Peanut, a product of Peanut App Ltd. is an online community for women who are planning to become pregnant, women who are pregnant, women who have had children, and women who are experiencing menopause. Profiles of potential friends are displayed to users who can swipe up to show intent to connect. Users can also connect via discussion threads, groups, and live audio conversations. The app allows users to select their stage of life (trying to conceive, pregnancy, motherhood, or menopause), so as to meet women at a similar life stage, and to discover relevant content. Peanut was founded by Michelle Kennedy shortly after she left Bumble, a female-first dating app. She has described Peanut as, "the app she wishes she had when she first became a mother". == History == Peanut was initially launched in 2017 for mothers and pregnant women. The app focuses on helping users find others with shared interests, such as spoken languages, occupations, and hobbies. It also displays a woman's life stage, such as the age of her children, or the stage of pregnancy. In 2018, it launched a community discussion feature that intended to give women an "alternative to other social platforms". In 2019, it started to serve women who are trying to conceive. In April 2021, it integrated live audio, in response to the COVID-19 pandemic, and the restrictions around in-person socializing. in September 2021, it started to include women who are navigating perimenopause, menopause, and postmenopausal. Although it had initially catered for younger women navigating into new families, a large number of users had undergone surgically or chemically induced menopause due to medical conditions. In July 2021, Peanut launched an investment micro fund, Peanut StartHER, focused on investing in women-owned businesses, as well as other historically excluded founders. == Operation == The Peanut app is a social network exclusively for women, focusing on topics of pregnancy, motherhood, fertility, and menopause. It is available on iOS and Android devices. Users must prove their identity, in keeping with the primary function of in-app safety, and then they can create a profile to interact with other users. For pregnant users, the “Bump Buddies” feature helps connect them with other Peanut users who have a similar due date, which aimed to help expecting mothers combat loneliness during the COVID-19 pandemic. Peanut users also have the option to join “Groups” ‒ sub-sections of users focused on specific topics, including (but not limited to) location, life stage, pregnancy due date, and interests or hobbies. The live voice chat feature “Pods”, enables Peanut users to socialize without the pressure of photos or video chat. It offers features such as a muted audience of listeners who need to virtually raise their hand to speak, emoji reactions, and hosts who can moderate the conversations and invite people to speak.
Exercism
Exercism is an online, open-source, free coding platform that offers code practice and mentorship on 77 different programming languages. == History == Software developer Katrina Owen created Exercism while she was teaching programming at Jumpstart Labs. The platform was developed as an internal tool to solve the problem of her own students not receiving feedback on the coding problems they were practicing. Katrina put the site publicly online and found that people were sharing it with their friends, practicing together and giving each other feedback. Within 12 months, the site had organically grown to see over 6,000 users had submitted code or feedback, and hundreds of volunteers contribute to the languages or tooling on the platform. In 2016, Jeremy Walker joined as co-founder and CEO. In July 2018, the site was relaunched with a new design and centered around a formal mentoring mode, at which point Katrina stepped back from day-to-day involvement. == Product == In the past, the website differed from other coding platforms by requiring students to download exercises through a command line client, solve the code on their own computers then submit the solution for feedback, at which point they can also view other's solutions to the same problem. Since its second relaunch in 2021, solutions can be edited and submitted through a web editor, though the command line client remains available. Exercism has tracks for 74 programming languages. Among the notable languages taught: ABAP, C, C#, C++, CoffeeScript, Delphi, Elm, Erlang, F#, Gleam, Go, Java, JavaScript, Julia, Kotlin, Objective-C, PHP, Python, Raku, Red, Ruby, Rust, Scala, Swift, and V (Vlang). In 2023, the site launched a "12 in 23" challenge for users to learn the basics of 12 different languages - one per month in 2023. == Open source == The Exercism codebase is open source. In April 2016, it consisted of 50 repositories including website code, API code, command-line code and, most of all, over 40 stand-alone repositories for different language tracks. As of February 2024 Exercism has 14,344 contributors, maintains 366 repositories, and 19,603 mentors.
Percept (artificial intelligence)
A percept is the input that an intelligent agent is perceiving at any given moment. It is essentially the same concept as a percept in psychology, except that it is being perceived not by the brain but by the agent. A percept is detected by a sensor, often a camera, processed accordingly, and acted upon by an actuator. Each percept is added to a "percept sequence", which is a complete history of each percept ever detected. The agent's action at any instant point may depend on the entire percept sequence up to that particular instant point. An intelligent agent chooses how to act not only based on the current percept, but the percept sequence. The next action is chosen by the agent function, which maps every percept to an action. For example, if a camera were to record a gesture, the agent would process the percepts, calculate the corresponding spatial vectors, examine its percept history, and use the agent program (the application of the agent function) to act accordingly. == Examples == Examples of percepts include inputs from touch sensors, cameras, infrared sensors, sonar, microphones, mice, and keyboards. A percept can also be a higher-level feature of the data, such as lines, depth, objects, faces, or gestures.
Automation in construction
Automation in construction is the combination of methods, processes, and systems that allow for greater machine autonomy in construction activities. Construction automation may have multiple goals, including but not limited to, reducing jobsite injuries, decreasing activity completion times, and assisting with quality control and quality assurance. Some systems may be fielded as a direct response to increasing skilled labor shortages in some countries. Opponents claim that increased automation may lead to less construction jobs and that software leaves heavy equipment vulnerable to hackers. Research insights on this subject are today published in several journals such as Automation in Construction by Elsevier. == Uses of automation in construction == Equipment control and management: Automation can be used to control and monitor construction equipment, such as cranes, excavators, and bulldozers. Material handling: Automated systems can be used to handle, transport, and place materials such as concrete, bricks, and stones. Surveying: Automated survey equipment and drones can be used to collect and analyze data on construction sites. Quality control: Automated systems can be used to monitor and control the quality of materials and construction processes. Safety management: Automated systems can be used to monitor and control safety conditions on construction sites. Scheduling and planning: Automated systems can be used to manage schedules, resources, and costs. Waste management: Automated systems can be used to manage and dispose of waste materials generated during construction. 3D printing: Automated 3D printing can be used to create prototypes, models, and even full-scale building components. == Autonomous heavy equipment == Advances in sensors, machine learning, and autonomous vehicle technology have led to the development of self-operating construction equipment and retrofit systems designed to automate excavators, bulldozers, tracked loaders, skid steer loaders, and haul trucks, allowing them to perform tasks with limited human supervision. Since 2017, tech companies have developed autonomous or semi-autonomous retrofit kits that can be installed on existing construction machinery. Examples include Bedrock Robotics, Built Robotics, and SafeAI, which develop sensor and software systems that enable excavators and other earthmoving machines to operate with varying degrees of autonomy. Major equipment manufacturers have also introduced autonomous capabilities: Caterpillar and John Deere have developed autonomous or semi-autonomous systems for construction and mining equipment, including haul trucks and earthmoving machines. == Transportation сonstruction == Kratos Defense & Security Solutions fielded the world’s first Autonomous Truck-Mounted Attenuator (ATMA) in 2017, in conjunction with Royal Truck & Equipment. == Benefits of automation in construction == The use of automation in construction has become increasingly prevalent in recent years due to its numerous benefits. Automation in construction refers to the use of machinery, software, and other technologies to perform tasks that were previously done manually by workers. One of the most significant benefits of automation in construction is increased productivity. Automation can help speed up construction processes, reduce project completion times, and improve overall efficiency. For example, using automated machinery for tasks such as concrete pouring, bricklaying, and welding can significantly increase the speed and accuracy of these tasks, allowing for more work to be completed in a shorter amount of time. Another benefit of automation in construction is improved safety. By automating tasks that are hazardous to workers, such as demolition or working at height, companies can reduce the risk of accidents and injuries on site. Automation can also help to reduce worker fatigue, which can be a significant factor in accidents and mistakes. Overall, the use of automation in construction can improve productivity, reduce costs, increase safety, and improve the quality of construction projects. As technology continues to advance, the use of automation is likely to become even more prevalent in the construction industry.
Deep Learning Anti-Aliasing
Deep Learning Anti-Aliasing (DLAA) is a form of spatial anti-aliasing developed by Nvidia. DLAA depends on and requires Tensor Cores available in Nvidia RTX cards. DLAA is similar to Deep Learning Super Sampling (DLSS) in its anti-aliasing method, with one important differentiation being that the goal of DLSS is to increase performance at the cost of image quality, whereas the main priority of DLAA is improving image quality at the cost of performance (irrelevant of resolution upscaling or downscaling). DLAA is similar to temporal anti-aliasing (TAA) in that they are both spatial anti-aliasing solutions relying on past frame data. Compared to TAA, DLAA is substantially better when it comes to shimmering, flickering, and handling small meshes like wires. == Technical overview == DLAA collects game rendering data including raw low-resolution input, motion vectors, depth buffers, and exposure information. This information feeds into a convolutional neural network that processes the image to reduce aliasing while preserving fine detail. The neural network architecture employs an auto-encoder design trained on high-quality reference images. The training dataset includes diverse scenarios focusing on challenging cases like sub-pixel details, high-contrast edges, and transparent surfaces. The network then processes frames in real-time. Unlike traditional anti-aliasing solutions that rely on manually written heuristics, such as TAA, DLAA uses its neural network to preserve fine details while eliminating unwanted visual artifacts. == History == DLAA was initially called and marketed by Nvidia as DLSS 2x. The first game that added support for DLAA was The Elder Scrolls Online, which implemented the feature in 2021. By June 2022, DLAA was only available in six games. This number rose to 17 by February 2023. In June 2023, TechPowerUp reported that "DLAA is seeing sluggish adoption among game developers", and that Nvidia was working on adding DLAA to the quality presets of DLSS to boost adoption. By December 2023, DLAA was supported in 41 games. In early 2025, an update for the Nvidia App added a driver-based DLSS override feature that enables users to activate DLAA even in games that do not support it natively. == Differences between TAA and DLAA == TAA is used in many modern video games and game engines; however, all previous implementations have used some form of manually written heuristics to prevent temporal artifacts such as ghosting and flickering. One example of this is neighborhood clamping which forcefully prevents samples collected in previous frames from deviating too much compared to nearby pixels in newer frames. This helps to identify and fix many temporal artifacts, but deliberately removing fine details in this way is analogous to applying a blur filter, and thus the final image can appear blurry when using this method. DLAA uses an auto-encoder convolutional neural network trained to identify and fix temporal artifacts, instead of manually programmed heuristics as mentioned above. Because of this, DLAA can generally resolve detail better than other TAA and TAAU implementations, while also removing most temporal artifacts. == Differences between DLSS and DLAA == While DLSS handles upscaling with a focus on performance, DLAA handles anti-aliasing with a focus on visual quality. DLAA runs at the given screen resolution with no upscaling or downscaling functionality provided by DLAA. DLSS and DLAA share the same AI-driven anti-aliasing method. As such, DLAA functions like DLSS without the upscaling part. Both are made by Nvidia and require Tensor Cores. However, DLSS and DLAA cannot be enabled at the same time, only one can be selected depending on whether performance or image quality is prioritized. == Reception == TechPowerUp found that "[c]ompared to TAA and DLSS, DLAA is clearly producing the best image quality, especially at lower resolutions", arguing that, while "DLSS was already doing a better job than TAA at reconstructing small objects", "DLAA does an even better job". In a Cyberpunk 2077 performance test, IGN stated that "DLAA provided somewhat similar results [FPS wise] to the normal raster mode in most cases but got significant performance boost with the help of frame generation", a feature not available when using native resolution. Rock Paper Shotgun noted that, while DLAA is "not a completely perfect form of anti-aliasing, as the occasional jaggies are present", it "looks a lot sharper overall [than TAA], and especially in motion." According to PC World, "DLAA offers very good anti-aliasing without losing visual information — alternatives like TAA tend to struggle during motion-filled scenes, where DLAA doesn’t. Furthermore, DLAA’s loss of performance is lower than with conventional anti-aliasing methods."
ALL-IN-1
ALL-IN-1 was an office automation product developed and sold by Digital Equipment Corporation in the 1980s. It was one of the first purchasable off the shelf electronic mail products. It was later known as Office Server V3.2 for OpenVMS Alpha and OpenVMS VAX systems before being discontinued. == Overview == ALL-IN-1 was advertised as an office automation system including functionality in Electronic Messaging, Word Processing and Time Management. It offered an application development platform and customization capabilities that ranged from scripting to code-level integration. ALL-IN-1 was designed and developed by Skip Walter, John Churin and Marty Skinner from Digital Equipment Corporation who began work in 1977. Sheila Chance was hired as the software engineering manager in 1981. The first version of the software, called CP/OSS, the Charlotte Package of Office System Services, named after the location of the developers, was released in May 1982. In 1983, the product was renamed ALL-IN-1 and the Charlotte group continued to develop versions 1.1 through 1.3. Digital then made the decision to move most of the development activity to its central engineering facility in Reading, United Kingdom, where a group there took responsibility for the product from version 2.0 (released in field test in 1984 and to customers in 1985) onward. The Charlotte group continued to work on the Time Management subsystem until version 2.3 and other contributions were made from groups based in Sophia Antipolis, France (System for Customization Management and the integration with VAX Notes), Reading (Message Router and MAILbus), and Nashua, New Hampshire (FMS). ALL-IN-1 V3.0 introduced shared file cabinets and the File Cabinet Server (FCS) to lay the foundation for an eventual integration with TeamLinks, Digital's PC office client. Previous integrations with PCs included PC ALL-IN-1, a DOS-based product introduced in 1989 that never proved popular with customers. Bob Wyman was the first product manager. He oversaw the growth of the product culminating in over $2 billion per year in revenue and market leadership in the proprietary office automation sector. Other consultants from Digital Equipment Corporation involved include Frank Nicodem, Donald Vickers and Tony Redmond.
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