In computer security, Capture the Flag (CTF) is an exercise in which participants attempt to find text strings, called "flags", which are secretly hidden in purposefully vulnerable programs or websites. They can be used for both competitive or educational purposes. In two main variations of CTFs, participants either steal flags from other participants (attack/defense-style CTFs) or from organizers (jeopardy-style challenges). A mixed competition combines these two styles. Competitions can include hiding flags in hardware devices, they can be both online or in-person, and can be advanced or entry-level. The game is inspired by the traditional outdoor sport with the same name. CTFs are used as a tool for developing and refining cybersecurity skills, making them popular in both professional and academic settings. == Overview == Capture the Flag (CTF) is a cybersecurity competition that is used to test and develop computer security skills. It was first developed in 1996 at DEF CON, the largest cybersecurity conference in the United States which is hosted annually in Las Vegas, Nevada. The conference hosts a weekend of cybersecurity competitions, including their flagship CTF. Two popular CTF formats are jeopardy and attack-defense. Both formats test participant’s knowledge in cybersecurity, but differ in objective. In the Jeopardy format, participating teams must complete as many challenges of varying point values from a various categories such as cryptography, web exploitation, and reverse engineering. In the attack-defense format, competing teams must defend their vulnerable computer systems while attacking their opponent's systems. The exercise involves a diverse array of tasks, including exploitation and cracking passwords, but there is little evidence showing how these tasks translate into cybersecurity knowledge held by security experts. Recent research has shown that the Capture the Flag tasks mainly covered technical knowledge but lacked social topics like social engineering and awareness on cybersecurity. == Educational applications == CTFs have been shown to be an effective way to improve cybersecurity education through gamification. There are many examples of CTFs designed to teach cybersecurity skills to a wide variety of audiences, including PicoCTF, organized by the Carnegie Mellon CyLab, which is oriented towards high school students, and Arizona State University supported pwn.college. Beyond educational CTF events and resources, CTFs has been shown to be a highly effective way to instill cybersecurity concepts in the classroom. CTFs have been included in undergraduate computer science classes such as Introduction to Information Security at the National University of Singapore. CTFs are also popular in military academies. They are often included as part of the curriculum for cybersecurity courses, with the NSA organized Cyber Exercise culminating in a CTF competition between the US service academies and military colleges. == Competitions == Many CTF organizers register their competition with the CTFtime platform. This allows the tracking of the position of teams over time and across competitions. These include "Plaid Parliament of Pwning", "More Smoked Leet Chicken", "Dragon Sector", "dcua", "Eat, Sleep, Pwn, Repeat", "perfect blue", "organizers" and "Blue Water". Overall the "Plaid Parliament of Pwning" and "Dragon Sector" have both placed first worldwide the most with three times each. === Community competitions === Every year there are dozens of CTFs organized in a variety of formats. Many CTFs are associated with cybersecurity conferences such as DEF CON, various editions of SANS Institute's NetWars, HITCON, and BSides. The DEF CON CTF, an attack-defence CTF, is notable for being one of the oldest CTF competitions to exist, and has been variously referred to as the "World Series", "Superbowl", and "Olympics", of hacking by media outlets. The NYU Tandon hosted Cybersecurity Awareness Worldwide (CSAW) CTF is one of the largest open-entry competitions for students learning cybersecurity from around the world. In 2021, it hosted over 1200 teams during the qualification round. In addition to conference organized CTFs, many CTF clubs and teams organize CTF competitions. Many CTF clubs and teams are associated with universities, such as the CMU associated Plaid Parliament of Pwning, which hosts PlaidCTF, and the ASU associated Shellphish. Some community CTFs are online and open to all participants. The SANS Institute Holiday Hack Challenge and TryHackMe Advent of Cyber. === Government-supported competitions === Governmentally supported CTF competitions include the DARPA Cyber Grand Challenge and ENISA European Cybersecurity Challenge. In 2023, the US Space Force-sponsored Hack-a-Sat CTF competition included, for the first time, a live orbital satellite for participants to exploit. === Corporate-supported competitions === Corporations and other organizations sometimes use CTFs as a training or evaluation exercise, with benefits similar to those in educational settings. In addition to internal CTF exercises, some corporations such as Google and Tencent host publicly accessible CTF competitions. == In popular culture == In Mr. Robot, a qualification round for the DEF CON CTF competition is depicted in the season 3 opener "eps3.0_power-saver-mode.h". The logo for DEF CON can be seen in the background. In The Undeclared War, a CTF is depicted in the opening scene of the series as a recruitment exercise used by GCHQ. Go Go Squid!, a Chinese television series, is based around training for and competing in highly stylized CTF competitions .
Artificial intelligence in hiring
Artificial intelligence can be used to automate aspects of the job recruitment process. Advances in artificial intelligence, such as the advent of machine learning and the growth of big data, enable AI to be utilized to recruit, screen, and predict the success of applicants. Proponents of artificial intelligence in hiring claim it reduces bias, assists with finding qualified candidates, and frees up human resource workers' time for other tasks, while opponents worry that AI perpetuates inequalities in the workplace and will eliminate jobs. Despite the potential benefits, the ethical implications of AI in hiring remain a subject of debate, with concerns about algorithmic transparency, accountability, and the need for ongoing oversight to ensure fair and unbiased decision-making throughout the recruitment process. == Background == It is common for companies to use AI to automate aspects of their hiring process, especially the hospitality, finance, and tech industries. == Uses == === Screeners === Screeners are tests that allow companies to sift through a large applicant pool and extract applicants that have desirable features. What factors are used to screen applicants is a concern to ethicists and civil rights activists. A screener that favors people who have similar characteristics to those already employed at a company may perpetuate inequalities. For example, if a company that is predominantly white and male uses its employees' data to train its screener it may accidentally create a screening process that favors white, male applicants. The automation of screeners also has the potential to reduce biases. Biases against applicants with African American sounding names have been shown in multiple studies. An AI screener has the potential to limit human bias and error in the hiring process, allowing more minority applicants to be successful. === Recruitment === Recruitment involves the identification of potential applicants and the marketing of positions. AI is commonly utilized in the recruitment process because it can help boost the number of qualified applicants for positions. Companies are able to use AI to target their marketing to applicants who are likely to be good fits for a position. This often involves the use of social media sites advertising tools, which rely on AI. Facebook allows advertisers to target ads based on demographics, location, interests, behavior, and connections. Facebook also allows companies to target a "look-a-like" audience, that is the company supplies Facebook with a data set, typically the company's current employees, and Facebook will target the ad to profiles that are similar to the profiles in the data set. Additionally, job sites like Indeed, Glassdoor, and ZipRecruiter target job listings to applicants that have certain characteristics employers are looking for. Targeted advertising has many advantages for companies trying to recruit such being a more efficient use of resources, reaching a desired audience, and boosting qualified applicants. This has helped make it a mainstay in modern hiring. Who receives a targeted ad can be controversial. In hiring, the implications of targeted ads have to do with who is able to find out about and then apply to a position. Most targeted ad algorithms are proprietary information. Some platforms, like Facebook and Google, allow users to see why they were shown a specific ad, but users who do not receive the ad likely never know of its existence and also have no way of knowing why they were not shown the ad. === Interviews === Chatbots were one of the first applications of AI and are commonly used in the hiring process. Interviewees interact with chatbots to answer interview questions, and an analysis of their responses can be generated by AI. HireVue has created technology that analyzes interviewees' responses and gestures during recorded video interviews. Over 12 million interviewees have been screened by the more than 700 companies that utilize the service. == Controversies == Artificial intelligence in hiring confers many benefits, but it also has some challenges that have concerned experts. AI is only as good as the data it is using. Biases can inadvertently be baked into the data used in AI. Often companies will use data from their employees to decide what people to recruit or hire. This can perpetuate bias and lead to more homogenous workforces. Facebook Ads was an example of a platform that created such controversy for allowing business owners to specify what type of employee they are looking for. For example, job advertisements for nursing and teach could be set such that only women of a specific age group would see the advertisements. Facebook Ads has since then removed this function from its platform, citing the potential problems with the function in perpetuating biases and stereotypes against minorities. The growing use of Artificial Intelligence-enabled hiring systems has become an important component of modern talent hiring, particularly through social networks such as LinkedIn and Facebook. However, data overflow embedded in the hiring systems, based on Natural Language Processing (NLP) methods, may result in unconscious gender bias. Utilizing data driven methods may mitigate some bias generated from these systems It can also be hard to quantify what makes a good employee. This poses a challenge for training AI to predict which employees will be best. Commonly used metrics like performance reviews can be subjective and have been shown to favor white employees over black employees and men over women. Another challenge is the limited amount of available data. Employers only collect certain details about candidates during the initial stages of the hiring process. This requires AI to make determinations about candidates with very limited information to go off of. Additionally, many employers do not hire employees frequently and so have limited firm specific data to go off. To combat this, many firms will use algorithms and data from other firms in their industry. AI's reliance on applicant and current employees personal data raises privacy issues. These issues effect both the applicants and current employees, but also may have implications for third parties who are linked through social media to applicants or current employees. For example, a sweep of someone's social media will also show their friends and people they have tagged in photos or posts. == AI and the future of hiring == Artificial intelligence along with other technological advances such as improvements in robotics have placed 47% of jobs at risk of being eliminated in the near future. In 2016 the founder of the World Economic Forum, Klaus Schwab, called AI and related technology the "Fourth Industrial Revolution". According to some scholars, however, the transformative impact of AI on labor has been overstated. The "no-real-change" theory holds that an IT revolution has already occurred, but that the benefits of implementing new technologies does not outweigh the costs associated with adopting them. This theory claims that the result of the IT revolution is thus much less impactful than had originally been forecasted. Other scholars refute this theory claiming that AI has already led to significant job loss for unskilled labor and that it will eliminate middle skill and high skill jobs in the future. This position is based around the idea that AI is not yet a technology of general use and that any potential 4th industrial revolution has not fully occurred. A third theory holds that the effect of AI and other technological advances is too complicated to yet be understood. This theory is centered around the idea that while AI will likely eliminate jobs in the short term it will also likely increase the demand for other jobs. The question then becomes will the new jobs be accessible to people and will they emerge near when jobs are eliminated. == AI use in hiring for candidates == Job seekers now commonly encounter AI-driven tools at multiple stages, including automated resume parsing, video interview analysis, chatbots for frequently asked questions, and real‑time application updates. Some candidates also employ AI career agents, designed to optimize job searches, tailor applications, and interface with hiring teams. A 2025 Australian study found that AI-driven video interviews exhibited transcription error rates of up to 22% for non‑native speakers and those with speech-related disabilities, raising concerns of discrimination. A 2017 study in the Journal of Sociology found persistent gender and racial disparities in AI screening tools, even when fairness interventions are applied. Industry observers describe a growing “AI arms race” in recruitment, where both employers and candidates increasingly rely on automated agents. Employers use recruiting systems to source and filter applicants, while candidates deploy AI agents to prepare and submit applications. == Regulations == The Artifici
Strong secrecy
Strong secrecy is a term used in formal proof-based cryptography for making propositions about the security of cryptographic protocols. It is a stronger notion of security than syntactic (or weak) secrecy. Strong secrecy is related with the concept of semantic security or indistinguishability used in the computational proof-based approach. Bruno Blanchet provides the following definition for strong secrecy: Strong secrecy means that an adversary cannot see any difference when the value of the secret changes For example, if a process encrypts a message m an attacker can differentiate between different messages, since their ciphertexts will be different. Thus m is not a strong secret. If however, probabilistic encryption were used, m would be a strong secret. The randomness incorporated into the encryption algorithm will yield different ciphertexts for the same value of m.
Cryptochannel
In telecommunications, a cryptochannel is a complete system of crypto-communications between two or more holders or parties. It includes: (a) the cryptographic aids prescribed; (b) the holders thereof; (c) the indicators or other means of identification; (d) the area or areas in which effective; (e) the special purpose, if any, for which provided; and (f) pertinent notes as to distribution, usage, etc. A cryptochannel is analogous to a radio circuit.
Cryptochannel
In telecommunications, a cryptochannel is a complete system of crypto-communications between two or more holders or parties. It includes: (a) the cryptographic aids prescribed; (b) the holders thereof; (c) the indicators or other means of identification; (d) the area or areas in which effective; (e) the special purpose, if any, for which provided; and (f) pertinent notes as to distribution, usage, etc. A cryptochannel is analogous to a radio circuit.
Feng Office Community Edition
Feng Office Community Edition (formerly OpenGoo) is an open-source collaboration platform developed and supported by Feng Office and the OpenGoo community. It is a fully featured online office suite with a similar set of features as other online office suites, like Google Workspace, Microsoft 365, Zimbra, LibreOffice Online and Zoho Office Suite. The application can be downloaded and installed on a server. Feng Office could also be categorized as collaborative software and as personal information manager software. == Features == Feng Office Community Edition main features include project management, document management, contact management, e-mail and time management. Text documents and presentations can be created and edited online. Files can be uploaded, organized and shared, independent of file formats. Organization of the information in Feng Office Community Edition is done using workspaces and tags. The application presents the information stored using different interfaces such as lists, dashboards and calendar views. == Licensing == Feng Office Community Edition is distributed under the GNU Affero General Public License, version 3 only. == Technology used == Feng Office uses PHP, JavaScript, AJAX (ExtJS) and MySQL technology. Several open source projects served as a basis for development. ActiveCollab's last open sourced release was used as the initial code base. It includes CKEditor for online document editing. == System requirements == The server could run on any operating system. The system needs the following packages: Apache HTTP Server 2.0+ PHP 5.0+ MySQL 4.1+ (InnoDB support recommended) On the client side, the user is only required to use a modern Web browser. == History == OpenGoo started as a degree project at the faculty of Engineering of the University of the Republic, Uruguay. The project was presented and championed by Software Engineer Conrado Viña. Software Engineers Marcos Saiz and Ignacio de Soto developed the first prototype as their thesis. Professors Eduardo Fernández and Tomas Laurenzo served as tutors. Conrado, Ignacio and Marcos founded the OpenGoo community and remain active members and core developers. The thesis was approved with the highest score. In 2008, Viña joined the Uruguayan software development company Moove It. Currently there is a second project for OpenGoo at the same university being developed by students Fernando Rodríguez, Ignacio Vázquez and Juan Pedro del Campo. Their project aims to build an open source Web-based spreadsheet. In December 2009 the OpenGoo name was changed to Feng Office Community Edition.
Business intelligence
Business intelligence (BI) consists of strategies, methodologies, and technologies used by enterprises for data analysis and management of business information to inform business strategies and business operations. Common functions of BI technologies include reporting, online analytical processing, analytics, dashboard development, data mining, process mining, complex event processing, business performance management, benchmarking, text mining, predictive analytics, and prescriptive analytics. BI tools can handle large amounts of structured and sometimes unstructured data to help organizations identify, develop, and otherwise create new strategic business opportunities. They aim to allow for the easy interpretation of these big data. Identifying new opportunities and implementing an effective strategy based on insights is assumed to potentially provide businesses with a competitive market advantage and long-term stability, and help them take strategic decisions. Business intelligence can be used by enterprises to support a wide range of business decisions ranging from operational to strategic. Basic operating decisions include product positioning or pricing. Strategic business decisions involve priorities, goals, and directions at the broadest level. In all cases, business intelligence is considered most effective when it combines data from the market in which a company operates (external data) with data from internal company sources, such as financial and operational information. When integrated, external and internal data provide a comprehensive view that creates ‘intelligence’ not possible from any single data source alone. Among their many uses, business intelligence tools empower organizations to gain insight into new markets, to assess demand and suitability of products and services for different market segments, and to gauge the impact of marketing efforts. BI applications use data gathered from a data warehouse (DW) or from a data mart, and the concepts of BI and DW combine as "BI/DW" or as "BIDW". A data warehouse contains a copy of analytical data that facilitates decision support. == History == The earliest known use of the term business intelligence is in Richard Millar Devens' Cyclopædia of Commercial and Business Anecdotes (1865). Devens used the term to describe how the banker Sir Henry Furnese gained profit by receiving and acting upon information about his environment, prior to his competitors: Throughout Holland, Flanders, France, and Germany, he maintained a complete and perfect train of business intelligence. The news of the many battles fought was thus received first by him, and the fall of Namur added to his profits, owing to his early receipt of the news. The ability to collect and react accordingly based on the information retrieved, Devens says, is central to business intelligence. When Hans Peter Luhn, a researcher at IBM, used the term business intelligence in an article published in 1958, he employed the Webster's Dictionary definition of intelligence: "the ability to apprehend the interrelationships of presented facts in such a way as to guide action towards a desired goal." In 1989, Howard Dresner (later a Gartner analyst) proposed business intelligence as an umbrella term to describe "concepts and methods to improve business decision making by using fact-based support systems." It was not until the late 1990s that this usage was widespread. == Definition == According to Solomon Negash and Paul Gray, business intelligence (BI) can be defined as systems that combine: Data gathering Data storage Knowledge management with analysis to evaluate complex corporate and competitive information for presentation to planners and decision makers, with the objective of improving the timeliness and the quality of the input to the decision process." According to Forrester Research, business intelligence is "a set of methodologies, processes, architectures, and technologies that transform raw data into meaningful and useful information used to enable more effective strategic, tactical, and operational insights and decision-making." Under this definition, business intelligence encompasses information management (data integration, data quality, data warehousing, master-data management, text- and content-analytics, et al.). Therefore, Forrester refers to data preparation and data usage as two separate but closely linked segments of the business-intelligence architectural stack. Some elements of business intelligence are: Multidimensional aggregation and allocation Denormalization, tagging, and standardization Realtime reporting with analytical alert A method of interfacing with unstructured data sources Group consolidation, budgeting, and rolling forecasts Statistical inference and probabilistic simulation Key performance indicators optimization Version control and process management Open item management Forrester distinguishes this from the business-intelligence market, which is "just the top layers of the BI architectural stack, such as reporting, analytics, and dashboards." === Compared with competitive intelligence === Though the term business intelligence is sometimes a synonym for competitive intelligence (because they both support decision making), BI uses technologies, processes, and applications to analyze mostly internal, structured data and business processes while competitive intelligence gathers, analyzes, and disseminates information with a topical focus on company competitors. If understood broadly, competitive intelligence can be considered as a subset of business intelligence. === Compared with business analytics === Business intelligence and business analytics are sometimes used interchangeably, but there are alternate definitions. Thomas Davenport, professor of information technology and management at Babson College argues that business intelligence should be divided into querying, reporting, Online analytical processing (OLAP), an "alerts" tool, and business analytics. In this definition, business analytics is the subset of BI focusing on statistics, prediction, and optimization, rather than the reporting functionality. == Unstructured data == Business operations can generate a very large amount of data in the form of emails, memos, notes from call centers, news, user groups, chats, reports, web pages, presentations, image files, video files, and marketing material. According to Merrill Lynch, more than 85% of all business information exists in these forms; a company might only use such a document a single time. Because of the way it is produced and stored, this information is either unstructured or semi-structured. The management of semi-structured data is an unsolved problem in the information technology industry. According to projections from Gartner (2003), white-collar workers spend 30–40% of their time searching, finding, and assessing unstructured data. BI uses both structured and unstructured data. The former is easy to search, and the latter contains a large quantity of the information needed for analysis and decision-making. Because of the difficulty of properly searching, finding, and assessing unstructured or semi-structured data, organizations may not draw upon these vast reservoirs of information, which could influence a particular decision, task, or project. This can ultimately lead to poorly informed decision-making. Therefore, when designing a business intelligence/DW solution, the specific problems associated with semi-structured and unstructured data must be accommodated, as well as those associated with structured data. === Limitations of semi-structured and unstructured data === There are several challenges to developing BI with semi-structured data. According to Inmon & Nesavich, some of those are: Physically accessing unstructured textual data – unstructured data is stored in a huge variety of formats. Terminology – Among researchers and analysts, there is a need to develop standardized terminology. Volume of data – As stated earlier, up to 85% of all data exists as semi-structured data. Couple that with the need for word-to-word and semantic analysis. Searchability of unstructured textual data – A simple search on some data, e.g. apple, results in links where there is a reference to that precise search term. (Inmon & Nesavich, 2008) gives an example: "a search is made on the term felony. In a simple search, the term felony is used, and everywhere there is a reference to felony, a hit to an unstructured document is made. But a simple search is crude. It does not find references to crime, arson, murder, embezzlement, vehicular homicide, and such, even though these crimes are types of felonies". === Metadata === To solve problems with searchability and assessment of data, it is necessary to know something about the content. This can be done by adding context through the use of metadata. Many systems already capture some metadata (e.g. filename, author, size, etc.), but more usef