We study a referential game (a type of signaling game) where two agents communicate with each other via a discrete bottleneck to achieve a common goal. In our referential game, the goal of the speaker is to compose a message or a symbolic representation of "important" image patches, while the task for the listener is to match the speaker's message to a different view of the same image. We show that it is indeed possible for the two agents to develop a communication protocol without explicit or implicit supervision. We further investigate the developed protocol and show the applications in speeding up recent Vision Transformers by using only important patches, and as pre-training for downstream recognition tasks (e.g., classification). Code available at https://github.com/kampta/PatchGame.
Digital maps are commonly used across the globe for exploring places that users are interested in, commonly referred to as points of interest (PoI). In online food delivery platforms, PoIs could represent any major private compounds where customers could order from such as hospitals, residential complexes, office complexes, educational institutes and hostels. In this work, we propose an end-to-end unsupervised system design for obtaining polygon representations of PoIs (PoI polygons) from address locations and address texts. We preprocess the address texts using locality names and generate embeddings for the address texts using a deep learning-based architecture, viz. RoBERTa, trained on our internal address dataset. The PoI candidates are identified by jointly clustering the anonymised customer phone GPS locations (obtained during address onboarding) and the embeddings of the address texts. The final list of PoI polygons is obtained from these PoI candidates using novel post-processing steps. This algorithm identified 74.8 % more PoIs than those obtained using the Mummidi-Krumm baseline algorithm run on our internal dataset. The proposed algorithm achieves a median area precision of 98 %, a median area recall of 8 %, and a median F-score of 0.15. In order to improve the recall of the algorithmic polygons, we post-process them using building footprint polygons from the OpenStreetMap (OSM) database. The post-processing algorithm involves reshaping the algorithmic polygon using intersecting polygons and closed private roads from the OSM database, and accounting for intersection with public roads on the OSM database. We achieve a median area recall of 70 %, a median area precision of 69 %, and a median F-score of 0.69 on these post-processed polygons.
The recruitment of new personnel is one of the most essential business processes which affect the quality of human capital within any company. It is highly essential for the companies to ensure the recruitment of right talent to maintain a competitive edge over the others in the market. However IT companies often face a problem while recruiting new people for their ongoing projects due to lack of a proper framework that defines a criteria for the selection process. In this paper we aim to develop a framework that would allow any project manager to take the right decision for selecting new talent by correlating performance parameters with the other domain-specific attributes of the candidates. Also, another important motivation behind this project is to check the validity of the selection procedure often followed by various big companies in both public and private sectors which focus only on academic scores, GPA/grades of students from colleges and other academic backgrounds. We test if such a decision will produce optimal results in the industry or is there a need for change that offers a more holistic approach to recruitment of new talent in the software companies. The scope of this work extends beyond the IT domain and a similar procedure can be adopted to develop a recruitment framework in other fields as well. Data-mining techniques provide useful information from the historical projects depending on which the hiring-manager can make decisions for recruiting high-quality workforce. This study aims to bridge this hiatus by developing a data-mining framework based on an ensemble-learning technique to refocus on the criteria for personnel selection. The results from this research clearly demonstrated that there is a need to refocus on the selection-criteria for quality objectives.