Anthropic, the $61.5 billion technology company, has reversed its May policy, now permitting job applicants to utilize AI, specifically its Claude model, for refining application materials, while maintaining restrictions during assessments and interviews.

In May, Anthropic had prohibited job applicants from using artificial intelligence tools during its hiring process. This stance has now been revised. The company, valued at $61.5 billion, communicated its updated policies to Fortune, indicating that job seekers are now permitted to refine their resumes, cover letters, and other application materials using AI. This change, however, includes specific limitations. Applicants remain largely barred from using AI during most assessments and live interview phases, unless explicitly instructed otherwise.

Anthropic’s rationale for this policy shift is rooted in its internal practices. The company stated in its candidate AI guidelines, “At Anthropic, we use Claude every day, so we’re looking for candidates who excel at collaborating with AI.” The company further extended an invitation to applicants, suggesting, “Where it makes sense, we invite you to use Claude to show us more of you: your unique perspective, skills, and experiences.” Previously, Anthropic had justified its ban on AI tools by asserting that it allowed hiring managers to better assess applicants’ “personal interest” and their “non-AI-assisted communication skills.”

The adjustment in guidelines may also reflect the practical difficulties associated with enforcing a complete ban on AI usage. Furthermore, allowing candidates to use Claude aligns with Anthropic’s own application of AI within its hiring infrastructure. The company utilizes Claude to generate job descriptions, enhance interview questions, and manage candidate communications. This reciprocal application of AI aims to level the playing field for applicants.

Jimmy Gould, Anthropic’s head of talent, commented on LinkedIn that this change “isn’t revolutionary, but it’s intentional.” He further explained, “We recognize that deploying AI in hiring requires careful consideration around fairness and bias, which is why we’re experimenting, testing, and being transparent about our approach.”

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Anthropic has established specific guidelines for applicants using Claude during the hiring process. Applicants are expected to use the tool thoughtfully, maintain authenticity, and operate with transparency. The company outlines distinct phases where AI usage is permitted or restricted:

• When applying: Applicants are required to compose the initial drafts of their resumes, cover letters, and responses to application questions independently. Following this, Claude may be employed to refine these materials, with the aim of “polish[ing] how [they] communicate about [their] work.”
• During take-home assessments: Claude can be utilized by candidates only when explicit instructions permit its use. Otherwise, the tools are prohibited during this stage.
• Preparing for interviews: Claude is permissible for applicants to conduct research on Anthropic, practice their interview responses, and formulate questions for the interviewer.
• During live interviews: No AI assistance is allowed during this segment of the process, unless specific authorization is provided.

These updated guidelines offer increased flexibility compared to the previous blanket prohibition. Anthropic has indicated that its policy concerning AI usage in hiring will undergo regular review and updates “to reflect evolving AI capabilities.”

Anthropic is not unique in its consideration of AI’s role in recruitment. Goldman Sachs, for example, issued a directive to students applying for its private investing academy in EMEA. The bank explicitly stated that it “prohibits the use of any external sources, including ChatGPT or Google search engine, during the interview process.”

Despite some company restrictions, AI is increasingly shaping the broader hiring landscape, influencing both recruiters and job seekers. Organizations such as KPMG, Eventbrite, and Progressive are leveraging AI technologies to manage large volumes of applications, expedite the hiring timeline, and enhance the precision of hiring decisions. This application of AI has proven beneficial in streamlining the process of reviewing extensive documentation.

Job seekers have also increasingly adopted AI tools, particularly in response to competitive employment markets. A report from Canva in 2024 indicated that nearly half of job seekers utilized generative AI to “build, update, or improve” their resumes. OpenAI’s ChatGPT has emerged as a particularly prevalent tool, with approximately 57% of applicants employing the chatbot in their job applications, according to data from consulting firm Neurosight. Furthermore, a 2023 report by StandOut CV found that around 73% of Americans stated they would consider using AI tools in 2024 to assist in embellishing or potentially misrepresenting information on their resumes.

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