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.

How candidates can use AI in the hiring process

 

 Appropriate Use of AI

 Inappropriate Use of AI
Résumé
  • Using AI tools to improve the structure, clarity, or grammar of your résumé or application materials. 

  • Using AI as an editing or refinement tool to better communicate your own experiences.
  • Using AI to fabricate, exaggerate, or misrepresent your background, experiences, or skills. 

  • Submitting application materials that do not accurately reflect your authentic work and capabilities.
Skills Assessments
  • Using AI to brainstorm ideas, outline an approach, or proofread your work. 

  • Using AI for light support unless the instructions explicitly state that AI should not be used.
  • Having AI complete the assignment for you. 

  • Submitting AI-generated work as your own deliverable, unless we clearly state that AI use is expected or allowed.
Interviews
  • Using AI to research the firm, the industry, or the role. 

  • Using AI to prepare for interviews, such as practicing responses, reviewing common interview questions, or organizing your thoughts in advance. 

  • Articulating how you use AI or other tools to demonstrate judgment, self-awareness, and AI fluency.
  • Using AI during live interviews, including reading from AI-generated scripts or prompts. 

  • Relying on AI in real time unless it is explicitly required as part of a skills-based exercise or presentation. 

  • Using AI or other tools to record, transcribe, or otherwise capture the interview without explicit permission.

How T. Rowe Price uses AI in the hiring process 

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. 

Where we may use AI
  • 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. 

 

Where we do not use AI
  • 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. 

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