Ali Ansari

Hossein Mirzaei, Mohammad Jafari, Hamid Reza Dehbashi et al.

In recent years, there have been significant improvements in various forms of image outlier detection. However, outlier detection performance under adversarial settings lags far behind that in standard settings. This is due to the lack of effective exposure to adversarial scenarios during training, especially on unseen outliers, leading to detection models failing to learn robust features. To bridge this gap, we introduce RODEO, a data-centric approach that generates effective outliers for robust outlier detection. More specifically, we show that incorporating outlier exposure (OE) and adversarial training can be an effective strategy for this purpose, as long as the exposed training outliers meet certain characteristics, including diversity, and both conceptual differentiability and analogy to the inlier samples. We leverage a text-to-image model to achieve this goal. We demonstrate both quantitatively and qualitatively that our adaptive OE method effectively generates ``diverse'' and ``near-distribution'' outliers, leveraging information from both text and image domains. Moreover, our experimental results show that utilizing our synthesized outliers significantly enhances the performance of the outlier detector, particularly in adversarial settings.

Hossein Mirzaei, Ali Ansari, Bahar Dibaei Nia et al.

Scanning for trojan (backdoor) in deep neural networks is crucial due to their significant real-world applications. There has been an increasing focus on developing effective general trojan scanning methods across various trojan attacks. Despite advancements, there remains a shortage of methods that perform effectively without preconceived assumptions about the backdoor attack method. Additionally, we have observed that current methods struggle to identify classifiers trojaned using adversarial training. Motivated by these challenges, our study introduces a novel scanning method named TRODO (TROjan scanning by Detection of adversarial shifts in Out-of-distribution samples). TRODO leverages the concept of "blind spots"--regions where trojaned classifiers erroneously identify out-of-distribution (OOD) samples as in-distribution (ID). We scan for these blind spots by adversarially shifting OOD samples towards in-distribution. The increased likelihood of perturbed OOD samples being classified as ID serves as a signature for trojan detection. TRODO is both trojan and label mapping agnostic, effective even against adversarially trained trojaned classifiers. It is applicable even in scenarios where training data is absent, demonstrating high accuracy and adaptability across various scenarios and datasets, highlighting its potential as a robust trojan scanning strategy.

Hossein Mirzaei, Mojtaba Nafez, Moein Madadi et al.

There have been several efforts to improve Novelty Detection (ND) performance. However, ND methods often suffer significant performance drops under minor distribution shifts caused by changes in the environment, known as style shifts. This challenge arises from the ND setup, where the absence of out-of-distribution (OOD) samples during training causes the detector to be biased toward the dominant style features in the in-distribution (ID) data. As a result, the model mistakenly learns to correlate style with core features, using this shortcut for detection. Robust ND is crucial for real-world applications like autonomous driving and medical imaging, where test samples may have different styles than the training data. Motivated by this, we propose a robust ND method that crafts an auxiliary OOD set with style features similar to the ID set but with different core features. Then, a task-based knowledge distillation strategy is utilized to distinguish core features from style features and help our model rely on core features for discriminating crafted OOD and ID sets. We verified the effectiveness of our method through extensive experimental evaluations on several datasets, including synthetic and real-world benchmarks, against nine different ND methods.

Rumi Allbert, Nima Yazdani, Ali Ansari et al. · stanford

Voice-based conversational AI systems increasingly rely on cascaded architectures that combine speech-to-text (STT), large language models (LLMs), and text-to-speech (TTS) components. We present a large-scale empirical comparison of STT x LLM x TTS stacks using data sampled from over 300,000 AI-conducted job interviews. We used an LLM-as-a-Judge automated evaluation framework to assess conversational quality, technical accuracy, and skill assessment capabilities. Our analysis of five production configurations reveals that a stack combining Google's STT, GPT-4.1, and Cartesia's TTS outperforms alternatives in both objective quality metrics and user satisfaction scores. Surprisingly, we find that objective quality metrics correlate weakly with user satisfaction scores, suggesting that user experience in voice-based AI systems depends on factors beyond technical performance. Our findings provide practical guidance for selecting components in multimodal conversations and contribute a validated evaluation methodology for human-AI interactions.

Ada Aka, Emil Palikot, Ali Ansari et al.

Artificial intelligence (AI) is increasingly used in recruitment, yet empirical evidence quantifying its impact on hiring efficiency and candidate selection remains limited. We randomly assign 37,000 applicants for a junior-developer position to either a traditional recruitment process (resume screening followed by human selection) or an AI-assisted recruitment pipeline incorporating an initial AI-driven structured video interview before human evaluation. Candidates advancing from either track faced the same final-stage human interview, with interviewers blind to the earlier selection method. In the AI-assisted pipeline, 54% of candidates passed the final interview compared with 34% from the traditional pipeline, yielding an average treatment effect of 20 percentage points (SE 12 pp.). Five months later, we collected LinkedIn profiles of top applicants from both groups and found that 18% (SE 1.1%) of applicants from the traditional track found new jobs compared with 23% (SE 2.3%) from the AI group, resulting in a 5.9 pp. (SE 2.6 pp.) difference in the probability of finding new employment between groups. The AI system tended to select younger applicants with less experience and fewer advanced credentials. We analyze AI-generated interview transcripts to examine the selection criteria and conversational dynamics. Our findings contribute to understanding how AI technologies affect decision making in recruitment and talent acquisition while highlighting some of their potential implications.