Percy Liang
Publications
DelusionEval: Measuring Delusion-Linked Behaviors in AI Chatbots
Mental health professionals have raised concerns about risks of psychological harm from interaction with large language models (LLMs), including "delusional spirals" in which concerning human and LLM behaviors reinforce each other over time. With growing public use of LLM-powered chatbots, there is an urgent need to build evaluations grounded in real-world episodes of psychological harm experienced by users. We developed DelusionEval, an evaluation protocol that tests a model's tendencies to exhibit behaviors linked to promoting user delusions. We prompt each model with 589 unique conversation histories from 18 participants, comprising 12,591 messages from users who experienced delusions and psychological harm. We find that the tendency of an evaluated LLM to exhibit delusion-linked behavior does not reliably correlate with model size, release date, or the presence of test-time reasoning. However, extending the context of prior messages substantially increases rates of delusion-linked behaviors, providing evidence for the importance of context in LLM safety evaluation. For example, the rate of failing to discourage self-harm when the user expresses suicidal ideation increases from 30.0% to 41.1% when an additional 350 messages are prepended to the conversation history. All model families (e.g., GPT, Claude) exhibit substantial rates of delusion-linked behaviors. Within families, later, larger, or higher-reasoning models are not uniformly better across all behavior categories. Our results raise concerns regarding the potential psychological impact of LLMs and the need for more rigorous studies of real-world human-AI interaction.
FLARE-AI: Flaw Reporting for AI
Flaw reporting for deployed AI systems is fundamental to identifying system failures and improving AI safety. Yet the AI reporting ecosystem is fragmented: researchers who identify flaws often do not know what or where to report, and groups who receive reports rarely share them with other relevant stakeholders. As a result, good-faith reporters duplicate effort by submitting many different forms, and recipients lack standardized, triage-ready information. We audit 12 reporting systems published by AI developers, cybersecurity groups, and AI flaw aggregators, identifying five recurring design challenges spanning discoverability, scope, information collection, coordination, and guidance for strict-liability cases. Building on this analysis and feedback from 49 experts across 32 organizations representing developers, security researchers, and ecosystem coordinators, we introduce FLARE-AI, an open-source AI flaw reporting system designed for interoperability with existing systems. FLARE-AI streamlines flaw report creation by collecting triage-relevant information through conditional logic and early classification, then enables optional dissemination of standardized, machine-readable reports to multiple developers, coordinators, and incident registries from a single submission. By lowering barriers to reporting AI flaws and improving interoperability across stakeholders, FLARE-AI helps break down silos and accelerate remediation across the AI ecosystem.
Algorithmic Monocultures in Hiring
Many employers screen job applicants with algorithms built by the same few algorithm vendors. We hypothesize that algorithmic monoculture leads to the same individuals and members of the same racial groups facing rejection. We acquire and analyze a novel dataset of 3 million applicants submitting 4 million applications where all the applications are screened by algorithms built by the same vendor. We find clear racial disparities in applicant outcomes. Of all applications submitted by Asian and Black applicants, 14.74% and 25.87% are submitted to positions that adversely impact Asian and Black applicants, respectively, according to U.S. employment discrimination standards. Individuals also receive homogeneous outcomes: 4% of all applicants who apply to 10 positions are recommended for rejection from all positions, a rate higher than expected by chance. To better understand this homogeneity, we leverage the deterministic replicability of hiring algorithms to generate the outcomes applicants would have received if they applied to all positions. We show that applicants would need to apply widely in order to ensure their applications are considered by a human