AI guidelines for candidates

Learn how you can use AI appropriately as a candidate and how our Talent Acquisition team uses AI in the recruiting process.

We recognize that many candidates use artificial intelligence (AI) tools as part of their job search. Used appropriately, these tools can support preparation and clarity. However, your application and performance should always reflect your own authentic experience, perspective, and voice. We encourage thoughtful use of these tools while ensuring we can see the real person behind the application.

We believe transparency matters. Just as we set expectations for how candidates may use AI, we also want to be clear about how we use AI responsibly within our recruiting process.

• Refining job descriptions to improve clarity, consistency, and accessibility while ensuring role requirements are accurate and human-reviewed.
• Drafting and refining sourcing and outreach messages so recruiters can spend more time engaging meaningfully with candidates.
• Building interview question sets aligned to job requirements and competencies to promote fairness and consistency across interviews.
• Transcribing and summarizing interview notes to help recruiters and interviewers focus on the conversation and to reduce administrative work. These summaries support, but do not replace, human judgment.

• Hiring decisions are never automated. AI does not decide who advances, who receives an offer, or who is hired.
• We do not rely on AI as a substitute for interviewer judgment, discussion, or decision-making.