Multi-dimensional Job Title Extraction for Seniority Precision
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Solution Overview
Problem
Existing online social networking systems face challenges in accurately mapping and representing job titles due to monolithic taxonomies that fail to capture nuanced seniority levels and responsibilities, leading to loss of information and inconsistent data exposure for clients with varying needs.
Innovation Solution
The system introduces a multi-dimensional job title representation, breaking down titles into role, seniority, specialty, accreditation, and employment status dimensions, allowing for the extraction of seniority levels and scores through a regression analysis-based comparison, enabling precise matching and communication of job postings to relevant members.
Engineering Contradictions & Design Principles
Engineering Contradiction Analysis
1Measurement precision
If a monolithic job title taxonomy is used, then the system structure is simple, but the precision of seniority level representation is lost
Solution Approach 1:
The patent segments the monolithic job title taxonomy into multiple independent dimensions: role, seniority, specialty, accreditation, and employment status. Each dimension is extracted and represented separately, allowing for precise seniority level representation while maintaining manageable system complexity through modular dimension handling.
Solution Approach 2:
The patent transitions from a single-dimension job title string to a multi-dimensional representation system. By adding dimensions for role, seniority, specialty, accreditation, and employment status, the system achieves precise seniority level representation through dimensional decomposition rather than relying on a complex hierarchical taxonomy.
2Loss of information
If detailed multi-dimensional job title data is extracted, then the information completeness is improved, but the data processing complexity increases
Solution Approach 1:
The patent segments job title information into distinct extractable dimensions (role, seniority, specialty, accreditation, employment status). This segmentation allows comprehensive information capture through structured extraction from unstructured text, while processing complexity is managed by handling each dimension independently through standardized extraction rules and models.
3Adaptability or versatility
If a standardized multi-dimensional taxonomy is implemented, then the adaptability to different client needs is improved, but the implementation complexity increases
Solution Approach 1:
The patent segments the taxonomy into independent dimensions that can be selectively exposed to different clients based on their needs. Each dimension (role, seniority, specialty, etc.) can be independently configured and exposed, allowing high adaptability to client-specific requirements while keeping implementation complexity manageable through modular dimension handling.
Solution Approach 2:
The patent creates a universal multi-dimensional taxonomy framework that serves multiple functions: it can expose different levels of detail to different clients, support various search and filtering operations, and provide a consistent structure across diverse job title data. This universal framework achieves high adaptability while managing complexity through standardized dimension definitions and extraction processes.
Data Source
AI summary
An online social networking system receives an unstructured job title record from a profile of a member or a job posting. The system extracts a raw job title from the unstructured job title record, and extracts a first seniority level from the raw job title. The first seniority level is a seniority modifier associated with the raw job title. The system determines a second seniority level. The second seniority level is a company seniority within the company associated with the unstructured job title record. The system determines a third seniority level. The third seniority level is a seniority score for the member or the job posting. The system compares the seniority score with a second seniority score, and communicates with the member, or transmits the job posting to the member, based on the comparison of the seniority score and the second seniority score.