When Ty landed an introductory phone interview with a finance and banking company last month, they assumed it would be a quick chat with a recruiter. And when they got on the phone, Ty assumed the recruiter, who introduced herself as Jaime, was human. "The voice sounded similar to Siri," said Ty, who is 29 and lives in the DC metro area. Ty realized they weren't speaking to a living, breathing person. Their interviewer was an AI system, and one with a rather rude habit.

The US base salary range for this full-time position is $155,000 - $170,000. Our salary ranges are determined by role, level, and location, and the range displayed on each job posting reflects the minimum and maximum target for new hire salaries for the position across all US locations. Within the range, individual pay is determined by work location, role-related knowledge and skills, depth of experience, relevant education or training, and additional role-related considerations. Depending on the position offered, equity, bonuses, commission, or other forms of compensation may also be provided as part of a total compensation package, in addition to a full range of medical, financial, and other benefits.

We offer a hybrid work environment. Most US-based positions can also be performed remotely (any exceptions will be noted in the Minimum Qualifications below.) To actively connect people to their next great opportunity. ZipRecruiter is a leading online employment marketplace. Powered by AI-driven smart matching technology, the company actively connects millions of all-sized businesses and job seekers through innovative mobile, web, and email services, as well as through partnerships with the best job boards on the web.

We offer a hybrid work environment. Most US-based positions can also be performed remotely (any exceptions will be noted in the Minimum Qualifications below.) To actively connect people to their next great opportunity. ZipRecruiter is a leading online employment marketplace. Powered by AI-driven smart matching technology, the company actively connects job seekers with millions of businesses of all sizes through innovative mobile app, web, and email services, as well as partnerships with the best job sites on the web.

Data science consultant Cathy O'Neil helps companies audit their algorithms for a living. And when it comes to how algorithms and artificial intelligence can enable bias in the job hiring process, she said the biggest issue isn't even with the employers themselves. A new Illinois law that aims to help job seekers understand how AI tools are used to evaluate them in video interviews recently resurfaced the debate over AI's role in recruiting. But O'Neil believes the law tries to tackle bias too late in the process. "The problem actually lies before the application comes in. The problem lies in the pipeline to match job seekers with jobs," said O'Neil, founder and CEO of O'Neil Risk Consulting & Algorithmic Auditing.

I keep having the same conversation with companies that want to brief me on their latest AI-related news. It goes something like this: They have some new feature or improved stats or fresh achievement that's specific to their business. Then we get to the AI part, and I start to salivate, asking them to tell me more. The reply is increasingly some version of "We use [a mostly unexciting AI tool] to do it." Being accustomed to covering technology for technology's sake, I always feel a little let down. Given how rich, complex, and world-changing AI technologies can be, I keep expecting a dazzling tale of technological magic.

I keep having the same conversation with companies that want to brief me about their latest AI-related news. It goes something like this: They have some new feature or improved stats or fresh achievement that's specific to their business. Then we get to the AI part, and I start to salivate, asking them to tell me more and go deep. The reply is increasingly some version of "We use [a mostly unexciting AI tool] to do it." Coming from a background where I'm accustomed to covering technology for technology's sake, that feels like a letdown.

Amazon announced last week that it will spend $700 million to train about 100,000 workers in the US by 2025, helping them move into more highly skilled jobs. The New York Times observed that with this program Amazon is acknowledging that "advances in automation technology will handle many tasks now done by people." The number of jobs which AI and machines will displace in the future has been the subject of numerous studies and surveys and op-eds and policy papers since 2013, when a pair of Oxford academics, Carl Benedikt Frey and Michael Osborne, estimated that 47% of American jobs are at high risk of automation by the mid-2030s. McKinsey Global Institute: between 40 million and 160 million women worldwide may need to transition between occupations by 2030, often into higher-skilled roles. Clerical work, done by secretaries, schedulers and bookkeepers, is an area especially susceptible to automation, and 72% of those jobs in advanced economies are held by women.

Amazon announced last week that it will spend $700 million to train about 100,000 workers in the US by 2025, helping them move into more highly skilled jobs. The New York Times observed that with this program Amazon is acknowledging that "advances in automation technology will handle many tasks now done by people." The number of jobs which AI and machines will displace in the future has been the subject of numerous studies and surveys and op-eds and policy papers since 2013, when a pair of Oxford academics, Carl Benedikt Frey and Michael Osborne, estimated that 47% of American jobs are at high risk of automation by the mid-2030s. McKinsey Global Institute: between 40 million and 160 million women worldwide may need to transition between occupations by 2030, often into higher-skilled roles. Clerical work, done by secretaries, schedulers and bookkeepers, is an area especially susceptible to automation, and 72% of those jobs in advanced economies are held by women.

So the company decided to dig more deeply to see if these fears had merit. ZipRecruiter's data scientists analyzed over 50 million job postings, surveyed hundreds of employers, and thousands of job seekers, and examined specific use cases in five transitioning industries. They found that AI created about three times as many jobs as it took away in 2018. What's more, while employers are already using AI tools, 81% of those surveyed said they preferred to hire a human over putting in a completely autonomous system. Another prevailing fear that ZipRecruiter managed to upend with its analysis was that AI wasn't killing middle-class jobs.