This week we’re joined by Sarah Bana — a friend of the show and colleague from the Stanford Digital Economy Lab, now a professor at the London School of Economics. She is a leading researcher on questions around how AI is changing jobs, with a unique emphasis on how employers are using new digital tools as part of the hiring process. Our conversation focuses on one example: pymetrics, a company that helps hiring companies filter applicants by having them play “fun games” like a balloon popping video game. Andrey is quite skeptical that these screens are more efficient than coin flips, but Sarah’s main point is, whether or not they are 100% arbitrary, this somewhat arbitrary screen may lead to negative social consequences. Specifically, “algorithmic monoculture,” where arbitrary distinctions randomly prevent some deserving people from getting jobs. Indeed, Sarah’s research shows that position-level racial disparities are present despite the vendor’s audits. From there, the conversation moves to measuring workers and work generally. Andrey offers the hot take that the most serious labor economists in the world now work at Mercor and Surge AI; Seth nominates sabermetricians instead, and we ask whether being above or below the corporate panopticon is the big question moving forward, or merely another compensating differential. We then discuss use of AI in academic reviewing. Sarah’s Management Science paper proposes an AI first-line referee whose report the authors answer before any human reads the paper. Andrey declares it reviewer malpractice not to run a submission through AI, and Seth predicts the future of academic publishing is basically Goodreads — every work coexisting with publicly posted reviews, which your agent helps you navigate and rank for your own purposes. We close with a few questions about faith and AI: Pope Leo XIV’s encyclical, what the Ismaili Imam has said to graduates about AI, and Sarah’s useful metaphor for categorizing positive and not so positive uses of AI. Links Our guest * Sarah Bana at LSE and at the Stanford Digital Economy Lab AI, signaling, and algorithmic monocultures in hiring * Bommasani, Bana, Creel, Jurafsky & Liang, “Algorithmic Monocultures in Hiring”, FAccT ‘26 (ACM version) — ~3 million applicants, ~4 million applications, all screened by one vendor’s algorithms. About 4% of people who applied to 10 positions were recommended for rejection by all 10, more than independent decisions would predict. * “Q&A: Algorithmic Monoculture in Hiring” — Stanford Digital Economy Lab interview with Sarah and her coauthors * “Harver Acquires pymetrics” — Sarah’s “bought up by Harver” at 9:24 * Lejuez et al., “Evaluation of a Behavioral Measure of Risk Taking: The Balloon Analogue Risk Task (BART)”, Journal of Experimental Psychology: Applied (2002) — the psychology instrument behind the balloon game. * Galdin & Silbert, “Making Talk Cheap: Generative AI and Labor Market Signaling” — the Jesse Silbert paper Sarah mentions: on Freelancer.com, the wage premium for tailored applications disappears after LLMs arrive * NYC’s Local Law 144 on Automated Employment Decision Tools requires published bias audits; the four-fifths threshold Sarah also mentions comes from the EEOC’s Uniform Guidelines, 29 CFR § 1607.4(D) * JP: Does AI Cheapen Talk? (Bo Cowgill Pt. 1) and Epistemic Apocalypse and Prediction Markets (Bo Cowgill Pt. 2) — Sarah’s favorite episodes, and Bo’s paper on AI helping the bottom of the applicant pool more than the top * JP: Can an AI Interview You Better Than a Human? — our episode on Jabarian & Henkel’s AI voice-interview field experiment * Coasean Singularity Links: Shahidi, Rusak, Manning, Fradkin & Horton, “The Coasean Singularity? Demand, Supply, and Market Design with AI Agents” — see also JP: Seb Krier on AGI, the Coasean Singularity, and EDM Measuring work: Surge, Mercor, GDPval, and the corporate panopticon * Surge AI and Mercor — the expert data-labeling firms Andrey nominates as the world’s most serious labor economists * Patwardhan et al., “GDPval: Evaluating AI Model Performance on Real-World Economically Valuable Tasks”, and our episode on it, JP: Evaluating GDPVal, OpenAI’s Eval for Economic Value — Sarah’s other favorite * Abowd, Kramarz & Margolis, “High Wage Workers and High Wage Firms”, Econometrica (1999) — the “AKM” firm-effects framework behind Sarah’s point that high-wage firms also tend to have the free coconut water AI and peer review * Bhargava, Bana, Zhang, Brandimarte, Choudhary, Li, Loupos & Zantedeschi, “Fighting Fire with Fire: Infusing Artificial Intelligence into Peer Review to Sustain Quality Scholarship”, Management Science (2026) — the AI-first-referee workflow, where authors respond to the AI report before human review * Refine — the AI technical-review tool Andrey advises, and our conversation with its cofounder, JP: Ben Golub: AI Referees, Social Learning, and Virtual Currencies Faith and AI * Pope Leo XIV, Magnifica Humanitas (2026) — the encyclical on protecting the human person in the age of AI (Wikipedia overview) JP: Litigating the Pope’s AI Encyclical with the Lawyers of Scaling Laws Pod — our own reading of it * Aga Khan V, 50th hereditary Imam of the Nizari Ismailis, and “AKU celebrates Class of 2025” — the Aga Khan University convocation where the Chancellor’s message to graduates touched on artificial intelligence and the power of new scholarly tools Chapters (02:06) AI, signaling, and algorithmic monocultures in hiring (25:57) Measuring work: Surge, Mercor, GDPval, and the corporate panopticon (37:48) AI and peer review: “Fighting Fire with Fire” (54:36) Faith and AI; AI as Steroids vs. sneakers vs. coach Transcript Andrey: One version of the future is a corporate panopticon, where everything we do at work is observed by AIs and measured. Sarah: One of the other things that’s going to differentiate certain jobs from others is how much freedom you have. Seth: Are you above or below the panopticon? Sarah: What’s happening in the hiring space is a little bit different because it’s increasingly mediated by third-party vendors. They claimed that this was unbiased. We found that wasn’t the case. Seth: Would your long-run bet be on match quality and jobs improving in, you know, five, 10 years because of AI? Sarah: I’m optimistic that we will come up with different solutions than the ones that we have now to be able to connect workers to jobs. Andrey: In the Coasean singularity, the AIs will match all of us together efficiently. [laughs] Seth: Welcome to “Justified Posteriors.” Today, we’re pleased to be hosting our colleague, Sarah Bana, of the London School of Economics and Stanford Digital Economy Lab. We’ll be talking about AI and reviewing, AI and Islam, but first, AI and cultural homogeneity. What is cultural homogeneity, and do I have too much of it? I’m Seth Benzell, coming to you from Chapman University in sunny Southern California. Andrey: And I’m Andrey Fradkin, coming to you from San Francisco, California. I’m very curious to learn about the monoculture of podcast guests that exist [all laugh] in the world. Welcome to the show, Sarah. I’m very excited to have you. Sarah: Thanks so much. Longtime listener, first-time caller. Seth: Yeah, it’s so great to have an ascended fan on. Can we briefly ask you what’s your favorite episode before we get into it? Sarah: Oh, okay. That’s a great question. I did like the two-parter that Bo did. Seth: Okay. Sarah: I thought that was really fun. I work in a similar space, and so I’ve been thinking a lot about AI and signaling, and so then, that was definitely a very fun episode. And I think it also got a little bit into metaphysical things, as sometimes you do. (02:06) AI, signaling, and algorithmic monocultures in hiring Andrey: Before we get into specific papers, do you think that AI is already ruining signaling? So the idea here would be that it’s so easy to apply to jobs that this, you know, traditional way of applying no longer works. And I guess the flip side, the counterargument maybe is that even before AI, it’s been very easy to apply to lots of jobs. So, how would you think about measuring whether this is a big deal in the economy? Sarah: Yeah, this is a great question. I think we all saw Jesse Silbert present at Summer Institute, and he’s got this paper that looks at the correlation of resumes, and cover letters from their text. And he finds, with a co-author, that almost everybody is editing their cover letter to match the resume text now. And that makes sense because it’s a lot cheaper to do those things. Seth: That’s like one of the things you coach people on, right? People have finally learned that lesson. Sarah: Exactly, except not everybody was doing it before. And so if not everybody was doing it before, then you had some signal, at least in terms of interest, in terms of people’s applications. Right now, it’s really challenging to differentiate effort, and interest across the board. I think that on LinkedIn, I saw one of these tools where you can upload your resume, and it allows you to swipe through jobs and automatically sends your application custom to that particular job. [laughs] So I think- Seth: AI custom. Sarah: AI custom. And you can do this with, pretty much any LLM right now. And so in that case, that very first step just means that people are applying to a ton more jobs because the manual cost has just decreased substantially. Andrey: And now I’m thinking, like, I don’t think we have a good measure of this in the literature. As like, what is the causal effect of a customized cover letter? Because, you know, if I’m an employer, I don’t have that much experience for non-academic jobs. You know, well, even for academic jobs, you know, I know customized cover letters