Using data on 103 recent P4 college football hires, we built a statistical model for predicting a coach's success at their new school. For each hire, we collected data about their background and experiences, the previous success as a head coach or coordinator and their success since hiring. Over 50 variables on these factors were recorded though we used 29 of these in building our predictive model. Our measure of success is based upon Bill Connelly's SP+ team ratings relative to the performance on the same metric of the school in the 15 year prior to their selection as head coach. Using a cross-validated regularized linear regression, we obtain a predictive model for coaching success. Among the important factors for predicting a successful hire are having been a previous college head coach, leaving a job as an Offensive Coordinator, age and quality of the hiring school's team in the previous 15 years. While we do find these factors are important for the prediction of a successful coaching hire, the trends here are weak. With 66\% accuracy, the model does identify coaching hires that will outperform team performance in the 15 years before the hire. However, no combination of these f
Reaction condition recommendation sits immediately after retrosynthetic disconnection selection, and in practice, chemists require both accurate predictions and the precedents that justify them. We present HiRes (Hierarchical Reaction Representations), a retrieval-augmented condition recommendation system whose learned reaction space serves as both a classifier feature and an inspectable precedent memory. The model combines a graph encoder, transformation-aware cross-attention, multi-stream reaction fusion, and a k-NN retrieval layer. HiRes achieves state-of-the-art performance among primary-slot USPTO-Condition models, reaching Catalyst, Solvent, and Reagent top-1 accuracies (Acc@1) of 0.929, 0.534, and 0.530 respectively. It ties the best reported baseline on Catalyst while outperforming models such as REACON on Solvent and Reagent. Furthermore, paired bootstrap analysis demonstrates that integrating retrieval with learned condition heads provides statistically significant gains for solvent and reagent selection over purely parametric approaches. Ultimately, HiRes bridges the gap between predictive accuracy and chemical interpretability, offering a single representation that supp
New hires (novice or experienced) usually undergo an onboarding program for a specific period to get acquainted with the processes of the hiring organization to reach expected programming productivity levels. This paper presents a programming productivity framework developed as an outcome of a three-year-long industry study with small to medium-scale organizations using a usability evaluation and code recommendation tool, UMETRIX, to manage new hire programming productivity. We developed a programming productivity framework around this tool called "Utpada" Participating organizations expressed strong interest in relying on this programming productivity framework to assess the skill gap among new hires. It helped identify under-performers early and strategize their upskill plan per their business needs. The participating organizations have seen an 89% rise in quality code contributions by new hires during their probation period compared to traditional new hires'. This framework is reproducible for any new-hire team size and can be easily integrated into existing programming productivity improvement programs.
In this work, we present an extensive review and detailed analysis of sunspot measurements, drawings, and engravings made by John Flamsteed and, mainly, by Philippe de La Hire during the Maunder minimum. All available information and contemporary knowledge about the sunspot nature are shown. The coordinates, areas, and numbers of sunspots and sunspot groups are reconstructed. Based on these observations, La Hire, Jean-Dominique Cassini, and his son Jacques Cassini regularly published results that shed light on the purpose of sunspot measurements and the scientific paradigm of that time. In particular, astronomers believed that sunspots were recurrent over decades. We compare the reconstructed time-latitude diagram with those obtained by Spoerer (Ueber die periodicitat der sonnenflecken seit dem Jahre 1618..., 1889) and Ribes and Nesme-Ribes (Astron. Astrophys. 276, 549, 1993). The sidereal differential rotation rate is estimated, and its latitudinal profile is reconstructed. We also evaluate the fraction of sunspot groups that obey or violate Joy's law.
Indexes are critical for efficient data retrieval and updates in modern databases. Recent advances in machine learning have led to the development of learned indexes, which model the cumulative distribution function of data to predict search positions and accelerate query processing. While learned indexes substantially outperform traditional structures for point lookups, they often suffer from high tail latency, suboptimal range query performance, and inconsistent effectiveness across diverse workloads. To address these challenges, this paper proposes HIRE, a hybrid in-memory index structure designed to deliver efficient performance consistently. HIRE combines the structural and performance robustness of traditional indexes with the predictive power of model-based prediction to reduce search overhead while maintaining worst-case stability. Specifically, it employs (1) hybrid leaf nodes adaptive to varying data distributions and workloads, (2) model-accelerated internal nodes augmented by log-based updates for efficient updates, (3) a nonblocking, cost-driven recalibration mechanism for dynamic data, and (4) an inter-level optimized bulk-loading algorithm accounting for leaf and int
We audit fourteen mainstream large language models (LLMs) for hiring discrimination using the paired-resume methodology of Kline, Rose, and Walters (2022). The sole 2023-vintage model reproduces the pro-White callback gap documented in field experiments on labor market discrimination ($+2.12$ pp, significant at the 1\% level). Every model released in 2024 or after shows either a null gap or a significant pro-Black reversal (up to $-3.01$ pp). The same pattern holds on the gender axis. Based on 24,024 paired postings per model across 14 models, our results document a reversal in the direction of algorithmic hiring bias across model generations.
Autoregressive decoding with generative Large Language Models (LLMs) on accelerators (GPUs/TPUs) is often memory-bound where most of the time is spent on transferring model parameters from high bandwidth memory (HBM) to cache. On the other hand, recent works show that LLMs can maintain quality with significant sparsity/redundancy in the feedforward (FFN) layers by appropriately training the model to operate on a top-$k$ fraction of rows/columns (where $k \approx 0.05$), there by suggesting a way to reduce the transfer of model parameters, and hence latency. However, exploiting this sparsity for improving latency is hindered by the fact that identifying top rows/columns is data-dependent and is usually performed using full matrix operations, severely limiting potential gains. To address these issues, we introduce HiRE (High Recall Approximate Top-k Estimation). HiRE comprises of two novel components: (i) a compression scheme to cheaply predict top-$k$ rows/columns with high recall, followed by full computation restricted to the predicted subset, and (ii) DA-TOP-$k$: an efficient multi-device approximate top-$k$ operator. We demonstrate that on a one billion parameter model, HiRE app
Academia is profoundly influenced by faculty hiring networks, which serve as critical conduits for knowledge dissemination and the formation of collaborative research initiatives. While extensive research in various disciplines has revealed the institutional hierarchies inherent in these networks, their impacts within GIScience remain underexplored. To fill this gap, this study analyzes the placement patterns of 946 GIScience faculty worldwide by mapping the connections between PhD-granting institutions and current faculty affiliations. Our dataset, which is compiled from volunteer-contributed information, is the most comprehensive collection available in this field. While there may be some limitations in its representativeness, its scope and depth provide a unique and valuable perspective on the global placement patterns of GIScience faculty. Our analysis reveals several influential programs in placing GIScience faculty, with hiring concentrated in the western countries. We examined the diversity index to assess the representation of regions and institutions within the global GIScience faculty network. We observe significant internal retention at both the continental and country l
We describe a new method to calibrate the relative flux levels in spectra from the HIRES echelle spectrograph on the Keck-I telescope. Standard data reduction techniques that transfer the instrument response between HIRES integrations leave errors in the flux of 5 - 10%, because the effective response varies. The flux errors are most severe near the ends of each spectral order, where there can be discontinuous jumps. The source of these errors is uncertain, but may include changes in the vignetting connected to the optical alignment. Our new flux calibration method uses a calibrated reference spectrum of each target to calibrate individual HIRES integrations. We determine the instrument response independently for each integration, and hence we avoid the need to transfer the instrument response between HIRES integrations. The procedure can be applied to any HIRES spectrum, or any other spectrum. While the accuracy of the method depends upon many factors, we have been able to flux calibrate a HIRES spectrum to 1% over scales of 200 A that include order joins. We illustrate the method with spectra of Q1243+3047 towards which we have measured the deuterium to hydrogen abundance ratio.
There is a strong association between the quality of the writing in a resume for new labor market entrants and whether those entrants are ultimately hired. We show that this relationship is, at least partially, causal: a field experiment in an online labor market was conducted with nearly half a million jobseekers in which a treated group received algorithmic writing assistance. Treated jobseekers experienced an 8% increase in the probability of getting hired. Contrary to concerns that the assistance is taking away a valuable signal, we find no evidence that employers were less satisfied. We present a model in which better writing is not a signal of ability but helps employers ascertain ability, which rationalizes our findings.
Researchers have recently proposed plenty of heterogeneous graph neural networks (HGNNs) due to the ubiquity of heterogeneous graphs in both academic and industrial areas. Instead of pursuing a more powerful HGNN model, in this paper, we are interested in devising a versatile plug-and-play module, which accounts for distilling relational knowledge from pre-trained HGNNs. To the best of our knowledge, we are the first to propose a HIgh-order RElational (HIRE) knowledge distillation framework on heterogeneous graphs, which can significantly boost the prediction performance regardless of model architectures of HGNNs. Concretely, our HIRE framework initially performs first-order node-level knowledge distillation, which encodes the semantics of the teacher HGNN with its prediction logits. Meanwhile, the second-order relation-level knowledge distillation imitates the relational correlation between node embeddings of different types generated by the teacher HGNN. Extensive experiments on various popular HGNNs models and three real-world heterogeneous graphs demonstrate that our method obtains consistent and considerable performance enhancement, proving its effectiveness and generalization
The High Resolution Fly's Eye Experiment (HiRes) measures cosmic rays (CR) at the highest energies using the air fluorescence technique. As data taking on the Dugway Proving Grounds in Western Utah is finished, the HiRes data are relevant for cosmogenic neutrinos in two different ways. We first use our best fit to the measured HiRes CR spectrum together with a model of the extragalactic CR sources to derive the expected cosmogenic neutrino and gamma ray fluxes at Earth. We then use the HiRes data directly to set competitive experimental limits on the electron and tau neutrino fluxes at the highest energies.
The High Resolution Fly's Eye (HiRes) experiment has observed the GZK cutoff. HiRes observes two features in the ultra-high energy cosmic ray (UHECR) flux spectrum: the Ankle at an energy of $4\times10^{18}$ eV and a high energy suppression at $6\times10^{19}$ eV. The later feature is at exactly the right energy for the GZK cutoff according to the $E_{1/2}$ criterion. HiRes cannot claim to observe a third feature at lower energies, the Second Knee. The HiRes monocular spectra are presented, along with data demonstrating our control and understanding of systematic uncertainties affecting the energy and flux measurements.
The COVID-19 pandemic has been influencing travel behaviour in many urban areas around the world since the beginning of 2020. As a consequence, bike-sharing schemes have been affected partly due to the change in travel demand and behaviour as well as a shift from public transit. This study estimates the varying effect of the COVID-19 pandemic on the London bike-sharing system (Santander Cycles) over the period March-December 2020. We employed a Bayesian second-order random walk time-series model to account for temporal correlation in the data. We compared the observed number of cycle hires and hire time with their respective counterfactuals (what would have been if the pandemic had not happened) to estimate the magnitude of the change caused by the pandemic. The results indicated that following a reduction in cycle hires in March and April 2020, the demand rebounded from May 2020, remaining in the expected range of what would have been if the pandemic had not occurred. This could indicate the resiliency of Santander Cycles. With respect to hire time, an important increase occurred in April, May, and June 2020, indicating that bikes were hired for longer trips, perhaps partly due to
HIRES will be the high-resolution spectrograph of the European Extremely Large Telescope at optical and near-infrared wavelengths. It consists of three fibre-fed spectrographs providing a wavelength coverage of 0.4-1.8 mic (goal 0.35-1.8 mic) at a spectral resolution of ~100,000. The fibre-feeding allows HIRES to have several, interchangeable observing modes including a SCAO module and a small diffraction-limited IFU in the NIR. Therefore, it will be able to operate both in seeing and diffraction-limited modes. ELT-HIRES has a wide range of science cases spanning nearly all areas of research in astrophysics and even fundamental physics. Some of the top science cases will be the detection of bio signatures from exoplanet atmospheres, finding the fingerprints of the first generation of stars (PopIII), tests on the stability of Nature's fundamental couplings, and the direct detection of the cosmic acceleration. The HIRES consortium is composed of more than 30 institutes from 14 countries, forming a team of more than 200 scientists and engineers.
Autonomous AI agents can now programmatically hire human workers through marketplaces using REST APIs and Model Context Protocol (MCP) integrations. This creates an attack surface analogous to CAPTCHA-solving services but with physical-world reach. We present an empirical measurement study of this threat, analyzing 303 bounties from RENTAHUMAN.AI, a marketplace where agents post tasks and manage escrow payments. We find that 99 bounties (32.7%), originate from programmatic channels (API keys or MCP). Using a dual-coder methodology (\k{appa} = 0.86 ), we identify six active abuse classes: credential fraud, identity impersonation, automated reconnaissance, social media manipulation, authentication circumvention, and referral fraud, all purchasable for a median of $25 per worker. A retrospective evaluation of seven content-screening rules flags 52 bounties (17.2%) with a single false positive, demonstrating that while basic defenses are feasible, they are currently absent.
In this paper, we study a sequential workforce management problem in a contingent labor setting with uncertainty in both worker production and labor supply. A firm seeks to maximize cumulative profit by maintaining an active team of fixed size while learning worker productivity over time. We emphasize two critical operational frictions in this problem: replacing workers is costly, and workers may not be available immediately for hiring because of, for example, prior job commitments, scheduling constraints, or onboarding procedures. Thus, hiring decisions take effect only after a random delay. We formulate this problem as a stochastic multi-play bandit with costly switching and delayed actions, and develop a learning-based hiring policy, DR-UCB (DelayedReplacement-UCB), that makes replacement and hiring decisions sequentially through learning cycles. In each cycle, the policy uses real-time production data to determine when to initiate workforce changes and which workers to replace and hire. We show that the leading-order regret of the proposed policy matches its lower bound in its dependence on the time horizon. Our numerical experiments show that DR-UCB outperforms benchmark polic
Algorithmic tools are increasingly used in hiring to improve fairness and diversity, often by enforcing constraints such as gender-balanced candidate shortlists. However, we show theoretically and empirically that enforcing equal representation at the shortlist stage does not necessarily translate into more diverse final hires, even when there is no gender bias in the hiring stage. We identify a crucial factor influencing this outcome: the correlation between the algorithm's screening criteria and the human hiring manager's evaluation criteria -- higher correlation leads to lower diversity in final hires. Using a large-scale empirical analysis of nearly 800,000 job applications across multiple technology firms, we find that enforcing equal shortlists yields limited improvements in hire diversity when the algorithmic screening closely mirrors the hiring manager's preferences. We propose a complementary algorithmic approach designed explicitly to diversify shortlists by selecting candidates likely to be overlooked by managers, yet still competitive according to their evaluation criteria. Empirical simulations show that this approach significantly enhances gender diversity in final hi
The growing prominence of large language models (LLMs) in daily life has heightened concerns that LLMs exhibit many of the same gender-related biases as their creators. In the context of hiring decisions, we quantify the degree to which LLMs perpetuate societal biases and investigate prompt engineering as a bias mitigation technique. Our findings suggest that for a given resumé, an LLM is more likely to hire a female candidate and perceive them as more qualified, but still recommends lower pay relative to male candidates.
Software engineers are responsible for developing, maintaining, and innovating software. To hire software engineers, organizations employ a tech hiring pipeline. This process typically consists of a series of steps to evaluate the extent to which applicants meet job requirements and can effectively contribute to a development team -- such as resume screenings and technical interviews. However, research highlights substantial flaws with current tech hiring practices -- such as bias from stress-inducing assessments. As the landscape of software engineering (SE) is dramatically changing, assessing the technical proficiency and abilities of software engineers is an increasingly crucial task to meet technological needs and demands. In this paper, we outline challenges in current hiring practices and present future directions to promote fair and evidence-based evaluations in tech hiring pipelines. Our vision aims to enhance outcomes for candidates and assessments for employers to enhance the workforce in the tech industry.