How we use AI in hiring at Jumbo Interactive
AI is part of how we hire at Jumbo Interactive. We use it to support parts of the recruitment process, while keeping people accountable for hiring decisions. Here is where AI may show up in our process, where it does not, and how you can use it in your own application.
Using AI in your own application
AI tools are a normal part of how people prepare for job applications and interviews. Here's when and how you can use them with us. The short version: use AI to prepare and to communicate more clearly, but the experience, thinking and skills you show us should be your own.
Application
Resume, cover letter, application questions
Encouraged, once you have written a first draft yourself. Use AI to tighten wording, check clarity, formatting or help you frame your experience against the role requirements. What we're looking for: Your own experience, described accurately. AI should sharpen how you communicate it, not invent it.
Take home tasks
Technical assessments
Only where we say so. Unless a hiring manager or recruiter tells you otherwise, complete these unaided. What we're looking for: Your unassisted thinking and technical skill, so we can assess it fairly against every other candidate.
Interview preparation
Encouraged. Use AI to research the business, practise answers, and prepare your own questions for us. What we're looking for: Confident, well-prepared candidates who understand the role and the business.
Live interviews
Phone screen, panel, technical interview
AI tools should not be used during a live interview unless we’ve expressly told you they’re permitted, or a reasonable adjustment has been agreed in advance. What we're looking for: How you think and communicate in real time. This is the part of the process we can't get from a written application.
Examples
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Using AI to help describe your experience more clearly
Encouraged. For example, you write "I led our team's migration to a new platform," then ask AI to identify where adding measurable outcomes could strengthen your example, before adding figures or results that you can verify.
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Asking AI to invent or write your answers for you
Not permitted. For example, asking AI to write your answers to application questions and submitting the output as your own experience.
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Using AI to prepare for an interview
Encouraged. For example, asking AI to build a study guide on the business, or help you practise explaining a past project.
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Using AI during a live interview or an unaided assessment
Not permitted. For example, having AI generate answers in real time, or write code for a task we've asked you to complete unaided.
Where AI shows up in our process
AI supports our hiring teams so we can move faster and more consistently. It doesn't run the process; people do.
Sourcing and outreach
We may use AI to help identify candidates and draft initial outreach messages, always reviewed by the hiring team before it's sent.
Job ads and interview guides
We may use AI as a starting point for job ads, phone screening questions, and interview questions, refined by a person before use.
Candidate communications
We may use AI to help draft or refine emails and messages you receive from us during your process.
Phone screening
We may use Metaview to record and transcribe phone screening calls. This lets our recruiters stay focused on the conversation instead of taking notes and helps create a more consistent and complete record. A person reviews the information and decides whether you progress.
Interview transcription and notes
We may record and transcribe interviews, using the Teamtailor app for face to face interviews and Metaview for online interviews. This allows interviewers to stay focused on the conversation and helps create a more consistent and complete record. A person reviews the information and makes the decision.
Reporting on our hiring data
We use AI tools including Teamtailor's Copilot to help us analyse hiring data and report on our process at a group level.
What stays human
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AI doesn't make any hiring decisions
Every shortlist, recommendation and offer is reviewed and decided by a person in the hiring team.
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We are transparent about AI used directly in your hiring process
If AI is being used directly in a stage involving you, for example to record, transcribe or support review of an interview or application, we will tell you what is happening where appropriate.
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Your data is protected
Retention periods vary by tool. For example, AI generated Metaview transcripts and summaries are automatically deleted after six months. Other recruitment records are retained in line with our recruitment privacy policy.
Questions and answers
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Will AI decide if I get hired?
No. AI may help behind the scenes, for example transcribing an interview or drafting a first pass at a job ad, but every shortlist, recommendation and offer is made by a person.
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Will I know when AI is being used in my process?
Yes. If AI is being used directly in a stage involving you, for example to record, transcribe or support review of an interview or application, we will tell you what is happening where appropriate.
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Can I use AI in my own application?
Yes, at most stages. See the section above for what's encouraged and what's not, stage by stage. The short version: use it to prepare, not to replace your own experience or thinking.
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Is my data protected?
The AI assisted providers we use, and relevant subprocessors, are described in our recruitment privacy policy.
If we find AI has been used outside this guidance without disclosure, whether in application materials, an assessment, or an interview, it may affect your candidacy. We may also verify key qualifications and experience with referees, as we would with any candidate.
How we handle your data
The AI assisted providers we use, and relevant subprocessors, are described in our recruitment privacy policy. For more on how your information is collected, used and stored, see our privacy policies below.