In the minds of many, emerging technologies are supposed to be our lifeline to combat the climate crisis. However, it’s becoming increasingly clear that the rapid development (and adoption) of AI poses as many environmental problems as it solves.
The American investment fund Andreessen Horowitz has just released a study on the various generative AI tools that are experiencing the most success. ChatGPT obviously takes the lion’s share. But the famous solution from OpenAI is far from alone in the market.
Generative AI applications are currently very popular within the web content creation community. The burning question is: how can ChatGPT help me? But the opposite consideration is just as important: what types of content are best not generated by AI?
The question for businesses is no longer whether they should use AI or not… given that employees are already using it autonomously in their work without waiting for permission! This is, in any case, the picture of the market painted by a recent study by Microsoft and LinkedIn.
Generative artificial intelligence (AI) tools like Gemini and ChatGPT are currently very popular among many organizations looking to leverage their benefits. In the job search arena, some voices are condemning their use, while others are celebrating it. It’s not easy to navigate this landscape.
With ChatGPT, there is virtually no limit to the amount of text a company can produce to document its policies, practices, processes, and project progress. Edouard Reinach and Gabriel Lesperance, founders of the Quebec-based startup Trampoline AI, have devised an algorithm to facilitate information retrieval within an organization. Here’s how it works.
Artificial intelligence, social media, brand online visibility… American research firm Gartner has just released a report on the influence of technological advancements in the field of marketing and the major upcoming trends for 2024 and beyond. Here’s a summary.
When recruiters discuss artificial intelligence, they typically focus on the benefits it can offer employers in terms of filtering, selecting, or evaluating candidates. However, they tend to overlook the fact that candidates also have access to this technology. This could potentially disrupt the world of recruitment!
