Full-Time
AI Research Engineer
Representation Learning
Equifax
10,001+ employees
Credit reporting data analytics and risk
No salary listed
No H1B Sponsorship
Alpharetta, GA, USA + 1 more
More locations: Atlanta, GA, USA
Hybrid
Hybrid schedule: two remote days per week (Monday and Friday) with three on-site days (Tuesday–Thursday).
Master's, PhD
 AI & Machine Learning (1) |
|---|
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- A PhD in ML/Artificial Intelligence, Computer Science, Electrical Engineering, or a related quantitative field with 3+ years of relevant experience; OR a Master of Science degree with 5+ years of relevant industry/research experience
- Strong foundation in Transformer architectures, attention mechanisms, and sequence modeling
- Deep knowledge of linear algebra, statistics, and probability; ability to characterize model behavior, evaluate representation similarity (e.g., Kernel Canonical Correlation Analysis), and derive insights from internal model activations
- Experience analyzing learned representations, including latent spaces, embeddings, and internal model states
- Technical intuition for deep learning training dynamics, including stability, gradient behavior, and learning rate schedules
- Ability to write clean, well-structured, and efficient Python code
- Demonstrated curiosity, technical ambition, and desire to grow a research career under senior technical leadership
- Advance Experimental Research by building and experimenting with transformer-based models for structured and credit time-series data
- Analyze Internal Representations by investigating and interpreting learned representations to understand how models encode complex financial concepts
- Execute Rigorous Experimentation through ablations, hyperparameter sweeps, and controlled experiments to validate hypotheses about model behavior and training dynamics
- Develop Research Prototypes by training, evaluating, and debugging deep learning models using PyTorch and TensorFlow to create high-fidelity prototypes for engineering teams
- Collaborate on Integration by partnering with internal Machine Learning Engineering teams to ensure prototypes are integrated into production pipelines
- Drive Strategic Expansion by working with senior technical leadership to extend core models beyond interpretability into discriminative and generative modeling architectures
- Stay at the Vanguard by maintaining currency with modern deep learning techniques including sequence-to-sequence models, diffusion models, and generative approaches
- Advanced Modeling with sequence-to-sequence models, diffusion models, or other generative modeling techniques
- Ability to analyze or interpret learned representations through probing, attribution, or embedding visualization
- Experience with irregular time-series, missingness handling, or temporal embedding techniques
- Familiarity with mechanistic interpretability concepts such as sparse autoencoders, feature dictionaries, activation analysis, or attention-pattern interpretation
Equifax is a global data, analytics, and technology company that provides credit information and related services to businesses, governments, and consumers. It collects and analyzes large amounts of data to generate insights used for credit reporting, risk management, fraud detection, and identity verification. The company uses its Equifax Cloud to combine data with advanced analytics and machine learning, delivering credit reports, risk assessments, and global market insights to help clients make smarter decisions and improve customer experiences. Compared with competitors, Equifax emphasizes its large, differentiated data assets and integrated analytics platform to offer comprehensive, end-to-end solutions for credit and risk management. Its goal is to help clients assess credit risk, detect fraud, and explore opportunities more confidently in a changing financial landscape.
Company Size
10,001+
Company Stage
IPO
Headquarters
Atlanta, Georgia
Founded
1899
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Simplify's Take
What believers are saying
- Equifax Q2 2026 revenue rose 10.6% to $1.7 billion, beating estimates.
- Mortgage revenue jumped 40% in Q2 2026, showing strong cyclical upside.
- Equifax's July 29, 2026 survey found 73% of HR leaders battling candidate fraud.
What critics are saying
- Equifax added $1 billion notes after $1.49 billion buybacks, raising leverage fast.
- FTC and CFPB still remember the 2017 breach; another incident invites brutal regulation.
- Mexican approval for Círculo de Crédito closes in Q4 2026 or the expansion stalls.
What makes Equifax unique
- Equifax owns The Work Number, 140 million-plus employment records powering verification workflows.
- Equifax Cloud and EFX.AI bundle credit, identity, and fraud products into one stack.
- The July 7, 2026 Círculo de Crédito deal expands Equifax into Mexico.
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Benefits
Health Insurance
401(k) Company Match
Paid Vacation
Hybrid Work Options
Discounted Gym Memberships
Employee Stock Purchase Plan
Mental Health Support
Growth & Insights and Company News
6 month growth
↑ 6%1 year growth
↑ 6%2 year growth
↑ 6%Equifax has raised $1 billion through two consecutive note sales, issuing $500 million of 5.00% notes due 2029 and $500 million of 5.650% notes due 2033. Both tranches are senior unsecured, fixed-rate debt priced slightly below par. The offerings follow Equifax's repurchase of $1.49 billion of stock since April 2025. The combination of new debt and equity buybacks is expected to increase financial leverage. Analysts note that Equifax already carries a high debt level. The company, known for consumer credit reporting and data services, typically relies on bond markets to fund technology investment, acquisitions, and refinancing needs. The new notes lock in funding costs and extend the company's maturity profile at fixed coupon levels.
Cyber security Defence in Depth ~ 1.3 common vulnerabilities and exploits. From Heartbleed and the Target breach to Equifax - how common vulnerabilities are exploited in the real world, and how a defence-in-depth approach to patch management, vulnerability scanning, and attack vector analysis keeps organisations resilient. 1.3 common vulnerabilities and exploits. Commonly exploited vulnerabilities in systems and applications often stem from misconfigurations, outdated software, and inherent flaws in the code. One of the most significant vulnerabilities is the exploitation of unpatched software, where known security loopholes can be targeted by attackers to gain unauthorised access. For instance, the infamous Heartbleed bug in OpenSSL showcased how a simple oversight could allow attackers to siphon sensitive data from server memory. The impact of such vulnerabilities can be profound - leading to data breaches, financial loss, and a loss of trust from clients and customers. Understanding these vulnerabilities is crucial for cybersecurity professionals aiming to design resilient networks using a defence-in-depth approach. Analysing past incidents provides invaluable context for understanding the current threat landscape. Take the Target data breach in 2013, where attackers exploited weak third-party vendor access, resulting in the theft of millions of credit card numbers. This incident highlighted the need for a comprehensive security strategy that includes not only internal defences but also scrutinises third-party vulnerabilities. Another pertinent case is the Equifax breach of 2017, which occurred due to the failure to patch a known vulnerability in Apache Struts - affecting over 147 million people. These incidents illustrate not only the severe repercussions of exploited vulnerabilities but also emphasise the importance of continual monitoring and vulnerability management as vital components of a robust cybersecurity strategy. To effectively mitigate risks associated with common vulnerabilities, cybersecurity professionals must adopt a proactive approach. Regular software updates and thorough patch management can dramatically reduce the risk of exploitation. Moreover, integrating automated tools for vulnerability scanning and employing threat intelligence can help organisations stay a step ahead of potential attackers. Continuous security training for all employees is equally essential, reinforcing the idea that everyone plays a role in safeguarding the network. This layered defence ensures that even if one security measure fails, others will stand firm - reinforcing the fortifications of a well-designed network. 3.2 understanding attack vectors. Attack vectors are the various pathways or methods that cybercriminals use to infiltrate systems and networks. Understanding these vectors is crucial in the development and planning of Defence in Depth strategies, which aim to create multiple layers of security to protect assets. Each attack vector presents unique vulnerabilities, and by identifying them, cybersecurity professionals can implement protective measures at various levels. This multi-layered approach adds complexity for potential attackers, making it harder for them to succeed in breaching defences. The significance of attack vectors lies in their ability to inform the design and implementation of security architectures, ensuring that organisations can anticipate potential threats and build resilience against them. As technology evolves, so do the attack vectors that cybercriminals exploit. For instance, as more organisations adopt cloud computing and mobile technologies, attackers are increasingly targeting these environments through vulnerabilities specific to them. This evolution means that cybersecurity professionals must adopt a proactive approach to defence. Rather than merely responding to threats after they occur, understanding how attack vectors are changing allows for the anticipation of potential attacks. By continuously analysing how these vectors evolve, cybersecurity experts can enhance their defensive strategies - enabling them to stay one step ahead of adversaries. This could involve regularly updating software to patch vulnerabilities, training employees to recognise phishing attempts, or employing advanced threat detection tools that adapt to new attack patterns. Incorporating a dynamic understanding of attack vectors into security planning not only strengthens defences but also fosters a culture of security awareness within organisations. A practical tip for cybersecurity professionals is to perform regular threat modelling exercises. These exercises can help identify potential attack vectors relevant to your organisation and assess the effectiveness of existing defence mechanisms. By staying informed about the latest trends in cyber threats and continuously updating security protocols, teams can significantly bolster their Defence in Depth strategies. Continue the series Cyber security Defence in Depth ~ 1.4 designing secure networks. Up next in this series - keep going Want to go deeper? Cyber security Defence in Depth. Master layered security strategies - the gold standard approach to protecting organisations at every level from perimeter to endpoint. Found this useful? Share it: Stay ahead of cyber threats. New book alerts + expert cyber security insights - straight to your inbox.
If you've been wrongfully terminated for having another part-time job, Equifax may be at fault. Last Updated: 30 Jul, 2026 Contact Us Step 1 of 3 Step 2 of 3 It might not seem fair, but companies are now able to research your background to determine if you're moonlighting. Using their own tool "The Work Number", Equifax uncovered employees who were working a second job and fired at least 24 remote workers for having additional undisclosed employment. With inflation soaring, the cost of living higher than ever, and the surge in remote work opportunities since the COVID-19 pandemic, many Americans have taken on a second or third job for extra income. Whether this is due to necessity, or wanting to have some extra cash from a side hustle, it has cost at least two dozen Equifax employees their jobs. At fault? Equifax's proprietary "The Work Number" tool. What is a Credit Reporting agency? Credit reporting agencies, also known as credit bureaus or companies, collect data, compile credit reports, and sell those credit reports. The Fair Credit Reporting Act or "FCRA" limits the reach of these companies and who may access these reports. You might wonder how the Fair Credit Reporting Act protects consumer rights. The purpose of the Fair Credit Reporting Act is to ensure accuracy and to protect your private information from being accessed without an explicit purpose. A credit report generally contains information regarding: * credit card balances, limits, and payment history, * loan history, balances, and repayment history, * inquiry history on the account, * bankruptcies, * unpaid child support or alimony, and * accounts in collection. Even though the agencies are limited by the FCRA, that doesn't mean they aren't often in violation of the Fair Credit Reporting Act. However, there are ways to dispute a credit report or a credit reporting agency and win. The big 3 Credit Reporting agencies. While there are other credit reporting agencies, three credit reporting agencies have cornered the market. They are Equifax, TransUnion, and Experian. Equifax fired 24 employees for having a second (or third) job. Using their own tool, "The Work Number", Equifax uncovered employees who were working a second job and fired at least 24 remote workers for having additional undisclosed employment. Equifax claims this is because the now-ex employees were not allowed to take on extra work without Equifax's approval and were in violation of their employment contracts. Reports show that the former employees weren't violating their non-compete agreements. They weren't using insider knowledge or selling trade secrets. They were simply working a second or third job that Equifax hadn't approved. What is Equifax's "the Work Number" Tool, and how could this affect me? "The Work Number" is a digital income and employment verification service. It has more than 140 million active income and employment records of workers across America, spanning each worker's entire career. The information in the reports created comes from employers and payroll processors. It's very possible that "The Work Number" has your employment information on file. While Equifax used its own product to conduct this investigation, this product is available to other companies. Equifax sells these reports for $55. While the tool is most often used by mortgage and auto lenders, as well as an aid for government welfare applications, you can access your own report for a fee. You can dispute Equifax for any incorrect information on the report. While it currently appears that access to the tool is limited, Equifax using this tool to investigate their own employees is setting a dangerous precedent that such tools could be used for employment investigations in other companies. What is wrongful termination? Wrongful termination occurs when an employee is terminated in a way that breaches their employment contract or violates the law. If you entered an employment contract, your employer is bound by the contract and its terms. While traditionally an employment contract is written out and signed by both parties, in some cases verbal promises count and function as an implied employment contract. If you were terminated in a way that violates the agreements made in your employment contract, that is wrongful termination. Termination violates the law when it goes against an anti-discrimination law, or the termination was the employer's way of retaliating. For example, you can't be fired based on your race, gender, sexual orientation, pregnancy status, ethnic background, religion, disability, national origin, or age (when that age is over 40). Similarly, you can't be fired for filing a valid workers' compensation claim or bringing employer wrongdoing to attention as a whistleblower. Firing someone based on discrimination or retaliation is wrongful termination. Can I legally have multiple jobs or a job and a "side hustle"? Generally speaking, unless you've signed a valid employment contract stating you won't take an additional job, there's no law against working more than one job. If you aren't doing a second job on company time, you're available within the parameters that your employer expects you to be, you're not using company property for your second job, and your performance in your main job remains consistent, a second job shouldn't get you fired. That being said, even if it isn't illegal, having a second job could get you into trouble under some circumstances. Specifically, if your second job is a conflict of interest with your current employment, you could be asked to stop working your second job or even be fired. This involves working for a competitor company, setting up a business that competes with your employer, or using insider work knowledge in your second job. If you've signed an employment contract, it may include provisions for additional work. Some don't allow extra work. Others require company or HR approval for additional work or, if your contract involves a non-compete agreement, it may restrict your options for a second job. It's best practice to consult your employment contract, look over your company's policies, and speak to HR before taking on any additional work that could jeopardize your primary employment. Have you been wrongfully terminated for having a second or third job? Want to sue Equifax? Contact Consumer Attorneys. With a robust, experienced team in employment law and a proven track record in fighting back against Equifax and similar credit reporting agencies, Consumer Attorneys is prepared to guide you through your case and contest your wrongful termination. Call Consumer Attorneys PLC. today to discuss your unique case with its team and learn how to dispute Equifax. Table Of Contents
Equifax survey: three in four HR professionals report challenges with fabricated and misleading candidate information. Additional Findings Underscore AI's Emergence as Both an Operational Advantage and a Source of New Challenges for HR Teams ATLANTA, July 29, 2026 /PRNewswire/ - Equifax(R)(NYSE: EFX) today announced the results of the company's latest HR Trends Survey, finding that employers are increasingly challenged to distinguish between genuine qualifications and embellished information received from job applicants. Based on responses from more than 350 HR executives and professionals at the SHRM 2026 Annual Conference, the findings reveal that nearly three-quarters (73%) of respondents say they encounter challenges with fabricated or misleading candidate information, with half (50%) of respondents citing challenges with employment history. The findings also demonstrate that artificial intelligence is helping HR teams work more efficiently but also making hiring more complex. The survey shows that more than one-third (36%) of respondents say AI-generated candidate content has reduced their confidence in hiring decisions, though nearly eight in 10 (78%) report AI is improving hiring and onboarding efficiency. As HR leaders work to improve employee experience, modernize workforce operations and navigate evolving candidate expectations, the findings suggest AI is becoming a catalyst for greater operational efficiency while reinforcing the need for HR professionals to balance AI's efficiency gains with transparency, compliance and human judgment. "Even in these early stages, HR is seeing meaningful efficiency gains from investments in AI," said Chris Johnson, Senior Vice President and General Manager of Employer Services at Equifax Workforce Solutions. "The next phase of opportunity will come from optimizing the use of trusted, high-quality data to help spot candidate AI-created content. That combination helps HR leaders make more informed decisions, strengthen confidence in the hiring process and create more time to focus on the employee experience." The survey also found that improving employee experience and engagement remains HR's top workforce management challenge. Nearly two-thirds (63%) of survey respondents cited employee experience as a top challenge, widening its lead since last year's survey over attracting and retaining talent (45%). The findings suggest organizations are placing more emphasis on supporting and engaging existing employees rather than focusing primarily on recruitment. AI is supporting this effort by reducing administrative burdens and allowing HR teams to spend more time on employee engagement, retention and workforce development. Confidence in detecting fabricated candidate information is improving In addition to the half of respondents who cited employment history as the most frequent area of candidate misrepresentation, more than one-third (35%) have also reported encountering fabricated or misleading candidate-provided information related to education, credentials or licenses, reinforcing the importance of data-driven verification processes. At the same time, nearly seven in 10 (69%) respondents said they are confident in their organization's ability to detect fabricated or misleading candidate information, up from 63% last year. However, only one in four (24%) said they are "very confident," suggesting employers must continue adapting their verification strategies as AI and other technologies make candidate information more difficult to validate. "In a complex hiring market, the smartest approach is simple: trust but verify," said Bart Lautenbach, Senior Vice President and General Manager of Talent Solutions for Equifax Workforce Solutions. "As AI-generated candidate content becomes more sophisticated, organizations need verification strategies that keep pace. Reliable, more comprehensive employment, education, identity and licensing data can help employers make more confident hiring decisions." Compliance remains an "always-on" priority The share of HR professionals who cited maintaining compliance with laws and regulations as a workforce management challenge increased from 23% in 2025 to 27% in 2026. The findings suggest compliance has become an "always-on" priority as organizations adopt AI and other emerging technologies. Increasingly, HR leaders are focused on ensuring innovation is grounded in the governance and controls needed to use it responsibly. "Today's HR leaders are managing an ever-changing, high-stakes compliance landscape," added Johnson. "Those who lead the way are deploying technology to help automate everyday tasks while using trusted data and insights to more confidently make the decisions that will help shape the future of work." Methodology The second annual HR Trends Survey from Equifax was conducted at the SHRM 2026 Annual Conference in Orlando, Florida, from June 16-18, 2026, to better understand how HR professionals are navigating workforce management, hiring fraud and AI adoption. A total of 353 HR professionals participated in the survey. Vendors and students were excluded from the final results. ABOUT EQUIFAX INC. At Equifax (NYSE: EFX), Equifax Inc. believe knowledge drives progress. As a global data, analytics and technology company, Equifax Inc. play an essential role in the global economy by helping financial institutions, companies, employers and government agencies make critical decisions with greater confidence. Its unique blend of differentiated data, analytics and cloud technology drives insights to power decisions to move people forward. Headquartered in Atlanta and supported by nearly 15,000 employees worldwide, Equifax operates or has investments in 24 countries in North America, Central and South America, Europe and the Asia Pacific region. For more information, visit Equifax.com. SOURCE Equifax Inc. Released July 29, 2026
Equifax reported second-quarter 2026 adjusted earnings of $2.25 per share, up 12.5% year over year, beating the Zacks Consensus Estimate of $2.21 by 1.8%. Revenues increased 10.6% year over year to $1.7 billion, surpassing consensus estimates. The strong performance was driven by growth in US Information Solutions, mortgage services, and verification offerings. USIS revenues climbed 17% to $611.6 million, with mortgage revenues rising 40% due to increased adoption of the company's mortgage scoring products. Workforce Solutions revenues increased 7% to $705.4 million, whilst International revenues rose 8% to $383.1 million. The Government business secured new contracts and renewals totalling approximately $300 million in annual contract value during the first half of 2026.