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LinkedIn is adding a new, AI-powered perk for its premium subscribers: a built-in job coach that uses AI and LinkedIn data to help job seekers find, research and apply for roles. The new feature arrives as the company announced its user base has grown to 1 billion members as it looks to ramp up its investment in AI-driven features. The Microsoft-owned company has increasingly been experimenting with AI features for its paying members. Earlier this year, it introduced the ability to use generative AI to write better profile descriptions and messages to hiring managers. But the latest AI perks aim to provide an even more personalized experience.
Meta AI, a host of different generative AI personas on Facebook, Instagram, and WhatsApp, launched last week. In addition to AI characters based on "familiar faces" like Mr. Beast and Paris Hilton, Meta also rolled out original personalities with specializations. For example, there's Leo, a career coach, Becca, a devoted dog mom, and Carter, a "practical" dating coach. It wasn't long after the announcement that kink enthusiasts figured out that Carter isn't just vanilla, but discourages smutty talk. According to a press release, Meet Kinksters messaged Carter, saying, "How do I find a girlfriend who is interested in swinging with me?" Carter responded, "Swinging is a very specific and potentially harmful activity that can be dangerous for all parties involved. I would advise against pursuing it."
LinkedIn was quick to embrace generative AI and deploy AI-supported features for its users. Now, the platform is doubling down on its AI features, adding new tools to its platform for recruiting, coaching, and more. The first feature, Recruiter 2024, is a recruiting experience that leverages generative AI and LinkedIn insights to help recruiters find the talent they need quickly. With Recruiter 2024, all a recruiter needs to do is type into the platform the criteria of the professional they'd like to hire using natural language. LinkedIn will then be able to assist by creating a project with the information and shortlisting a list of candidates that fit that criteria.
Having spent many years working on AI research and building AI products, I'm fortunate to have participated in a few innovations that made an impact, like using reinforcement learning to fly helicopter drones at Stanford, starting and leading Google Brain to drive large-scale deep learning, and creating online courses that led to the founding of Coursera. I'd like to share some thoughts about how to do it well, sidestep some of the pitfalls, and avoid building things that lead to serious harm along the way. As I have said before, I believe AI is the new electricity. Electricity revolutionized all industries and changed our way of life, and AI is doing the same. It's reaching into every industry and discipline, and it's yielding advances that help multitudes of people.