Equalized odds, also referred to as conditional procedure accuracy equality and disparate mistreatment, is a measure of fairness in machine learning. A classifier satisfies this definition if the subjects in the protected and unprotected groups have equal true positive rate and equal false positive rate, satisfying the formula: P ( R = + | Y = y , A = a ) = P ( R = + | Y = y , A = b ) y ∈ { + , − } ∀ a , b ∈ A {\displaystyle P(R=+|Y=y,A=a)=P(R=+|Y=y,A=b)\quad y\in \{+,-\}\quad \forall a,b\in A} For example, A {\displaystyle A} could be gender, race, or any other characteristics that we want to be free of bias, while Y {\displaystyle Y} would be whether the person is qualified for the degree, and the output R {\displaystyle R} would be the school's decision whether to offer the person to study for the degree. In this context, higher university enrollment rates of African Americans compared to whites with similar test scores might be necessary to fulfill the condition of equalized odds, if the "base rate" of Y {\displaystyle Y} differs between the groups. The concept was originally defined for binary-valued Y {\displaystyle Y} . In 2017, Woodworth et al. generalized the concept further for multiple classes.
AI Mode
AI Mode is a search feature used within Google Search. In March 2025, Google introduced an experimental "AI Mode" within its search platform, enabling users to input complex, multi-part queries and receive comprehensive, AI-generated responses. This feature uses Google's Gemini model, which enhances the system's reasoning capabilities and supports multimodal inputs, including text, images, and voice. Users need to be signed in to be able to use the image generation features. Initially, AI Mode was available to Google One AI Premium subscribers in the United States, who could access it through the Search Labs platform. This phased rollout allowed Google to gather user feedback and refine the feature before a broader release.
Artificial consciousness
Artificial consciousness, also known as machine consciousness, synthetic consciousness, or digital consciousness, is consciousness hypothesized to be possible for artificial intelligence. It is also the corresponding field of study, which draws insights from philosophy of mind, philosophy of artificial intelligence, cognitive science and neuroscience. The term "sentience" can be used when specifically designating ethical considerations stemming from a form of phenomenal consciousness (P-consciousness, or the ability to feel qualia). Since sentience involves the ability to experience ethically positive or negative (i.e., valenced) mental states, it may justify welfare concerns and legal protection, as with non-human animals. Some scholars believe that consciousness is generated by the interoperation of various parts of the brain; these mechanisms are labeled the neural correlates of consciousness (NCC). Some further believe that constructing a system (e.g., a computer system) that can emulate this NCC interoperation would result in a system that is conscious. Some scholars reject the possibility of non-biological conscious beings. == Philosophical views == As there are many hypothesized types of consciousness, there are many potential implementations of artificial consciousness. In the philosophical literature, perhaps the most common taxonomy of consciousness is into "access" and "phenomenal" variants. Access consciousness concerns those aspects of experience that can be apprehended, while phenomenal consciousness concerns those aspects of experience that seemingly cannot be apprehended, instead being characterized qualitatively in terms of "raw feels", "what it is like" or qualia. === Plausibility debate === Type-identity theorists and other skeptics hold the view that consciousness can be realized only in particular physical systems because consciousness has properties that necessarily depend on physical constitution. In his 2001 article "Artificial Consciousness: Utopia or Real Possibility," Giorgio Buttazzo says that a common objection to artificial consciousness is that, "Working in a fully automated mode, they [the computers] cannot exhibit creativity, unreprogrammation (which means can 'no longer be reprogrammed', from rethinking), emotions, or free will. A computer, like a washing machine, is a slave operated by its components." For other theorists (e.g., functionalists), who define mental states in terms of causal roles, any system that can instantiate the same pattern of causal roles, regardless of physical constitution, will instantiate the same mental states, including consciousness. ==== Thought experiments ==== David Chalmers proposed two thought experiments intending to demonstrate that "functionally isomorphic" systems (those with the same "fine-grained functional organization", i.e., the same information processing) will have qualitatively identical conscious experiences, regardless of whether they are based on biological neurons or digital hardware. The "fading qualia" is a reductio ad absurdum thought experiment. It involves replacing, one by one, the neurons of a brain with a functionally identical component, for example based on a silicon chip. Chalmers makes the hypothesis, knowing it in advance to be absurd, that "the qualia fade or disappear" when neurons are replaced one-by-one with identical silicon equivalents. Since the original neurons and their silicon counterparts are functionally identical, the brain's information processing should remain unchanged, and the subject's behaviour and introspective reports would stay exactly the same. Chalmers argues that this leads to an absurd conclusion: the subject would continue to report normal conscious experiences even as their actual qualia fade away. He concludes that the subject's qualia actually don't fade, and that the resulting robotic brain, once every neuron is replaced, would remain just as sentient as the original biological brain. Similarly, the "dancing qualia" thought experiment is another reductio ad absurdum argument. It supposes that two functionally isomorphic systems could have different perceptions (for instance, seeing the same object in different colors, like red and blue). It involves a switch that alternates between a chunk of brain that causes the perception of red, and a functionally isomorphic silicon chip, that causes the perception of blue. Since both perform the same function within the brain, the subject would not notice any change during the switch. Chalmers argues that this would be highly implausible if the qualia were truly switching between red and blue, hence the contradiction. Therefore, he concludes that the equivalent digital system would not only experience qualia, but it would perceive the same qualia as the biological system (e.g., seeing the same color). Greg Egan's short story Learning To Be Me (mentioned in §In fiction), illustrates how undetectable duplication of the brain and its functionality could be from a first-person perspective. Critics object that Chalmers' proposal begs the question in assuming that all mental properties and external connections are already sufficiently captured by abstract causal organization. Van Heuveln et al. argue that the dancing qualia argument contains an equivocation fallacy, conflating a "change in experience" between two systems with an "experience of change" within a single system. Mogensen argues that the fading qualia argument can be resisted by appealing to vagueness at the boundaries of consciousness and the holistic structure of conscious neural activity, which suggests consciousness may require specific biological substrates rather than being substrate-independent. Anil Seth argues that the complexity of brain neurons intrinsically matters in addition to their function and that it is not possible to replace any part of the brain with a perfect silicon equivalent. He points out that some of biological neurons exhibit activity aimed at cleaning up metabolic waste products, and writes that a perfect silicon replacement would require a silicon-based metabolism, but silicon is not suitable for creating such artificial metabolism. ==== In large language models ==== In 2022, Google engineer Blake Lemoine made a viral claim that Google's LaMDA chatbot was sentient. Lemoine supplied as evidence the chatbot's humanlike answers to many of his questions; however, the chatbot's behavior was judged by the scientific community as likely a consequence of mimicry, rather than machine sentience. Lemoine's claim was widely derided for being ridiculous. Moreover, attributing consciousness based solely on the basis of LLM outputs or the immersive experience created by an algorithm is considered a fallacy. However, while philosopher Nick Bostrom states that LaMDA is unlikely to be conscious, he additionally poses the question of "what grounds would a person have for being sure about it?" One would have to have access to unpublished information about LaMDA's architecture, and also would have to understand how consciousness works, and then figure out how to map the philosophy onto the machine: "(In the absence of these steps), it seems like one should be maybe a little bit uncertain. [...] there could well be other systems now, or in the relatively near future, that would start to satisfy the criteria." David Chalmers argued in 2023 that LLMs today display impressive conversational and general intelligence abilities, but are likely not conscious yet, as they lack some features that may be necessary, such as recurrent processing, a global workspace, and unified agency. Nonetheless, he considers that non-biological systems can be conscious, and suggested that future, extended models (LLM+s) incorporating these elements might eventually meet the criteria for consciousness, raising both profound scientific questions and significant ethical challenges. However, the view that consciousness can exist without biological phenomena is controversial and some reject it. Kristina Šekrst cautions that anthropomorphic terms such as "hallucination" can obscure important ontological differences between artificial and human cognition. While LLMs may produce human-like outputs, she argues that it does not justify ascribing mental states or consciousness to them. Instead, she advocates for an epistemological framework (such as reliabilism) that recognizes the distinct nature of AI knowledge production. She suggests that apparent understanding in LLMs may be a sophisticated form of AI hallucination. She also questions what would happen if an LLM were trained without any mention of consciousness. === Testing === Sentience is an inherently first-person phenomenon. Because of that, and due to the lack of an empirical definition of sentience, directly measuring it may be impossible. Although systems may display numerous behaviors correlated with sentience, determining whether a system is sentient is known as the hard pr
AI-complete
In the field of artificial intelligence (AI), tasks that are hypothesized to require artificial general intelligence to solve are informally known as AI-complete or AI-hard. Calling a problem AI-complete reflects the belief that it cannot be solved by a simple specific algorithm. Prior to 2013, problems supposed to be AI-complete included computer vision, natural language understanding, and dealing with unexpected circumstances while solving any real-world problem. AI-complete tasks were notably considered useful for distinguishing humans from automated agents, as CAPTCHAs aim to do. == History == The term was coined by Fanya Montalvo by analogy with NP-complete and NP-hard in complexity theory, which formally describes the most famous class of difficult problems. Early uses of the term are in Erik Mueller's 1987 PhD dissertation and in Eric Raymond's 1991 Jargon File. Expert systems, that were popular in the 1980s, were able to solve very simple and/or restricted versions of AI-complete problems, but never in their full generality. When AI researchers attempted to "scale up" their systems to handle more complicated, real-world situations, the programs tended to become excessively brittle without commonsense knowledge or a rudimentary understanding of the situation: they would fail as unexpected circumstances outside of its original problem context would begin to appear. When human beings are dealing with new situations in the world, they are helped by their awareness of the general context: they know what the things around them are, why they are there, what they are likely to do and so on. They can recognize unusual situations and adjust accordingly. Expert systems lacked this adaptability and were brittle when facing new situations. DeepMind published a work in May 2022 in which they trained a single model to do several things at the same time. The model, named Gato, can "play Atari, caption images, chat, stack blocks with a real robot arm and much more, deciding based on its context whether to output text, joint torques, button presses, or other tokens." Similarly, some tasks once considered to be AI-complete, like machine translation, are among the capabilities of large language models. == AI-complete problems == AI-complete problems have been hypothesized to include: AI peer review (composite natural language understanding, automated reasoning, automated theorem proving, formalized logic expert system) Bongard problems Computer vision (and subproblems such as object recognition) Natural language understanding (and subproblems such as text mining, machine translation, and word-sense disambiguation) Autonomous driving Dealing with unexpected circumstances while solving any real world problem, whether navigation, planning, or even the kind of reasoning done by expert systems. == Formalization == Computational complexity theory deals with the relative computational difficulty of computable functions. By definition, it does not cover problems whose solution is unknown or has not been characterized formally. Since many AI problems have no formalization yet, conventional complexity theory does not enable a formal definition of AI-completeness. == Research == Roman Yampolskiy suggests that a problem C {\displaystyle C} is AI-Complete if it has two properties: It is in the set of AI problems (Human Oracle-solvable). Any AI problem can be converted into C {\displaystyle C} by some polynomial time algorithm. On the other hand, a problem H {\displaystyle H} is AI-Hard if and only if there is an AI-Complete problem C {\displaystyle C} that is polynomial time Turing-reducible to H {\displaystyle H} . This also gives as a consequence the existence of AI-Easy problems, that are solvable in polynomial time by a deterministic Turing machine with an oracle for some problem. Yampolskiy has also hypothesized that the Turing Test is a defining feature of AI-completeness. Groppe and Jain classify problems which require artificial general intelligence to reach human-level machine performance as AI-complete, while only restricted versions of AI-complete problems can be solved by the current AI systems. For Šekrst, getting a polynomial solution to AI-complete problems would not necessarily be equal to solving the issue of artificial general intelligence, while emphasizing the lack of computational complexity research being the limiting factor towards achieving artificial general intelligence. For Kwee-Bintoro and Velez, solving AI-complete problems would have strong repercussions on society.
Artificial intelligence in hiring
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
AI Humanizers Reviews: What Actually Works in 2026
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Neural scaling law
In machine learning, a neural scaling law is an empirical scaling law that describes how neural network performance changes as key factors are scaled up or down. These factors typically include the number of parameters, training dataset size, and training cost. Some models also exhibit performance gains by scaling inference through increased test-time compute (TTC), extending neural scaling laws beyond training to the deployment phase. == Introduction == In general, a deep learning model can be characterized by four parameters: model size, training dataset size, training cost, and the post-training error rate (e.g., the test set error rate). Each of these variables can be defined as a real number, usually written as N , D , C , L {\displaystyle N,D,C,L} (respectively: parameter count, dataset size, computing cost, and loss). A neural scaling law is a theoretical or empirical statistical law between these parameters. There are also other parameters with other scaling laws. === Size of the model === In most cases, the model's size is simply the number of parameters. However, one complication arises with the use of sparse models, such as mixture-of-expert models. With sparse models, during inference, only a fraction of their parameters are used. In comparison, most other kinds of neural networks, such as transformer models, always use all their parameters during inference. === Size of the training dataset === The size of the training dataset is usually quantified by the number of data points within it. Larger training datasets are typically preferred, as they provide a richer and more diverse source of information from which the model can learn. This can lead to improved generalization performance when the model is applied to new, unseen data. However, increasing the size of the training dataset also increases the computational resources and time required for model training. With the "pretrain, then finetune" method used for most large language models, there are two kinds of training dataset: the pretraining dataset and the finetuning dataset. Their sizes have different effects on model performance. Generally, the finetuning dataset is less than 1% the size of pretraining dataset. In some cases, a small amount of high quality data suffices for finetuning, and more data does not necessarily improve performance. Many scaling laws, due to their inherent diminishing returns nature, value data based on a submodular set function which was shown in a paper on this topic. === Cost of training === Training cost is typically measured in terms of time (how long it takes to train the model) and computational resources (how much processing power and memory are required). It is important to note that the cost of training can be significantly reduced with efficient training algorithms, optimized software libraries, and parallel computing on specialized hardware such as GPUs or TPUs. The cost of training a neural network model is a function of several factors, including model size, training dataset size, the training algorithm complexity, and the computational resources available. In particular, doubling the training dataset size does not necessarily double the cost of training, because one may train the model for several times over the same dataset (each being an "epoch"). === Performance === The performance of a neural network model is evaluated based on its ability to accurately predict the output given some input data. Common metrics for evaluating model performance include: Negative log-likelihood per token (logarithm of perplexity) for language modeling; Accuracy, precision, recall, and F1 score for classification tasks; Mean squared error (MSE) or mean absolute error (MAE) for regression tasks; Elo rating in a competition against other models, such as gameplay or preference by a human judge. Performance can be improved by using more data, larger models, different training algorithms, regularizing the model to prevent overfitting, and early stopping using a validation set. When the performance is a number bounded within the range of [ 0 , 1 ] {\displaystyle [0,1]} , such as accuracy, precision, etc., it often scales as a sigmoid function of cost, as seen in the figures. == Examples == === (Hestness, Narang, et al, 2017) === The 2017 paper is a common reference point for neural scaling laws fitted by statistical analysis on experimental data. Previous works before the 2000s, as cited in the paper, were either theoretical or orders of magnitude smaller in scale. Whereas previous works generally found the scaling exponent to scale like L ∝ D − α {\displaystyle L\propto D^{-\alpha }} , with α ∈ { 0.5 , 1 , 2 } {\displaystyle \alpha \in \{0.5,1,2\}} , the paper found that α ∈ [ 0.07 , 0.35 ] {\displaystyle \alpha \in [0.07,0.35]} . Of the factors they varied, only task can change the exponent α {\displaystyle \alpha } . Changing the architecture optimizers, regularizers, and loss functions, would only change the proportionality factor, not the exponent. For example, for the same task, one architecture might have L = 1000 D − 0.3 {\displaystyle L=1000D^{-0.3}} while another might have L = 500 D − 0.3 {\displaystyle L=500D^{-0.3}} . They also found that for a given architecture, the number of parameters necessary to reach lowest levels of loss, given a fixed dataset size, grows like N ∝ D β {\displaystyle N\propto D^{\beta }} for another exponent β {\displaystyle \beta } . They studied machine translation with LSTM ( α ∼ 0.13 {\displaystyle \alpha \sim 0.13} ), generative language modelling with LSTM ( α ∈ [ 0.06 , 0.09 ] , β ≈ 0.7 {\displaystyle \alpha \in [0.06,0.09],\beta \approx 0.7} ), ImageNet classification with ResNet ( α ∈ [ 0.3 , 0.5 ] , β ≈ 0.6 {\displaystyle \alpha \in [0.3,0.5],\beta \approx 0.6} ), and speech recognition with two hybrid (LSTMs complemented by either CNNs or an attention decoder) architectures ( α ≈ 0.3 {\displaystyle \alpha \approx 0.3} ). === (Henighan, Kaplan, et al, 2020) === A 2020 analysis studied statistical relations between C , N , D , L {\displaystyle C,N,D,L} over a wide range of values and found similar scaling laws, over the range of N ∈ [ 10 3 , 10 9 ] {\displaystyle N\in [10^{3},10^{9}]} , C ∈ [ 10 12 , 10 21 ] {\displaystyle C\in [10^{12},10^{21}]} , and over multiple modalities (text, video, image, text to image, etc.). In particular, the scaling laws it found are (Table 1 of ): For each modality, they fixed one of the two C , N {\displaystyle C,N} , and varying the other one ( D {\displaystyle D} is varied along using D = C / 6 N {\displaystyle D=C/6N} ), the achievable test loss satisfies L = L 0 + ( x 0 x ) α {\displaystyle L=L_{0}+\left({\frac {x_{0}}{x}}\right)^{\alpha }} where x {\displaystyle x} is the varied variable, and L 0 , x 0 , α {\displaystyle L_{0},x_{0},\alpha } are parameters to be found by statistical fitting. The parameter α {\displaystyle \alpha } is the most important one. When N {\displaystyle N} is the varied variable, α {\displaystyle \alpha } ranges from 0.037 {\displaystyle 0.037} to 0.24 {\displaystyle 0.24} depending on the model modality. This corresponds to the α = 0.34 {\displaystyle \alpha =0.34} from the Chinchilla scaling paper. When C {\displaystyle C} is the varied variable, α {\displaystyle \alpha } ranges from 0.048 {\displaystyle 0.048} to 0.19 {\displaystyle 0.19} depending on the model modality. This corresponds to the β = 0.28 {\displaystyle \beta =0.28} from the Chinchilla scaling paper. Given fixed computing budget, optimal model parameter count is consistently around N o p t ( C ) = ( C 5 × 10 − 12 petaFLOP-day ) 0.7 = 9.0 × 10 − 7 C 0.7 {\displaystyle N_{opt}(C)=\left({\frac {C}{5\times 10^{-12}{\text{petaFLOP-day}}}}\right)^{0.7}=9.0\times 10^{-7}C^{0.7}} The parameter 9.0 × 10 − 7 {\displaystyle 9.0\times 10^{-7}} varies by a factor of up to 10 for different modalities. The exponent parameter 0.7 {\displaystyle 0.7} varies from 0.64 {\displaystyle 0.64} to 0.75 {\displaystyle 0.75} for different modalities. This exponent corresponds to the ≈ 0.5 {\displaystyle \approx 0.5} from the Chinchilla scaling paper. It's "strongly suggested" (but not statistically checked) that D o p t ( C ) ∝ N o p t ( C ) 0.4 ∝ C 0.28 {\displaystyle D_{opt}(C)\propto N_{opt}(C)^{0.4}\propto C^{0.28}} . This exponent corresponds to the ≈ 0.5 {\displaystyle \approx 0.5} from the Chinchilla scaling paper. The scaling law of L = L 0 + ( C 0 / C ) 0.048 {\displaystyle L=L_{0}+(C_{0}/C)^{0.048}} was confirmed during the training of GPT-3 (Figure 3.1 ). === Chinchilla scaling (Hoffmann, et al, 2022) === One particular scaling law ("Chinchilla scaling") states that, for a large language model (LLM) autoregressively trained for one epoch, with a cosine learning rate schedule, we have: { C = C 0 N D L = A N α + B D β + L 0 {\displaystyle {\begin{cases}C=C_{0}ND\\L={\frac {A}{N^{\alpha }}}+{\frac {B}{D^{\beta }}}+L_{0}\end{cases}}} where the variables are C {\displaystyle C} is the cost o