Large-scale, richly annotated career trajectory data underpins workforce planning, job recommendation, and labour market analysis, yet publicly available datasets are either small, closed to independent use, or built from pre-standardized occupational codes with LLM-synthesized rather than authentic free text. We present JobHopv2, an improved version of the publicly available JobHop dataset, constructed through end-to-end large language model (LLM) extraction from a corpus of ∼440,000 pseudonymized, multilingual resumes provided by VDAB, the Flemish Public Employment Service. The released dataset comprises 355,315 career trajectories annotated with ESCO occupational codes, quarter-level temporal information, and normalized five-level education attainment, broadening both the coverage and the annotation richness of the original release. Relative to v1, JobHopv2 introduces a redesigned extraction pipeline based on reasoning-controlled LLM inference with a retry mechanism (achieving a 100% JSON parse rate), a richer extraction schema, and a revised evaluation protocol scored against three complementary annotation baselines. Evaluated against these baselines, our best extractor comes closest to the inter-annotator agreement ceiling among all compared models, trailing it by only 1.1-2.7 percentage points. The dataset and code are publicly released to support reproducible career-trajectory research.
Career paths encode decades of skill acquisition, role transitions, and educational investment, and understanding them at scale underpins workforce planning, labor market policy, and job recommendation. Resumes are a rich source of information about career paths: they contain detailed descriptions of work experience, education, and skills. Yet their unstructured, heterogeneous, and multilingual nature has long prevented large-scale systematic analysis. With the advent of large language models (LLMs), it is now possible to source rich career trajectory data containing temporal and educational signals from unstructured resumes, enabling new opportunities for career-path recommendation. Exploiting this opportunity, we present STEP (Sequential Trajectory of Employment Prediction), a novel career-path recommendation system that leverages temporal and educational signals to predict the next job in a career trajectory. STEP integrates a time-decay Gated Recurrent Unit (GRU) cell to model temporal dynamics, Feature-wise Linear Modulation (FiLM) conditioned on educational attainment, and attention-based sequence pooling to select relevant features for next job prediction. To improve internal occupation representation for STEP, we introduce ROUTE, a two-stage contrastive procedure that first adapts a multilingual encoder to the career domain via unsupervised denoising autoencoding, then performs supervised contrastive fine-tuning with guided negative selection. We evaluate STEP on four datasets of career trajectories, including an improved version of our publicly available JobHop dataset, and show that it outperforms state-of-the-art baselines in next job prediction. The dataset and code are publicly released to support reproducible career-trajectory research.
Job Skill Named Entity Recognition (JobSkillNER) aims to automatically extract key skill information from large-scale job posting data, which is important for improving talent-market matching efficiency and supporting personalized employment services. To the best of our knowledge, this work presents the first Chinese JobSkillNER dataset for recruitment texts. We propose annotation guidelines tailored to Chinese job postings and an LLM-empowered Macro-Micro collaborative annotation pipeline. The pipeline leverages the contextual understanding ability of large language models (LLMs) for initial annotation and then refines the results through expert sentence-level adjudication. Using this pipeline, we annotate more than 20,000 instances collected from four major recruitment platforms over the period 2014-2025. Based on these efforts, we release Chinese-SkillSpan, the first Chinese JobSkillNER dataset aligned with the ESCO occupational skill standard across four dimensions: knowledge, skill, transversal competence, and language competence (LSKT). Experimental results show that the dataset supports effective model training and evaluation, indicating that Chinese-SkillSpan helps fill a major gap in Chinese JobSkillNER resources and provides a useful benchmark for intelligent recruitment research. Code and data are available at https://sites.google.com/view/cn-skillspan-resources .
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.