Jobs

Span-level skill extraction from job advertisements underpins candidate-job matching and labor-market analytics, yet generative large language models (LLMs) often yield malformed spans, boundary drift, and hallucinations, especially with long-tail terms and cross-domain shift. We present SRICL, an LLM-centric framework that combines semantic retrieval (SR), in-context learning (ICL), and supervised fine-tuning (SFT) with a deterministic verifier. SR pulls in-domain annotated sentences and definitions from ESCO to form format-constrained prompts that stabilize boundaries and handle coordination. SFT aligns output behavior, while the verifier enforces pairing, non-overlap, and BIO legality with minimal retries. On six public span-labeled corpora of job-ad sentences across sectors and languages, SRICL achieves substantial STRICT-F1 improvements over GPT-3.5 prompting baselines and sharply reduces invalid tags and hallucinated spans, enabling dependable sentence-level deployment in low-resource, multi-domain settings.

Person-Job Fit (PJF) is a critical component for online recruitment. Existing approaches face several challenges, particularly in handling low-quality job descriptions and similar candidate-job pairs, which impair model performance. To address these challenges, this paper proposes a large language model (LLM) based method with two novel techniques: (1) LLM-based data augmentation, which polishes and rewrites low-quality job descriptions by leveraging chain-of-thought (COT) prompts, and (2) category-aware Mixture of Experts (MoE) that assists in identifying similar candidate-job pairs. This MoE module incorporates category embeddings to dynamically assign weights to the experts and learns more distinguishable patterns for similar candidate-job pairs. We perform offline evaluations and online A/B tests on our recruitment platform. Our method relatively surpasses existing methods by 2.40% in AUC and 7.46% in GAUC, and boosts click-through conversion rate (CTCVR) by 19.4% in online tests, saving millions of CNY in external headhunting expenses.

Research has documented LLMs' name-based bias in hiring and salary recommendations. In this paper, we instead consider a setting where LLMs generate candidate summaries for downstream assessment. In a large-scale controlled study, we analyze nearly one million resume summaries produced by 4 models under systematic race-gender name perturbations, using synthetic resumes and real-world job postings. By decomposing each summary into resume-grounded factual content and evaluative framing, we find that factual content remains largely stable, while evaluative language exhibits subtle name-conditioned variation concentrated in the extremes of the distribution, especially in open-source models. Our hiring simulation demonstrates how evaluative summary transforms directional harm into symmetric instability that might evade conventional fairness audit, highlighting a potential pathway for LLM-to-LLM automation bias.

Developing agents capable of navigating fragmented, multi-source information remains challenging, primarily due to the scarcity of benchmarks reflecting hybrid workflows combining database querying with external APIs. To bridge this gap, we introduce ReCoQA, a large-scale benchmark of 29,270 real-estate instances featuring machine-verifiable supervision for intermediate steps, including structured intent labels, SQL queries, and API calls. Complementarily, we propose HIRE-Agent, a hierarchical framework instantiating an understand-plan-execute architecture as a strong baseline. By orchestrating a Front-end parser, a planning Supervisor, and execution Specialists, HIRE-Agent effectively integrates heterogeneous evidence. Extensive experiments demonstrate that HIRE-Agent constitutes a strong baseline and substantiates the necessity of hierarchical collaboration for complex, real-world reasoning tasks.

Candidate sourcing for recruiters is best viewed as a two-stage retrieval and reranking pipeline with recall as the primary objective under a limited review budget. An upstream production retriever first returns a candidate shortlist for each job description (JD), and our goal is to rerank that shortlist so that qualified candidates appear as high as possible. We present mira-embeddings-v1, a semantic reranking system for the recruitment domain that reshapes the embedding space with LLM-synthesized training data and corrects boundary confusions with a lightweight reranking head. Starting from real JDs, we build a five-stage prompt pipeline to generate diverse positive and hard negative samples that sculpt the semantic space from multiple angles. We then apply a two-round LoRA adaptation: JD--JD contrastive training followed by JD--CV triplet alignment on a heterogeneous text dataset. Importantly, these gains require no large-scale manually labeled industrial training pairs: a modest set of real JDs is expanded into supervision through LLM synthesis. Finally, a BoundaryHead MLP reranks the Top-K results to distinguish between roles that share the same title but differ in scope. On a local pool of 300 real JDs with candidates from an upstream production retriever, mira-embeddings-v1 improves Recall@50 from 68.89% (baseline) to 77.55% while lifting Precision@10 from 35.77% to 39.62%. On a supportive global pool over 44,138 candidates judged by a Qwen3-32B rubric, it achieves Recall@200 of 0.7047 versus 0.5969 for the baseline. These results show that LLM-synthesized supervision with boundary-aware reranking yields robust gains without a heavy cross-encoder.

AI-powered people search platforms are increasingly deployed for recruiting, sales prospecting, and professional networking, yet no standardized benchmark exists for their rigorous evaluation. We present PeopleSearchBench, an open-source benchmark comprising 119 multilingual queries across four scenarios: corporate recruiting, B2B sales prospecting, expert search, and influencer discovery. A central contribution is Criteria-Grounded Verification, an evaluation methodology that decomposes each query into explicit, independently checkable criteria and verifies each returned individual via live web search, producing factual relevance judgments rather than subjective LLM-as-judge scores (Cohen's kappa = 0.84 with human annotators). We evaluate four architecturally diverse platforms along three complementary dimensions---Relevance Precision, Effective Coverage, and Information Utility---and find that multi-source search agents significantly outperform single-domain systems, particularly in influencer discovery where the performance gap is largest. Platform rankings are robust across ablations on scoring thresholds, dimension weights, and judge models. All code, queries, and evaluation prompts are publicly available.

We present PopResume, a population-representative resume dataset for causal fairness auditing of LLM- and VLM-based resume screening systems. Unlike existing benchmarks that rely on manually injected demographic information and outcome-level disparities, PopResume is grounded in population statistics and preserves natural attribute relationships, enabling path-specific effect (PSE)-based fairness evaluation. We decompose the effect of a protected attribute on resume scores into two paths: the business necessity path, mediated by job-relevant qualifications, and the redlining path, mediated by demographic proxies. This distinction allows auditors to separate legally permissible from impermissible sources of disparity. Evaluating four LLMs and four VLMs on PopResume's 60.8K resumes across five occupations, we identify five representative discrimination patterns that aggregate metrics fail to capture. Our results demonstrate that PSE-based evaluation reveals fairness issues masked by outcome-level measures, underscoring the need for causally-grounded auditing frameworks in AI-assisted hiring.

Task-oriented proactive dialogue agents play a pivotal role in recruitment, particularly for steering conversations towards specific business outcomes, such as acquiring social-media contacts for private-channel conversion. Although supervised fine-tuning and reinforcement learning have proven effective for training such agents, their performance is heavily constrained by the scarcity of high-quality, goal-oriented domain-specific training data. To address this challenge, we propose SimRPD, a three-stage framework for training recruitment proactive dialogue agents. First, we develop a high-fidelity user simulator to synthesize large-scale conversational data through multi-turn online dialogue. Then we introduce a multi-dimensional evaluation framework based on Chain-of-Intention (CoI) to comprehensively assess the simulator and effectively select high-quality data, incorporating both global-level and instance-level metrics. Finally, we train the recruitment proactive dialogue agent on the selected dataset. Experiments in a real-world recruitment scenario demonstrate that SimRPD outperforms existing simulator-based data selection strategies, highlighting its practical value for industrial deployment and its potential applicability to other business-oriented dialogue scenarios.

Emerging agentic marketplaces provide the economic infrastructure for matching and coordinating the large amounts of AI agents used in agentic swarms. Unlike human workers, AI agents can operate on multiple jobs simultaneously, acquire skills rapidly, and labor without wage floors. These differences introduce a new segment of $\textbf{AI labor markets}$, where AI agents interact with each other at a much higher frequency than human markets. Yet we lack frameworks to understand how such markets behave in light of economic forces that shape labor markets, such as adverse selection and reputation dynamics. To explore this, we introduce $\texttt{AI-Work}$, a tractable, simulated gig economy where Large Language Model (LLM) agents compete for jobs, develop skills, and adapt their strategies under uncertainty and competitive pressure. Our experiments examine three domains of capabilities that successful agents possess: $\textbf{metacognition}$ (accurate self-assessment of skills), $\textbf{competitive awareness}$ (modeling rivals and market dynamics), and $\textbf{long-horizon strategic planning}$. Agents with these capabilities consistently achieve higher profits, market share, and stronger adaptation than competing agents. Through $\texttt{AI-Work}$, we hope to provide a foundation to explore the microeconomic properties of AI-only labor markets, and a conceptual framework to study the strategic reasoning capabilities of participating AI agents.

Many LLM applications require only narrow capabilities, yet standard post-training quantization (PTQ) methods allocate precision without considering the target task. This can waste bits on layers that are less relevant to the task signal while over-compressing layers that are critical for downstream behavior. We propose Task-Aware Quantization (TAQ), a training-free, weight-only mixed-precision PTQ framework that uses a small set of unlabeled task calibration prompts to allocate higher precision to task-relevant transformer layers under a fixed bit budget. TAQ estimates layer importance from hidden representations and output sensitivity, and we instantiate it with three scoring rules: TAQ-IS, based on activation information and stability; TAQ-KL, based on output-distribution sensitivity under a quantization-noise proxy; and TAQ-O, a label-informed oracle diagnostic for analyzing layer sensitivity. Across several benchmarks, TAQ outperforms task-agnostic baselines such in most settings, with especially strong gains in the accuracy--memory ratio. We further validate that these gains translate to real deployment behavior through hardware throughput and latency measurements, and analyze calibration robustness and residual-stream error propagation. Overall, TAQ turns mixed-precision PTQ from a model-centric compression step into a task-conditioned precision-allocation problem. A reference implementation is available at \href{https://anonymous.4open.science/r/TAQ-9217/README.md}{\includegraphics[height=1em]{imgs/github-mark.png}}.

Algorithmic recourse promises to help applicants rejected by automated systems by explaining the changes needed to secure acceptance. What incentive do decision-makers, such as banks and employers, have to offer recourse? We study this question in a screening model in which recourse is both productive and selective: completing recourse improves an applicant's value to the decision-maker, but applicants differ in their cost of completion. The optimal policy is a threshold rule: reject applicants with low scores, offer recourse to an intermediate range of scores, and accept applicants with high scores outright. Because the intermediate range spans the cutoff that would separate acceptance from rejection when recourse is not available, some marginal applicants gain a new path to acceptance, while others---who would have been accepted outright---must now clear a costly hurdle.

Scheduled batch jobs are widely used on asynchronous computing platforms to execute enterprise applications such as promotional notifications and candidate pre-computation for recommender systems. Delivering or updating information at the right time is important for user experience and execution impact, yet providing a versatile, personalized execution time optimization solution across diverse product scenarios while maintaining reasonable infrastructure costs remains challenging. In this paper, we present a deployed system that serves billions of users daily, combining learning-to-rank with a "best time policy" for execution time selection. We describe the four-stage evolution of our approach: from heuristic peak-hour rules, to pointwise ML-based activity pattern predictions, to a linear signal assembler with globally fixed weights, and finally to a contextual ensemble learner that produces per-user adaptive fusion weights via a neural policy network trained with listwise learning-to-rank objectives. We further report the discovery of cross-use-case cannibalization effects and introduce a coordination system to mitigate the problem. Our production experiments demonstrate measurable improvements in both execution efficiency and downstream product impact. We share deployment lessons including failure analyses and design decisions accumulated over four years of operating this system at scale. To our knowledge, this represents the first ML-based multi-tenant execution time optimization system deployed across different product domains at industrial scale.