How we think about
AI in hiring

On this page, you’ll learn how we use AI in our recruiting process, how you can use AI thoughtfully during the application process, and what we expect from you along the way.

How we use AI in the recruiting process

We see AI as a tool to enhance human decision-making. It helps us reduce friction, work faster, and keep our processes consistent so that every candidate is evaluated fairly. Here’s where we use it:

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  • Writing job descriptions: We use AI to help refine language for clarity, inclusivity, and readability. Final edits are always human.
  • Interview notes: During interviews, an AI tool helps summarize notes so interviewers can focus on you, not their keyboards.
  • Candidate sourcing: AI helps surface qualified candidates and draft outreach messages — then our team personalizes them.
  • Recruiting insights: AI highlights trends in our hiring process (like where candidates drop off) so we can improve fairness and efficiency.
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Only humans decide who gets hired, rejected, or advanced; never AI on its own.

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How candidates can use AI (and what we expect)


We support thoughtful use of AI during the hiring process. AI can be a helpful tool for preparation and refinement, but it shouldn’t replace your thinking, expertise, experience, or voice. Our goal is to get to know you and how you approach problems.

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Here’s what we ask:
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  • If you’ve used AI to help draft your resume or prepare for interviews, that’s totally fine. We ask that you disclose when you've used AI in the interview process, which tools you used, and how.
  • We may ask how you’ve used AI tools in your preparation or in past work. We’re curious about how you think, collaborate, and solve problems, including how you work with technology.
  • We’re evaluating your skills, experience, and how you approach challenges, and that includes how and when you use AI.
  • Misrepresenting your qualifications, experience, or work, with or without AI, could disqualify you from consideration. We want to meet the real you.
Encouraged

- Researching Vanta or market trends
- Brainstorming responses or interview questions
- Polishing grammar, clarity, or formatting
- Revising your resume to highlight impact better

cross mark
Not allowed

- Using AI to invent experience or skills
- Using AI during live interviews to generate or script answers on your behalf, unless otherwise directed
- Submitting fully AI-generated responses to take-home exercises - we’ll typically note where we expect or want you to use AI in this context

Bottom Line: Use AI to refine, not replace, your voice. We want to meet the real you, not your chatbot.

How to use AI in the interview process

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Stage Thoughtful Use What to Avoid
Application Use AI to polish your resume, rephrase for clarity, or spot gaps in your experience. Don’t use AI to invent achievements, titles, or skills you don’t have.
Preparing for interviews Use AI to research Vanta, brainstorm questions, and practice responses. Reformat into STARR if helpful. Don’t memorize or rely on AI-generated answers — we want to hear your voice and perspective.
Take-home exercises AI can help research and outline your approach, clarify instructions, or give feedback on structure and flow. Be transparent and let your interviewers know how you used AI to supplement your work, we want to learn about your use cases. Don’t submit AI-written work or have AI solve problems for you (unless the task says it’s okay).
Live interviews Leverage prep from AI-based practice. Ask AI to help you form and refine your thoughtful questions to your interviewers. Don’t routinely use AI tools during the interview (e.g., scripts, prompts, voice assistants). We want to meet you.

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We value authenticity. If you’re ever unsure what’s okay to use, just ask your recruiter.