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Sometimes an employer allows candidates to use AI during a specific interview exercise. That is not blanket permission to use it in every stage: check the instructions for the exact interview or assessment, and ask the recruiter if they are unclear. Even when AI is allowed, you may need to verify its output, explain your reasoning, and show what you contributed yourself.
Can you use AI during a job interview?
There is no universal rule for candidates. Employers set their own policies, and permission can differ between preparation, a live interview, a take-home task, and a technical assessment. A general statement that an employer supports AI does not necessarily authorize it during your interview.
For example, Bumble permits AI for preparation but says not to use it to generate, suggest, or refine real-time answers in a live interview unless AI is part of an announced assessment. UBS says assessment tasks must be completed independently. LinkedIn permits live or technical-assessment use only when the recruiter or assessment module explicitly allows it. Read the brief for the specific stage rather than inferring permission from another policy or exercise.
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What AI use is usually acceptable for preparation?
Several employers explicitly allow candidates to use AI before an interview. Appropriate preparation can include researching the role or organization, generating practice questions, rehearsing answers, and refining application materials. Keep the final materials accurate and grounded in your own skills and experience.
- Deloitte US allows preparation such as research, application refinement, and sample practice questions, while expecting candidates to complete interviews without AI unless told otherwise.
- PNC lists practice questions, employer research, reflection on past experience, and application editing as preparation uses.
- Pfizer identifies preparation, research, and interview practice as acceptable examples.
Use AI as a practice partner, not as a substitute for knowing your own examples. Check every suggested detail, remove claims that do not match your experience, and practice explaining the answer in your own words. A polished response that you cannot discuss naturally may not help when the interviewer asks a follow-up.
Why permission can make the exercise more demanding
If an assessment expressly includes AI, the final output may be only part of what the employer evaluates. You may also need to explain what you asked the tool to do, how you checked its response, which choices were yours, and why you accepted or rejected its suggestions. LinkedIn and Bumble both emphasize candidates’ ability to discuss their thinking and process.
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That does not establish that AI-enabled interviews are measurably harder overall; the employer policies do not provide a study of interview difficulty or candidate outcomes. It does mean that permission should not be mistaken for a shortcut. An exercise that allows AI can require both a usable result and a clear account of your judgment.
What to clarify before using AI
If an assessment or recruiter says AI is allowed, find out the boundaries before you begin. Permission may apply to one stage or tool, and may not cover related actions such as transcription or uploading assessment material.
- Stage: Does permission cover preparation, a live interview, a take-home task, a coding exercise, or only one of these?
- Actions and tools: May you research, draft, prompt, code, record, transcribe, or use a particular tool? Do not assume that permission for one action includes another.
- Disclosure: Must you identify AI-generated content or explain which tools you used?
- Your contribution: What work must be your own, and could you be asked to explain your approach or verify the result?
- Privacy: Are you prohibited from entering interview prompts, client details, or other confidential information into an AI system?
- Accessibility: Can you use tools such as live captions or note-taking, and how should you arrange them?
The Canadian Public Service Commission advises employers to specify permitted tools and stages, disclosure rules, and protections for assessment material. Its sample statement allowing AI is a model for employers, not a rule that applies to every Canadian interview. See its hiring-process guidance for that employer-side framework.
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How to handle common interview situations
The live interview instructions do not mention AI
Do not use an AI assistant to generate or refine answers during the conversation unless the employer has explicitly permitted it. Ask the recruiter in advance if the written policy is silent. This is especially important for tools that record, transcribe, or analyze the interview: UBS prohibits those uses, and ServiceNow prohibits recording interviews by audio, video, or text.
A take-home task or technical assessment allows AI
Follow the task brief, including any limits on tools or disclosure. Keep track of where AI helped, verify the output, and be prepared to explain your decisions and personal contribution. Do not upload the prompt or related confidential information to a public or unapproved system. If the brief does not say whether AI is allowed, ask before starting rather than treating the take-home format as permission.
You need captions or another accessibility tool
Tell the recruiter before the interview and agree on a permitted setup. Bumble specifically advises candidates to discuss accessibility-related uses, including live captioning or note-taking, ahead of time; Deloitte US also directs candidates to raise accessibility needs. Clarifying this in advance can distinguish an accommodation from unapproved assistance with answers.
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You are unsure whether a tool counts as AI assistance
Describe the specific tool and action to the recruiter—for example, live transcription, suggested answers, or code completion—and request a clear answer for that stage. Employers draw different boundaries, so a tool allowed by one company may be restricted by another.
What employer policies illustrate
The examples below are policies from the named organizations, not a universal standard. Check the linked page and the instructions for your own role because policies and assessment briefs can change.
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| Organization | Preparation | Live interview or assessment | Important boundary |
|---|---|---|---|
| Bumble | Permits research, practice, and idea refinement. | No real-time AI-generated, suggested, or refined answers unless AI is part of an announced assessment. | Take-home briefs specify expectations; discuss accessibility tools with the recruiter. The page states it was last updated 07.24.2026. |
| UBS | Application documents may use AI if they reflect the candidate’s actual skills and experience. | Assessment tasks must be independent; AI-generated interview responses and interview recording, transcription, or analysis are prohibited. | Avatars or deepfakes to simulate attendance are prohibited; violations may affect an application or offer. |
| Encourages role research, concept exploration, and mock interview practice. | Use in live interviews or technical assessments only when the recruiter or assessment module explicitly permits it. | Be ready to discuss your thinking, trade-offs, and experience in follow-up questions. | |
| ServiceNow | Not stated in the linked guidance. | Interviews, online tests, technical challenges, and other evaluations are expected to be completed independently unless an explicit exception applies. | The guidance prohibits recording interviews by audio, video, or text. |
| Deloitte US | Allows preparation such as research, application refinement, and practice questions. | Complete interviews alone and without AI unless Deloitte explicitly says otherwise. | This is US careers guidance; follow the instructions for the specific role and stage. |
| PNC | Allows practice, research, reflection on experience, and application editing. | No AI-generated or assisted live answers unless stated; assessments and take-home exercises are independent unless permission is given. | Permission should be explicit for the relevant exercise. |
| Pfizer | Allows preparation, research, and interview practice. | AI assistance in live or recorded interviews and assessments is not allowed unless specifically permitted. | Voice cloning, deepfakes, and identity deception are prohibited. |
| Northern Ireland Judicial Appointments Commission | Allows preparation, including mock questions and practice structuring answers. | AI must not assist answers during live, remote, recorded, timed, or supervised interviews or assessments. | Do not enter assessment material or confidential or sensitive information into AI systems. The applicant guidance was published in May 2026. |
Protect confidential information and your identity
Do not paste an interview prompt, case study, client information, or other sensitive material into an AI system unless the employer has explicitly authorized a secure process. An assessment brief may be confidential even if it looks like an ordinary prompt. Bumble and the Northern Ireland Judicial Appointments Commission warn applicants against exposing assessment or sensitive information.
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Do not use AI to impersonate you or misrepresent your participation. UBS prohibits avatars and deepfakes used to simulate attendance, while Pfizer prohibits voice cloning, deepfakes, and identity deception. These are separate from ordinary preparation and are not made acceptable by using an AI tool discreetly.
A simple decision rule
- Before the interview: Use AI for preparation only within the employer’s stated rules, and keep your application and examples truthful.
- For a live interview or assessment: Use AI only if the instructions for that specific stage explicitly allow it.
- If the boundary is unclear: Ask the recruiter, naming the tool and what you want it to do.
- If it is allowed: Follow disclosure and privacy rules, verify the output, and be ready to explain your reasoning and contribution.
- If you need an accommodation: Arrange the tool with the recruiter before the interview rather than assuming it is covered by general AI permission.
Published policies from employers including Bumble, UBS, and LinkedIn illustrate the key distinction: permission is specific to the stage and exercise. Treating AI as a permitted tool still leaves you responsible for your answers, decisions, and work.
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