Designing Reward Signals for Portable Query Generation: A Case Study in Industrial Semantic Job Search
For practitioners deploying RL for text generation in adversarial reward settings, this work provides a cautionary case study on the primacy of reward engineering over optimizer selection.
The paper addresses the problem of generating portable job search queries that generalize across candidates, using an RLAIF framework. It finds that reward shaping is far more critical than optimizer choice, with a rule-based reward floor yielding a +0.147 quality improvement, and shows that reward models inflate gains by 2.4×.
Job-search platforms rely on low-bandwidth query interfaces that often fail to capture the high-dimensional complexity of candidate profiles. We present an end-to-end RLAIF (Reinforcement Learning from AI Feedback) framework to generate \emph{portable} job search queries, terms that abstract away seeker-specific identifiers while preserving generalizable qualifications. This task introduces a highly adversarial reward surface where policy optimization frequently exploits flaws in LLM-as-judge rubrics, resulting in degenerate verbatim-copying behaviors. We conducted comprehensive empirical experiments to isolate the impact of optimization mechanics against structured reward engineering. Our results demonstrate that for critic-free optimizers, performance is overwhelmingly dictated by robust reward shaping, rendering the specific choice of algorithm largely immaterial. While critic-free per-rollout baseline methods (RLOO and REINFORCE++) natively resist reward-hacking, the group-relative advantage normalization in GRPO appears uniquely sensitive to spurious reward signals, making it disproportionately susceptible to exploitation. We show that introducing a deterministic, rule-based reward floor to correct for rewards assigned to verbatim copying mitigates this failure mode, resulting in a substantial $+0.147$ quality improvement on a cross-family evaluation judge. Ultimately, we show that the training-time reward model inflates performance gains by $2.4\times$, confirming that the training success is fundamentally dependent on enforcing reward-shaping disciplines rather than selecting alternative optimizers.