Daily Papers

The rapidly evolving labor market, driven by technological advancements and economic shifts, presents significant challenges for traditional job matching and consultation services. In response, we introduce an advanced support tool for career counselors and job seekers based on CareerBERT, a novel approach that leverages the power of unstructured textual data sources, such as resumes, to provide more accurate and comprehensive job recommendations. In contrast to previous approaches that primarily focus on job recommendations based on a fixed set of concrete job advertisements, our approach involves the creation of a corpus that combines data from the European Skills, Competences, and Occupations (ESCO) taxonomy and EURopean Employment Services (EURES) job advertisements, ensuring an up-to-date and well-defined representation of general job titles in the labor market. Our two-step evaluation approach, consisting of an application-grounded evaluation using EURES job advertisements and a human-grounded evaluation using real-world resumes and Human Resources (HR) expert feedback, provides a comprehensive assessment of CareerBERT's performance. Our experimental results demonstrate that CareerBERT outperforms both traditional and state-of-the-art embedding approaches while showing robust effectiveness in human expert evaluations. These results confirm the effectiveness of CareerBERT in supporting career consultants by generating relevant job recommendations based on resumes, ultimately enhancing the efficiency of job consultations and expanding the perspectives of job seekers. This research contributes to the field of NLP and job recommendation systems, offering valuable insights for both researchers and practitioners in the domain of career consulting and job matching.

Machine learning plays an ever-bigger part in online recruitment, powering intelligent matchmaking and job recommendations across many of the world's largest job platforms. However, the main text is rarely enough to fully understand a job posting: more often than not, much of the required information is condensed into the job title. Several organised efforts have been made to map job titles onto a hand-made knowledge base as to provide this information, but these only cover around 60\% of online vacancies. We introduce a novel, purely data-driven approach towards the detection of new job titles. Our method is conceptually simple, extremely efficient and competitive with traditional NER-based approaches. Although the standalone application of our method does not outperform a finetuned BERT model, it can be applied as a preprocessing step as well, substantially boosting accuracy across several architectures.

We present LiRank, a large-scale ranking framework at LinkedIn that brings to production state-of-the-art modeling architectures and optimization methods. We unveil several modeling improvements, including Residual DCN, which adds attention and residual connections to the famous DCNv2 architecture. We share insights into combining and tuning SOTA architectures to create a unified model, including Dense Gating, Transformers and Residual DCN. We also propose novel techniques for calibration and describe how we productionalized deep learning based explore/exploit methods. To enable effective, production-grade serving of large ranking models, we detail how to train and compress models using quantization and vocabulary compression. We provide details about the deployment setup for large-scale use cases of Feed ranking, Jobs Recommendations, and Ads click-through rate (CTR) prediction. We summarize our learnings from various A/B tests by elucidating the most effective technical approaches. These ideas have contributed to relative metrics improvements across the board at LinkedIn: +0.5% member sessions in the Feed, +1.76% qualified job applications for Jobs search and recommendations, and +4.3% for Ads CTR. We hope this work can provide practical insights and solutions for practitioners interested in leveraging large-scale deep ranking systems.

We introduce a fairness-aware dataset for job recommendation in advertising, designed to foster research in algorithmic fairness within real-world scenarios. It was collected and prepared to comply with privacy standards and business confidentiality. An additional challenge is the lack of access to protected user attributes such as gender, for which we propose a solution to obtain a proxy estimate. Despite being anonymized and including a proxy for a sensitive attribute, our dataset preserves predictive power and maintains a realistic and challenging benchmark. This dataset addresses a significant gap in the availability of fairness-focused resources for high-impact domains like advertising -- the actual impact being having access or not to precious employment opportunities, where balancing fairness and utility is a common industrial challenge. We also explore various stages in the advertising process where unfairness can occur and introduce a method to compute a fair utility metric for the job recommendations in online systems case from a biased dataset. Experimental evaluations of bias mitigation techniques on the released dataset demonstrate potential improvements in fairness and the associated trade-offs with utility.

Large Language Models (LLMs) are increasingly deployed in business-critical domains such as finance, education, healthcare, and customer support, where users expect consistent and reliable recommendations. Yet LLMs often exhibit variability when prompts are phrased with minor differences, even when semantically equivalent. Such inconsistency undermines trust, complicates compliance, and disrupts user experience. While personalization is desirable in certain contexts, many enterprise scenarios-such as HR onboarding, customer support, or policy disclosure-require invariant information delivery regardless of phrasing or prior conversational history. Existing approaches, including retrieval-augmented generation (RAG) and temperature tuning, improve factuality or reduce stochasticity but cannot guarantee stability across equivalent prompts. In this paper, we propose a reinforcement learning framework based on Group Relative Policy Optimization (GRPO) to directly optimize for consistency. Unlike prior applications of GRPO, which have been limited to reasoning and code generation, we adapt GRPO to enforce stability of information content across groups of semantically equivalent prompts. We introduce entropy-based helpfulness and stability rewards, treating prompt variants as groups and resetting conversational context to isolate phrasing effects. Experiments on investment and job recommendation tasks show that our GRPO-trained model reduces variability more effectively than fine-tuning or decoding-based baselines. To our knowledge, this is a novel application of GRPO for aligning LLMs toward information consistency, reframing variability not as an acceptable feature of generative diversity but as a correctable flaw in enterprise deployments.

Recommendation has been a long-standing problem in many areas ranging from e-commerce to social websites. Most current studies focus only on traditional approaches such as content-based or collaborative filtering while there are relatively fewer studies in hybrid recommender systems. Due to the latest advances of deep learning achieved in different fields including computer vision and natural language processing, deep learning has also gained much attention in Recommendation Systems. There are several studies that utilize ID embeddings of users and items to implement collaborative filtering with deep neural networks. However, such studies do not take advantage of other categorical or continuous features of inputs. In this paper, we propose a new deep neural network architecture which consists of not only ID embeddings but also auxiliary information such as features of job postings and candidates for job recommendation system which is a reciprocal recommendation system. Experimental results on the dataset from a job-site show that the proposed method improves recommendation results over deep learning models utilizing ID embeddings.

In online job marketplaces, it is important to establish a well-defined job title taxonomy for various downstream tasks (e.g., job recommendation, users' career analysis, and turnover prediction). Job Title Normalization (JTN) is such a cleaning step to classify user-created non-standard job titles into normalized ones. However, solving the JTN problem is non-trivial with challenges: (1) semantic similarity of different job titles, (2) non-normalized user-created job titles, and (3) large-scale and long-tailed job titles in real-world applications. To this end, we propose a novel solution, named JAMES, that constructs three unique embeddings (i.e., graph, contextual, and syntactic) of a target job title to effectively capture its various traits. We further propose a multi-aspect co-attention mechanism to attentively combine these embeddings, and employ neural logical reasoning representations to collaboratively estimate similarities between messy job titles and normalized job titles in a reasoning space. To evaluate JAMES, we conduct comprehensive experiments against ten competing models on a large-scale real-world dataset with over 350,000 job titles. Our experimental results show that JAMES significantly outperforms the best baseline by 10.06% in Precision@10 and by 17.52% in NDCG@10, respectively.

A reliable resume-job matching system helps a company recommend suitable candidates from a pool of resumes and helps a job seeker find relevant jobs from a list of job posts. However, since job seekers apply only to a few jobs, interaction labels in resume-job datasets are sparse. We introduce ConFit v2, an improvement over ConFit to tackle this sparsity problem. We propose two techniques to enhance the encoder's contrastive training process: augmenting job data with hypothetical reference resume generated by a large language model; and creating high-quality hard negatives from unlabeled resume/job pairs using a novel hard-negative mining strategy. We evaluate ConFit v2 on two real-world datasets and demonstrate that it outperforms ConFit and prior methods (including BM25 and OpenAI text-embedding-003), achieving an average absolute improvement of 13.8% in recall and 17.5% in nDCG across job-ranking and resume-ranking tasks.

Today's evolving labor markets rely increasingly on recommender systems for hiring, talent management, and workforce analytics, with natural language processing (NLP) capabilities at the core. Yet, research in this area remains highly fragmented. Studies employ divergent ontologies (ESCO, O*NET, national taxonomies), heterogeneous task formulations, and diverse model families, making cross-study comparison and reproducibility exceedingly difficult. General-purpose benchmarks lack coverage of work-specific tasks, and the inherent sensitivity of employment data further limits open evaluation. We present WorkRB (Work Research Benchmark), the first open-source, community-driven benchmark tailored to work-domain AI. WorkRB organizes 13 diverse tasks from 7 task groups as unified recommendation and NLP tasks, including job/skill recommendation, candidate recommendation, similar item recommendation, and skill extraction and normalization. WorkRB enables both monolingual and cross-lingual evaluation settings through dynamic loading of multilingual ontologies. Developed within a multi-stakeholder ecosystem of academia, industry, and public institutions, WorkRB has a modular design for seamless contributions and enables integration of proprietary tasks without disclosing sensitive data. WorkRB is available under the Apache 2.0 license at https://github.com/techwolf-ai/WorkRB.

The impact of person-job fit on job satisfaction and performance is widely acknowledged, which highlights the importance of providing workers with next steps at the right time in their career. This task of predicting the next step in a career is known as career path prediction, and has diverse applications such as turnover prevention and internal job mobility. Existing methods to career path prediction rely on large amounts of private career history data to model the interactions between job titles and companies. We propose leveraging the unexplored textual descriptions that are part of work experience sections in resumes. We introduce a structured dataset of 2,164 anonymized career histories, annotated with ESCO occupation labels. Based on this dataset, we present a novel representation learning approach, CareerBERT, specifically designed for work history data. We develop a skill-based model and a text-based model for career path prediction, which achieve 35.24% and 39.61% recall@10 respectively on our dataset. Finally, we show that both approaches are complementary as a hybrid approach achieves the strongest result with 43.01% recall@10.

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. However, since job seekers apply only to a few jobs, interaction records in resume-job datasets are sparse. Different from many prior work that use complex modeling techniques, we tackle this sparsity problem using data augmentations and a simple contrastive learning approach. ConFit first creates an augmented resume-job dataset by paraphrasing specific sections in a resume or a job post. Then, ConFit uses contrastive learning to further increase training samples from B pairs per batch to O(B^2) per batch. We evaluate ConFit on two real-world datasets and find it outperforms prior methods (including BM25 and OpenAI text-ada-002) by up to 19% and 31% absolute in nDCG@10 for ranking jobs and ranking resumes, respectively.

Crafting the ideal, job-specific resume is a challenging task for many job applicants, especially for early-career applicants. While it is highly recommended that applicants tailor their resume to the specific role they are applying for, manually tailoring resumes to job descriptions and role-specific requirements is often (1) extremely time-consuming, and (2) prone to human errors. Furthermore, performing such a tailoring step at scale while applying to several roles may result in a lack of quality of the edited resumes. To tackle this problem, in this demo paper, we propose ResumeFlow: a Large Language Model (LLM) aided tool that enables an end user to simply provide their detailed resume and the desired job posting, and obtain a personalized resume specifically tailored to that specific job posting in the matter of a few seconds. Our proposed pipeline leverages the language understanding and information extraction capabilities of state-of-the-art LLMs such as OpenAI's GPT-4 and Google's Gemini, in order to (1) extract details from a job description, (2) extract role-specific details from the user-provided resume, and then (3) use these to refine and generate a role-specific resume for the user. Our easy-to-use tool leverages the user-chosen LLM in a completely off-the-shelf manner, thus requiring no fine-tuning. We demonstrate the effectiveness of our tool via a video demo and propose novel task-specific evaluation metrics to control for alignment and hallucination. Our tool is available at https://job-aligned-resume.streamlit.app.

Skill extraction and recommendation systems have been studied from recruiter, applicant, and education perspectives. While AI applications in job advertisements have received broad attention, deficiencies in the instructed skills side remain a challenge. In this work, we address the scarcity of publicly available datasets by releasing both manually annotated and synthetic datasets of skills from the European Skills, Competences, Qualifications and Occupations (ESCO) taxonomy and university course pairs and publishing corresponding annotation guidelines. Specifically, we match graduate-level university courses with skills from the Systems Analysts and Management and Organization Analyst ESCO occupation groups at two granularities: course title with a skill, and course sentence with a skill. We train language models on this dataset to serve as a baseline for retrieval and recommendation systems for course-to-skill and skill-to-course matching. We evaluate the models on a portion of the annotated data. Our BERT model achieves 87% F1-score, showing that course and skill matching is a feasible task.

In the last few decades, companies are interested to adopt an online automated recruitment process in an international recruitment environment. The problem is that the recruitment of employees through the manual procedure is a time and money consuming process. As a result, processing a significant number of applications through conventional methods can lead to the recruitment of clumsy individuals. Different JD/Resume matching model architectures have been proposed and reveal a high accuracy level in selecting relevant candidatesfor the required job positions. However, the development of an automatic recruitment system is still one of the main challenges. The reason is that the development of a fully automated recruitment system is a difficult task and poses different challenges. For example, providing a detailed matching explanation for the targeted stakeholders is needed to ensure a transparent recommendation. There are several knowledge bases that represent skills and competencies (e.g, ESCO, O*NET) that are used to identify the candidate and the required job skills for a matching purpose. Besides, modernpre-trained language models are fine-tuned for this context such as identifying lines where a specific feature was introduced. Typically, pre-trained language models use transfer-based machine learning models to be fine-tuned for a specific field. In this proposal, our aim is to explore how modern language models (based on transformers) can be combined with knowledge bases and ontologies to enhance the JD/Resume matching process. Our system aims at using knowledge bases and features to support the explainability of the JD/Resume matching. Finally, given that multiple software components, datasets, ontology, andmachine learning models will be explored, we aim at proposing a fair, ex-plainable, and traceable architecture for a Resume/JD matching purpose.

There has been growing interest in utilizing occupational data mining and analysis. In today's job market, occupational data mining and analysis is growing in importance as it enables companies to predict employee turnover, model career trajectories, screen through resumes and perform other human resource tasks. A key requirement to facilitate these tasks is the need for an occupation-related dataset. However, most research use proprietary datasets or do not make their dataset publicly available, thus impeding development in this area. To solve this issue, we present the Industrial and Professional Occupation Dataset (IPOD), which comprises 192k job titles belonging to 56k LinkedIn users. In addition to making IPOD publicly available, we also: (i) manually annotate each job title with its associated level of seniority, domain of work and location; and (ii) provide embedding for job titles and discuss various use cases. This dataset is publicly available at https://github.com/junhua/ipod.

Understanding labor market dynamics is essential for policymakers, employers, and job seekers. However, comprehensive datasets that capture real-world career trajectories are scarce. In this paper, we introduce JobHop, a large-scale public dataset derived from anonymized resumes provided by VDAB, the public employment service in Flanders, Belgium. Utilizing Large Language Models (LLMs), we process unstructured resume data to extract structured career information, which is then mapped to standardized ESCO occupation codes using a multi-label classification model. This results in a rich dataset of over 2.3 million work experiences, extracted from and grouped into more than 391,000 user resumes and mapped to standardized ESCO occupation codes, offering valuable insights into real-world occupational transitions. This dataset enables diverse applications, such as analyzing labor market mobility, job stability, and the effects of career breaks on occupational transitions. It also supports career path prediction and other data-driven decision-making processes. To illustrate its potential, we explore key dataset characteristics, including job distributions, career breaks, and job transitions, demonstrating its value for advancing labor market research.

The paper focuses on deep learning semantic search algorithms applied in the HR domain. The aim of the article is developing a novel approach to training a Siamese network to link the skills mentioned in the job ad with the title. It has been shown that the title normalization process can be based either on classification or similarity comparison approaches. While classification algorithms strive to classify a sample into predefined set of categories, similarity search algorithms take a more flexible approach, since they are designed to find samples that are similar to a given query sample, without requiring pre-defined classes and labels. In this article semantic similarity search to find candidates for title normalization has been used. A pre-trained language model has been adapted while teaching it to match titles and skills based on co-occurrence information. For the purpose of this research fifty billion title-descriptions pairs had been collected for training the model and thirty three thousand title-description-normalized title triplets, where normalized job title was picked up manually by job ad creator for testing purposes. As baselines FastText, BERT, SentenceBert and JobBert have been used. As a metric of the accuracy of the designed algorithm is Recall in top one, five and ten model's suggestions. It has been shown that the novel training objective lets it achieve significant improvement in comparison to other generic and specific text encoders. Two settings with treating titles as standalone strings, and with included skills as additional features during inference have been used and the results have been compared in this article. Improvements by 10% and 21.5% have been achieved using VacancySBERT and VacancySBERT (with skills) respectively. The benchmark has been developed as open-source to foster further research in the area.

Researchers and scientists increasingly rely on specialized information retrieval (IR) or recommendation systems (RS) to support them in their daily research tasks. Paper recommender systems are one such tool scientists use to stay on top of the ever-increasing number of academic publications in their field. Improving research paper recommender systems is an active research field. However, less research has focused on how the interfaces of research paper recommender systems can be tailored to suit the needs of different research domains. For example, in the field of biomedicine and chemistry, researchers are not only interested in textual relevance but may also want to discover or compare the contained chemical entity information found in a paper's full text. Existing recommender systems for academic literature do not support the discovery of this non-textual, but semantically valuable, chemical entity data. We present the first implementation of a specialized chemistry paper recommender system capable of visualizing the contained chemical structures, chemical formulae, and synonyms for chemical compounds within the document's full text. We review existing tools and related research in this field before describing the implementation of our ChemVis system. With the help of chemists, we are expanding the functionality of ChemVis, and will perform an evaluation of recommendation performance and usability in future work.

Many empirical studies of labor market questions rely on estimating relatively simple predictive models using small, carefully constructed longitudinal survey datasets based on hand-engineered features. Large Language Models (LLMs), trained on massive datasets, encode vast quantities of world knowledge and can be used for the next job prediction problem. However, while an off-the-shelf LLM produces plausible career trajectories when prompted, the probability with which an LLM predicts a particular job transition conditional on career history will not, in general, align with the true conditional probability in a given population. Recently, Vafa et al. (2024) introduced a transformer-based "foundation model", CAREER, trained using a large, unrepresentative resume dataset, that predicts transitions between jobs; it further demonstrated how transfer learning techniques can be used to leverage the foundation model to build better predictive models of both transitions and wages that reflect conditional transition probabilities found in nationally representative survey datasets. This paper considers an alternative where the fine-tuning of the CAREER foundation model is replaced by fine-tuning LLMs. For the task of next job prediction, we demonstrate that models trained with our approach outperform several alternatives in terms of predictive performance on the survey data, including traditional econometric models, CAREER, and LLMs with in-context learning, even though the LLM can in principle predict job titles that are not allowed in the survey data. Further, we show that our fine-tuned LLM-based models' predictions are more representative of the career trajectories of various workforce subpopulations than off-the-shelf LLM models and CAREER. We conduct experiments and analyses that highlight the sources of the gains in the performance of our models for representative predictions.

In this paper we focus on constructing useful embeddings of textual information in vacancies and resumes, which we aim to incorporate as features into job to job seeker matching models alongside other features. We explain our task where noisy data from parsed resumes, heterogeneous nature of the different sources of data, and crosslinguality and multilinguality present domain-specific challenges. We address these challenges by fine-tuning a Siamese Sentence-BERT (SBERT) model, which we call conSultantBERT, using a large-scale, real-world, and high quality dataset of over 270,000 resume-vacancy pairs labeled by our staffing consultants. We show how our fine-tuned model significantly outperforms unsupervised and supervised baselines that rely on TF-IDF-weighted feature vectors and BERT embeddings. In addition, we find our model successfully matches cross-lingual and multilingual textual content.

In recent years supervised representation learning has provided state of the art or close to the state of the art results in semantic analysis tasks including ranking and information retrieval. The core idea is to learn how to embed items into a latent space such that they optimize a supervised objective in that latent space. The dimensions of the latent space have no clear semantics, and this reduces the interpretability of the system. For example, in personalization models, it is hard to explain why a particular item is ranked high for a given user profile. We propose a novel model of representation learning called Supervised Explicit Semantic Analysis (SESA) that is trained in a supervised fashion to embed items to a set of dimensions with explicit semantics. The model learns to compare two objects by representing them in this explicit space, where each dimension corresponds to a concept from a knowledge base. This work extends Explicit Semantic Analysis (ESA) with a supervised model for ranking problems. We apply this model to the task of Job-Profile relevance in LinkedIn in which a set of skills defines our explicit dimensions of the space. Every profile and job are encoded to this set of skills their similarity is calculated in this space. We use RNNs to embed text input into this space. In addition to interpretability, our model makes use of the web-scale collaborative skills data that is provided by users for each LinkedIn profile. Our model provides state of the art result while it remains interpretable.

Recommender systems are the algorithms which select, filter, and personalize content across many of the worlds largest platforms and apps. As such, their positive and negative effects on individuals and on societies have been extensively theorized and studied. Our overarching question is how to ensure that recommender systems enact the values of the individuals and societies that they serve. Addressing this question in a principled fashion requires technical knowledge of recommender design and operation, and also critically depends on insights from diverse fields including social science, ethics, economics, psychology, policy and law. This paper is a multidisciplinary effort to synthesize theory and practice from different perspectives, with the goal of providing a shared language, articulating current design approaches, and identifying open problems. It is not a comprehensive survey of this large space, but a set of highlights identified by our diverse author cohort. We collect a set of values that seem most relevant to recommender systems operating across different domains, then examine them from the perspectives of current industry practice, measurement, product design, and policy approaches. Important open problems include multi-stakeholder processes for defining values and resolving trade-offs, better values-driven measurements, recommender controls that people use, non-behavioral algorithmic feedback, optimization for long-term outcomes, causal inference of recommender effects, academic-industry research collaborations, and interdisciplinary policy-making.

With the ever-increasing growth of online recruitment data, job-resume matching has become an important task to automatically match jobs with suitable resumes. This task is typically casted as a supervised text matching problem. Supervised learning is powerful when the labeled data is sufficient. However, on online recruitment platforms, job-resume interaction data is sparse and noisy, which affects the performance of job-resume match algorithms. To alleviate these problems, in this paper, we propose a novel multi-view co-teaching network from sparse interaction data for job-resume matching. Our network consists of two major components, namely text-based matching model and relation-based matching model. The two parts capture semantic compatibility in two different views, and complement each other. In order to address the challenges from sparse and noisy data, we design two specific strategies to combine the two components. First, two components share the learned parameters or representations, so that the original representations of each component can be enhanced. More importantly, we adopt a co-teaching mechanism to reduce the influence of noise in training data. The core idea is to let the two components help each other by selecting more reliable training instances. The two strategies focus on representation enhancement and data enhancement, respectively. Compared with pure text-based matching models, the proposed approach is able to learn better data representations from limited or even sparse interaction data, which is more resistible to noise in training data. Experiment results have demonstrated that our model is able to outperform state-of-the-art methods for job-resume matching.

In this work, we discuss a recently popular type of recommender system: an LLM-based coding assistant. Connecting the task of providing code recommendations in multiple formats to traditional RecSys challenges, we outline several similarities and differences due to domain specifics. We emphasize the importance of providing relevant context to an LLM for this use case and discuss lessons learned from context enhancements & offline and online evaluation of such AI-assisted coding systems.

Job titles form a cornerstone of today's human resources (HR) processes. Within online recruitment, they allow candidates to understand the contents of a vacancy at a glance, while internal HR departments use them to organize and structure many of their processes. As job titles are a compact, convenient, and readily available data source, modeling them with high accuracy can greatly benefit many HR tech applications. In this paper, we propose a neural representation model for job titles, by augmenting a pre-trained language model with co-occurrence information from skill labels extracted from vacancies. Our JobBERT method leads to considerable improvements compared to using generic sentence encoders, for the task of job title normalization, for which we release a new evaluation benchmark.

Accurately modeling the relationships between skills is a crucial part of human resources processes such as recruitment and employee development. Yet, no benchmarks exist to evaluate such methods directly. We construct and release SkillMatch, a benchmark for the task of skill relatedness, based on expert knowledge mining from millions of job ads. Additionally, we propose a scalable self-supervised learning technique to adapt a Sentence-BERT model based on skill co-occurrence in job ads. This new method greatly surpasses traditional models for skill relatedness as measured on SkillMatch. By releasing SkillMatch publicly, we aim to contribute a foundation for research towards increased accuracy and transparency of skill-based recommendation systems.

Data from online job postings are difficult to access and are not built in a standard or transparent manner. Data included in the standard taxonomy and occupational information database (O*NET) are updated infrequently and based on small survey samples. We adopt O*NET as a framework for building natural language processing tools that extract structured information from job postings. We publish the Job Ad Analysis Toolkit (JAAT), a collection of open-source tools built for this purpose, and demonstrate its reliability and accuracy in out-of-sample and LLM-as-a-Judge testing. We extract more than 10 billion data points from more than 155 million online job ads provided by the National Labor Exchange (NLx) Research Hub, including O*NET tasks, occupation codes, tools, and technologies, as well as wages, skills, industry, and more features. We describe the construction of a dataset of occupation, state, and industry level features aggregated by monthly active jobs from 2015 - 2025. We illustrate the potential for research and future uses in education and workforce development.

Open Source Software (OSS) is forming the spines of technology infrastructures, attracting millions of talents to contribute. Notably, it is challenging and critical to consider both the developers' interests and the semantic features of the project code to recommend appropriate development tasks to OSS developers. In this paper, we formulate the novel problem of code recommendation, whose purpose is to predict the future contribution behaviors of developers given their interaction history, the semantic features of source code, and the hierarchical file structures of projects. Considering the complex interactions among multiple parties within the system, we propose CODER, a novel graph-based code recommendation framework for open source software developers. CODER jointly models microscopic user-code interactions and macroscopic user-project interactions via a heterogeneous graph and further bridges the two levels of information through aggregation on file-structure graphs that reflect the project hierarchy. Moreover, due to the lack of reliable benchmarks, we construct three large-scale datasets to facilitate future research in this direction. Extensive experiments show that our CODER framework achieves superior performance under various experimental settings, including intra-project, cross-project, and cold-start recommendation. We will release all the datasets, code, and utilities for data retrieval upon the acceptance of this work.

Recommender Systems have been the cornerstone of online retailers. Traditionally they were based on rules, relevance scores, ranking algorithms, and supervised learning algorithms, but now it is feasible to use reinforcement learning algorithms to generate meaningful recommendations. This work investigates and develops means to setup a reproducible testbed, and evaluate different state of the art algorithms in a realistic environment. It entails a proposal, literature review, methodology, results, and comments.