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Mastering 1:1s as a Data Scientist: From Status Updates to Career Growth

I have been a data team manager for six months, and my team has grown from three to five. I wrote about my initial manager experiences back in November. In this article, I want to talk about something that is more essential to the relationship between a DS or DA individual contributor (IC) and their manager — the 1:1 meetings. I remember when I first started my career, I felt nervous and awkward in my 1:1s, as I didn’t know what to expect or what was useful. Now, having been on both sides during 1:1s, I understand better how to have an effective 1:1 meeting. If you have ever struggled with how to make the best out of your 1:1s, here are my essential tips. I. Set up a regular 1:1 cadence First and foremost, 1:1 meetings with your manager should happen regularly. It could be weekly or biweekly, depending on the pace of your projects. For example, if you are more analytics-focused and have lots of fast-moving reporting and analysis tasks, a weekly 1:1 might be better to provide timely updates and align on project prioritization. However, if you are focusing on a long-term machine learning project that will span multiple weeks, you might feel more comfortable with a biweekly cadence — this allows you to do your research, try different approaches, and have meaningful conversations during 1:1s. I have weekly recurring 30-minute 1:1 slots with everyone on my team, just to make sure I always have this dedicated time for them every week. These meetings sometimes end up being short 15-minute chats or even casual conversations about life after work, but I still find them super helpful for staying updated on what’s on top of everyone’s mind and building personal connections. II. Make preparations and update your 1:1 agenda Preparing for your 1:1 is critical. I maintain a shared 1:1 document with my manager and update it every week before our meetings. I also appreciate my direct reports preparing their 1:1 agenda beforehand. Here is why: Throughout the week, I like to jot down discussion topics quickly on my 1:1 doc whenever they come to my mind. This ensures I cover all important points during the meeting and improves communication effectiveness. Having an agenda helps both you and your manager keep track of what has been discussed and keeps everyone accountable. We talk to many people every day, so it is totally normal if you lose track of what you have mentioned to someone. Therefore, having such a doc reminds you of your previous conversations. Now, as a manager with a team of five, I also turn to the 1:1 docs to ensure I address all open questions and action items from the last meeting and find links to past projects. It can also assist your performance review process. When writing my self-review, I read through my 1:1 doc to list my achievements. Similarly, I also use the 1:1 docs with my team to make sure I do not miss any highlights from their projects. So, what are good topics for 1:1? See the section below. III. Topics on your 1:1 agenda While each manager has their preferences, there’s a wide range of topics that are generally appropriate for 1:1s. You don’t have to cover every one of them, but I hope they give you some inspiration and you no longer feel clueless about your 1:1. Achievements since the last 1:1: I recommend listing the latest achievements in your 1:1 doc. You don’t have to talk about each one in detail during the meeting, but it’s good to give your manager visibility and remind them how good you are 🙂. It is also a good idea to highlight both your effort and impact. Business is usually impact-driven, and the data team is no exception. If your A/B test leads to a go/no-go decision, mention that in the meeting. If your analysis leads to a product idea, bring it up and discuss how you plan to support the development and measure the impact. Ongoing and upcoming projects: One common pattern I’ve observed in my 7-year career is that Data Teams usually have long backlogs with numerous “urgent” requests. 1:1 is a good time to align with your manager on shifting priorities and timelines. If your project is blocked, let your manager know. While independence is always appreciated, unexpected blockers can arise at anytime. It’s perfectly acceptable to work through the blockers with your manager, as they typically have more experience and are supposed to empower you to complete your projects. It is better to let your manager know ahead of time instead of letting them find out themselves later and ask you why you missed the timeline. Meanwhile, ideally, you don’t just bring up the blockers but also suggest possible solutions or ask for specific help. For example, “I am blocked on accessing X data. Should I prioritize building the data pipeline with the data engineer or push for an ad-hoc pull?” This shows you are a true problem-solver with a growth mindset. Career growth: You can also use the 1:1 time to talk about career growth topics. Career growth for data scientists isn’t just about promotions. You might be more interested in growing technical expertise in a specific domain, such as experimentation, or moving from DS to different functions like MLE, or gaining Leadership experience and transitioning to a people management role, just like me. To make sure you are moving towards your career goal, you should have this conversation with your manager regularly so they can provide corresponding advice and match you with projects that align with your long-term goal. I also have monthly career growth check-in sessions with my team to specifically talk about career progress. If you always find your 1:1 time being occupied by project updates, consider setting up a separate meeting like this with your manager. Feedback: Feedback should go both directions. Your manager likely does not have as much time to work on data projects as you do. Therefore, you might notice inefficiencies in project workflows, analysis processes, or cross-functional collaboration that they aren’t aware of. Don’t hesitate to bring these up. And similar to handling blockers, it’s recommended to think about potential solutions before going to the meeting to show your manager you are a team player who contributes to the team’s culture and success. For example, instead of saying, “We’re getting too many ad-hoc requests,” frame it as “Ad-hoc requests coming through Slack DMs reduce our focus time on planned projects. Could we invite stakeholders to our sprint planning meetings to align on priorities and have a more formal request intake process during the sprint?” Meanwhile, you can also use this opportunity to ask your manager for any feedback on your performance. This helps you identify gaps, improve continuously, and ensures there are no surprises during your official performance review 🙂 Team and company goals: Change is the only constant in business. Data teams work closely with stakeholders, so data scientists need to understand the company’s priorities and what matters most at the moment. For example, if your company is focusing on retention, you might want to analyze drivers of higher retention and propose corresponding marketing campaign ideas to your stakeholder. To give you a more concrete idea of the 1:1 agenda, let’s assume you work at a consumer bank and focus on the credit card rewards domain. Here is a sample agenda: Date: 03/03/2025 ✅ Last week’s accomplishments Rewards A/B test analysis [link]: Shared with stakeholders, and we will launch the winning treatment A to broader users in Q1. Rewards redemption analysis [link]: Most users redeem rewards for statement balance. Talking to the marketing team to run an email campaign advertising other redemption options. 🗒 Ongoing projects [P0] Rewards churn analysis: Understand if rewards activities are correlated with churn. ETA 3/7. [P1] Rewards costs dashboard: Build a dashboard tracking the costs of all rewards activities. ETA 3/12. [Blocked] Travel credit usage dashboard: Waiting for DE to set up the travel booking table. Followed up on 2/27. Need escalation? [Deprioritized] Retail merchant bonus rewards campaign support: This was deprioritized by the marketing team as we delayed the campaign. 🔍 Other topics I would like to gain more experience in machine learning. Are there any project opportunities? Any feedback on my collaboration with the stakeholder? Please also keep in mind that you should update your 1:1 doc actively during the meeting. It should reflect what is discussed and include important notes for each bullet point. You can even add an ‘Action Items’ section at the bottom of each meeting agenda to make the next steps clear. Final thoughts Above are my essential tips to run effective 1:1s as a data scientist. By establishing regular meetings, preparing thoughtful agendas, and covering meaningful topics, you can transform these meetings from awkward status updates into valuable growth opportunities. Remember, your 1:1 isn’t just about updating your manager — it’s about getting the support, guidance, and visibility you need to grow in your role.

I have been a data team manager for six months, and my team has grown from three to five.

I wrote about my initial manager experiences back in November. In this article, I want to talk about something that is more essential to the relationship between a DS or DA individual contributor (IC) and their manager — the 1:1 meetings. I remember when I first started my career, I felt nervous and awkward in my 1:1s, as I didn’t know what to expect or what was useful. Now, having been on both sides during 1:1s, I understand better how to have an effective 1:1 meeting.

If you have ever struggled with how to make the best out of your 1:1s, here are my essential tips.

I. Set up a regular 1:1 cadence

First and foremost, 1:1 meetings with your manager should happen regularly. It could be weekly or biweekly, depending on the pace of your projects. For example, if you are more analytics-focused and have lots of fast-moving reporting and analysis tasks, a weekly 1:1 might be better to provide timely updates and align on project prioritization. However, if you are focusing on a long-term machine learning project that will span multiple weeks, you might feel more comfortable with a biweekly cadence — this allows you to do your research, try different approaches, and have meaningful conversations during 1:1s.

I have weekly recurring 30-minute 1:1 slots with everyone on my team, just to make sure I always have this dedicated time for them every week. These meetings sometimes end up being short 15-minute chats or even casual conversations about life after work, but I still find them super helpful for staying updated on what’s on top of everyone’s mind and building personal connections.

II. Make preparations and update your 1:1 agenda

Preparing for your 1:1 is critical. I maintain a shared 1:1 document with my manager and update it every week before our meetings. I also appreciate my direct reports preparing their 1:1 agenda beforehand. Here is why:

  • Throughout the week, I like to jot down discussion topics quickly on my 1:1 doc whenever they come to my mind. This ensures I cover all important points during the meeting and improves communication effectiveness.
  • Having an agenda helps both you and your manager keep track of what has been discussed and keeps everyone accountable. We talk to many people every day, so it is totally normal if you lose track of what you have mentioned to someone. Therefore, having such a doc reminds you of your previous conversations. Now, as a manager with a team of five, I also turn to the 1:1 docs to ensure I address all open questions and action items from the last meeting and find links to past projects.
  • It can also assist your performance review process. When writing my self-review, I read through my 1:1 doc to list my achievements. Similarly, I also use the 1:1 docs with my team to make sure I do not miss any highlights from their projects.

So, what are good topics for 1:1? See the section below.

III. Topics on your 1:1 agenda

While each manager has their preferences, there’s a wide range of topics that are generally appropriate for 1:1s. You don’t have to cover every one of them, but I hope they give you some inspiration and you no longer feel clueless about your 1:1.

  • Achievements since the last 1:1: I recommend listing the latest achievements in your 1:1 doc. You don’t have to talk about each one in detail during the meeting, but it’s good to give your manager visibility and remind them how good you are 🙂. It is also a good idea to highlight both your effort and impact. Business is usually impact-driven, and the data team is no exception. If your A/B test leads to a go/no-go decision, mention that in the meeting. If your analysis leads to a product idea, bring it up and discuss how you plan to support the development and measure the impact.
  • Ongoing and upcoming projects: One common pattern I’ve observed in my 7-year career is that Data Teams usually have long backlogs with numerous “urgent” requests. 1:1 is a good time to align with your manager on shifting priorities and timelines.
    • If your project is blocked, let your manager know. While independence is always appreciated, unexpected blockers can arise at anytime. It’s perfectly acceptable to work through the blockers with your manager, as they typically have more experience and are supposed to empower you to complete your projects. It is better to let your manager know ahead of time instead of letting them find out themselves later and ask you why you missed the timeline. Meanwhile, ideally, you don’t just bring up the blockers but also suggest possible solutions or ask for specific help. For example, “I am blocked on accessing X data. Should I prioritize building the data pipeline with the data engineer or push for an ad-hoc pull?” This shows you are a true problem-solver with a growth mindset.
  • Career growth: You can also use the 1:1 time to talk about career growth topics. Career growth for data scientists isn’t just about promotions. You might be more interested in growing technical expertise in a specific domain, such as experimentation, or moving from DS to different functions like MLE, or gaining Leadership experience and transitioning to a people management role, just like me. To make sure you are moving towards your career goal, you should have this conversation with your manager regularly so they can provide corresponding advice and match you with projects that align with your long-term goal.
    • I also have monthly career growth check-in sessions with my team to specifically talk about career progress. If you always find your 1:1 time being occupied by project updates, consider setting up a separate meeting like this with your manager.
  • Feedback: Feedback should go both directions.
    • Your manager likely does not have as much time to work on data projects as you do. Therefore, you might notice inefficiencies in project workflows, analysis processes, or cross-functional collaboration that they aren’t aware of. Don’t hesitate to bring these up. And similar to handling blockers, it’s recommended to think about potential solutions before going to the meeting to show your manager you are a team player who contributes to the team’s culture and success. For example, instead of saying, “We’re getting too many ad-hoc requests,” frame it as “Ad-hoc requests coming through Slack DMs reduce our focus time on planned projects. Could we invite stakeholders to our sprint planning meetings to align on priorities and have a more formal request intake process during the sprint?”
    • Meanwhile, you can also use this opportunity to ask your manager for any feedback on your performance. This helps you identify gaps, improve continuously, and ensures there are no surprises during your official performance review 🙂
  • Team and company goals: Change is the only constant in business. Data teams work closely with stakeholders, so data scientists need to understand the company’s priorities and what matters most at the moment. For example, if your company is focusing on retention, you might want to analyze drivers of higher retention and propose corresponding marketing campaign ideas to your stakeholder.

To give you a more concrete idea of the 1:1 agenda, let’s assume you work at a consumer bank and focus on the credit card rewards domain. Here is a sample agenda:

Date: 03/03/2025

✅ Last week’s accomplishments

  • Rewards A/B test analysis [link]: Shared with stakeholders, and we will launch the winning treatment A to broader users in Q1.
  • Rewards redemption analysis [link]: Most users redeem rewards for statement balance. Talking to the marketing team to run an email campaign advertising other redemption options.

🗒 Ongoing projects

  • [P0] Rewards churn analysis: Understand if rewards activities are correlated with churn. ETA 3/7.
  • [P1] Rewards costs dashboard: Build a dashboard tracking the costs of all rewards activities. ETA 3/12.
  • [Blocked] Travel credit usage dashboard: Waiting for DE to set up the travel booking table. Followed up on 2/27. Need escalation?
  • [Deprioritized] Retail merchant bonus rewards campaign support: This was deprioritized by the marketing team as we delayed the campaign.

🔍 Other topics

  • I would like to gain more experience in machine learning. Are there any project opportunities?
  • Any feedback on my collaboration with the stakeholder?

Please also keep in mind that you should update your 1:1 doc actively during the meeting. It should reflect what is discussed and include important notes for each bullet point. You can even add an ‘Action Items’ section at the bottom of each meeting agenda to make the next steps clear.

Final thoughts

Above are my essential tips to run effective 1:1s as a data scientist. By establishing regular meetings, preparing thoughtful agendas, and covering meaningful topics, you can transform these meetings from awkward status updates into valuable growth opportunities. Remember, your 1:1 isn’t just about updating your manager — it’s about getting the support, guidance, and visibility you need to grow in your role.

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CoreWeave and Bell Canada Reset AI Data Center Scale

From GPU Cloud to AI Factory Operator In sum, CoreWeave is moving beyond its origins as a fast-scaling GPU cloud built on scarcity. The company is increasingly positioning itself as an AI infrastructure operator, where competitive advantage comes from integration across hardware, networking, cooling, platform software, workload orchestration, and early access to NVIDIA’s latest systems. That positioning has been reinforced by NVIDIA itself. In January, NVIDIA outlined a deeper alignment with CoreWeave focused on building AI factories, accelerating the procurement of land, power, and shell, and validating CoreWeave’s AI-native software and reference architecture. The partnership also includes deployment of multiple generations of NVIDIA infrastructure across CoreWeave’s platform, including Rubin systems, Vera CPUs, and BlueField data processing units, alongside a $2 billion equity investment. No simple vendor relationship, this is co-development around physical AI infrastructure. Bell Canada and the Rise of Sovereign AI Capacity Viewed through that lens, Bell Canada’s Saskatchewan announcement can be seen as part of the same structural shift. On March 16, Bell and the Government of Saskatchewan unveiled plans for a 300 MW AI Fabric data center in the Rural Municipality of Sherwood, outside Regina. CoreWeave is expected to anchor the site’s NVIDIA-based GPU infrastructure, extending its AI-native platform into a sovereign, hyperscale, power-dense environment. BCE described the project as its largest-ever investment in the province and said it is expected to become Canada’s largest purpose-built AI data center campus. Bell projects up to $12 billion (CDN) in long-term economic impact, along with at least 800 construction jobs and a minimum of 80 permanent roles once the site is operational. More importantly, Bell is explicitly framing the development as a foundation for domestic compute capacity, positioning AI infrastructure as a national asset tied to economic growth and technological sovereignty. That project extends Bell’s broader sovereign AI strategy.

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From Reactor Designs to Real Projects: SMRs Enter the Execution Era as AI Power Demand Accelerates

The pattern emerging is clear. The SMR story is no longer about reactor design. Recent announcements are centered on permits, fuel, supply chains, financing, and customer traction, i.e. the factors that determine whether SMRs become a viable market or remain a technology narrative. The conversation has transitioned from technically compelling reactor concepts to the harder problem of industrial execution. Through the first quarter of 2026, and especially in March, vendors moved beyond partnership announcements to concrete progress in licensing, fuel access, supply-chain development, control systems, customer alignment, and capital formation. The distinction now is between companies building credible deployment pathways and those still positioned around long-dated opportunity. At a high level, these developments fall into three categories. First, regulatory progress: the most difficult and time-consuming milestone. Second, efforts to establish manufacturing and fuel ecosystems that can support repeatable, fleet-scale deployment. Third, a broad repositioning toward power-intensive industrial users, utilities, and increasingly data center–driven load growth. The result is an SMR market that looks less like a single competitive race and more like a set of parallel business models converging on the same objective: dispatchable, carbon-free power that can be financed and deployed with greater predictability than traditional gigawatt-scale nuclear. X-energy: Building a Commercial Path to Scale X-energy has emerged as one of the more credible commercialization stories in the SMR market, with recent moves spanning capital markets, customer development, and supply-chain expansion. Reuters reported on March 20 that the company has confidentially filed for an IPO, aiming to capitalize on renewed investor interest in nuclear and rising electricity demand tied to AI infrastructure. That filing followed closely on an agreement with Talen Energy to evaluate multiple four-unit Xe-100 deployments across U.S. power markets, as well as a MOU with Japan’s IHI to expand U.S.-Japan supply chain capabilities for the reactor.

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DCF Poll: Data Centers and the Public Trust Gap

Matt Vincent is Editor in Chief of Data Center Frontier, where he leads editorial strategy and coverage focused on the infrastructure powering cloud computing, artificial intelligence, and the digital economy. A veteran B2B technology journalist with more than two decades of experience, Vincent specializes in the intersection of data centers, power, cooling, and emerging AI-era infrastructure. Since assuming the EIC role in 2023, he has helped guide Data Center Frontier’s coverage of the industry’s transition into the gigawatt-scale AI era, with a focus on hyperscale development, behind-the-meter power strategies, liquid cooling architectures, and the evolving energy demands of high-density compute, while working closely with the Digital Infrastructure Group at Endeavor Business Media to expand the brand’s analytical and multimedia footprint. Vincent also hosts The Data Center Frontier Show podcast, where he interviews industry leaders across hyperscale, colocation, utilities, and the data center supply chain to examine the technologies and business models reshaping digital infrastructure. Since its inception he serves as Head of Content for the Data Center Frontier Trends Summit. Before becoming Editor in Chief, he served in multiple senior editorial roles across Endeavor Business Media’s digital infrastructure portfolio, with coverage spanning data centers and hyperscale infrastructure, structured cabling and networking, telecom and datacom, IP physical security, and wireless and Pro AV markets. He began his career in 2005 within PennWell’s Advanced Technology Division and later held senior editorial positions supporting brands such as Cabling Installation & Maintenance, Lightwave Online, Broadband Technology Report, and Smart Buildings Technology. Vincent is a frequent moderator, interviewer, and keynote speaker at industry events including the HPC Forum, where he delivers forward-looking analysis on how AI and high-performance computing are reshaping digital infrastructure. He graduated with honors from Indiana University Bloomington with a B.A. in English Literature and Creative Writing and lives in southern New Hampshire with

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Microsoft will invest $80B in AI data centers in fiscal 2025

And Microsoft isn’t the only one that is ramping up its investments into AI-enabled data centers. Rival cloud service providers are all investing in either upgrading or opening new data centers to capture a larger chunk of business from developers and users of large language models (LLMs).  In a report published in October 2024, Bloomberg Intelligence estimated that demand for generative AI would push Microsoft, AWS, Google, Oracle, Meta, and Apple would between them devote $200 billion to capex in 2025, up from $110 billion in 2023. Microsoft is one of the biggest spenders, followed closely by Google and AWS, Bloomberg Intelligence said. Its estimate of Microsoft’s capital spending on AI, at $62.4 billion for calendar 2025, is lower than Smith’s claim that the company will invest $80 billion in the fiscal year to June 30, 2025. Both figures, though, are way higher than Microsoft’s 2020 capital expenditure of “just” $17.6 billion. The majority of the increased spending is tied to cloud services and the expansion of AI infrastructure needed to provide compute capacity for OpenAI workloads. Separately, last October Amazon CEO Andy Jassy said his company planned total capex spend of $75 billion in 2024 and even more in 2025, with much of it going to AWS, its cloud computing division.

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John Deere unveils more autonomous farm machines to address skill labor shortage

Join our daily and weekly newsletters for the latest updates and exclusive content on industry-leading AI coverage. Learn More Self-driving tractors might be the path to self-driving cars. John Deere has revealed a new line of autonomous machines and tech across agriculture, construction and commercial landscaping. The Moline, Illinois-based John Deere has been in business for 187 years, yet it’s been a regular as a non-tech company showing off technology at the big tech trade show in Las Vegas and is back at CES 2025 with more autonomous tractors and other vehicles. This is not something we usually cover, but John Deere has a lot of data that is interesting in the big picture of tech. The message from the company is that there aren’t enough skilled farm laborers to do the work that its customers need. It’s been a challenge for most of the last two decades, said Jahmy Hindman, CTO at John Deere, in a briefing. Much of the tech will come this fall and after that. He noted that the average farmer in the U.S. is over 58 and works 12 to 18 hours a day to grow food for us. And he said the American Farm Bureau Federation estimates there are roughly 2.4 million farm jobs that need to be filled annually; and the agricultural work force continues to shrink. (This is my hint to the anti-immigration crowd). John Deere’s autonomous 9RX Tractor. Farmers can oversee it using an app. While each of these industries experiences their own set of challenges, a commonality across all is skilled labor availability. In construction, about 80% percent of contractors struggle to find skilled labor. And in commercial landscaping, 86% of landscaping business owners can’t find labor to fill open positions, he said. “They have to figure out how to do

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2025 playbook for enterprise AI success, from agents to evals

Join our daily and weekly newsletters for the latest updates and exclusive content on industry-leading AI coverage. Learn More 2025 is poised to be a pivotal year for enterprise AI. The past year has seen rapid innovation, and this year will see the same. This has made it more critical than ever to revisit your AI strategy to stay competitive and create value for your customers. From scaling AI agents to optimizing costs, here are the five critical areas enterprises should prioritize for their AI strategy this year. 1. Agents: the next generation of automation AI agents are no longer theoretical. In 2025, they’re indispensable tools for enterprises looking to streamline operations and enhance customer interactions. Unlike traditional software, agents powered by large language models (LLMs) can make nuanced decisions, navigate complex multi-step tasks, and integrate seamlessly with tools and APIs. At the start of 2024, agents were not ready for prime time, making frustrating mistakes like hallucinating URLs. They started getting better as frontier large language models themselves improved. “Let me put it this way,” said Sam Witteveen, cofounder of Red Dragon, a company that develops agents for companies, and that recently reviewed the 48 agents it built last year. “Interestingly, the ones that we built at the start of the year, a lot of those worked way better at the end of the year just because the models got better.” Witteveen shared this in the video podcast we filmed to discuss these five big trends in detail. Models are getting better and hallucinating less, and they’re also being trained to do agentic tasks. Another feature that the model providers are researching is a way to use the LLM as a judge, and as models get cheaper (something we’ll cover below), companies can use three or more models to

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OpenAI’s red teaming innovations define new essentials for security leaders in the AI era

Join our daily and weekly newsletters for the latest updates and exclusive content on industry-leading AI coverage. Learn More OpenAI has taken a more aggressive approach to red teaming than its AI competitors, demonstrating its security teams’ advanced capabilities in two areas: multi-step reinforcement and external red teaming. OpenAI recently released two papers that set a new competitive standard for improving the quality, reliability and safety of AI models in these two techniques and more. The first paper, “OpenAI’s Approach to External Red Teaming for AI Models and Systems,” reports that specialized teams outside the company have proven effective in uncovering vulnerabilities that might otherwise have made it into a released model because in-house testing techniques may have missed them. In the second paper, “Diverse and Effective Red Teaming with Auto-Generated Rewards and Multi-Step Reinforcement Learning,” OpenAI introduces an automated framework that relies on iterative reinforcement learning to generate a broad spectrum of novel, wide-ranging attacks. Going all-in on red teaming pays practical, competitive dividends It’s encouraging to see competitive intensity in red teaming growing among AI companies. When Anthropic released its AI red team guidelines in June of last year, it joined AI providers including Google, Microsoft, Nvidia, OpenAI, and even the U.S.’s National Institute of Standards and Technology (NIST), which all had released red teaming frameworks. Investing heavily in red teaming yields tangible benefits for security leaders in any organization. OpenAI’s paper on external red teaming provides a detailed analysis of how the company strives to create specialized external teams that include cybersecurity and subject matter experts. The goal is to see if knowledgeable external teams can defeat models’ security perimeters and find gaps in their security, biases and controls that prompt-based testing couldn’t find. What makes OpenAI’s recent papers noteworthy is how well they define using human-in-the-middle

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