Artificial intelligence can be used to automate aspects of the job recruitment process. Advances in artificial intelligence, such as the advent of machine learning and the growth of big data, enable AI to be utilized to recruit, screen, and predict the success of applicants. Proponents of artificial intelligence in hiring claim it reduces bias, assists with finding qualified candidates, and frees up human resource workers' time for other tasks, while opponents worry that AI perpetuates inequalities in the workplace and will eliminate jobs. Despite the potential benefits, the ethical implications of AI in hiring remain a subject of debate, with concerns about algorithmic transparency, accountability, and the need for ongoing oversight to ensure fair and unbiased decision-making throughout the recruitment process. == Background == It is common for companies to use AI to automate aspects of their hiring process, especially the hospitality, finance, and tech industries. == Uses == === Screeners === Screeners are tests that allow companies to sift through a large applicant pool and extract applicants that have desirable features. What factors are used to screen applicants is a concern to ethicists and civil rights activists. A screener that favors people who have similar characteristics to those already employed at a company may perpetuate inequalities. For example, if a company that is predominantly white and male uses its employees' data to train its screener it may accidentally create a screening process that favors white, male applicants. The automation of screeners also has the potential to reduce biases. Biases against applicants with African American sounding names have been shown in multiple studies. An AI screener has the potential to limit human bias and error in the hiring process, allowing more minority applicants to be successful. === Recruitment === Recruitment involves the identification of potential applicants and the marketing of positions. AI is commonly utilized in the recruitment process because it can help boost the number of qualified applicants for positions. Companies are able to use AI to target their marketing to applicants who are likely to be good fits for a position. This often involves the use of social media sites advertising tools, which rely on AI. Facebook allows advertisers to target ads based on demographics, location, interests, behavior, and connections. Facebook also allows companies to target a "look-a-like" audience, that is the company supplies Facebook with a data set, typically the company's current employees, and Facebook will target the ad to profiles that are similar to the profiles in the data set. Additionally, job sites like Indeed, Glassdoor, and ZipRecruiter target job listings to applicants that have certain characteristics employers are looking for. Targeted advertising has many advantages for companies trying to recruit such being a more efficient use of resources, reaching a desired audience, and boosting qualified applicants. This has helped make it a mainstay in modern hiring. Who receives a targeted ad can be controversial. In hiring, the implications of targeted ads have to do with who is able to find out about and then apply to a position. Most targeted ad algorithms are proprietary information. Some platforms, like Facebook and Google, allow users to see why they were shown a specific ad, but users who do not receive the ad likely never know of its existence and also have no way of knowing why they were not shown the ad. === Interviews === Chatbots were one of the first applications of AI and are commonly used in the hiring process. Interviewees interact with chatbots to answer interview questions, and an analysis of their responses can be generated by AI. HireVue has created technology that analyzes interviewees' responses and gestures during recorded video interviews. Over 12 million interviewees have been screened by the more than 700 companies that utilize the service. == Controversies == Artificial intelligence in hiring confers many benefits, but it also has some challenges that have concerned experts. AI is only as good as the data it is using. Biases can inadvertently be baked into the data used in AI. Often companies will use data from their employees to decide what people to recruit or hire. This can perpetuate bias and lead to more homogenous workforces. Facebook Ads was an example of a platform that created such controversy for allowing business owners to specify what type of employee they are looking for. For example, job advertisements for nursing and teach could be set such that only women of a specific age group would see the advertisements. Facebook Ads has since then removed this function from its platform, citing the potential problems with the function in perpetuating biases and stereotypes against minorities. The growing use of Artificial Intelligence-enabled hiring systems has become an important component of modern talent hiring, particularly through social networks such as LinkedIn and Facebook. However, data overflow embedded in the hiring systems, based on Natural Language Processing (NLP) methods, may result in unconscious gender bias. Utilizing data driven methods may mitigate some bias generated from these systems It can also be hard to quantify what makes a good employee. This poses a challenge for training AI to predict which employees will be best. Commonly used metrics like performance reviews can be subjective and have been shown to favor white employees over black employees and men over women. Another challenge is the limited amount of available data. Employers only collect certain details about candidates during the initial stages of the hiring process. This requires AI to make determinations about candidates with very limited information to go off of. Additionally, many employers do not hire employees frequently and so have limited firm specific data to go off. To combat this, many firms will use algorithms and data from other firms in their industry. AI's reliance on applicant and current employees personal data raises privacy issues. These issues effect both the applicants and current employees, but also may have implications for third parties who are linked through social media to applicants or current employees. For example, a sweep of someone's social media will also show their friends and people they have tagged in photos or posts. == AI and the future of hiring == Artificial intelligence along with other technological advances such as improvements in robotics have placed 47% of jobs at risk of being eliminated in the near future. In 2016 the founder of the World Economic Forum, Klaus Schwab, called AI and related technology the "Fourth Industrial Revolution". According to some scholars, however, the transformative impact of AI on labor has been overstated. The "no-real-change" theory holds that an IT revolution has already occurred, but that the benefits of implementing new technologies does not outweigh the costs associated with adopting them. This theory claims that the result of the IT revolution is thus much less impactful than had originally been forecasted. Other scholars refute this theory claiming that AI has already led to significant job loss for unskilled labor and that it will eliminate middle skill and high skill jobs in the future. This position is based around the idea that AI is not yet a technology of general use and that any potential 4th industrial revolution has not fully occurred. A third theory holds that the effect of AI and other technological advances is too complicated to yet be understood. This theory is centered around the idea that while AI will likely eliminate jobs in the short term it will also likely increase the demand for other jobs. The question then becomes will the new jobs be accessible to people and will they emerge near when jobs are eliminated. == AI use in hiring for candidates == Job seekers now commonly encounter AI-driven tools at multiple stages, including automated resume parsing, video interview analysis, chatbots for frequently asked questions, and real‑time application updates. Some candidates also employ AI career agents, designed to optimize job searches, tailor applications, and interface with hiring teams. A 2025 Australian study found that AI-driven video interviews exhibited transcription error rates of up to 22% for non‑native speakers and those with speech-related disabilities, raising concerns of discrimination. A 2017 study in the Journal of Sociology found persistent gender and racial disparities in AI screening tools, even when fairness interventions are applied. Industry observers describe a growing “AI arms race” in recruitment, where both employers and candidates increasingly rely on automated agents. Employers use recruiting systems to source and filter applicants, while candidates deploy AI agents to prepare and submit applications. == Regulations == The Artifici
VistaCreate
VistaCreate (formerly Crello) is an online graphic design platform for non-designers, launched in 2016. As of 2022, it has more than 10 million users in 192 countries. == Overview == VistaCreate (then known as Crello) was launched in 2016 as a part of Depositphotos. In 2019, the product hit a milestone of 1 million registered users and also launched mobile apps. In 2020, the library of templates and objects became free. A music library and a background remover tool were added to the platform. In May 2021, Moufflons Basketball, in collaboration with VistaCreate, organized a poster design competition in support of gender equality in sports. In October 2021, Vistaprint acquired Crello and its parent company, Depositphotos, for a total price of $85 million. After the acquisition, Crello was rebranded to VistaCreate. Along with Vistaprint and 99designs, it became part of the new Vista parent brand. After Russia started a full-scale war on the territory of Ukraine in February 2022, VistaCreate suspended all business in Russia and Belarus. VistaCreate's team and Depositphotos gathered collections of images and templates dedicated to the war in Ukraine.
Tamarin Prover
Tamarin Prover is a computer software program for formal verification of cryptographic protocols. It has been used to verify Transport Layer Security 1.3, ISO/IEC 9798, DNP3 Secure Authentication v5, WireGuard, and the PQ3 Messaging Protocol of Apple iMessage. Tamarin is an open source tool, written in Haskell, built as a successor to an older verification tool called Scyther. Tamarin has automatic proof features, but can also be self-guided. In Tamarin lemmas that representing security properties are defined. After changes are made to a protocol, Tamarin can verify if the security properties are maintained. The results of a Tamarin execution will either be a proof that the security property holds within the protocol, an example protocol run where the security property does not hold, or Tamarin could potentially fail to halt.
Structure mapping engine
In artificial intelligence and cognitive science, the structure mapping engine (SME) is an implementation in software of an algorithm for analogical matching based on the psychological theory of Dedre Gentner. The basis of Gentner's structure-mapping idea is that an analogy is a mapping of knowledge from one domain (the base) into another (the target). The structure-mapping engine is a computer simulation of the analogy and similarity comparisons. The theory is useful because it ignores surface features and finds matches between potentially very different things if they have the same representational structure. For example, SME could determine that a pen is like a sponge because both are involved in dispensing liquid, even though they do this very differently. == Structure mapping theory == Structure mapping theory is based on the systematicity principle, which states that connected knowledge is preferred over independent facts. Therefore, the structure mapping engine should ignore isolated source-target mappings unless they are part of a bigger structure. The SME, the theory goes, should map objects that are related to knowledge that has already been mapped. The theory also requires that mappings be done one-to-one, which means that no part of the source description can map to more than one item in the target and no part of the target description can be mapped to more than one part of the source. The theory also requires that if a match maps subject to target, the arguments of subject and target must also be mapped. If both these conditions are met, the mapping is said to be "structurally consistent." == Concepts in SME == SME maps knowledge from a source into a target. SME calls each description a dgroup. Dgroups contain a list of entities and predicates. Entities represent the objects or concepts in a description — such as an input gear or a switch. Predicates are one of three types and are a general way to express knowledge for SME. Relation predicates contain multiple arguments, which can be other predicates or entities. An example relation is: (transmit (what from to)). This relation has a functor transmit and takes three arguments: what, from, and to. Attribute predicates are the properties of an entity. An example of an attribute is (red gear) which means that gear has the attribute red. Function predicates map an entity into another entity or constant. An example of a function is (joules power source) which maps the entity power source onto the numerical quantity joules. Functions and attributes have different meanings, and consequently SME processes them differently. For example, in SME's true analogy rule set, attributes differ from functions because they cannot match unless there is a higher-order match between them. The difference between attributes and functions will be explained further in this section's examples. All predicates have four parameters. They have (1) a functor, which identifies it, and (2) a type, which is either relation, attribute, or function. The other two parameters (3 and 4) are for determining how to process the arguments in the SME algorithm. If the arguments have to be matched in order, commutative is false. If the predicate can take any number of arguments, N-ary is false. An example of a predicate definition is: (sme:defPredicate behavior-set (predicate) relation :n-ary? t :commutative? t) The predicate's functor is “behavior-set,” its type is “relation,” and its n-ary and commutative parameters are both set to true. The “(predicate)” part of the definition specifies that there will be one or more predicates inside an instantiation of behavior-set. == Algorithm details == The algorithm has several steps. The first step of the algorithm is to create a set of match hypotheses between source and target dgroups. A match hypothesis represents a possible mapping between any part of the source and the target. This mapping is controlled by a set of match rules. By changing the match rules, one can change the type of reasoning SME does. For example, one set of match rules may perform a kind of analogy called literal similarity, and another performs a kind of analogy called true-analogy. These rules are not the place where domain-dependent information is added, but rather where the analogy process is tweaked, depending on the type of cognitive function the user is trying to emulate. For a given match rule, there are two types of rules that further define how it will be applied: filter rules and intern rules. Intern rules use only the arguments of the expressions in the match hypotheses that the filter rules identify. This limitation makes the processing more efficient by constraining the number of match hypotheses that are generated. At the same time, it also helps to build the structural consistencies that are needed later on in the algorithm. An example of a filter rule from the true-analogy rule set creates match hypotheses between predicates that have the same functor. The true-analogy rule set has an intern rule that iterates over the arguments of any match hypothesis, creating more match hypotheses if the arguments are entities or functions, or if the arguments are attributes and have the same functor. In order to illustrate how the match rules produce match hypotheses consider these two predicates: transmit torque inputgear secondgear (p1) transmit signal switch div10 (p2) Here we use true analogy for the type of reasoning. The filter match rule generates a match between p1 and p2 because they share the same functor, transmit. The intern rules then produce three more match hypotheses: torque to signal, inputgear to switch, and secondgear to div10. The intern rules created these match hypotheses because all the arguments were entities. If the arguments were functions or attributes instead of entities, the predicates would be expressed as: transmit torque (inputgear gear) (secondgear gear) (p3) transmit signal (switch circuit) (div10 circuit) (p4) These additional predicates make inputgear, secondgear, switch, and div10 functions or attributes depending on the value defined in the language input file. The representation also contains additional entities for gear and circuit. Depending on what type inputgear, secondgear, switch, and div10 are, their meanings change. As attributes, each one is a property of the gear or circuit. For example, the gear has two attributes, inputgear and secondgear. The circuit has two attributes, switch and circuit. As functions inputgear, secondgear, switch, and div10 become quantities of the gear and circuit. In this example, the functions inputgear and secondgear now map to the numerical quantities “torque from inputgear” and “torque from secondgear,” For the circuit the quantities map to logical quantity “switch engaged” and the numerical quantity “current count on the divide by 10 counter.” SME processes these differently. It does not allow attributes to match unless they are part of a higher-order relation, but it does allow functions to match, even if they are not part of such a relation. It allows functions to match because they indirectly refer to entities and thus should be treated like relations that involve no entities. However, as next section shows, the intern rules assign lower weights to matches between functions than to matches between relations. The reason SME does not match attributes is because it is trying to create connected knowledge based on relationships and thus satisfy the systematicity principle. For example, if both a clock and a car have inputgear attributes, SME will not mark them as similar. If it did, it would be making a match between the clock and car based on their appearance — not on the relationships between them. When the additional predicates in p3 and p4 are functions, the results from matching p3 and p4 are similar to the results from p1 and p2 except there is an additional match between gear and circuit and the values for the match hypotheses between (inputgear gear) and (switch circuit), and (secondgear gear) and (div10 circuit), are lower. The next section describes the reason for this in more detail. If the inputgear, secondgear, switch, and div10 are attributes instead of entities, SME does not find matches between any of the attributes. It finds matches only between the transmit predicates and between torque and signal. Additionally, the structural-evaluation scores for the remaining two matches decrease. In order to get the two predicates to match, p3 would need to be replaced by p5, which is demonstrated below. transmit torque (inputgear gear) (div10 gear) (p5) Since the true-analogy rule set identifies that the div10 attributes are the same between p5 and p4 and because the div10 attributes are both part of the higher-relation match between torque and signal, SME makes a match between (div10 gear) and (div10 circuit) — which leads to a match between gear and circuit. Being part of a higher-order match is a requiremen
Sourcegraph
Sourcegraph Inc. is a company developing code search and code intelligence tools that semantically index and analyze large codebases so that they can be searched across commercial, open-source, local, and cloud-based repositories. The company has two core products: Code Search and Amp. A previous core product, Cody, retains limited legacy support for existing customers. Code Search was initially released in 2013 under the name Sourcegraph, but was rebranded to Code Search when the company unveiled Cody in 2023. As of 2021, the platform has around 800,000 developers and has indexed around 54 billion lines of code. In July 2025, new accounts for Cody were discontinued, and a new AI coding project, Amp, was released. In December 2025, Amp was spun-off to become a separate company. == History == Sourcegraph Inc. was founded by Stanford graduates Quinn Slack and Beyang Liu to drive the development of a code search and code intelligence tool, formerly called Sourcegraph. It was first released in 2013 but was rebranded to Code Search in 2023. It was partly inspired by Liu's experience using Google Code Search while he was a Google intern, It was designed to "tackle the big code problem" by enabling developers to manage large codebases that span multiple repositories, programming languages, file formats, and projects. Code Search was initially self-hosted by each customer on their own infrastructure. Early customers included Uber, Dropbox, and Lyft. In 2016, Code Search was criticized for being provided with a Fair Source License with the developers explaining that "all of Sourcegraph's source code is publicly available and hackable" and was intended to "help open sourcers strike a balance between getting paid and preserving their values". In 2018, Code Search was licensed under the Apache License 2.0, and Sourcegraph OSS has since been released under the Apache License 2.0. The commercial version, Code Search Enterprise, has been released under its own license. In 2023, Code Search was criticized for dropping the Apache license for most of its code, leaving it public but only available under its Enterprise license. In 2024, the main repository was made completely private. In 2019, Code Search was integrated into the GitLab codebase, giving GitLab users access to a browser-based developer platform. In 2021, a browser-based portal became available, allowing users to browse open-source projects and personal private code for free. In 2022, Sourcegraph Cloud, a commercial single-tenant cloud solution for organizations with more than 100 developers, was launched. Sourcegraph has raised a total of $223 million in financing to date. Its most recent $125 million Series D investment in 2021 valued the company at $2.625 billion, a 300% growth from its previous valuation in 2020. In 2023 Sourcegraph Inc. unveiled their new product Cody, and rebranded Sourcegraph to Code Search. In 2025, Sourcegraph announced the discontinuation of Cody Free, Pro, and Enterprise Starter plans, effective July 23, 2025, and launched Amp, a new AI coding agent. == Products == The company has three major products: Code Search, Amp, and Cody. === Sourcegraph Code Search === Code Search tool is used to search and summarize code. It supports over 30 programming languages and integrates with GitHub and GitLab for code hosting, Codecov for code coverage, and Jira Software for project management. Sourcegraph's Code Search uses a variant of Google's PageRank algorithm to rank results by relevance. While it was originally launched under the Apache License, on June 13, 2023, it was relicensed to the non-open-source "Sourcegraph Enterprise" license. Then, on August 22, 2024, the source code was moved to a private repository, and thus no longer source-available. === Sourcegraph Amp === Launched in 2025, Amp can generate code, generate documentation, write tests, and perform refactoring operations on projects. The tool operates on a credit-based pricing model and is available through web interfaces, command-line tools, and IDE extensions. In December 2025, Sourcegraph announced that Amp would be spun-off to become a separate company. === Sourcegraph Cody === Cody is an AI coding application for writing and maintaining code. Cody was released in December 2023 and was available for Microsoft Visual Studio Code and most JetBrains IDEs. As of July 2025, Cody Free, Pro, and Enterprise Starter plans have been discontinued, with only Cody Enterprise remaining available for existing enterprise customers.
Depth peeling
In computer graphics, depth peeling is an exact multipass method of order-independent transparency that extracts transparent fragments into depth layers and composites those layers in depth order. Depth peeling has the advantage of being able to generate correct results even for complex images containing intersecting transparent objects. == Method == Depth peeling works by rendering the image multiple times. Depth peeling uses two Z buffers, one that works conventionally, and one that is not modified, and sets the minimum distance at which a fragment can be drawn without being discarded. For each pass, the previous pass' conventional Z-buffer is used as the minimal Z-buffer, so each pass removes already-captured nearer fragments and draws the next depth layer behind them. The resulting images can then be composited in depth order to form a single image. A major drawback of classical depth peeling is performance: it requires one geometry pass per peeled layer, so scenes with high depth complexity require many passes that each re-rasterize the transparent geometry. Later variants reduce the number of passes by peeling multiple layers or both front and back layers in a pass. Dual depth peeling reduces the geometry-pass count from N to N/2+1 by peeling one layer from the front and one from the back in each pass, while multi-layer depth peeling peels several layers per pass and reported up to an 8x speed-up in RGBA8 settings.
SmartAction
SmartAction Company LLC is a U.S.-based software company that develops artificial intelligence–driven virtual agents for customer service applications, including voice-based interactive voice response (IVR) systems, chat, and SMS. The company was founded in 2009 by inventor and entrepreneur Peter Voss and is headquartered in Fort Worth, Texas. == History == In 2001, Peter Voss founded Adaptive AI, Inc., a research and development company focused on artificial intelligence concepts. In 2009, Voss founded SmartAction Company, LLC to commercialize customer-service automation software derived from this work. The company’s initial products focused on automating inbound and outbound calls for contact center environments. In November 2022, Kyle Johnson was appointed chief executive officer, succeeding Gary Davis, who had served as CEO since 2020. In 2024, SmartAction was acquired by Capacity, an AI-powered customer support automation company based in St. Louis, Missouri. == Technology == SmartAction develops cloud-based voice automation software that integrates speech recognition and natural language processing to support automated customer interactions in contact center environments. The platform supports automated handling of common customer service tasks and is designed to integrate with enterprise systems.