RecruitLingo

Draft a short, candidate-facing policy on using AI tools during our hiring process. OUR STAGES: {{e.g. application, recruiter screen, take-home, live technical interview, final round}} OUR POSITION: {{what we're comfortable with, e.g. AI fine for resumes and take-homes if disclosed, not in live interviews; or AI allowed throughout because our engineers use it daily}} HOW OUR TEAM WORKS: {{e.g. engineers use coding agents daily; or AI tools are restricted for security reasons}} TONE: {{e.g. warm and plain-spoken}} Write: 1. A short opening explaining why we have a policy, written as helping candidates rather than warning them. 2. For each stage, what's fine, what isn't, and whether we'd like it mentioned. Where AI is allowed, say how we'll assess the candidate's own judgement rather than the tool's output. 3. For a live coding or problem-solving interview, whether they may use an AI assistant, and if so, that we'll ask them to talk through what it produced and what they'd change. 4. What we do with AI on our side, such as using it to help schedule or summarise notes, and a clear statement that a human makes every hiring decision (only if that's true; ask me if you're unsure). 5. How to ask for adjustments or raise a question. Then separately: 6. Guidance for our interviewers on applying the policy consistently, including not penalising someone for using AI where the policy allows it. 7. Anything in my position that contradicts how the team really works, since candidates will notice. Under 300 words for the candidate-facing part. Plain language, no legal jargon.