arXiv subjects

Krishnaram Kenthapadi

Publications and source records attributed to Krishnaram Kenthapadi.

49 records · Page 3Linked to original sources

arXiv2020

LiFT: A Scalable Framework for Measuring Fairness in ML Applications

Many internet applications are powered by machine learned models, which are usually trained on labeled datasets obtained through either implicit / explicit user feedback signals or human judgments. Since societal biases may be present in the generation of such datasets, it is possible for the trained models to be biased, thereby resulting in potential discrimination and harms for disadvantaged groups. Motivated by the need for understanding and addressing algorithmic bias in web-scale ML systems and the limitations of existing fairness toolkits, we present the LinkedIn Fairness Toolkit (LiFT), a framework for scalable computation of fairness metrics as part of large ML systems. We highlight the key requirements in deployed settings, and present the design of our fairness measurement system. We discuss the challenges encountered in incorporating fairness tools in practice and the lessons learned during deployment at LinkedIn. Finally, we provide open problems based on practical experience.

cs.LG↗

arXiv2020

Evaluating Fairness Using Permutation Tests

Machine learning models are central to people's lives and impact society in ways as fundamental as determining how people access information. The gravity of these models imparts a responsibility to model developers to ensure that they are treating users in a fair and equitable manner. Before deploying a model into production, it is crucial to examine the extent to which its predictions demonstrate biases. This paper deals with the detection of bias exhibited by a machine learning model through statistical hypothesis testing. We propose a permutation testing methodology that performs a hypothesis test that a model is fair across two groups with respect to any given metric. There are increasingly many notions of fairness that can speak to different aspects of model fairness. Our aim is to provide a flexible framework that empowers practitioners to identify significant biases in any metric they wish to study. We provide a formal testing mechanism as well as extensive experiments to show how this method works in practice.

stat.AP↗

arXiv2019

Fairness-Aware Ranking in Search & Recommendation Systems with Application to LinkedIn Talent Search

We present a framework for quantifying and mitigating algorithmic bias in mechanisms designed for ranking individuals, typically used as part of web-scale search and recommendation systems. We first propose complementary measures to quantify bias with respect to protected attributes such as gender and age. We then present algorithms for computing fairness-aware re-ranking of results. For a given search or recommendation task, our algorithms seek to achieve a desired distribution of top ranked results with respect to one or more protected attributes. We show that such a framework can be tailored to achieve fairness criteria such as equality of opportunity and demographic parity depending on the choice of the desired distribution. We evaluate the proposed algorithms via extensive simulations over different parameter choices, and study the effect of fairness-aware ranking on both bias and utility measures. We finally present the online A/B testing results from applying our framework towards representative ranking in LinkedIn Talent Search, and discuss the lessons learned in practice. Our approach resulted in tremendous improvement in the fairness metrics (nearly three fold increase in the number of search queries with representative results) without affecting the business metrics, which paved the way for deployment to 100% of LinkedIn Recruiter users worldwide. Ours is the first large-scale deployed framework for ensuring fairness in the hiring domain, with the potential positive impact for more than 630M LinkedIn members.

cs.IR↗

arXiv2019

What's in a Name? Reducing Bias in Bios without Access to Protected Attributes

There is a growing body of work that proposes methods for mitigating bias in machine learning systems. These methods typically rely on access to protected attributes such as race, gender, or age. However, this raises two significant challenges: (1) protected attributes may not be available or it may not be legal to use them, and (2) it is often desirable to simultaneously consider multiple protected attributes, as well as their intersections. In the context of mitigating bias in occupation classification, we propose a method for discouraging correlation between the predicted probability of an individual's true occupation and a word embedding of their name. This method leverages the societal biases that are encoded in word embeddings, eliminating the need for access to protected attributes. Crucially, it only requires access to individuals' names at training time and not at deployment time. We evaluate two variations of our proposed method using a large-scale dataset of online biographies. We find that both variations simultaneously reduce race and gender biases, with almost no reduction in the classifier's overall true positive rate.

cs.LG↗

arXiv2019

Bias in Bios: A Case Study of Semantic Representation Bias in a High-Stakes Setting

We present a large-scale study of gender bias in occupation classification, a task where the use of machine learning may lead to negative outcomes on peoples' lives. We analyze the potential allocation harms that can result from semantic representation bias. To do so, we study the impact on occupation classification of including explicit gender indicators---such as first names and pronouns---in different semantic representations of online biographies. Additionally, we quantify the bias that remains when these indicators are "scrubbed," and describe proxy behavior that occurs in the absence of explicit gender indicators. As we demonstrate, differences in true positive rates between genders are correlated with existing gender imbalances in occupations, which may compound these imbalances.

cs.IR↗

arXiv2018

PriPeARL: A Framework for Privacy-Preserving Analytics and Reporting at LinkedIn

Preserving privacy of users is a key requirement of web-scale analytics and reporting applications, and has witnessed a renewed focus in light of recent data breaches and new regulations such as GDPR. We focus on the problem of computing robust, reliable analytics in a privacy-preserving manner, while satisfying product requirements. We present PriPeARL, a framework for privacy-preserving analytics and reporting, inspired by differential privacy. We describe the overall design and architecture, and the key modeling components, focusing on the unique challenges associated with privacy, coverage, utility, and consistency. We perform an experimental study in the context of ads analytics and reporting at LinkedIn, thereby demonstrating the tradeoffs between privacy and utility needs, and the applicability of privacy-preserving mechanisms to real-world data. We also highlight the lessons learned from the production deployment of our system at LinkedIn.

cs.CR↗

arXiv2018

Talent Search and Recommendation Systems at LinkedIn: Practical Challenges and Lessons Learned

LinkedIn Talent Solutions business contributes to around 65% of LinkedIn's annual revenue, and provides tools for job providers to reach out to potential candidates and for job seekers to find suitable career opportunities. LinkedIn's job ecosystem has been designed as a platform to connect job providers and job seekers, and to serve as a marketplace for efficient matching between potential candidates and job openings. A key mechanism to help achieve these goals is the LinkedIn Recruiter product, which enables recruiters to search for relevant candidates and obtain candidate recommendations for their job postings. In this work, we highlight a set of unique information retrieval, system, and modeling challenges associated with talent search and recommendation systems.

cs.AI↗

arXiv2018

Towards Deep and Representation Learning for Talent Search at LinkedIn

Talent search and recommendation systems at LinkedIn strive to match the potential candidates to the hiring needs of a recruiter or a hiring manager expressed in terms of a search query or a job posting. Recent work in this domain has mainly focused on linear models, which do not take complex relationships between features into account, as well as ensemble tree models, which introduce non-linearity but are still insufficient for exploring all the potential feature interactions, and strictly separate feature generation from modeling. In this paper, we present the results of our application of deep and representation learning models on LinkedIn Recruiter. Our key contributions include: (i) Learning semantic representations of sparse entities within the talent search domain, such as recruiter ids, candidate ids, and skill entity ids, for which we utilize neural network models that take advantage of LinkedIn Economic Graph, and (ii) Deep models for learning recruiter engagement and candidate response in talent search applications. We also explore learning to rank approaches applied to deep models, and show the benefits for the talent search use case. Finally, we present offline and online evaluation results for LinkedIn talent search and recommendation systems, and discuss potential challenges along the path to a fully deep model architecture. The challenges and approaches discussed generalize to any multi-faceted search engine.

cs.LG↗

arXiv2018

How LinkedIn Economic Graph Bonds Information and Product: Applications in LinkedIn Salary

The LinkedIn Salary product was launched in late 2016 with the goal of providing insights on compensation distribution to job seekers, so that they can make more informed decisions when discovering and assessing career opportunities. The compensation insights are provided based on data collected from LinkedIn members and aggregated in a privacy-preserving manner. Given the simultaneous desire for computing robust, reliable insights and for having insights to satisfy as many job seekers as possible, a key challenge is to reliably infer the insights at the company level when there is limited or no data at all. We propose a two-step framework that utilizes a novel, semantic representation of companies (Company2vec) and a Bayesian statistical model to address this problem. Our approach makes use of the rich information present in the LinkedIn Economic Graph, and in particular, uses the intuition that two companies are likely to be similar if employees are very likely to transition from one company to the other and vice versa. We compute embeddings for companies by analyzing the LinkedIn members' company transition data using machine learning algorithms, then compute pairwise similarities between companies based on these embeddings, and finally incorporate company similarities in the form of peer company groups as part of the proposed Bayesian statistical model to predict insights at the company level. We perform extensive validation using several different evaluation techniques, and show that we can significantly increase the coverage of insights while, in fact, even improving the quality of the obtained insights. For example, we were able to compute salary insights for 35 times as many title-region-company combinations in the U.S. as compared to previous work, corresponding to 4.9 times as many monthly active users. Finally, we highlight the lessons learned from deployment of our system.

cs.SI↗

arXiv2017

Bringing Salary Transparency to the World: Computing Robust Compensation Insights via LinkedIn Salary

The recently launched LinkedIn Salary product has been designed with the goal of providing compensation insights to the world's professionals and thereby helping them optimize their earning potential. We describe the overall design and architecture of the statistical modeling system underlying this product. We focus on the unique data mining challenges while designing and implementing the system, and describe the modeling components such as Bayesian hierarchical smoothing that help to compute and present robust compensation insights to users. We report on extensive evaluation with nearly one year of de-identified compensation data collected from over one million LinkedIn users, thereby demonstrating the efficacy of the statistical models. We also highlight the lessons learned through the deployment of our system at LinkedIn.

cs.SI↗

arXiv2017

LinkedIn Salary: A System for Secure Collection and Presentation of Structured Compensation Insights to Job Seekers

Online professional social networks such as LinkedIn have enhanced the ability of job seekers to discover and assess career opportunities, and the ability of job providers to discover and assess potential candidates. For most job seekers, salary (or broadly compensation) is a crucial consideration in choosing a new job. At the same time, job seekers face challenges in learning the compensation associated with different jobs, given the sensitive nature of compensation data and the dearth of reliable sources containing compensation data. Towards the goal of helping the world's professionals optimize their earning potential through salary transparency, we present LinkedIn Salary, a system for collecting compensation information from LinkedIn members and providing compensation insights to job seekers. We present the overall design and architecture, and describe the key components needed for the secure collection, de-identification, and processing of compensation data, focusing on the unique challenges associated with privacy and security. We perform an experimental study with more than one year of compensation submission history data collected from over 1.5 million LinkedIn members, thereby demonstrating the tradeoffs between privacy and modeling needs. We also highlight the lessons learned from the production deployment of this system at LinkedIn.

cs.SI↗

arXiv2017

Dionysius: A Framework for Modeling Hierarchical User Interactions in Recommender Systems

We address the following problem: How do we incorporate user item interaction signals as part of the relevance model in a large-scale personalized recommendation system such that, (1) the ability to interpret the model and explain recommendations is retained, and (2) the existing infrastructure designed for the (user profile) content-based model can be leveraged? We propose Dionysius, a hierarchical graphical model based framework and system for incorporating user interactions into recommender systems, with minimal change to the underlying infrastructure. We learn a hidden fields vector for each user by considering the hierarchy of interaction signals, and replace the user profile-based vector with this learned vector, thereby not expanding the feature space at all. Thus, our framework allows the use of existing recommendation infrastructure that supports content based features. We implemented and deployed this system as part of the recommendation platform at LinkedIn for more than one year. We validated the efficacy of our approach through extensive offline experiments with different model choices, as well as online A/B testing experiments. Our deployment of this system as part of the job recommendation engine resulted in significant improvement in the quality of retrieved results, thereby generating improved user experience and positive impact for millions of users.

cs.SI↗

arXiv2012

Privacy via the Johnson-Lindenstrauss Transform

Suppose that party A collects private information about its users, where each user's data is represented as a bit vector. Suppose that party B has a proprietary data mining algorithm that requires estimating the distance between users, such as clustering or nearest neighbors. We ask if it is possible for party A to publish some information about each user so that B can estimate the distance between users without being able to infer any private bit of a user. Our method involves projecting each user's representation into a random, lower-dimensional space via a sparse Johnson-Lindenstrauss transform and then adding Gaussian noise to each entry of the lower-dimensional representation. We show that the method preserves differential privacy---where the more privacy is desired, the larger the variance of the Gaussian noise. Further, we show how to approximate the true distances between users via only the lower-dimensional, perturbed data. Finally, we consider other perturbation methods such as randomized response and draw comparisons to sketch-based methods. While the goal of releasing user-specific data to third parties is more broad than preserving distances, this work shows that distance computations with privacy is an achievable goal.

cs.DS↗