In search of the best AI website builder? An AI website builder is software that uses machine learning to help you get more done — it turns a rough idea into a polished result in seconds. When choosing one, weigh output quality, pricing, export formats, and how well it fits the tools you already use. Whether you are a beginner or a pro, the right AI website builder slots into your workflow and pays for itself fast. Below we compare features, pricing, and real output so you can choose with confidence.
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
Decision list
Decision lists are a representation for Boolean functions which can be easily learned from examples. Single term decision lists are more expressive than disjunctions and conjunctions; however, 1-term decision lists are less expressive than the general disjunctive normal form and the conjunctive normal form. The language specified by a k-length decision list includes as a subset the language specified by a k-depth decision tree. Learning decision lists can be used for attribute efficient learning, a type of machine learning. == Definition == A decision list (DL) of length r is of the form: if f1 then output b1 else if f2 then output b2 ... else if fr then output br where fi is the ith formula and bi is the ith boolean for i ∈ { 1... r } {\displaystyle i\in \{1...r\}} . The last if-then-else is the default case, which means formula fr is always equal to true. A k-DL is a decision list where all of formulas have at most k terms. Sometimes "decision list" is used to refer to a 1-DL, where all of the formulas are either a variable or its negation.
CHAOS (chess)
CHAOS (Chess Heuristics and Other Stuff) is a chess playing program that was developed by programmers working at the RCA Systems Programming division in the late 1960s. It played competitively in computer chess competitions in the 1970s and 1980s. It differed from other programs of that era in its look-ahead philosophy, choosing to use chess knowledge to evaluate fewer positions and continuations as opposed to simple evaluations that relied on deep look-ahead to avoid bad moves. == Introduction == CHAOS was originally developed by Ira Ruben, Fred Swartz, Victor Berman, Joe Winograd and William Toikka while working at RCA in Cinnaminson, NJ. Its name is an acronym for 'Chess Heuristics and Other Stuff.' Program development moved to the Computing Center of the University of Michigan when Swartz changed jobs, and Mike Alexander joined the development group. Swartz, Alexander and Berman were continuously group members from that point onward in CHAOS' evolution, as others of the original authors left and new members contributed episodically. Chess Senior Master Jack O'Keefe contributed to CHAOS' development from about 1980 onwards. CHAOS was written in Fortran, except for low-level board representation manipulations written in assembly language or C. Due to this portability, it ran on RCA, Univac and IBM-compatible mainframes in its lifetime. CHAOS heralds from the mainframe computing era when only machines of that capacity were able to play at a high level. Consequently, development and testing could only take place at off-peak times for production use of the machine. In a competition, CHAOS had to run on a dedicated mainframe with a telephone link to the match venue. In its later years, CHAOS ran on computers on the machine assembly floor of Amdahl Corporation on MTS. == Background == === Chess and artificial intelligence === Mathematicians Claude Shannon and Alan Turing, working separately, were the first to view playing chess as a challenge to machines. Working for AT&T / Bell Labs with its access to telephone switching equipment, Shannon built a relay-based machine that learned how to work its way through a two-dimensional, 5x5 cell maze in 1949. Shannon viewed this as an analogue of the way that organisms learn things about their natural environment. There is a random element to searching it, a memory element to benefit from the search outcome, and a reward element that reinforces learning when the global outcome is favorable to the organism. Soon afterward, Shannon wrote a mathematical analysis of the game of chess, published in 1950. Like with the maze, he broke down game play into the necessary elements for reinforcement learning. Associated with each board configuration a move will be made from, there is a numerical score. To decide what move to make, a player wants to maximize their own position's score after the move and to minimize their opponent's score (a minimax view). Since there are about 32 possible moves at each of the early stages of the game, and about 40 moves and responses in each game, then there are about 32 80 {\displaystyle 32^{80}} or about 10 120 {\displaystyle 10^{120}} possible games - an impossibly large set to evaluate completely. Therefore, there must be a way to limit the number of moves to look ahead for to find the best one. Reducing the game to these few key elements provided a way to think about human intelligence in general. Shannon became part of a wider group using computing machines to mimic aspects of human intelligence that grew into the general idea of artificial intelligence. (Other members of this group were John McCarthy, Herbert Simon, Allen Newell, Alan Kotok, Alex Bernstein and Richard Greenblatt.) The paradigm that evolved was that there was a quantification of the position on the board into a score, an evaluation method to find favorable outcomes (minimax, later alpha-beta pruning), and a strategy to manage the combinatorial explosion of the look-ahead possibilities. By the early 1960s, there were computer programs that played chess at a rudimentary level. They used very simple evaluation functions for each position and tried to search as far forward as was practical given the time constraints and available compute power. Naturally, programmers optimized their code to use the available computing resources. This led to a major philosophical divide among chess programs: those that tried to evaluate as many positions as possible, and those that tried to evaluate the most promising move sequences as deeply as possible. CHAOS was firmly in the camp believing only the most promising moves should be evaluated in depth. Said Swartz, "The 'brute force people' ... look at every (possible move) no matter what garbage it is. Most moves are just terrible, terrible moves, and most computing time is being spent on pure garbage." The program spent more time evaluating each board position in the expectation that it would find the most promising lines of play to explore in depth. In 1983, the then-fastest chess program (Belle) evaluated 110,000 positions per second, and typical programs 1000–50,000 per second, whereas CHAOS evaluated about 50-100 per second. === Machine learning and strategies to manage search === From about 1949 onward, Arthur Samuel began work for IBM on machine learning, culminating in a checkers-playing program in 1952 and publications on the topic. Concurrently, Christopher Strachey created Checkers, a program to play the board game of checkers in 1951, but it had no capacity to learn from its play. Checkers was chosen by both authors because it was simpler than chess yet contained the basic characteristics of an intellectual activity, and, in Samuel's view, was a test-bed in which heuristic procedures and learning processes could be evaluated quickly. Checker playing programs introduced the notion of the game tree and evaluating play to various depths to choose the best move. The complexity of chess, however, promoted it to the status of an analogue for human intelligence, and it attracted computer scientists' attention, who referred to it as research into artificial intelligence (AI). Like checkers, it required a numerical assessment of each arrangement of chess pieces on a board. It also required looking ahead to future moves to decide how to play the present position. Due to the enormous number of possible moves, there had to be a way to confine the look-ahead search to the most promising lines of play. From these factors, the notion of minimax score evaluation developed and, later, alpha-beta tree pruning to abandon looking at positions worse than any that have already been examined. === Chess search strategies === The AI community viewed artificial intelligence as comprising two parts: a way to symbolically quantify the knowledge in hand (a chess board position), and a set of heuristics to limit look-ahead to the consequences of a move. The early chess playing programs attempted to look forward as far as possible, perhaps to 3 moves ahead by each player, and to choose the best outcome. This led to the horizon effect, whereby a key move 4 or more moves ahead would be unexamined and therefore missed. Consequently, the programs were quite weak and heuristics to manage the search became important in their development. CHAOS used a selective search strategy with iterative widening. As chess programs evolved, they incorporated books of opening lines of play from historic sources. Nowadays, book moves are catalogued in machine-readable form, but originally programmers had to type them in. CHAOS had an extensive book for its time of around 10,000 moves that O'Keefe helped to develop. A problem with play from an opening book is the behavior of the program when the play leaves the book: the positional advantage may be so subtle that the evaluation scheme may be unable to understand it, leading to very wide and shallow searches to establish a line of play. The horizon effect again plagues move selection after leaving the book. CHAOS mitigated these problems by only using book lines that it could understand, and by relying on cached analyses of continuations out of the book made while the opponent's clock was running. == Game Play History == CHAOS played in twelve ACM computer chess tournaments and four World Computer Chess Championships (WCCC). Its debut was the ACM computer chess tournament in 1973, taking 2nd place. In 1974, it again won 2nd place in the WCCC, defeating the tournament favorite Chess 4.0 but losing to Kaissa. CHAOS was close to winning the 1980 WCCC, but lost to Belle in a playoff. The 1985 ACM computer chess tournament was CHAOS' last competition. One of CHAOS' notable victories was over Chess 4.0 at the 1974 WCCC tournament. Chess 4.0 was unbeaten by any other program up until then. Playing as white, CHAOS made a knight sacrifice (16 Nd4-e6!!) that traded material for open lines of attack and eventually won the game. CHAOS’ authors thought the move was due to a
Croissant (metadata format)
Croissant is a metadata format design to support sharing of datasets for machine learning applications. It is a platform-agnostic schema used to standardize metadata in data repositories like Hugging Face, kaggle, Dataverse and OpenML. == Structure == Croissant builds upon schema.org, uses primarily JSON-LD, and divides metadata in four "layers": Dataset Metadata, Resource, Structure and Semantic: The Dataset Metadata layer constrains which schema.org properties should be used, including additional properties, linking together the resources (files) of the dataset with general metadata, like licensing and citation information. The Resource layer describes the individual files and sets of those using two new classes, FileObject and FileSet. A FileSet may be a collection of related images. The Structure layer specifies how the files are organized in the dataset. A RecordSet class describes how resources are present, configurations that may very a lot between modality. This specification facilitates interoperability of the datasets. Finally, the Semantic layer adds information for practical reuse of the dataset, such as splits for train, test and validation subsets. It also provides a default extension for metadata related to responsible AI. The use of a standard machine-readable structure increases, for example, the discoverability of datasets in search engines such as Google Dataset Search. == History == Croissant was shared in arXiv in March 2024 and published in the proceedings of NeurIPS 2024. It started as community driven as a MLCommons Croissant Working Group, including stakeholders organizations from academia and industry, including Google, the open data institute, Sage Bionetworks and King's College London. Variations of Croissant are developed to support datasets in different areas of research, such as Geo-Croissant for geospatial datasets. Other technical extensions, such as support for RDF, soon followed.
PhotoWorks (ray tracing software)
PhotoWorks is a raytrace rendering program created by Dassault Systèmes SolidWorks Corporation, formerly supplied as a photorealistic rendering add-in for SolidWorks. The program is based on the Mental Ray rendering engine. It has a library of scenes and materials that can be used with user-created SolidWorks files to create still frame images within the SolidWorks GUI. Since the 2011 release of SolidWorks, PhotoWorks has been replaced by the PhotoView 360 rendering utility. A 2010 review comparing PhotoWorks with three other rendering programs for SolidWorks (including PhotoView 360) gave the program high marks for render speed and built-in materials, but low marks for realism and user interface. Appearance File Type: .p2m
Evolvability (computer science)
The term evolvability is a framework of computational learning introduced by Leslie Valiant in his paper of the same name. The aim of this theory is to model biological evolution and categorize which types of mechanisms are evolvable. Evolution is an extension of PAC learning and learning from statistical queries. == General framework == Let F n {\displaystyle F_{n}\,} and R n {\displaystyle R_{n}\,} be collections of functions on n {\displaystyle n\,} variables. Given an ideal function f ∈ F n {\displaystyle f\in F_{n}} , the goal is to find by local search a representation r ∈ R n {\displaystyle r\in R_{n}} that closely approximates f {\displaystyle f\,} . This closeness is measured by the performance Perf ( f , r ) {\displaystyle \operatorname {Perf} (f,r)} of r {\displaystyle r\,} with respect to f {\displaystyle f\,} . As is the case in the biological world, there is a difference between genotype and phenotype. In general, there can be multiple representations (genotypes) that correspond to the same function (phenotype). That is, for some r , r ′ ∈ R n {\displaystyle r,r'\in R_{n}} , with r ≠ r ′ {\displaystyle r\neq r'\,} , still r ( x ) = r ′ ( x ) {\displaystyle r(x)=r'(x)\,} for all x ∈ X n {\displaystyle x\in X_{n}} . However, this need not be the case. The goal then, is to find a representation that closely matches the phenotype of the ideal function, and the spirit of the local search is to allow only small changes in the genotype. Let the neighborhood N ( r ) {\displaystyle N(r)\,} of a representation r {\displaystyle r\,} be the set of possible mutations of r {\displaystyle r\,} . For simplicity, consider Boolean functions on X n = { − 1 , 1 } n {\displaystyle X_{n}=\{-1,1\}^{n}\,} , and let D n {\displaystyle D_{n}\,} be a probability distribution on X n {\displaystyle X_{n}\,} . Define the performance in terms of this. Specifically, Perf ( f , r ) = ∑ x ∈ X n f ( x ) r ( x ) D n ( x ) . {\displaystyle \operatorname {Perf} (f,r)=\sum _{x\in X_{n}}f(x)r(x)D_{n}(x).} Note that Perf ( f , r ) = Prob ( f ( x ) = r ( x ) ) − Prob ( f ( x ) ≠ r ( x ) ) . {\displaystyle \operatorname {Perf} (f,r)=\operatorname {Prob} (f(x)=r(x))-\operatorname {Prob} (f(x)\neq r(x)).} In general, for non-Boolean functions, the performance will not correspond directly to the probability that the functions agree, although it will have some relationship. Throughout an organism's life, it will only experience a limited number of environments, so its performance cannot be determined exactly. The empirical performance is defined by Perf s ( f , r ) = 1 s ∑ x ∈ S f ( x ) r ( x ) , {\displaystyle \operatorname {Perf} _{s}(f,r)={\frac {1}{s}}\sum _{x\in S}f(x)r(x),} where S {\displaystyle S\,} is a multiset of s {\displaystyle s\,} independent selections from X n {\displaystyle X_{n}\,} according to D n {\displaystyle D_{n}\,} . If s {\displaystyle s\,} is large enough, evidently Perf s ( f , r ) {\displaystyle \operatorname {Perf} _{s}(f,r)} will be close to the actual performance Perf ( f , r ) {\displaystyle \operatorname {Perf} (f,r)} . Given an ideal function f ∈ F n {\displaystyle f\in F_{n}} , initial representation r ∈ R n {\displaystyle r\in R_{n}} , sample size s {\displaystyle s\,} , and tolerance t {\displaystyle t\,} , the mutator Mut ( f , r , s , t ) {\displaystyle \operatorname {Mut} (f,r,s,t)} is a random variable defined as follows. Each r ′ ∈ N ( r ) {\displaystyle r'\in N(r)} is classified as beneficial, neutral, or deleterious, depending on its empirical performance. Specifically, r ′ {\displaystyle r'\,} is a beneficial mutation if Perf s ( f , r ′ ) − Perf s ( f , r ) ≥ t {\displaystyle \operatorname {Perf} _{s}(f,r')-\operatorname {Perf} _{s}(f,r)\geq t} ; r ′ {\displaystyle r'\,} is a neutral mutation if − t < Perf s ( f , r ′ ) − Perf s ( f , r ) < t {\displaystyle -t<\operatorname {Perf} _{s}(f,r')-\operatorname {Perf} _{s}(f,r)