Role Description - Conduct fact-checking using trusted public sources and external tools. - Generate high-quality human evaluation data by identifying response strengths, areas for improvement, and factual inaccuracies. - Assess reasoning quality, clarity, tone, and completeness of responses. - Ensure model responses align with expected conversational behavior and system guidelines. - Work independently and asynchronously to meet deadlines while improving AI model performance. Qualifications - Must-Have: - Bachelor's degree - Native speaker in Punjabi - Significant experience using large language models (LLMs) - Excellent writing skills in English - Strong attention to detail - Background or experience in domains requiring structured analytical thinking - Preferred: - Experience with RLHF, model evaluation, or data annotation work - Experience writing or editing high-quality written content - Experience comparing multiple outputs and making fine-grained qualitative judgments Company Description Mercor connects elite creative and technical talent with leading AI research labs. Headquartered in San Francisco, our investors include Benchmark, General Catalyst, Peter Thiel, Adam D'Angelo, Larry Summers, and Jack Dorsey.

Role Description - Review and evaluate AI-generated outputs related to lesson planning, student assessment, classroom management, and instructional design. - Create realistic scenarios based on K-12 workflows such as IEP development, parent-teacher communication, and curriculum alignment to standards. - Annotate, label, and validate data across K-12 use cases like differentiated instruction and formative assessment. - Provide structured feedback on AI accuracy in pedagogical best practices and education regulations (IDEA, Title I, ESSA). - Collaborate asynchronously with research teams to refine evaluation frameworks for K-12 education AI. Qualifications - 3+ years of professional experience in K-12 education (public, private, or charter). - Background in classroom teaching, special education, school administration, district-level roles, or instructional coaching. - Strong analytical thinking and ability to translate workflows into structured evaluation tasks. - Clear written communication and attention to detail. Requirements - Task Completion Pay: Competitive and based on task quality. - Performance Bonus: Weekly bonus incentive for top performers. - Hourly Opportunity: Transition to hourly compensation for sustained quality and throughput. Application Process - Upload resume - AI interview based on your resume - Submit form Resources & Support - For details about the interview process and platform information, please check: https://talent.docs.mercor.com/welcome - For any help or support, reach out to: support@mercor.com - Our team reviews applications daily. Please complete your AI interview and application steps to be considered for this opportunity.

• The Senior HR Business/Data Analyst is responsible for transforming complex HR data into meaningful insights that drive strategic and operational decisions across the organization. • This role acts as a bridge between HR, business leaders, and technical teams, ensuring data integrity, developing automated dashboards, and delivering actionable analytics that support workforce planning, team member experience, and overall organizational performance. • Analyze HR datasets to identify trends, risks, and actionable insights that support strategic and operational workforce decisions. • Translate complex data findings into clear, concise recommendations that influence HR and business leader decision-making. • Perform rigorous data validation across HRIS, payroll and timekeeping systems to ensure accuracy and consistency. • Investigate data quality issues, identify root causes, and partner with HR Operations and HRIS to implement corrective actions. • Maintain and document HR data definitions, logic, calculations, and business rules to support data governance. • Design, build, and maintain automated Power BI dashboards that deliver intuitive, high-impact insights for HR and business stakeholders.

• Own the configuration, integrity, and optimization of our ATS (Ashby) and broader recruiting tech stack. • Design and maintain dashboards and reports that give recruiting leadership and company leadership real signal on pipeline health, hiring velocity, quality of hire, and funnel performance. • Build internal tools and workflow automations that make the recruiting team faster and smarter. • Identify operational gaps, design scalable solutions, and own them through to execution. • Own recruiting compliance operations including audit readiness, and data accuracy across systems. • Partner with recruiting coordinators, People Ops, and recruiting leadership to ensure seamless handoffs from offer through onboarding.