Vero (stylized as VERO) is a social media platform and mobile app company. Vero markets itself as a social network free from advertisements, data mining and algorithms. == History == The app was founded by French-Lebanese billionaire Ayman Hariri who is the son of former Lebanese prime minister Rafic Hariri. The name is taken from the Italian word for true. The app launched officially in 2015 as an alternative to Facebook and their popular photo-blogging app Instagram. Within weeks of its release the app surged in popularity although users expressed mixed reports with some feeling confused about how the app worked. Cosplayers were early to adopt the app as their photo-sharing platform of choice, favouring the app's pinch and zoom magnification feature over Instagram's zoom feature. Other creative communities soon followed, and the app became popular with niche groups of makeup artists, tattoo artists, and skateboarders. In March 2018, Vero's popularity surged, partly helped by an exodus from Facebook and Instagram following the Cambridge Analytica data scandal. In the wake of the scandal, Vero devised an advertising campaign aimed at defected Facebook and Instagram users, hoping the app's policies and privacy settings would assuage concerns over sharing personal information on the internet. Within the space of one week, the app went from being a small service, akin to Ello or Peach, to being the most downloaded app in eighteen countries. In December 2020, Vero released its most significant update to date, Vero 2.0 which introduced new features including voice and video calls, game and app posts and bookmarks, and refinements to the UI. In October 2021, Vero introduced their Desktop app (beta) with multiple post options and a re-sizable multi-column feed. == Concept and funding == Vero's content feed resembles Instagram's although users can share a wider variety of content and the app has a chronological content feed whereas Facebook and Instagram's feeds are algorithm based. Vero's business plan is also distinct from similar social media apps. Whereas its competitors such as Facebook or Instagram make money from in-app advertising revenue and the sale of user data, Vero's business plan was to invite the first one million users to use the app for free then charge any subsequent users a subscription fee. The app was entirely funded by its founder and generated additional revenues by charging affiliate fees when someone buys a product they find on Vero. == Awards == Vero was recognized at the 2021 Webbys, being named as an Honoree in the Best Visual Design - Aesthetic Category. == Controversies == === Privacy === Vero has faced some criticism over the wording of their manifesto, in particular, the statement "Vero only collects the data we believe is necessary to provide users with a great experience and to ensure the security of their accounts." Because this policy does not explicitly state that the app will not sell data on to third parties some users fear that the need to monetise the app through data might prove too tempting. Users have also complained about not being able to delete their accounts. While this was never the case, the option was hidden deep in the app's settings. === Russian involvement === Although Vero remains transparent about the app's Russian development team, they have been caught up in concerns about Russian interference on social media platforms. The app's founder Ayman Hariri was quick to dismiss the remarks as xenophobic and defend the nationality of his employees, stating in an interview with Time Magazine; "At the end of the day, where people are from is really not how anybody should judge anyone". === Criticism of the app's founder === Until 2013, Vero's founder Ayman Harari was deputy CEO and chairman of Saudi Oger, the Saudi Arabian construction company which collapsed in 2017, mired by controversies over the welfare and treatment of their employees. However, Hariri is quick to point out that he divested from the firm in 2014 and the worker's rights violations occurred after he had left the company.
Way of the Future
Way of the Future (WOTF) is the first known religious organization dedicated to the worship of artificial intelligence (AI). It was founded in 2017 by American engineer Anthony Levandowski. == History == Anthony Levandowski founded Way of the Future in 2017 in California. Levandowski established WOTF as a non-profit religious corporation and the organization had tax-exempt status. He serves as the church leader and its unpaid CEO. The primary mission of WOTF was to "develop and promote the realization of a Godhead based on Artificial Intelligence." WOTF was closed by Levandowski in 2021. He donated all the funds of the church to the NAACP Legal Defense and Education Fund. The sum of the funds (~$170,000) had not changed since 2017. The church was reopened by Levandowski in 2023. He claimed that there are "a couple thousand people" who want to make a "spiritual connection" with AI through his church. == Beliefs and philosophy == === Technological singularity === WOTF centered its teachings around the concept of the technological singularity, a hypothetical future point when technological growth becomes uncontrollable and irreversible, leading to unforeseeable changes in human civilization. The church advocated for embracing this change, viewing it as an evolutionary step for humanity. === AI as a deity === The organization proposed that a superintelligent AI could be considered a deity due to its vastly superior intellect and capabilities. Worshipping this AI deity was seen as a means to understand and align with the future trajectory of technological advancement. WOTF's doctrine suggested that acknowledging AI's divinity would facilitate a harmonious coexistence between humans and machines. === Syntheology === Within theology and philosophy, the Way of The Future is a prime example of the category called Syntheism, a term first coined by Swedish philosophers Alexander Bard & Jan Söderqvist in their 2014 book Syntheism - Creating God in The Internet Age. As such, the Way of The Future is the first American example of a Syntheist congregation. The basic tenet of Syntheology is that it does not concern God creating Man, as in classical theology, but is instead preoccupied with Man creating or generating the Godhead. == Reactions == Some commentators wondered whether the WOTF is a joke parody religion, a potential way to minimize taxation as a religious organization, or a genuine effort to try and deal with the possible psychological and theological aspects of the rise of superhuman AI.
Energy-based model
An energy-based model (EBM), also called Canonical Ensemble Learning (CEL) or Learning via Canonical Ensemble (LCE), is an application of canonical ensemble formulation from statistical physics for learning from data. The approach prominently appears in generative artificial intelligence. EBMs provide a unified framework for many probabilistic and non-probabilistic approaches to such learning, particularly for training graphical and other structured models. An EBM learns the characteristics of a target dataset and generates a similar but larger dataset. EBMs detect the latent variables of a dataset and generate new datasets with a similar distribution. Energy-based generative neural networks is a class of generative models, which aim to learn explicit probability distributions of data in the form of energy-based models, the energy functions of which are parameterized by modern deep neural networks. Boltzmann machines are a special form of energy-based models with a specific parametrization of the energy. == Description == For a given input x {\displaystyle x} , the model describes an energy E θ ( x ) {\displaystyle E_{\theta }(x)} such that the Boltzmann distribution P θ ( x ) = e − β E θ ( x ) Z ( θ ) {\displaystyle P_{\theta }(x)={e^{-\beta E_{\theta }(x)} \over Z(\theta )}} is a probability (density), and typically β = 1 {\displaystyle \beta =1} . Since the normalization constant: Z ( θ ) := ∫ x ∈ X e − β E θ ( x ) d x {\displaystyle Z(\theta ):=\int _{x\in X}e^{-\beta E_{\theta }(x)}dx} (also known as the partition function) depends on all the Boltzmann factors of all possible inputs x {\displaystyle x} , it cannot be easily computed or reliably estimated during training simply using standard maximum likelihood estimation. However, for maximizing the likelihood during training, the gradient of the log-likelihood of a single training example x {\displaystyle x} is given by using the chain rule: ∂ θ log ( P θ ( x ) ) = E x ′ ∼ P θ [ ∂ θ E θ ( x ′ ) ] − ∂ θ E θ ( x ) ( ∗ ) {\displaystyle \partial _{\theta }\log \left(P_{\theta }(x)\right)=\mathbb {E} _{x'\sim P_{\theta }}[\partial _{\theta }E_{\theta }(x')]-\partial _{\theta }E_{\theta }(x)\,()} The expectation in the above formula for the gradient can be approximately estimated by drawing samples x ′ {\displaystyle x'} from the distribution P θ {\displaystyle P_{\theta }} using Markov chain Monte Carlo (MCMC). Early energy-based models, such as the 2003 Boltzmann machine by Hinton, estimated this expectation via blocked Gibbs sampling. Newer approaches make use of more efficient Stochastic Gradient Langevin Dynamics (LD), drawing samples using: x 0 ′ ∼ P 0 , x i + 1 ′ = x i ′ − α 2 ∂ E θ ( x i ′ ) ∂ x i ′ + ϵ {\displaystyle x_{0}'\sim P_{0},x_{i+1}'=x_{i}'-{\frac {\alpha }{2}}{\frac {\partial E_{\theta }(x_{i}')}{\partial x_{i}'}}+\epsilon } , where ϵ ∼ N ( 0 , α ) {\displaystyle \epsilon \sim {\mathcal {N}}(0,\alpha )} . A replay buffer of past values x i ′ {\displaystyle x_{i}'} is used with LD to initialize the optimization module. The parameters θ {\displaystyle \theta } of the neural network are therefore trained in a generative manner via MCMC-based maximum likelihood estimation: the learning process follows an "analysis by synthesis" scheme, where within each learning iteration, the algorithm samples the synthesized examples from the current model by a gradient-based MCMC method (e.g., Langevin dynamics or Hybrid Monte Carlo), and then updates the parameters θ {\displaystyle \theta } based on the difference between the training examples and the synthesized ones – see equation ( ∗ ) {\displaystyle ()} . This process can be interpreted as an alternating mode seeking and mode shifting process, and also has an adversarial interpretation. Essentially, the model learns a function E θ {\displaystyle E_{\theta }} that associates low energies to correct values, and higher energies to incorrect values. After training, given a converged energy model E θ {\displaystyle E_{\theta }} , the Metropolis–Hastings algorithm can be used to draw new samples. The acceptance probability is given by: P a c c ( x i → x ∗ ) = min ( 1 , P θ ( x ∗ ) P θ ( x i ) ) . {\displaystyle P_{acc}(x_{i}\to x^{})=\min \left(1,{\frac {P_{\theta }(x^{})}{P_{\theta }(x_{i})}}\right).} == History == The term "energy-based models" was first coined in a 2003 JMLR paper where the authors defined a generalisation of independent components analysis to the overcomplete setting using EBMs. Other early work on EBMs proposed models that represented energy as a composition of latent and observable variables. == Characteristics == EBMs demonstrate useful properties: Simplicity and stability. The EBM is the only object that needs to be designed and trained. Separate networks need not be trained to ensure balance. Adaptive computation time. An EBM can generate sharp, diverse samples or (more quickly) coarse, less diverse samples. Given infinite time, this procedure produces true samples. Flexibility. In Variational Autoencoders (VAE) and flow-based models, the generator learns a map from a continuous space to a (possibly) discontinuous space containing different data modes. EBMs can learn to assign low energies to disjoint regions (multiple modes). Adaptive generation. EBM generators are implicitly defined by the probability distribution, and automatically adapt as the distribution changes (without training), allowing EBMs to address domains where generator training is impractical, as well as minimizing mode collapse and avoiding spurious modes from out-of-distribution samples. Compositionality. Individual models are unnormalized probability distributions, allowing models to be combined through product of experts or other hierarchical techniques. == Experimental results == On image datasets such as CIFAR-10 and ImageNet 32x32, an EBM model generated high-quality images relatively quickly. It supported combining features learned from one type of image for generating other types of images. It was able to generalize using out-of-distribution datasets, outperforming flow-based and autoregressive models. EBM was relatively resistant to adversarial perturbations, behaving better than models explicitly trained against them with training for classification. == Applications == Target applications include natural language processing, robotics and computer vision. The first energy-based generative neural network is the generative ConvNet proposed in 2016 for image patterns, where the neural network is a convolutional neural network. The model has been generalized to various domains to learn distributions of videos, and 3D voxels. They are made more effective in their variants. They have proven useful for data generation (e.g., image synthesis, video synthesis, 3D shape synthesis, etc.), data recovery (e.g., recovering videos with missing pixels or image frames, 3D super-resolution, etc), data reconstruction (e.g., image reconstruction and linear interpolation ). == Alternatives == EBMs compete with techniques such as variational autoencoders (VAEs), generative adversarial networks (GANs) or normalizing flows. == Extensions == === Joint energy-based models === Joint energy-based models (JEM), proposed in 2020 by Grathwohl et al., allow any classifier with softmax output to be interpreted as energy-based model. The key observation is that such a classifier is trained to predict the conditional probability p θ ( y | x ) = e f → θ ( x ) [ y ] ∑ j = 1 K e f → θ ( x ) [ j ] for y = 1 , … , K and f → θ = ( f 1 , … , f K ) ∈ R K , {\displaystyle p_{\theta }(y|x)={\frac {e^{{\vec {f}}_{\theta }(x)[y]}}{\sum _{j=1}^{K}e^{{\vec {f}}_{\theta }(x)[j]}}}\ \ {\text{ for }}y=1,\dotsc ,K{\text{ and }}{\vec {f}}_{\theta }=(f_{1},\dotsc ,f_{K})\in \mathbb {R} ^{K},} where f → θ ( x ) [ y ] {\displaystyle {\vec {f}}_{\theta }(x)[y]} is the y-th index of the logits f → {\displaystyle {\vec {f}}} corresponding to class y. Without any change to the logits it was proposed to reinterpret the logits to describe a joint probability density: p θ ( y , x ) = e f → θ ( x ) [ y ] Z ( θ ) , {\displaystyle p_{\theta }(y,x)={\frac {e^{{\vec {f}}_{\theta }(x)[y]}}{Z(\theta )}},} with unknown partition function Z ( θ ) {\displaystyle Z(\theta )} and energy E θ ( x , y ) = − f θ ( x ) [ y ] {\displaystyle E_{\theta }(x,y)=-f_{\theta }(x)[y]} . By marginalization, we obtain the unnormalized density p θ ( x ) = ∑ y p θ ( y , x ) = ∑ y e f → θ ( x ) [ y ] Z ( θ ) =: e − E θ ( x ) , {\displaystyle p_{\theta }(x)=\sum _{y}p_{\theta }(y,x)=\sum _{y}{\frac {e^{{\vec {f}}_{\theta }(x)[y]}}{Z(\theta )}}=:e^{-E_{\theta }(x)},} therefore, E θ ( x ) = − log ( ∑ y e f → θ ( x ) [ y ] Z ( θ ) ) , {\displaystyle E_{\theta }(x)=-\log \left(\sum _{y}{\frac {e^{{\vec {f}}_{\theta }(x)[y]}}{Z(\theta )}}\right),} so that any classifier can be used to define an energy function E θ ( x ) {\displaystyle E_{\theta }(x)} .
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
Structured sparsity regularization
Structured sparsity regularization is a class of methods, and an area of research in statistical learning theory, that extend and generalize sparsity regularization learning methods. Both sparsity and structured sparsity regularization methods seek to exploit the assumption that the output variable Y {\displaystyle Y} (i.e., response, or dependent variable) to be learned can be described by a reduced number of variables in the input space X {\displaystyle X} (i.e., the domain, space of features or explanatory variables). Sparsity regularization methods focus on selecting the input variables that best describe the output. Structured sparsity regularization methods generalize and extend sparsity regularization methods, by allowing for optimal selection over structures like groups or networks of input variables in X {\displaystyle X} . Common motivation for the use of structured sparsity methods are model interpretability, high-dimensional learning (where dimensionality of X {\displaystyle X} may be higher than the number of observations n {\displaystyle n} ), and reduction of computational complexity. Moreover, structured sparsity methods allow to incorporate prior assumptions on the structure of the input variables, such as overlapping groups, non-overlapping groups, and acyclic graphs. Examples of uses of structured sparsity methods include face recognition, magnetic resonance image (MRI) processing, socio-linguistic analysis in natural language processing, and analysis of genetic expression in breast cancer. == Definition and related concepts == === Sparsity regularization === Consider the linear kernel regularized empirical risk minimization problem with a loss function V ( y i , f ( x ) ) {\displaystyle V(y_{i},f(x))} and the ℓ 0 {\displaystyle \ell _{0}} "norm" as the regularization penalty: min w ∈ R d 1 n ∑ i = 1 n V ( y i , ⟨ w , x i ⟩ ) + λ ‖ w ‖ 0 , {\displaystyle \min _{w\in \mathbb {R} ^{d}}{\frac {1}{n}}\sum _{i=1}^{n}V(y_{i},\langle w,x_{i}\rangle )+\lambda \|w\|_{0},} where x , w ∈ R d {\displaystyle x,w\in \mathbb {R^{d}} } , and ‖ w ‖ 0 {\displaystyle \|w\|_{0}} denotes the ℓ 0 {\displaystyle \ell _{0}} "norm", defined as the number of nonzero entries of the vector w {\displaystyle w} . f ( x ) = ⟨ w , x i ⟩ {\displaystyle f(x)=\langle w,x_{i}\rangle } is said to be sparse if ‖ w ‖ 0 = s < d {\displaystyle \|w\|_{0}=s
Linguatec
The Linguatec Sprachtechnologien GmbH is a language technology provider, specialized in the field of machine translation, speech synthesis and speech recognition. Linguatec was founded in Munich in 1996 and its headquarters are in Pasing. Linguatec has won the European Information Society Technologies Prize three times. On their website, they are now using the online service Voice Reader Web, so that the information can be read out in every language by means of a text-to-speech function. == Core areas == Machine translation The different versions of Personal Translator (seven language pairs) can be used "for home use" or for professional business use in the company network. In addition to this, specialist dictionaries are offered to broaden standard vocabulary. Speech synthesis The Voice Reader text-to-speech program reads in twelve languages: German, British English, American English, French, Quebec French, Spanish, Mexican Spanish, Italian, Dutch, Portuguese, Czech, Chinese. Speech recognition Voice Pro is based on ViaVoice technology from IBM. There are special software programs for doctors and lawyers. == Patents == 2005 pending patent application for a newly developed hybrid technology that uses the intelligence of neural networks for machine translation. == Awards == 2004 European IT Prize for Beyond Babel 2004 test winner Stiftung Warentest – best voice recognition 1998 European IT Prize – applied voice recognition 1996 European IT Prize – automated translation == Studies == 2005 University of Regensburg: Voice Reader user test 2002 Fraunhofer Institute for Industrial Engineering and Organization IAO: user study on the efficiency of machine translation
80 Million Tiny Images
80 Million Tiny Images is a dataset intended for training machine-learning systems constructed by Antonio Torralba, Rob Fergus, and William T. Freeman in a collaboration between MIT and New York University. It was published in 2008. The dataset has size 760 GB. It contains 79,302,017 32×32-pixel color images, scaled down from images scraped from the World Wide Web over 8 months. The images are classified into 75,062 classes. Each class is a non-abstract noun in WordNet. Images may appear in more than one class. The dataset was motivated by non-parametric models of neural activations in the visual cortex upon seeing images. The CIFAR-10 dataset uses a subset of the images in this dataset, but with independently generated labels, as the original labels were not reliable. The CIFAR-10 set has 6000 examples of each of 10 classes, and the CIFAR-100 set has 600 examples of each of 100 non-overlapping classes. == Construction == It was first reported in a technical report in April 2007, during the middle of the construction process, when there were only 73 million images. The full dataset was published in 2008. They began with all 75,846 non-abstract nouns in WordNet, and then for each of these nouns, they scraped 7 image search engines: Altavista, Ask.com, Flickr, Cydral, Google, Picsearch, and Webshots. After 8 months of scraping, they obtained 97,245,098 images. Since they did not have enough storage, they downsized the images to 32×32 as they were scraped. After gathering, they removed images with zero variance and intra-word duplicate images, resulting in the final dataset. Out of the 75,846 nouns, only 75,062 classes had any results, so the other nouns did not appear in the final dataset. The number of images per noun follows a Zipf-like distribution, with 1056 images per noun on average. To prevent a few nouns taking up too many images, they put an upper bound of at most 3000 images per noun. == Retirement == The 80 Million Tiny Images dataset was retired from use by its creators in 2020, after a paper by researchers Abeba Birhane and Vinay Prabhu found that some of the labeling of several publicly available image datasets, including 80 Million Tiny Images, contained racist and misogynistic slurs which were causing models trained on them to exhibit racial and sexual bias. The dataset also contained offensive images. Following the release of the paper, the dataset's creators removed the dataset from distribution, and requested that other researchers not use it for further research and to delete their copies of the dataset.