emailing – a key challenge for email marketers in particular.
As marketers, every time we look to engage our audience we need to consider the user journey, and ask whether mobile, or desktop, will be better to build our brand. Consumers have high expectations of mobile; our smartphones are seen as an extension of ourselves. Therefore the opportunity for businesses to build their brands in the mobile space lies in providing value to customers on a personal level – which will in turn, generate cut through, relevancy and longevity for brands.
Written by Lauren Archibald, Media Account Manager.
“Time for another digital blog” I was told at the beginning of this week. I spent most of this week subconsciously putting it off/thinking of what to write about. As I head home with the weekend stretching before me and a carriage half-full of commuters doing the same it’s made me think about much of the work I’ve been doing over the last few days on a website we’re working on.
Of the commuters I can see in my immediate vicinity, about half are looking at their portable devices. I can see a Nokia phone running Windows 8, I can see an iPhone 5C, a couple of android devices I can’t put a name to, and a handful of tablets which judging by their protective covers are probably all different. As for myself, I have two different phones on me and the laptop I’m writing this blog on.
Well this is interesting, at least it is for me, because when we build websites for our clients one of the first things we discuss is “what devices do we need this website to work on?”.
The answer is usually something along the lines of “All of them” and quite often we also have some very old browsers on desktops to consider as well, usually imposed on our clients by their internal IT teams. For most of us that are office based this is a familiar problem, and no doubt this is usually for very good reasons but the list of browsers and devices we need to check websites on is getting longer and longer.
So how do we do this without heading down to the nearest Carphone Warehouse and either pretend to be looking to buy a phone whilst really checking to see if our website works on a Blackberry 9 (I know of some agencies where this was the standard approach) or buying a whole suite of devices at about £400 a go.
Our approach is to use a suite of the more popular devices for the target audience (which we determine based on statistics across all of our websites and independent research) in conjunction with browser based emulators, which give a very good approximation to a whole list of operating system and browser combinations. This can be time consuming but it’s the only way to be sure of the experience we want our client’s candidates to have.
Still its these little challenges which keep us on our toes as we strive to ensure our websites give a great candidate experience across any device (within reason!) they choose to use.
Oculus Rift – The Big Dipper at the AGR Trade Show
Here at Havas People we like to do more than just communicate. We like to create great experiences for people, whether it’s a bit of street magic (Deloitte Summer Campaign – Now you see them, Now you don’t) to attract graduates or a live experience to raise an organisations profile (Can you make Donny smile?).
And for me, it’s hugely exciting when something new comes along, something playful and useful, something with monumental potential, dare I say it, something that’s cool. Clearly Mr.Zuckerburg agrees.
That something that everyone is talking about right now, is @oculus_rift. Ok, so Virtual Reality isn’t new but it’s light years away from the Lawnmower Man era of the 80′s. The fractals and blocks have been ditched and it’s now a fully immersive and real experience enabling you to do pretty much anything you can imagine. We teamed up with our friends at @rewindfx to take it to market at the AGR conference, London’s Connaught rooms. We gave visitors something that had them swaying, swearing, screaming, sharing and immersing themselves in an visual and audio virtual Roller coaster experience. It went down a storm.
Have a look at our video to see the reactions, you may even spot a few faces you recognise.
Today I spent some time with Ward Thomas, Director of Analytics at Havas Discovery. We have been working with him on projects relating to predictive models and audience segmentation; for example, he helped us produce our Wavelength report which segmented the youth market into six defined categories in terms of their attitudes towards work and higher education.
The conversation was all about big data: survey inference modelling, predictive interfaces, statistical analysis of characteristics that differentiate groups of interest, multivariate statistical algorithms and proprietary lifetime value modelling. In essence it is the kind of work that enables us to identify groups of individuals most likely to meet the marketing brief and engage with them using effective communications.
Estimates suggest that by 2020 there will be 300 times more information in the world than there was in 2005, a lot of this relates to the individual. The ability to manipulate this data is liable to be a ‘game changer’ for organisations as they market their products and services, but also in the context of recruitment marketing.
Ward shared a great case study for a Cruising company Carnival that highlights this potential. This project was designed to drive repeat business via modelling and segmentation, and involved the utilization of data from 200 million households which was appended with 300+ potential predictors of net booking. It is all about driving continuous improvement through closed-loop data architecture:
In terms of recruitment data, analysis can be used to segment and personalize marketing and potentially predict who will respond to marketing and even how long people will stay in your organisation. Its key use will be in the development of Candidate Value Propositions (CVP).
In many ways the CVP represents the ultimate end goal for recruiters: an analysis of an individuals career desires and ambitions articulated as a personalised career message.
By articulating the outputs of big data we can move towards the personalization of messaging, if we combine this with CRM tools and careers web sites with personalized functionality, we can give candidates a recruitment experience that will make it far more likely they will change jobs.
