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8 papers in the last four weeks, up 100% on the four weeks before. 0.1% of all new papers.

Jul 6Week of Sep 21

Latest papers 72

Sep 24, 2026cs.GT

Can Labor Markets Function in the Age of AI? The Evaluation Bottleneck in Hiring

AI-assisted job-search tools have become increasingly popular by making it easier to find and apply to jobs. But by making it easier for applicants to generate and tailor application materials, they can also reduce how informative those materials are about applicant fit. We study this tradeoff in a hiring market where applicants differ in experience and latent match quality and firms use noisy application materials to decide whom to screen. We ask how AI affects downstream screening and hiring, and which applicants are most adversely affected. As application materials become less informative, a Bayesian firm rationally relies more heavily on coarse observables such as prior experience. Among the four applicant types defined by experience and compatibility for the job, inexperienced-compatible applicants are the most exposed: they lack observable experience and lose the individualized information that could distinguish them from other inexperienced candidates. When screening is costly, these changes can also generate inefficient screening failures in which firms screen no applicants or screen only experienced applicants. We then show that multistage hiring can arise as an endogenous firm response: a relatively inexpensive intermediate assessment allows firms to acquire new evidence of fit before costly full screening. This can restore screening opportunities that disappear under one-stage hiring and give inexperienced-compatible applicants a path to screening. Our results show how AI can shift the central friction in hiring from submitting applications to obtaining credible evaluation, creating entry barriers for high-fit workers without prior experience. Multistage hiring can endogenously arise in response, restoring evaluation opportunities that would otherwise disappear and helping preserve market functioning.

Itai Ashlagi, Ramesh Johari, Jon Kleinberg +1

Jobs Screening Age

Sep 17, 2026cs.CY

Detecting Deceptive Recruitment: A Signal-theoretic Machine Learning Framework for Early Identification of Labour Exploitation

Deceptive online job advertisements have emerged as a primary pathway into forced labour, yet systematic detection methods remain underdeveloped due to data scarcity and absence of empirically validated indicators. We formalise this detection challenge as a classification problem under signalling theory, where exploiters transmit costless signals mimicking legitimate communications across textual, visual, and structural dimensions. Using 464 verified cases (164 deceptive, 300 legitimate) collected through anti-slavery charities across nine origin countries and 21 industries, we develop multimodal detection models combining computer vision, natural language processing, and semantic embeddings. Through systematic feature ablation experiments and repeated stratified cross-validation, we demonstrate that individual modalities achieve substantial discriminatory power (ROC-AUC: 0.87--0.97), whilst their integration yields modest further gains. SHAP-based analysis reveals that text quality and domain-specific risk language are the primary discriminators, with readability indices, risk keyword density, and visa sponsorship mentions ranking highest, followed by visual colour and texture features. These production quality gaps reflect resource constraints that prevent exploiters from maintaining professional standards across all communication channels simultaneously. We operationalise findings through a proof-of-concept decision support system providing interpretable risk scores for practitioners. This work demonstrates how rigorous analytical frameworks can address complex humanitarian operations challenges characterised by information asymmetry and limited ground-truth data.

Sajid Siraj, Mahnaz Hosseinzadeh, Amin Vafadarnikjoo +1

Leeds University Business School, University of Leeds, Leeds, UK · COMSATS University, Wah Campus, Islamabad, Pakistan · Sheffield University Management School, University of Sheffield, Sheffield, UK +1

Jobs Artificial Intelligence Detection Deception Discriminative Early Layers

Sep 17, 2026cs.AI

When Hiring Becomes Agent-Mediated: Evaluating Access and Recurrence in Two-Agent Résumé Screening

Hiring is bilateral: employers assess fit, while candidates present and defend evidence of their qualifications. Yet résumé screening, the first gate, is commonly automated as a static, one-call judgment over a résumé-job pair. We study a two-agent alternative in which employer-side and candidate-side agents represent these roles, exchange evidence, and update their judgments before deciding who advances. We compare procedures on 600 constructed résumé-job pairs using GPT-5.5 and Claude Opus 4.7. Two-agent screening advances more applications (33.3% to 39.3% for GPT-5.5; 34.0% to 35.5% for Opus 4.7). Across three runs on the common 191-pair borderline pool, pass-instance rates rise from 4.5% to 26.2% and from 6.5% to 16.1%, respectively. This is not a uniform relaxation: two-agent screening rejects applications one-call advances, changing decisions in both directions. At similar pass volumes, the procedures advance different applications, and no one-call threshold recovers applications consistently selected by two-agent screening. Among discovery-selected cases re-executed in fresh runs, two-agent-only selections recur less often than shared selections, clearly under GPT-5.5 and less certainly under Opus 4.7, while a separate one-call follow-up shows no comparable decline. As hiring becomes agent-mediated on both sides, the screening procedure, not only the model behind it, shapes who reaches human review and how reliably that access recurs.

Jian Gao, Hang Jiang

Northeastern University Boston, MA, USA

Jobs Screening Judgement Recurrence

Sep 16, 2026cs.CY

Understanding AI Provider Recommendations in Local Service Markets

When someone asks an AI assistant which doctor to see or which firm to trust with their savings, the answer is a referral. We audit AI provider recommendations in four registry-backed service domains across the 100 largest U.S. metropolitan areas, matching every recommendation against the official registry for its domain (Medicare clinician and facility records, and SEC adviser disclosures), under three conditions: an open-weight model, a proprietary model without web search, and the same proprietary model with search. Without search, both models largely fabricate recommendations in the domains the web covers thinly. Only 4% of the open-weight model's recommended doctors and 11% of the proprietary model's match a clinician in the queried city, and the open-weight matches are name coincidences: its matched clinicians are no likelier to be primary-care doctors than names drawn at random from the registry. With search, 64-71% of recommendations in the same domains match a real provider. Search also changes who is recommended. Without it, recommended advisory firms carry SEC misconduct disclosures at 3.6 times the registry base rate, even after adjusting for firm size; with search, significantly below it. Restaurants, where quality and visibility are separately measurable, show a 3-5x review-count premium but a rating premium of at most a tenth of a star. Finally, search largely removes the metro-size penalty: without it, real recommendations concentrate in the largest metros; with it, match rates are similar across metro-size terciles. Whether an AI referral is trustworthy depends strongly on its retrieval configuration rather than on the underlying model alone, yet an answer produced without retrieval often carries no sign that its recommendations were never verified.

Hazem Ibrahim, Yasir Zaki

New York University Abu Dhabi Abu Dhabi, United Arab Emirates

Recommendation Review Jobs Ai-Based

Sep 16, 2026cs.CL

Linguistic Triggers of Gender and Racial Bias in Open-Weight LLMs Applied to Recruitment

Open-weight large language models are rapidly entering hiring pipelines, yet their discriminatory failure modes -- and the regulatory exposure these create under the EU AI Act high-risk classification (Annex III) and U.S. EEOC adverse-impact analysis -- remain poorly understood. We present the first systematic, multi-model audit of open-weight LLMs that treats job-posting language as the primary experimental variable, evaluating six models (Llama 3.2, Mistral, Gemma 3, Qwen 3, Phi 3, DeepSeek-R1) across four controlled experiments that jointly probe recruiter-simulation and job-seeker-simulation tasks. We find that (1) agentic posting language depresses recruiter recommendation scores for female candidates (r_rb = 0.309, p_Bonf = 7x10^-5; model-fixed-effects r_rb = 0.448), while communal language partially reverses the penalty; and (2) coded-exclusion language suppresses non-White recruiter scores at large effect sizes (r_rb = 0.646-0.758) and, on the job-seeker side, selectively deters non-White personas from expressing interest -- operationalizing a chilling-effect mechanism at scale. A label-ablation experiment isolates the explicit demographic persona label as the primary causal driver, and Word Embedding Association Tests corroborate these findings at the representational level (d = 1.01-1.45 under Caliskan et al.'s multi-word gender attribute lists). We translate these results into a concrete pre-deployment audit protocol -- posting-vocabulary scoring, persona-conditioned LLM probing, and adverse-impact flagging against the four-fifths threshold -- that operationalizes the documentation and risk-management obligations Annex III imposes on high-risk AI in recruitment.

Kosuke Kitahara, Nobuhiro Yamaguchi

Recruit Co., Ltd. 1-9-2 Marunouchi Chiyoda-ku, Tokyo 100-6640 Japan

Large Language Model Bias Gender Jobs Linguistics Effect Sizes

Sep 14, 2026cs.LG

The Rank the Task Demands: A Causal Rank Law for Matrix Memories Trained on Group Composition

Matrix-valued memories make rank the natural budget of a learned representation: the number of independent directions a state spans bounds what it can bind, compose, and track. We report causal evidence, on a group-composition testbed trained under a hard single-state bottleneck with a fixed decoder that cannot launder rank, that gradient descent recruits precisely the rank the task's algebra demands. A companion paper [Larson, 2026a] establishes the analogous recruitment and causal necessity pattern on a

K

-pair associative-binding testbed, where exact recovery provably requires state rank at least

K

; this paper inherits that instrument and extends the rank law from a scalar capacity bound to a representation-theoretic one. We train toward chosen minimal faithful reference representations embedded in larger matrices. On group-composition state tracking over five finite groups spanning the solvable/non-solvable divide, the recruited rank equals the group's minimal faithful real representation dimension

d_{\min}

(Spearman

\rho = 0.9747

, the design's tie-capped maximum), the dimension-matched solvable/non-solvable pair

S_4

/

A_5

is statistically equivalent under a pre-registered test, and a pre-registered force-rank test separates a guaranteed similarity ceiling from empirical recovery at the target dimension: one rank below

d_{\min}

, cosine similarity is capped by the target's tied unit spectrum at

\sqrt{(d_{\min}{-}1)/d_{\min}} \le 0.894

, below the

0.9

threshold in every group by construction, with observed cells at 86-95% (mean 91%) of that ceiling; at

d_{\min}

, not guaranteed a priori, recovery clears the pre-registered anchor-relative bar at four seeds per group in all five groups. Within this testbed, measured effective rank tracks representation dimension; the matched-dimension

S_4

/

A_5

comparison establishes equivalence within the pre-registered tolerance.

Samuel Larson

Pebble ML

Representation Space Bottlenecks Jobs

Sep 7, 2026cs.AI

From Matching Models to Recruiting Agents: A Systematized Narrative Review of AI Recruitment Systems, Evaluation, and Governance

Artificial intelligence in recruitment has shifted the object being automated from profile pairs and ranked lists to multi-stage workflows that retrieve evidence, compare candidates, and support or execute actions. This systematized narrative review traces that development from bilateral retrieval and behavioral ranking through neural person--job matching, large language model (LLM) components, and tool-using recruiting agents. Using a purposive search and coding protocol updated through 23 July 2026, plus targeted updates through 2 September 2026, we organize 40 representative works with supporting industrial and legal sources. This synthesis is not a prevalence estimate. We analyze three coupled transitions: from similarity to reciprocal suitability, from a model to a compound workflow, and from offline prediction to evidence- and productivity-aligned evaluation. Across document understanding, retrieval, ranking, assessment, interviewing, sourcing, and human handoff, we distinguish field-, pair-, list-, case-, trajectory-, and outcome-level evidence. Persistent gaps arise because behavioral labels confound exposure, preference, and qualification; private and synthetic data limit external validity; final-output scores conceal pipeline failures; and, within the coded set, privacy is not directly evaluated and no row jointly evaluates utility, fairness, privacy, and security. These observations describe the coded set rather than the field as a whole. We therefore introduce a staged mapping from evaluation evidence to the strongest defensible claim, together with an agenda for reciprocal, evidence-grounded, temporally controlled, selective, and auditable systems. Progress should be judged by whether workflows retrieve the right evidence, preserve uncertainty, support contestable decisions, and improve outcomes under explicit cost and risk constraints.

Ziyi Zhao, Guanzheng Wei

University of Chinese Academy of Social Sciences · Southwest University

Jobs Systematic Review Agentic Workflow Design

Aug 31, 2026cs.AI

Autoresearch for Marketplace Catalogs: From Legacy Forms to AI-Native Matching

Two-sided service marketplaces are moving from deterministic request-form intake to AI-native probabilistic matching, enabled by large language models (LLMs) that infer intent, preferences, and latent constraints from natural language. Relying on inferred intent rather than fixed-form fields forces these platforms to regenerate the provider-side preference taxonomy underwriting matching, search, and pricing: attributes interpretable to service providers while remaining a useful signal for marketplace decisions. We present an autoresearch loop that generates this taxonomy, one occupation at a time, and has been deployed in production at a major U.S. consumer services marketplace since April 2026, spanning 132 occupations. Instead of one global hierarchy, the loop treats each occupation as an independent generation problem and runs iterative propose-evaluate-keep refinement cycles. Each candidate tag set is scored by a recalibrated six-rubric LLM-as-judge framework, and a 7-critic panel of distinct personas contributes weighted penalties to an adjusted score, with no hard vetoes. A separate parity-mapping stage maps legacy request-form Q&A pairs back to the generated taxonomy, yielding both a coverage signal and an interface for human quality assurance; it does so by first inferring the provider attribute each legacy question was meant to measure, rather than translating questions to tags literally.

Kartik Ravisankar, Hojat Abdolanezhad, Daniel Capo +3

Thumbtack · San Francisco, CA, USA

Agentic Commerce Taxonomy Jobs Ai-Based Preference Alignment Learning

Aug 10, 2026cs.LG

Detecting Soft Skills in ML Engineering Roles CVs

Soft skills shape collaboration among ML engineers, data scientists, and software engineers building ML-enabled systems, yet what we know about them comes almost entirely from the demand side. Job advertisements, surveys, and hiring manager interviews capture what employers ask for. How candidates themselves articulate these competencies has not been studied, and existing CV-mining work is both keyword-based, so it cannot see skills conveyed through narrative, and descriptive, reporting frequency rankings without testing whether group differences exceed sampling variation. We close both gaps. Using a balanced corpus of 300 curated CVs spanning the three roles, we extract explicitly listed and implicitly narrated soft skills with an LLM-based pipeline validated against a human-annotated ground truth, a distinction that existing extractors were not designed to make. We then convert the demand-side literature's claims into 13 falsifiable hypotheses about role signatures, seniority progression, and disclosure style, and test them with effect sizes under family-wise error control, so that candidate-side data can corroborate or contradict the demand-side account rather than merely illustrate it. Eleven hypotheses are supported, one partially, and one refuted. Candidates disclose soft skills through narrative rather than keyword lists by roughly three to one, and most so for the competencies employers value most: leadership, coordination, and mentoring (88-96% narrative). Seniority nearly triples the odds of articulating leadership. That competency, assumed universal in prior work, is articulated by software engineers at half the rate of their peers. Technical candidates do articulate soft skills, but a keyword-based screening systematically misses them.

Aidin Azamnouri, Nouran Ayad, Justus Bogner +1

Chair of Software Engineering, TUM School of Computation, Information and Technology, Technical University of Munich, Heilbronn, Germany · Software and Sustainability (S2) Group, Vrije Universiteit Amsterdam, Amsterdam, The Netherlands

Jobs Candidate Role

Aug 7, 2026cs.LG

Graph Machine: Exploring Edge Mechanisms as an Inductive Bias

Transformers provide a powerful architecture for global content-based matching, but reasoning problems may benefit from a stronger inductive bias toward iterative traversal of latent relations. We introduce Graph Machine, an architecture with two explicit edge-based mechanisms: Edge-augmented attention, in which edges modulate attention between nodes, and edge-centric referral, in which nodes exchange addresses to update their edges. Conceptually, this enables the model to dynamically and differentiably construct and revise relational graphs across layers. We study this inductive bias using Sudoku under controlled settings and find that Graph Machine outperforms Transformer baselines, with ablation studies and mechanistic analysis attributing the gains to the edge mechanisms. Surprisingly, we found that the model discovers a compact edge-based construction for Sudoku geometry. Our results support explicit edge mechanisms as a promising architectural design, motivating broader evaluation.

Lintai Hou

Iter Labs

Multiplex Graph Transformers Graph Representations Inductive Bias Edge Jobs

Aug 7, 2026cs.CV

AdvTiles: Physical Adversarial Camouflage Clothing against Person Detectors via Learnable Tiles

Physical adversarial attacks against person detectors have evolved from localized patches to full-body textures. However, achieving both visual naturalness and strong attack effectiveness remains challenging. Existing natural-looking methods typically optimize camouflage textures as a whole, limiting the flexibility to refine local adversarial patterns and their spatial arrangement. To address this issue, we propose AdvTiles, a physical adversarial camouflage framework built from learnable tiles, enabling strong attack performance while preserving a natural camouflage appearance. Specifically, we use a Straight-through (ST) Gumbel-Softmax estimator for differentiable tile selection, enabling joint optimization of tile patterns and spatial layouts. This design provides fine-grained control over adversarial texture generation. To improve robustness in diverse physical conditions, we further optimize the camouflage through differentiable 3D Gaussian Splatting rendering with variations in viewpoints, scales, illuminations and backgrounds. Extensive experiments across multiple detectors demonstrate that AdvTiles achieves an average ASR of 86.2%, outperforming existing state-of-the-art attack methods. We further fabricate the optimized camouflage into wearable adversarial clothing, validating its effectiveness in real-world scenarios across diverse distances, angles and backgrounds.

Jinlei Wang, Jiahuan Long, Mingkai Sun +9

Sun Yat-sen University · 2Chinese Academy of Military Science · 3Shenzhen University +2

Black-Box Adversarial Attacks Camouflage Unsupervised Detection Texture Jobs

Aug 5, 2026cs.AI

CoPlan: A Trustworthy Co-Intelligence Interface for Care Planning through Role-Based Contestable Argument Graphs

AI-supported care planning can help clinicians, patients, caregivers, and care teams coordinate complex decisions across clinical, functional, psychosocial, and environmental needs. However, many AI systems present recommendations as fixed outputs, limiting stakeholders' ability to inspect, challenge, and revise plans when they conflict with clinical judgment, patient values, or real-world feasibility. We present CoPlan - a Co-Intelligent and Contestable Interface for Human-AI Care Planning. CoPlan uses a multi-agent workflow in which specialized AI agents generate candidate interventions and supporting or challenging arguments, while human care planners can accept, reject, modify, or add arguments before final plan generation. Through this design, CoPlan combines co-intelligence, in which humans and AI agents contribute complementary expertise, with contestability, where recommendations remain open to inspection, revision, and justification. We demonstrate CoPlan in an aging-in-place care planning scenario. The system supports adaptive care team recruitment, role-based argument review, final care plan generation, and practical follow-up through scheduling agents. This work contributes a contestable care planning interface and a design framing for trustworthy human-AI care planning that preserves human agency and clinical accountability.

Hung Truong Thanh Nguyen, Hélène Fournier, Piper Jackson +4

Analytics Everywhere Lab, University of New Brunswick, Canada · National Research Council Canada, Canada · Thompson Rivers University, Canada +2

Human-Ai Collaboration Intelligence Argumentation Frameworks Planar Jobs

Jul 26, 2026cs.IR

Who Gets Named: Citation Type Predicts Individual Naming by Grounded Language Models, and a Roster Instrument Captures 0.5% of It

Prior work on AI brand visibility measures the firm: does a model recommend a company, and does that track its reputation. This study asks the question one level down, in categories where the buyer picks a person. It issued 2,400 grounded API calls in one two-hour window on 24 July 2026: 120 buyer-intent prompts, four models (GPT-5.6 Sol, Gemini 3.6 Flash, Perplexity Sonar Pro, Grok 4.5), five iterations each, four European markets and five query languages. Every response was coded for whether it named an individual professional, by a rule cascade that never consults a roster and that drops detections resolving to a same-named American city (precision 96.9%, recall 61.7%, so every rate below is a lower bound). All inference corrects for clustering within prompt: intraclass correlation 0.258, effective n 407 against a nominal 2,400. Models named an individual in 25.8% of responses. Category dominates: real estate 35.4% and car dealerships 32.9% against insurance 9.1% (chi-square 159.3, p = 5.8e-8 after correction). Models differ four-fold, from Grok 38.0% to Gemini 9.3%. Citation type predicts naming and citation volume does not: naming responses cite the individual's own site 2.6 points more often (95% CI +1.4 to +3.9) and category portals 4.3 points more often, and cite firm-owned pages at the same rate (44.1% against 45.5%). On nine matched translation pairs, English prompts named an individual in 36.7% of responses against 15.6% for the same question in the local language (OR 3.14, clustered p = 0.074, so the direction is clear and the design cannot close it). A 939-person roster built from public LinkedIn search matched 128 of 27,293 name-shaped mentions (0.47%), 26 of the 939 people were ever named, and the roster-derived rates of 0.0% to 25.4% measure that overlap. Roster-based measurement of individual AI visibility sees a small and unrepresentative slice of what models do.

Dmitrij Żatuchin

Rankfor.AI OÜ, Tallinn · Rankfor.AI OÜ, Tallinn, Estonia

Jobs Citations Prompt Engineering

Jul 25, 2026cs.LG

SPRKD: Effective Knowledge Distillation for Deep Neural Networks via Saddle Region Approximation

Modern deep neural networks are potent catalysts for scientific and industrial impact, yet excessive parameter counts impede deployment in low-compute settings such as hospital equipment and energy infrastructure. Predominant knowledge distillation (KD) methods favor replication: smaller students mimic teacher output logits, yet empirically yield low task performance, hamper convergence, and act merely as regularization rather than substantive knowledge transfer. We propose Saddle Point Recruitment for Knowledge Distillation (SPRKD), reframing distillation from replication to employing teachers as optimization-curvature and domain proxies, characterizing saddle points as regions of strong further-descent potential via embedding and basin-fractal properties. Using Hessian eigenvalue spectral density (ESD), SPRKD identifies low-loss saddle regions for student re-exploration; weak-teacher ensembles are aggregated into an Approximated Saddle Region (ASR), re-parameterized into the student via Transfer Learning by Injection, and approached with exponentially decaying Euclidean transformations, Negative Hessian Eigensteps, and Gaussian perturbations. On malaria blood smear classification with a 6,430-parameter CNN distilled from a weak 25,546-parameter teacher, SPRKD reaches 94.8% validation accuracy, outperforming Response KD by 24.70 percentage points (McNemar p = 6.3e-87) and matching scratch-trained baselines of the same architecture to statistical equivalence (p = 1.0). Across MNIST, CIFAR-100, and TinyImageNet, SPRKD exceeds scratch-trained baselines by up to 8 percentage points on preliminary benchmarks. Hessian ESD and 2-D loss landscape analysis show convergence to wider minima with substantially smaller Hessian trace and spectral radius than Response KD and control students, indicating smoother descent and greater noise robustness.

Aditya Dewan, Arjun Yogeswaran, Benjamin Fedoruk

Carnegie Mellon University · Ontario Tech University

Knowledge Distillation Hessian Stationary Point Jobs

Jul 24, 2026cs.AI

Learning on the Job: Continual Learning from Deployment Feedback for Frozen-Weights Agents

AI agents encounter learning opportunities in every episode they run, and discard nearly all of them: the underlying models are frozen at deployment, so an agent that resolves a difficult request today starts from zero when it recurs tomorrow. Yet ordinary operation already produces feedback, in the form of outcome verdicts and after-the-fact corrections. We show that this feedback is a sufficient signal for continual learning when the frozen model is paired with an external memory that distils each episode into retrievable natural-language rules. On the banking domain of

τ

-bench, against a static-RAG control retrieving over the complete policy corpus, learning from the one-bit outcome verdict lifts single-trial success to 1.6

\times

the baseline, and learning from corrections to 2.6

\times

, converting 22 of the 84 tasks the baseline never solves. The result spans the deployment spectrum, measured on Mistral Large, an open-weights model that organisations with data sovereignty requirements can self-host, and replicated on a frontier model, Claude Sonnet 5. The accumulated memory also transfers: each model, reading the store built by the other, rises above its own no-memory baseline. The harness, protocol, and data are released.

Valentin Tablan, Scott Taylor, Kristoffer Bernhem

The Memory Company

Continual Learning Feedback Digital Sovereignty Jobs

Jul 22, 2026econ.GN

Google's AI & Economy ATLAS v1.0: Mapping Gemini Usage in the Economy

This paper introduces the AI & Economy ATLAS (Activity, Task, Landscape, and Adoption Study), an ongoing economic research initiative using Google AI usage data. The first iteration of ATLAS is built on 15 million de-identified interactions across the Gemini App, Google AI Mode, and Gemini API. Using privacy-preserving algorithms as well as established and bespoke classification methods, we map AI usage to over 800 occupations, 4000 tasks, 300 household activities, 150 countries, and 140 languages. We then make a number of observations on what the data reveals about AI's diffusion, and its usage at work and in day-to-day life. In the workplace, we show that while AI adoption spans occupations covering just above 88% of US employment, penetration remains shallow and overwhelmingly collaborative in nature, with end-to-end task automation limited in scope. Outside of work, AI spans activities making up about 98% of Americans' non-sleep time, with disproportionately high use in high-friction tasks such as engaging with government and professional service providers, likely delivering economic value that standard national accounts may miss. Globally, adoption scales with national wealth and has broad linguistic distribution, with English queries representing only around a third of volume. As we build upon ATLAS and expand its scope and capabilities, we will continue to provide large-scale empirical evidence to inform the public, policy and academic questions about the ongoing AI transformation.

Zanna Iscenko, Scott Strand, Yiyuan Chen +15

Google · Google DeepMind

Artificial Intelligence Systems Jobs Enterprise Analytics

Jul 22, 2026cs.CY

Mitigating Fabrication in Multi-Stage LLM Pipelines for Hiring: An Empirical Evaluation of Prompt Guardrails and Human-in-the-Loop Checkpoints

Multi-stage LLM hiring pipelines (resume improvement, interview question generation, answer feedback) can fabricate credentials, inflate qualifiers, and invent experience. We evaluate two mitigations, prompt guardrails and human-in-the-loop (HITL) checkpoints, against a fully automated baseline. In a controlled experiment (10 synthetic resumes x 2 job descriptions x 3 repetitions x 3 conditions; 180 runs), the baseline (C1) produced at least one unsupported claim in 96.7% of outputs (mean 6.80 findings/output). Prompt guardrails (C2) reduced finding density by 86% (6.80 to 0.92/output), but 50.0% of outputs still contained a fabrication, showing prompt-level mitigation alone is insufficient. A human checkpoint after resume improvement (C3) eliminated all identity fabrications, reduced finding density by 59% (6.88 to 2.82/output), reduced item-level fabrication from 96.7% to 75.0% (p=.022), and cut capture of JD-embedded trap requirements from 47% to 2% (vs. 5% under the guardrail). An exploratory analysis of multi-specialty resumes shows contamination rising monotonically with domain distance between specialties, suggesting career changers are especially exposed. The reviewer in this study caught all flagrant fabrications, but subtle qualifier drops and plausible new claims survived review roughly half the time (54.5% removal). Neither mitigation degraded the deliverable: claim retention exceeded 99% under both. The interventions are complementary: the guardrail eliminates unprompted additions and qualifier inflation cheaply, while the checkpoint gives near-categorical guarantees against the most severe failures, invented identities and JD-baited claims. These results support a layered architecture combining guardrails with a human checkpoint. A supplementary run with a newer-generation model (90.0% baseline fabrication rate) suggests the problem is not resolved by model progress alone.

Hiroko Takano

Lemmanode LLC

Jobs Streaming Guardrails Human-In-The-Loop Human-Written Text

Jul 22, 2026cs.CL

Two-Step Occupation Coding

Occupation coding links job titles in free text to occupational taxonomies and is a core task in labor market research. Existing approaches typically address this problem in a single end-to-end step, jointly identifying job titles and assigning occupational codes. This paper presents a novel two-step approach that separates these tasks. In the first step, a domain-specific Named Entity Recognition (NER) model identifies occupational titles in continuous text, even under noise such as OCR errors. In the second step, the extracted job titles are mapped to a taxonomy, enabling the classifier to focus exclusively on this mapping. We demonstrate that this separation improves accuracy, robustness, and interpretability compared to single-step approaches. The method has been developed for German documents but is transferable to other languages. We further introduce a margin-based confidence criterion for occupation coding, replacing common absolute thresholds. To support reproducibility, we publish the source code and evaluation scripts.

Alexander M. Esser, Jens Dörpinghaus

University of Koblenz, Germany · 2Federal Institute for Vocational Education and Training (BIBB), Bonn, Germany · 3Linnaeus University (LNU), Växjö, Sweden

Named-Entity Recognition Jobs Token Co-Occurrence Graphs German

Jul 22, 2026cs.LG

Evaluating and Mitigating Gender Bias in Pre-trained Embeddings for ML-based Recruitment

AI-based recruitment systems that rely on machine learning models trained on historical CV data, risk perpetuating and amplifying social biases. A key challenge arises in unstructured CV text, where pre-trained language model embeddings may infer sensitive attributes such as gender even after explicit indicators are removed. In this paper, we evaluate nine pre-trained embedding models on the synthetic FairCVdb dataset, analyzing the informativeness of their embeddings for applicant scoring and their susceptibility to gender leakage, on both original and gender-scrubbed biographies. We further use a multi-task adversarial learning framework with gradient reversal to predict applicant suitability while suppressing gender information from learned representations. Finally, we use a multi-objective Pareto-front-based model selection to balance predictive utility and fairness. Our experimental results show that explicit gender scrubbing substantially reduces but does not eliminate gender leakage, while adversarial learning improves fairness mainly on original biographies and acts as a complementary strategy rather than a substitute for text-level debiasing.

Farnaz Faramarzi Lighvan, Lynn Houthuys

AI Lab, Vrije Universiteit Brussel, Belgium

Gender Bias Gender Jobs Text Embeddings Synthetic Data

Jul 22, 2026cs.CL

TalentCLEF at CLEF2026: Skill and Job Title Intelligence for Human Capital Management

This paper presents the second edition of the TalentCLEF Challenge, which will run as an evaluation lab as part of CLEF 2026. The aim of TalentCLEF is to promote the development of systems and methods that use Natural Language Processing (NLP) in the field of Human Capital Management (HCM), fostering approaches that ensure fairness in results, operate across multiple languages, and adapt to diverse industries. To this end, TalentCLEF establishes public benchmarks where research teams can compare methods and share findings, moving the field toward more practical and impactful NLP solutions that effectively address the real needs of workforce management. This year's lab will feature two tasks designed to foster the development and evaluation of systems that support key HCM activities such as talent matching, upskilling, reskilling, and skill gap detection: (i) Task A - Contextualized Job-Person Matching, focused on retrieving and ranking suitable candidates for specific job positions using context-rich and privacy-preserving data; and (ii) Task B - Job-Skill Matching with Skill Type Classification, centered on identifying relevant skills for a given job title and classifying them by their type within the job profile. TalentCLEF website: https://talentclef.github.io/talentclef/

Luis Gasco, Hermenegildo Fabregat, Laura García-Sardiña +5

Avature Machine Learning, Spain · NLP & IR Group at UNED, Madrid, Spain

Jobs Natural Language Processing Skills Intelligence Beethoven

Jul 14, 2026cs.AI

Vertical Standardisation for High-Risk AI Systems under the EU AI Act: A Domain-Specific Framework for Algorithmic Hiring

According to the recent European legislation, high-risk AI systems will have to adapt in order to comply with requirements related to specific areas, like risk management, data quality and governance, logging and traceability, technical documentation, transparency, human oversight, and accuracy, as outlined in the European Artificial Intelligence (AI) Act. As the standardisation process for AI is expected to remain iterative and, so far, there are no European standards on AI fully covering the challenges of algorithmic hiring, we propose specific standardisation-oriented recommendations related to the relevant AI areas specified by the European Commission. For each of these areas, we set the context by describing the requirements that AI systems in high-risk domains, and especially in recruitment, should fulfil, as well as the activities that should be carried out to ensure their appropriate use and desired performance, in line with the requirements deriving from the AI Act. Unlike existing horizontal approaches to AI governance and standardisation, this paper contributes a vertical, domain-specific framework for algorithmic hiring, and especially ranking-based recruitment systems, by mapping the requirements of the AI Act to concrete standardisation recommendations, focusing on lifecycle discrimination risks, fairness-aware data governance, explainability, human oversight, and post-deployment monitoring in recruitment systems. Even though our recommendations were informed by the outcomes of the European project FINDHR, they are not tied to the project's technical artefacts and could be implemented using alternative methods, tools, or governance mechanisms.

Anna Gatzioura, Vrettos Moulos, Nina Baranowska

University Pompeu Fabra, Barcelona, Spain · University of Piraeus, Piraeus, Greece · Leiden University, Leiden, Netherlands

Eu Artificial Intelligence Act Jobs Domain-Specific Language

Jul 13, 2026cs.CL

STEP: Career-Path Recommendation via Temporal and Educational Trajectory Modeling

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.

Iman Johary, Guillaume Bied, Alexandru C. Mara +1

AIDA-IDLab, Department of Electronics and Information Systems, Ghent University, Ghent, Belgium

Jul 13, 2026cs.CL

JobHop v2: A Large-Scale Career Trajectory Dataset from Unstructured Resumes

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 ${\sim}440{,}000$ 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.

Iman Johary, Guillaume Bied, Alexandru C. Mara +1

AIDA-IDLab, Department of Electronics and Information Systems, Ghent University, Ghent, Belgium

Jobs Continuation Inter-Annotator Agreement

Jul 13, 2026cs.HC

Same Stories, Different Journeys: From Social Comparison to Sensemaking in AI-Mediated Peer Career Exploration

Young job seekers frequently turn to social media to compare themselves with peers and make sense of career possibilities. However, passive feed browsing creates a paradox: the authentic peer content that provides emotional grounding also triggers potentially detrimental upward social comparison and cognitive overload. Previous work has either structured online user-generated content to reduce noise without changing the passive browsing modality, or built AI-powered career exploration systems that disregard authentic human experiences. To address this gap, we developed JobMate, an interactive system that transforms real social media career posts into persona-grounded conversational AI agents, shifting the interaction from passive scrolling to active, personalized dialogue. We conducted a between-subjects study (

N

= 24, three disciplines) comparing JobMate with native RedNote browsing. Our study shows that JobMate's AI-mediated dialogue redirected social comparison from potentially detrimental upward comparison toward constructive self-reframing, while promoting sensemaking through active conversational engagement. However, users still relied on the authenticity of real peer content for emotional grounding. We discuss design implications for AI systems that augment authentic online user-generated content consumption across social comparison contexts.

Pengping Tan, Baoquan Zhao, Zhenhui Peng

Sun Yat-sen University Guangzhou, China · Sun Yat-sen University Zhuhai, China

Jobs Complex Societies Social Media Posts Comparison Exploration

Jul 8, 2026cs.CY

Answering Without Referring: How AI Search Rewrites the Web's Economic Bargain

Search engines have long allocated attention on the web by routing users from queries to websites. AI search changes this arrangement because information needs can be resolved inside the intermediary. Using URL-level Comscore U.S. desktop clickstream, we compare ChatGPT and Google information-seeking occasions and exploit ChatGPT Search access expansions to estimate traditional search displacement. ChatGPT produces outbound clicks in only 5.2% of conversation sessions, far below Google's referral ratio. The remaining clicks are not a scaled-down Google stream: they skew toward specialized destinations and away from ad-supported sites. Wider access cuts search use by 9.4%, with search-referral losses largest for informational categories. Our findings identify a central economic shift in digital intermediation: AI search might satisfy information needs inside the intermediary while weakening the referral bargain that has linked search, traffic, and content production on the open web.

Qiaoni Shi, Kai Zhu, Kai Gu

Bocconi University, Milan, Italy

Artificial Intelligence Search Web Jobs

Jul 6, 2026cs.AI

CP-WSP: A Declarative CP-SAT Framework for Configurable Multi-Constraint Workforce Scheduling

Workforce scheduling is an NP-hard combinatorial optimization problem requiring simultaneous satisfaction of labor regulations, coverage requirements, employee preferences and operational objectives. Existing CP formulations typically model simplified instances with 6-12 constraints at shift-level granularity and critically lack explicit support for: mandatory break scheduling with midpoint placement control; acuity weighted workload equity; sub-shift temporal granularity enabling demand-driven staffing; inter-week schedule stability; and cross-midnight shift patterns common in 24-hour operations. This paper presents CP-WSP: a declarative CP-SAT framework enforcing 14 hard constraints as mathematically inviolable requirements (zero regulatory violations by construction) while optimizing 15 soft objectives through a unified weighted penalty function -- all configurable via a JSON specification with no code changes required. Key contributions include: a shift-window variable decomposition enabling mandatory break scheduling with centrality control; acuity-weighted workload equity; multi-granularity temporal resolution from 30 minutes to 2 hours; inter-week schedule stability; a grid-offset preprocessing technique for cross-midnight shifts; and a reproducible 36-configuration benchmark suite for community comparison. Evaluated on INRC-II benchmarks at both hourly and shift-level granularity and on 36 synthetic configurations.

Vipul Patel, Anirudh Deodhar, Dagnachew Birru

Phi Labs, Quantiphi

Job Shop Scheduling Combinatorial Optimization Satisfiability Jobs Faster-Wam

Jul 5, 2026cs.AI

Shortcut Learning in Legal Judgment Prediction: Empirical Evidence from the UK Employment Tribunal

Current Legal Judgment Prediction (LJP) is constrained by its reliance on post-hoc judicial materials, increasing the likelihood that models perform retrospective classification rather than true forecasting. This paper empirically investigates shortcut learning in this context by studying claim-level outcome prediction in UK Employment Tribunal (UKET) decisions. Using a corpus of 33,158 individual claims, we predict outcomes from claim texts and LLM-extracted case summaries, evaluating models ranging from interpretable TF-IDF-based classifiers to black-box LLMs. While headline predictive performance figures appear strong, we demonstrate that such performance in LJP systems trained on post-hoc judicial text can be driven by the retrospective nature of the source material. Stratifying the test data by human judgments of leakage reveals that performance increases where outcome-revealing cues are embedded in the narrative. Moreover, a model trained on just the 4% of features identified as leakage achieves high performance, outperforming human experts. These findings substantiate concerns that LJP performance may be exaggerated by linguistic artefacts. Yet this vulnerability is not fatal to the research agenda. Instead, post-hoc judgments might be treated as potentially contaminated texts, requiring active auditing. Retraining models after masking leakage features results in only a negligible reduction in Macro-F1. Hence, while models will opportunistically exploit shortcuts when available, they remain capable of extracting useful predictive signals when these artefacts are removed.

Joe Watson, Joana Ribeiro de Faria, Marcus Tomalin +6

Faculty of Law, University of Cambridge, Cambridge, United Kingdom · The Psychometrics Centre, Cambridge Judge Business School, University of Cambridge, Cambridge, United Kingdom · Faculty of English, University of Cambridge, Cambridge, United Kingdom +3

Large Language Model Forecasting Clinical Prediction Empirical Study Shortcut Learning Jobs Post-Hoc

Jul 1, 2026cs.CL

Grounded Optimization: A Layered Engineering Framework for Reducing LLM Hallucination in Automated Personal Document Rewriting

Large language models (LLMs) are increasingly applied to resume optimization for applicant tracking systems, introducing hallucination failures distinct from general text generation: anachronistic technology injection, cross-domain terminology contamination, structural mutation, and content fabrication. We present Grounded Optimization, a five-layer framework combining temporal context validation, deterministic contamination detection, structural invariant enforcement, prompt-level grounding, and an evaluator agent. In ablation experiments across three LLMs, four temperature settings, and six layer configurations on 25 synthetic resumes spanning 14 industries, undefended baselines produce 2.48-5.36 detected hallucinations per resume. Among detectors independent of the active defenses, temporal hallucinations are reduced by 50-95% across all conditions; overall detected hallucination rate falls to 0.04-0.24. Prompt-level grounding alone achieves zero detected hallucinations at low temperature with a capable instruction-following model; higher temperatures and weaker models reveal the need for the deterministic layers as a complement. We release the contamination taxonomy, evaluation code, and raw data.

Shashank Indukuri, Adarsh Agrawal

Large Language Model Hallucination Generative Hallucination Contextual Grounding Jobs Document Engineering

Jun 30, 2026cs.CL

Overview of the TalentCLEF 2026: Skill and Job Title Intelligence for Human Capital Management

This paper presents an overview of the second edition of the TalentCLEF challenge, organized as a Lab at the Conference and Labs of the Evaluation Forum (CLEF) 2026. TalentCLEF is an initiative aimed at advancing Natural Language Processing research in Human Capital Management. The second edition of the challenge consisted of two tasks: Task A, contextualized job-person matching, focuses on identifying and ranking the most suitable candidates represented by their resumes for a given job vacancy in English and Spanish. Task B, job-skill matching with skill type classification, addresses retrieving the most relevant skills for a given job title in English and distinguishing between core and contextual skills. TalentCLEF attracted 113 registered teams and received more than 400 submissions in the two tasks, reflecting the growing interest of the research community in shared evaluation benchmarks for Human Capital Management. This paper describes the motivation and organization of the challenge, summarizes the datasets and evaluation settings, and reports the main results obtained by the participating teams.

Luis Gasco, Hermenegildo Fabregat, Laura García-Sardiña +8

Avature Machine Learning, Spain · TechWolf, Belgium · NLP & IR Group at UNED, Madrid, Spain

Jobs Skills Human-Annotated Benchmark Evaluation Benchmarks Natural Language Beethoven+1

Jun 30, 2026cs.CV

Uncertainty-Aware Last-Layer Adaptation of RETFound for Referable Diabetic Retinopathy Screening Under Dataset Shift

This paper presents a safety-centered empirical evaluation of uncertainty-aware last-layer adaptation for referable diabetic retinopathy screening using RETFound, a self-supervised vision-transformer retinal foundation model used here as a frozen feature encoder, and the public APTOS 2019 and DDR diabetic retinopathy fundus image datasets. We compare a cached-feature softmax head, post-hoc temperature scaling, variational Bayesian last-layer heads, a diagonal Laplace last-layer approximation, and an SNGP-style cached-feature head. On APTOS, uncertainty-aware operating points improved sensitivity and selective-referral behavior. The strongest APTOS selective-referral result deferred approximately 20 percent of cases and reduced accepted-case false negatives to zero while preserving high accepted-case specificity. However, threshold tuning also reduced false negatives at high false-positive cost, so false-negative reduction alone was not unique to Bayesian modeling. On DDR, native Bayesian heads qualitatively reproduced the APTOS direction but with weaker tradeoffs, while the APTOS-trained SNGP checkpoint transferred poorly and failed to provide useful external selective-referral behavior. These results highlight the value of safety-centered evaluation beyond aggregate accuracy: uncertainty-aware last-layer heads can improve internal safety-oriented operating points, but trustworthy retinal screening claims require explicit safety-coverage evaluation and second-dataset validation under shift.

Karim Mardhani

University of Colorado Boulder Boulder, CO, USA

Glaucoma Detection Uncertainty-Aware Classification Model Checkpoints Safety Benchmarks Fetch Jobs

Jun 29, 2026cs.LG

Personalizing Marketplace Policies with Competing Objectives and Constrained Experiments: Evidence from a Job Marketplace

Two-sided marketplaces connect distinct user groups whose interests often conflict -- improving outcomes on one side could degrade the other side's experience. To address this challenge, we deploy an integrated framework for personalizing free-value thresholds -- a policy governing the scope of complimentary services for job listings -- across a two-sided job marketplace connecting millions of employers and job seekers. Our personalized policy delivers statistically significant and economically sizable lift in the target metric while respecting engagement guardrail constraints. Direct application of standard uplift methods proves insufficient here for two reasons. First, cross-side externalities demand multi-objective optimization: maximizing employer-side metrics risks harming job seeker engagement, with effects varying substantially across job segments. Second, marketplace interference necessitates cluster-level randomization, limiting us to few discrete treatment levels -- effectively a form of positivity violation that rules out methods designed for continuous treatments. We contribute an integrated framework with three components. Our ensemble-based hybrid ranking models target and guardrail metrics separately, cutting guardrail risk by over 10% for equivalent target gains compared to single-objective approaches. A treatment effect extrapolation method extends our estimates from limited experimental variation to untested policy levels, relying on monotonicity assumptions that we validate empirically. Finally, we present production deployment, where post-launch data confirms both extrapolation accuracy and guardrail compliance. Our deployed system demonstrates that principled methodology can enable meaningful personalization even when experiments are severely constrained and different objectives compete -- common conditions that characterize many real-world marketplaces.

Yufei Wu, Zhen Yan

LinkedIn Corporation · Sunnyvale, CA, USA · Mountain View, CA, USA

Jobs Matching Markets Decision Thresholds Objectives

Jun 29, 2026cs.CV

HiRes: A Hierarchical Cascaded Method for Resistor Value Identification

Accurate identification of resistor values from unconstrained images remains a challenging computer vision task due to variations in lighting, orientation, scale, and background complexity. This paper presents HiRes, a hierarchical cascaded pipeline for end-to-end resistor value identification directly from full-frame images. The approach combines object detection (YOLOv8n), semantic segmentation (UNet++ with EfficientNet-B2), and structured geometric decoding via projection along the resistor axis. To improve robustness, we incorporate geometric filtering, gap-preserving band separation, and validation against the E24 resistor series. Experiments across diverse real-world images show that HiRes achieves a detection mAP50 of 0.9906, a segmentation mIoU of 0.8444, and an end-to-end identification accuracy of 85.8% (95% CI: 78.0-91.9%), outperforming the publicly available classical baseline, CVResist, which fails to generalize beyond controlled conditions. In addition, our architecture outperforms state-of-the-art MLLMs on our challenging test set, offering a lower cost, high efficiency, and an interpretable alternative method. These results demonstrate the effectiveness of integrating learned visual representations with structured reasoning for robust resistor interpretation. Code and dataset are available at https://github.com/HiRes491/HiRes.

Rama Y. AlHamidi, Aseel A. Mohamed, Mustafa A. Eltayeb +2

Electrical & Computer Engineering, Texas A&M University at Qatar, Doha, Qatar · College of Science and Engineering, Hamad Bin Khalifa University, Doha, Qatar

Resnet-18 Computer Vision Efficientnet Encoder Object Detection Value Jobs

Jun 25, 2026cs.LG

Designing Reward Signals for Portable Query Generation: A Case Study in Industrial Semantic Job Search

Job-search platforms rely on low-bandwidth query interfaces that often fail to capture the high-dimensional complexity of candidate profiles. We present an end-to-end RLAIF (Reinforcement Learning from AI Feedback) framework to generate \emph{portable} job search queries, terms that abstract away seeker-specific identifiers while preserving generalizable qualifications. This task introduces a highly adversarial reward surface where policy optimization frequently exploits flaws in LLM-as-judge rubrics, resulting in degenerate verbatim-copying behaviors. We conducted comprehensive empirical experiments to isolate the impact of optimization mechanics against structured reward engineering. Our results demonstrate that for critic-free optimizers, performance is overwhelmingly dictated by robust reward shaping, rendering the specific choice of algorithm largely immaterial. While critic-free per-rollout baseline methods (RLOO and REINFORCE++) natively resist reward-hacking, the group-relative advantage normalization in GRPO appears uniquely sensitive to spurious reward signals, making it disproportionately susceptible to exploitation. We show that introducing a deterministic, rule-based reward floor to correct for rewards assigned to verbatim copying mitigates this failure mode, resulting in a substantial

+0.147

quality improvement on a cross-family evaluation judge. Ultimately, we show that the training-time reward model inflates performance gains by

2.4\times

, confirming that the training success is fundamentally dependent on enforcing reward-shaping disciplines rather than selecting alternative optimizers.

Ping Liu, Qianqi Shen, Jianqiang Shen +11

LinkedIn Corporation, Mountain View, CA, USA

Jobs Reinforcement Learning From Human Feedback Queries Adaptive Optimizers Case Study

Jun 16, 2026math.OC

Sequential Hiring of Contingent Workers Through Learning-Based Optimization

In this paper, we study a sequential workforce management problem in a contingent labor setting with uncertainty in both worker production and labor supply. A firm seeks to maximize cumulative profit by maintaining an active team of fixed size while learning worker productivity over time. We emphasize two critical operational frictions in this problem: replacing workers is costly, and workers may not be available immediately for hiring because of, for example, prior job commitments, scheduling constraints, or onboarding procedures. Thus, hiring decisions take effect only after a random delay. We formulate this problem as a stochastic multi-play bandit with costly switching and delayed actions, and develop a learning-based hiring policy, DR-UCB (DelayedReplacement-UCB), that makes replacement and hiring decisions sequentially through learning cycles. In each cycle, the policy uses real-time production data to determine when to initiate workforce changes and which workers to replace and hire. We show that the leading-order regret of the proposed policy matches its lower bound in its dependence on the time horizon. Our numerical experiments show that DR-UCB outperforms benchmark policies.

Chris Lee, Xiuli Chao, Izak Duenyas

Department of Industrial and Operations Engineering, University of Michigan · Ross School of Business, University of Michigan

Jun 10, 2026cs.SI

Probabilistic Salary Prediction with Graph Attention Networks and a Mixture Density Network

Accurate salary prediction is critical for bridging the information gap between employers and job seekers in modern labor markets. Existing approaches predominantly yield a single point estimate and treat job attributes such as location, occupation, and industry as independent categorical features, ignoring both the inherent uncertainty and multi-modality of real-world compensation data and the rich hierarchical and semantic-similarity relationships that govern pay norms. In this paper we propose GAT-MDN, a unified framework that addresses both limitations simultaneously. For each of the three attribute domains we construct a domain-specific graph whose edges encode (i) hierarchical parent-child containment and (ii) weighted similarity links derived from a pre-trained Sentence-Transformer. Parallel Graph Attention Networks (GATs) with edge-feature-aware attention learn rich, context-sensitive node representations from these multi-relational graphs. A priority-based hierarchical selection module then assembles a composite feature vector that gracefully handles missing or coarse attributes, and a Mixture Density Network (MDN) head maps this vector to the parameters of a Gaussian Mixture Model (GMM), yielding a full conditional salary distribution. Extensive experiments on a real-world Dutch job-posting dataset of over 1 million records demonstrate that GAT-MDN significantly outperforms a non-graph MLP-MDN baseline in both Negative Log-Likelihood (NLL) and Mean Squared Error (MSE).

Zhipei Qin, Mohammad Shokri, N. van Weeren +1

Leiden Institute of Advanced Computer Science (LIACS) · Randstad N.V.

Interleaved Graph Attention Jobs Mixture Models

Jun 6, 2026cs.LG

Generative Frontier Planning for Adaptive Peer-Referral Recruitment under Covariate-Dependent Arrivals

Peer-referral recruitment systems such as respondent-driven sampling are critical for studying and intervening on hidden populations affected by infectious diseases. To accelerate recruitment, public health agencies must adaptively allocate limited referral resources across multiple rounds, where current decisions shape both the number and the covariates of future recruits. Prior work makes this problem tractable by assuming that referrals are drawn i.i.d.\ from a homogeneous population, an assumption that ignores the homophily and shared context that drive real peer recruitment. We instead consider a more realistic model in which both referral capacity and the covariates of newly referred individuals are conditioned on the referrer, learned from data with a censored count model and a conditional generative model. The resulting planning problem is challenging because each candidate allocation induces a different distribution over future recruits. We propose \emph{Generative Frontier Planning} (GFP), a model-based planner that replaces per-step Monte-Carlo sampling with a deterministic backup over a latent covariate-coverage value surrogate. The surrogate is designed so that the expected value of the next frontier depends on the offspring generative model only through finite-dimensional summaries that are amortized offline, and so that the resulting per-round objective is monotone with diminishing returns. Together, these two properties make planning tractable: the deterministic backup eliminates Monte-Carlo sampling, and the diminishing-returns structure lets a marginal greedy allocation achieve a

(1-1/e)

-approximation for the per-round problem. On a simulation environment calibrated to a real respondent-driven sampling dataset, GFP outperforms random, reinforcement-learning, and i.i.d.\ dynamic-programming baselines across four discount factors.

Lingkai Kong, Hezi Jiang, Andrew Ma +3

Harvard University

Covariate Balancing Queue Control Jobs Classical Planning Planning

Jun 3, 2026cs.IR

Disentangling Answer Engine Optimization from Platform Growth: A Log-Based Natural Experiment on ChatGPT Referral Traffic

Large language model (LLM) "answer engines" such as ChatGPT now send measurable referral traffic to the open web, and a practice analogous to search engine optimization, here called Answer Engine Optimization (AEO), has emerged. Public AEO success stories typically quote large raw growth multiples, but raw referral growth is confounded by the rapid platform-level growth of the answer engines themselves. We report a longitudinal field study on a single high-traffic domain (glasp.co) whose corpus of hundreds of thousands of YouTube question-and-answer pages received a defined bundle of AEO interventions in January 2026 (detailed in Section 4). Because the interventions were concentrated on one subset of the site, the untreated remainder of the same domain acts as a contemporaneous control that absorbs the platform tailwind. Using first-party analytics and server logs rather than probabilistic third-party estimators, we find: (1) raw growth is dominated by the platform tailwind: on monthly aggregates total ChatGPT referrals grew 5.7x while untreated pages on the same domain grew 3.5x over the same window; (2) an interrupted time-series model on the weekly treated/control ratio estimates a discrete, intervention-aligned level increase of 1.82x (95% CI 1.31-2.54, HAC p=0.001), robust across engagement-filtered traffic (2.27x) and alternative specifications; (3) however, a conservative placebo-in-time permutation test yields p=0.16, so the effect is suggestive, not conclusive, given a short and noisy pre-period; and (4) Google organic clicks to treated pages did not fall beyond the ambient site-wide trend and indexation was preserved, consistent with the SEO-protection rule. The methodological message, separating treatment from platform tailwind with an on-domain control, matters more than any single multiple, and implies that headline AEO multiples substantially overstate causal effect.

Keisuke Watanabe, Kazuki Nakayashiki

Glasp Inc.

Analytics Growth Jobs Causal Inferences

May 29, 2026cs.AI

On Wednesdays, We Ask Questions: Optimizing "Active Listening" in Automated Legal Triage and Referral

The FETCH classifier generates follow-up questions to help refine the best match for the applicant's legal problem, using a low-cost ensemble of LLMs. In this paper, we describe an expert attorney and LLM-assisted evaluation of the follow-up question approach in FETCH and show that while low-cost LLMs perform well at classification tasks, generating high-quality plain-language questions in this setting appears to require a more sophisticated and higher-cost model. Through discussion with legal intake workers, we propose a rubric for the evaluation of legal intake classification questions, and we find that prompt engineering alone is not enough to improve question quality for intake purposes. We also find that LLM-as-judge and human ratings diverge. We demonstrate that with the addition of a single high-cost model, GPT-5, the classifier can elicit relevant information from applicants for legal help, and that the questions lead to more accurate performance at classification tasks. We also find uneven fact elicitation across different categories, including domestic violence, at odds with family law screening protocols, suggesting the value of including dedicated screening panels for certain areas of law.

Quinten Steenhuis, Jacqueline Harvey

Suffolk University Law School Boston, United States of America

Legal Reasoning Tasks Legal Domain Elicitation Large Language Model Responses Question Triage+2

May 28, 2026cs.CL

Attention Asymmetry in AI Layoff Discourse on X: A Computational Analysis of Capital vs Labour Amplification

When workers lose jobs to AI-driven restructuring, two very different conversations happen on X (formerly Twitter) at the same time. Tech executives and AI researchers talk about productivity, transformation, and opportunity. Laid-off workers and labour critics talk about job loss, uncertainty, and fear. This paper asks a simple question: which conversation gets more reach? We report three studies using two collection methods and 763 tweets from 20 named public accounts. Study 1 used keyword-based collection (n=392) and found no significant difference between corpora (p=0.891), revealing that keyword search is too noisy for this task. Study 2 used account-based collection (n=96) and found a 3.12x mean amplification advantage for capital discourse over labour discourse (p=0.000003, Cohen's d=0.555). Study 3 combined both methods (n=763) and confirmed the finding at 4.18x mean and 10.77x median amplification ratio (p<0.000001). Critically, after normalising for follower count, the asymmetry persists at 2.69x (p=0.000009, Cohen's d=0.491), demonstrating that the effect is not simply a consequence of capital accounts having larger audiences. The finding is robust across all tested amplification metric weightings. We introduce the Amplification Ratio and Amplification Normalisation Index as simple metrics for measuring platform-level discourse inequality. A cross-platform replication on Reddit (n=647 posts) did not replicate the finding, suggesting the asymmetry may be specific to X's account-based amplification architecture. We discuss the methodological implications for cross-platform discourse analysis.

Joy Bose

Independent Researcher, Bengaluru, India

Discourse Asymmetry Jobs Disparities Money Artificial Intelligence Scientists

May 26, 2026cs.IR

Developing an Intelligent Job Recommendation System Using Semantic Retrieval and Explainable AI Techniques

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.

Hussein Al Awad, Khaled Fathi Omar

∗Master of Web Science, Syrian Virtual University, Damascus, Syria

Jobs Explainable Artificial Intelligence Role

May 26, 2026cs.CY

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

Rishi Bommasani, Sarah H. Bana, Kathleen A. Creel +2

Stanford University, USA · Chapman University, USA · Northeastern University, USA

Jobs Disparities Minority

May 22, 2026cs.IR

An Interpretable CF-RL-TOPSIS Fusion Model for Skills-Aware Talent Recommendation

Effective skills-aware talent recommendation must balance behavioral transition patterns, trajectory-sensitive adaptation, and inspectable occupation-level criteria. Evidence from public benchmarks on how these signals interact, however, remains limited. This study proposes CF-RL-TOPSIS, an interpretable late-fusion model that integrates a transition-aware collaborative branch, a compact reinforcement-style occupation-family bandit, and an entropy-weighted TOPSIS branch constructed from six semantic proxies; the validation-selected fusion coefficients remain auditable. The model is evaluated on two frozen public ICT talent-history benchmarks, JobHop and Karrierewege, using repeated chronological top-5 ranking and paired Wilcoxon tests. On JobHop the full hybrid attains NDCG@5 = 0.3040 +/- 0.0073 and significantly surpasses repeat-last, item Markov, transition-aware collaborative filtering, the CF+TOPSIS hybrid, GRU4Rec, and SASRec (p <= 0.0039 across planned comparisons). On Karrierewege the hybrid remains competitive but does not significantly exceed the strongest Markov baseline, revealing a persistence-dominated setting in which the bandit branch appropriately shrinks to near-zero weight. Proxy-sensitivity, family-level deep Q-network, and runtime checks support this interpretation, and a worked user-level case shows how branch scores, criterion weights, and rank shifts can be inspected for an individual recommendation. The contribution is not a benchmark-agnostic superiority claim, but a reproducible account of the conditions under which transparent late fusion adds value beyond simple continuation heuristics. In semantically rich, non-saturating talent-history regimes the three branches reinforce one another; in persistence-dominated regimes the same architecture remains competitive through its collaborative backbone, with the adaptive branch correctly inactive.

Özkan Canay

aSakarya University, Department of Information Systems and Technologies, Faculty of Computer and Information Sciences, Sakarya, Türkiye

Jobs Collaborative Filtering Direct Feature Fusion

May 22, 2026econ.GN

Generative AI and the Reorganization of Labor Demand

Generative artificial intelligence (AI) is expected to transform work, but less is known about how firms reorganize labor demand as the technology diffuses. Existing research has largely focused on which occupations are exposed to AI or whether exposed jobs decline. We extend this debate by examining whether firms adjust by changing where they hire, what jobs contain, or both. Using a nationwide dataset of job postings in the United States, covering all sectors of the economy, we construct a dynamic, posting-level measure of generative AI exposure with a two-stage large language model pipeline. The pipeline identifies the tasks described in each posting and classifies the extent to which generative AI can perform or assist them. We then decompose changes in aggregate exposure into two margins: reallocation of demand across jobs and redesign of tasks within jobs. We document three main findings. First, generative AI exposure is dynamic rather than fixed, changing substantially over time. Second, labor demand adjusts through both margins. Hiring reallocation explains the largest share of the aggregate decline in exposure, accounting for 52% on average, while within-job redesign becomes increasingly important, accounting for 39.5%. A complementary Oaxaca-Blinder decomposition shows that shifts in occupational composition account for about 90% of the exposure change attributable to observable job characteristics. Third, adjustment differs across the job ladder. Senior jobs adjust earlier and mainly through reallocation, whereas junior jobs adjust through a broader mix of reallocation, redesign, and their interaction. These findings suggest that labor-market adjustment to generative AI is a process of organizational reconfiguration, in which firms reshape both hiring demand and the task architecture of work.

Fangyan Wang, Zaiyan Wei, Yang Wang

Mitch Daniels School of Business, Purdue University; West Lafayette, IN 47907

Generative Artificial Intelligence Jobs Conceptual Reorganization

May 20, 2026cs.AI

Who Uses AI? Platform Selection and the Measurement of Occupational AI Exposure

Conversation logs from AI platforms are increasingly used to measure occupational exposure to artificial intelligence, but the users observed in these logs are not the workforce. We show that platform-derived exposure scores combine task-level AI applicability with the occupational composition of the platform's user base. Holding the empirical design fixed, changing only the platform input changes the post-ChatGPT employment coefficient by a factor of 1.9, and consumer and enterprise channels within the same vendor disagree in sign. We formalize the resulting non-classical measurement error, decompose it into between- and within-occupation selection, and construct workforce-reweighted partial-identification bounds. Reweighting to Bureau of Labor Statistics employment shares attenuates estimates by 42 to 93 percent. The bias captures augmentation among observed users more directly than substitution in the workforce.

Michelle Yin, Burhan Ogut

School of Education and Social Policy, Northwestern University, 2120 Campus Drive, Evanston, IL 60208 · School of Education and Social Policy, Northwestern University · American Institutes for Research

Jobs Exposure Measures Identifiability

May 20, 2026cs.CL

Building a Custom Taxonomy of AI Skills and Tasks from the Ground Up with Job Postings

Utilizing LLMs for automated taxonomy construction presents a clear opportunity for the comprehensive, yet efficient mapping of potentially complex domains. When contending with high volumes of rapidly growing corpora, however, it becomes unclear how to best leverage such data for optimal taxonomy construction. Taking the case of systematizing AI skills in the workplace, we use two large-scale job postings corpora to investigate key design decisions for the inclusion (or exclusion) of data points for taxonomy construction. We propose TaxonomyBuilder as a blueprint for our systematic study, with which we evaluate various configurations of custom, data-informed, and hierarchical taxonomies. We demonstrate that less data can provide more clarity: filtering inputs to TaxonomyBuilder provides better domain-specific coverage than offering unfiltered inputs to clustering and LLM-enhanced hierarchical taxonomy labeling tools.

Stephen Meisenbacher, Peter Norlander

Technical University of Munich Garching, Germany · Loyola University Chicago Chicago, IL, USA

Taxonomy Jobs Grounding

May 20, 2026cs.CL

JobArabi: An Arabic Corpus and Analysis of Job Announcements from Social Media

This paper introduces JobArabi, a large-scale corpus of Arabic job announcements collected from social media between January 2024 and October 2025. The dataset contains 20,528 public posts from X and captures more than two years of employment-related discourse across Arabic-speaking online communities. The corpus was compiled using a linguistically informed query framework covering 21 Arabic keyword families that reflect gendered, plural, formal, and dialectal expressions of recruitment language. The resulting dataset includes posts from institutional, commercial, and individual accounts and provides metadata such as timestamps, engagement indicators, and geolocation when available, enabling temporal and regional analysis of employment discourse. Quantitative analysis reveals several sociolinguistic patterns in online recruitment, including the persistence of gendered hiring language, regional variation in occupational demand, and the emotional framing of recruitment messages. These findings highlight the potential of Arabic social media as a resource for studying labor market communication and linguistic change. The JobArabi corpus, together with documentation and collection scripts, will be released to support research in Arabic NLP, computational social science, and digital labor studies.

Wajdi Zaghouani, Shimaa Amer Ibrahim, Mabrouka Bessghaier +1

Northwestern University in Qatar · Carnegie Mellon University in Qatar

Arabic Jobs Text Corpora Social Media Computational Social Science Discourse

May 17, 2026cs.HC

Artificial Intelligence can Recognize Whether a Job Applicant is Selling and/or Lying According to Facial Expressions and Head Movements Much More Correctly Than Human Interviewers

Whether an interviewee's honest and deceptive responses can be detected by facial expression signals in videos has been debated and requires further research. We developed deep learning models enabled by computer vision to extract temporal patterns of job applicants' facial expressions and head movements to identify self-reported honest and deceptive impression management (IM) tactics from video frames in real asynchronous video interviews. A 12- to 15-minute video was recorded for each of N=121 job applicants as they answered five structured behavioral interview questions. Each applicant completed a survey to self-evaluate their trustworthiness on four IM measures. Additionally, a field experiment was conducted to compare the concurrent validity associated with self-reported IMs between our modeling approach and human interviewers. Human interviewers' performance in predicting these IM measures from another subset of 30 videos was obtained by having N=30 human interviewers evaluate three recordings. Our models explained 91% and 84% of the variance in honest and deceptive IMs, respectively, and showed stronger correlations with self-reported IM scores than human interviewers.

Hung-Yue Suen, Kuo-En Hung, Che-Wei Liu +2

Interviews Facial Expression Recognition Deception Deepfake Detection Artificial Intelligence Detection Jobs

May 16, 2026cs.LG

1GC-7RC: One Graphic Card -- Seven Research Challenges! How Good Are AI Agents at Doing Your Job?

Autonomous AI coding agents are becoming a core tool for ML practitioners in industry and research alike. Despite this growing adoption, no standardized benchmark exists to evaluate their ability to design, implement, and train models from scratch across diverse domains. We introduce 1GC-7RC (Single Graphic Card: Seven Research Challenges), a benchmark comprising seven ML tasks spanning language modeling, image classification, semantic segmentation, graph learning, tabular prediction, time-series forecasting, and text classification. Each task provides a locked data-preparation and evaluation script together with a baseline training script; the agent may only modify the training code, has no access to pretrained weights (with one controlled exception for semantic segmentation), no internet access, and must complete each task within a task-specific wall-clock budget (40-120 minutes) on a single GPU. We evaluate seven coding agents: five proprietary (Claude Code with Sonnet 4.6, Opus 4.6, and Opus 4.7; Codex CLI with GPT 5.5; and OpenCode with Qwen 3.6+) and two open-source (OpenCode with Kimi K2.5, Kimi K2.6). Across 5 runs per agent-task pair, we report substantial performance differences that reveal varying levels of implicit ML knowledge, planning ability, and time-budget management. The benchmark, harness, and all evaluation artifacts are publicly available on GitHub at https://github.com/Strolchii/1GC-7RC-Benchmark to facilitate reproducible comparison of future agents. Because our benchmark design is modular, the benchmark can be extended to new tasks and domains, adapted to different GPU budgets, and used to study multi-agent settings, making it a flexible platform for future research on autonomous research agents.

Robin-Nico Kampa, Fabian Deuser, Anna Bößendörfer +2

University of the Bundeswehr Munich, Munich, Germany

Agentic Benchmarks Coding Agents Artificial Intelligence Agents Artificial Intelligence Systems Jobs

May 15, 2026cs.LG

Physics-Guided Geometric Diffusion for Macro Placement Generation

Macro placement is a pivotal stage in VLSI physical design, fundamentally determining the overall chip performance. Recent data-driven placement methods have demonstrated significant potential, yet they often struggle to handle sequential dependencies and to balance topological connectivity with physical constraints. To bridge this gap, we propose MacroDiff+, a physics-guided geometric diffusion framework. Specifically, we design a dual-domain denoising architecture that couples topological connectivity encoded by heterogeneous GNNs with global geometric context modeled by a Transformer. Furthermore, we introduce Physics-Guided Sampling, an inference strategy that actively steers the generation using explicit gradients to ensure both statistical plausibility and physical validity. On the ISPD2005 MMS benchmarks, MacroDiff+ outperforms state-of-the-art baselines with a 6.1-6.2% reduction in wirelength. Notably, it exhibits superior stability and scalability on large-scale designs where prior methods fail to converge. The source code is available at https://github.com/jhy00n/MacroDiff-plus.

Jongho Yoon, Jinsung Jeon, Seokhyeong Kang

1POSTECH Institute of Artificial Intelligence · 2KAIST InnoCORE LLM · 3Seoul National University +1

Layouts Graph Neural Networks Jobs

May 12, 2026cs.AI

Adaptive Multi-Round Allocation with Stochastic Arrivals

We study a sequential resource allocation problem motivated by adaptive network recruitment, in which a limited budget of identical resources must be allocated over multiple rounds to individuals with stochastic referral capacity. Successful referrals endogenously generate future decision opportunities while allocating additional resources to an individual exhibits diminishing returns. We first show that the single-round allocation problem admits an exact greedy solution based on marginal survival probabilities. In the multi-round setting, the resulting Bellman recursion is intractable due to the stochastic, high-dimensional evolution of the frontier. To address this, we introduce a population-level surrogate value function that depends only on the remaining budget and frontier size. This surrogate enables an exact dynamic program via truncated probability generating functions, yielding a planning algorithm with polynomial complexity in the total budget. We further analyze robustness under model misspecification, proving a multi-round error bound that decomposes into a tight single-round frontier error and a population-level transition error. Finally, we evaluate our method on real-world inspired recruitment scenarios.

Yuqi Pan, Davin Choo, Haichuan Wang +3

Harvard University · University of Witwatersrand · Wits Health Consortium +1

Queue Control Bellman Equation Stochastic Jobs Machine Learning Surrogates

May 10, 2026cs.CL

ConFit v3: Improving Resume-Job Matching with LLM-based Re-Ranking

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.

Xiao Yu, Ruize Xu, Chengyuan Xue +6

Columbia University · New York, NY, USA · John Hopkins University +6

Jobs Large Language Model Reranking Cross-Encoder Reranking

May 6, 2026cs.LG

Forecasting Green Skill Demand in the Automotive Industry: Evidence from Online Job Postings

The global transition toward sustainable economies is reshaping labor markets, yet systematic methods for identifying and forecasting green skills remain limited. This study presents a computational framework to measure and predict green skill demand using online job postings from Mexico's automotive industry, which contributes about 4% of national GDP. We compile a dataset of job advertisements from Indeed Mexico, OCC Mundial, and LinkedIn (July 2024 to July 2025), yielding 204,373 skill records. A two-stage pipeline combining multilingual embeddings and ESCO validation identifies 274 unique green skills across 8,576 occurrences (4.22% of all skills). We benchmark 15 time series forecasting models using a rolling origin evaluation. Transformer-based models, especially FEDformer, Reformer, and Informer, achieve the best performance, with MAE around 2.5e-5 and relative RMSE below 15. We further propose a framework to classify skills by absolute and relative growth, identifying stable, emerging, and high-impact competencies. Results show current demand is concentrated in operational sustainability practices, while the fastest-growing skills relate to renewable energy, recycling, and hydrogen technologies. This pipeline supports data-driven workforce planning in the green transition.

Sabur Butt, Joshua N. Arrazola E., Hector G. Ceballos +1

Institute for the Future of Education, Tecnológico de Monterrey, Monterrey, 64849, Mexico · Universidad Politécnica de Victoria, Victoria, Mexico

Jobs Sustainability Mechanics Validation

May 5, 2026cs.CV

Parameter-Efficient Multi-View Proficiency Estimation: From Discriminative Classification to Generative Feedback

Estimating how well a person performs an action, rather than which action is performed, is central to coaching, rehabilitation, and talent identification. This task is challenging because proficiency is encoded in subtle differences in timing, balance, body mechanics, and execution, often distributed across multiple views and short temporal events. We discuss three recent contributions to multi-view proficiency estimation on Ego-Exo4D. SkillFormer introduces a parameter-efficient discriminative architecture for selective multi-view fusion; PATS improves temporal sampling by preserving locally dense excerpts of fundamental movements; and ProfVLM reformulates proficiency estimation as conditional language generation, producing both a proficiency label and expert-style feedback through a gated cross-view projector and a compact language backbone. Together, these methods achieve state-of-the-art accuracy on Ego-Exo4D with up to 20x fewer trainable parameters and up to 3x fewer training epochs than video-transformer baselines, while moving from closed-set classification toward interpretable feedback generation. These results highlight a shift toward efficient, multi-view systems that combine selective fusion, proficiency-aware sampling, and actionable generative feedback.

Edoardo Bianchi, Antonio Liotta

Faculty of Engineering, Free University of Bozen-Bolzano, Bozen-Bolzano, Italy

Multi-View Proficiency Multimodal Action Distributions Feedback Jobs

May 1, 2026cs.CY

Concerns and Strategic Responses of Older Workers Navigating Generative AI in Bridge Employment

Generative AI (GenAI) is transforming workplaces at a rapid pace. This disproportionately affects vulnerable communities, including older workers (OWs) who re-enter the workforce through bridge employment prior to final retirement. Through in-depth semi-structured interviews with 21 professionals, we examine how OWs navigate GenAI-driven disruptions while pursuing bridge roles, focusing on their concerns about GenAI integration and their responses to these changes. Our findings show that OWs experienced both temporal and structural disruptions across all stages of the bridge employment decision-making process due to GenAI. In response, they reconfigured their tasks through different forms of boundary work aimed at restoring stability and continuity. We conceptualize these responses as AI resilience, which reshaped OWs' bridge employment decision-making into an ongoing process of negotiation and adaptation. We conclude by offering recommendations to reduce burnout among OWs by balancing individual-level AI resilience strategies with meso-level AI resilience collectives and macro-level adversarial and contestable AI-mediated organizational structures.

Aditya Nayak, Aakash Gautam, Rama Adithya Varanasi

University of Pittsburgh · New York University

Generative Artificial Intelligence Age Artificial Intelligence Deployment Jobs Interviews Strategic Reasoning

Apr 29, 2026cs.HC

Upskilling with Generative AI: Practices and Challenges for Freelance Knowledge Workers

Freelance workers must continually acquire new skills to remain competitive in online labor markets, yet they lack the organizational training, mentorship, and infrastructure available to traditional employees. Generative AI-powered tools like ChatGPT are reshaping market skill demands while also offering new forms of on-demand learning support to meet those demands. Despite growing interest in AI-powered learning tools, little is known about how freelancers actually use these tools to learn, the challenges they encounter, and how generative AI for learning interacts with precarity and competition in platform-based work. We present a mixed-methods study combining a survey and semi-structured interviews with freelance knowledge workers. Grounded in self-directed learning theory, we examine how freelancers integrate generative AI tools into their learning practices. Our findings show that freelancers increasingly rely on generative AI to structure learning and support exploratory skill acquisition, but do not treat it as their primary learning resource due to inconsistency, lack of contextual relevance, and verification overhead. We identify a shift from learning as growth to learning as survival, where upskilling is oriented toward immediate market viability rather than long-term development. We also surface a structural challenge we term invisible competencies, in which workers acquire skills through generative AI tools but lack credible ways to signal or validate these skills in competitive freelance markets. Based on these insights, we offer design recommendations for generative AI-powered learning tools for freelancers.

Kashif Imteyaz, Isabel Lopez, Nakul Rajpal +2

Civic AI Lab, Northeastern University Boston, Massachusetts, USA · CICESE Ensenada, Baja California, Mexico · Universidad Nacional Autonoma de Mexico (UNAM) Mexico City, Mexico

Generative Artificial Intelligence Competence Jobs

Apr 29, 2026cs.CL

Cross-Lingual Response Consistency in Large Language Models: An ILR-Informed Evaluation of Claude Across Six Languages

This paper introduces a systematic evaluation framework grounded in the Interagency Language Roundtable (ILR) Skill Level Descriptions and applies it to Claude (Sonnet 4.6) across six languages: English, French, Romanian, Spanish, Italian, and German. We administer a battery of 12 semantically equivalent prompt clusters spanning ILR complexity levels 1 through 3+, collect 216 responses (12 prompts, 6 languages, 3 runs), and analyze outputs through a two-layer methodology combining automated quantitative metrics with expert ILR qualitative assessment. Quantitative analysis reveals that French responses are approximately 30% longer than German responses on identical prompts, and that creative and affective clusters show the highest cross-lingual surface divergence. Qualitative analysis, conducted by a six-language professional with 12 years of ILR/OPI assessment experience, identifies five cross-lingual variation patterns: systematic differences in pragmatic disambiguation strategies, aesthetic and literary tradition divergence in creative output, language-internal technical terminology norms, cultural calibration gaps evidenced by the absence of culture-specific content in favor of culturally neutralized templates, and language-specific institutional referral behavior in emotional support responses. We argue that ILR-informed expert judgment applied to LLM outputs constitutes a novel and underreported evaluation methodology that complements purely computational benchmarks, and that cross-lingual output variation in Claude is interpretable, domain-dependent, and consequential for equitable multilingual AI deployment.

Camelia Baluta

Independent Researcher | Former Faculty, Defense Language Institute Foreign Language Center · ILR/OPI Assessment Specialist

Cross-Lingual Consistency Large Language Model Evaluation Jobs

Apr 29, 2026cs.CY

Resume-ing Control: (Mis)Perceptions of Agency Around GenAI Use in Recruiting Workflows

When generative AI (genAI) systems are used in high-stakes decision-making, its recommended role is to aid, rather than replace, human decision-making. However, there is little empirical exploration of how professionals making high-stakes decisions, such as those related to employment, perceive their agency and level of control when working with genAI systems. Through interviews with 22 recruiting professionals, we investigate how genAI subtly influences control over everyday workflows and even individual hiring decisions. Our findings highlight a pressing conflict: while recruiters believe they have final authority across the recruiting pipeline, genAI has become an invisible architect that shapes the foundational building blocks of information used for evaluation, from defining a job to determining good interview performances. The decision of whether or not to adopt was also often outside recruiters' control, with many feeling compelled to adopt genAI due to calls to integrate AI from higher-ups in their business, to combat applicant use of AI, and the individual need to boost productivity. Despite a seemingly seismic shift in how recruiting happens, participants only reported marginal efficiency gains. Such gains came at the high cost of recruiter deskilling, a trend that jeopardizes the meaningful oversight of decision-making. We conclude by discussing the implications of such findings for responsible and perceptible genAI use in hiring contexts.

Sajel Surati, Rosanna Bellini, Emily Black

New York University, New York, New York, USA

Jobs Generative Artificial Intelligence High-Stakes Domains Agentic Workflow Design

Apr 24, 2026cs.CL

Chinese-SkillSpan: A Span-Level Dataset for ESCO-Aligned Competency Extraction from Chinese Job Ads

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 .

Guojing Li, Zichuan Fu, Junyi Li +6

City University of Hong Kong · Renmin University of China

Jobs Named-Entity Recognition Natural Language Datasets Large Language Model Annotations Skills Competence

Apr 24, 2026cs.CY

How Supply Chain Dependencies Complicate Bias Measurement and Accountability Attribution in AI Hiring Applications

The increasing adoption of AI systems in hiring has raised concerns about algorithmic bias and accountability, prompting regulatory responses including the EU AI Act, NYC Local Law 144, and Colorado's AI Act. While existing research examines bias through technical or regulatory lenses, both perspectives overlook a fundamental challenge: modern AI hiring systems operate within complex supply chains where responsibility fragments across data vendors, model developers, platform providers, and deploying organizations. This paper investigates how these dependency chains complicate bias evaluation and accountability attribution. Drawing on literature review and regulatory analysis, we demonstrate that fragmented responsibilities create two critical problems. First, bias emerges from component interactions rather than isolated elements, yet proprietary configurations prevent integrated evaluation. A resume parser may function without bias independently but contribute to discrimination when integrated with specific ranking algorithms and filtering thresholds. Second, information asymmetries mean deploying organizations bear legal responsibility without technical visibility into vendor-supplied algorithms, while vendors control implementations without meaningful disclosure requirements. Each stakeholder may believe they are compliant; nevertheless, the integrated system may produce biased outcomes. Analysis of implementation ambiguities reveals these challenges in practice. We propose multi-layered interventions including system-level audits, vendor guidelines, continuous monitoring mechanisms, and documentation across dependency chains. Our findings reveal that effective governance requires coordinated action across technical, organizational, and regulatory domains to establish meaningful accountability in distributed development environments.

Gauri Sharma, Maryam Molamohammadi

Mila Quebec AI Institute · Montreal, Quebec, Canada

Jobs Algorithmic Fairness Role

Apr 24, 2026cs.AI

From Skills to Talent: Organising Heterogeneous Agents as a Real-World Company

Individual agent capabilities have advanced rapidly through modular skills and tool integrations, yet multi-agent systems remain constrained by fixed team structures, tightly coupled coordination logic, and session-bound learning. We argue that this reflects a deeper absence: a principled organisational layer that governs how a workforce of agents is assembled, governed, and improved over time, decoupled from what individual agents know. To fill this gap, we introduce \emph{OneManCompany (OMC)}, a framework that elevates multi-agent systems to the organisational level. OMC encapsulates skills, tools, and runtime configurations into portable agent identities called \emph{Talents}, orchestrated through typed organisational interfaces that abstract over heterogeneous backends. A community-driven \emph{Talent Market} enables on-demand recruitment, allowing the organisation to close capability gaps and reconfigure itself dynamically during execution. Organisational decision-making is operationalised through an \emph{Explore-Execute-Review} (

\text{E}^2

R) tree search, which unifies planning, execution, and evaluation in a single hierarchical loop: tasks are decomposed top-down into accountable units and execution outcomes are aggregated bottom-up to drive systematic review and refinement. This loop provides formal guarantees on termination and deadlock freedom while mirroring the feedback mechanisms of human enterprises. Together, these contributions transform multi-agent systems from static, pre-configured pipelines into self-organising and self-improving AI organisations capable of adapting to open-ended tasks across diverse domains. Empirical evaluation on PRDBench shows that OMC achieves an

84.67\%

success rate, surpassing the state of the art by

15.48

percentage points, with cross-domain case studies further demonstrating its generality.

Zhengxu Yu, Yu Fu, Zhiyuan He +5

1HUAWEI Noah’s Ark Lab · University Liverpool · University College London

Model-Based Multi-Agent Systems Jobs Skills Real-World