Policy-Grounded Dynamic Facet Suggestions for Job Search

Online recruitment platforms require recommendation methods capable of retrieving relevant job opportunities from large and heterogeneous collections of job postings. Keyword-based search is efficient and interpretable, but it may fail to retrieve relevant postings when equivalent roles are expressed using different terminology. This study presents a metadata-driven job recommendation system that combines TF-IDF lexical matching, Sentence-BERT semantic retrieval, query-aware filtering, optional Cross-Encoder re-ranking, and explanation generation. The proposed system utilizes structured metadata fields including job title, company name, location, seniority level, job function, employment type, and industry without relying on full job descriptions or user interaction histories. Experiments conducted on a cleaned LinkedIn job posting dataset containing 31262 records demonstrate that the best hybrid configuration achieved a Precision at 10 score of 0.8032 and an nDCG at 10 score of 0.9496. Under the internal evaluation protocol, Cross-Encoder re-ranking improved Precision at 10 from 0.7896 to 0.7948 and nDCG at 10 from 0.9666 to 0.9739. These findings indicate that lexical and semantic retrieval techniques can be effectively combined to provide explainable job recommendations when only structured metadata is available.

Search and recommendation serve a shared discovery objective but encode intent differently. We study this boundary through Dear Algo on Threads, a deployed product where open-ended requests such as \emph{more NBA news} or \emph{less politics} steer subsequent feed recommendations rather than return a one-shot result list. Its agentic intent layer compiles explicit, inferred, negative, and compound intent into a grounded executable plan, then invokes conventional retrieval and optional semantic or multimodal reranking. The layer shares an intent-to-retrieval contract without requiring one model or serving path across search-like and recommendation-like modes. We evaluate Dear Algo under a precision-first objective. In a blinded audit of 300 public request-item pairs (296 evaluable), a strict categorical LLM-as-a-judge gate achieved 94.4% exact-Relevant precision [88.8%, 98.9%]. Across 72 normalized request clusters, the full configuration produced 7.73 judge-qualified candidates per 20 slots versus 6.61 for an LLM-derived-query baseline, a gain of 1.11 [0.12, 2.12]. In a candidate-randomized serving-path study restricted to the reranker path's first 72 eligible hours, the user-weighted judge-Irrelevant share among judged admissions was 2.80% versus 4.78% off (-1.97 points [-3.02, -0.94]), while Exact-Relevant share was 2.24 points higher [0.08, 4.41]. Together, these studies show how explicit natural-language intent can be carried into feed recommendation under a precision-first evaluation framework

A reliable resume-job matching system helps a company find suitable candidates from a pool of resumes and helps a job seeker find relevant jobs from a list of job posts. While recent advances in embedding-based methods such as ConFit and ConFit v2 can efficiently retrieve candidates at scale, the lack of controllability and explainability limits their real-world adaptations. LLM-based re-rankers can address these limitations through reasoning, but existing training recipes are developed on short-document benchmarks and do not account for noise in real-world recruiting data. In this work, we first conduct a systematic analysis over the LLM re-ranker training pipeline for person-job fit, covering inference algorithm design, RL algorithm selection, data processing, and SFT distillation. We find that using multi-pass re-ranking, training with listwise RL objectives, removing noisy samples, and distilling from a stronger LLM before RL significantly improves re-ranking performance. We then aggregate these findings to train ConFit v3 with Qwen3-8B and Qwen3-32B on real-world person-job fit datasets, and find significant improvements over existing best person-job fit systems as well as strong LLMs such as GPT-5 and Claude Opus-4.5. We hope our findings provide useful insights for future research on adapting LLM-based re-rankers to person-job fit systems.