AI Detection for Hiring
Use writing signals to guide a fair follow-up on applications and take-homes. A result is not proof, and it should never make the hiring decision for you.
Assess the work, not just the polish
A polished cover letter or take-home does not always show how a candidate thinks. At the same time, candidates may use spellcheckers, translation tools, or permitted AI assistance. A hiring process needs room for both facts: ask what tools were allowed, how the candidate used them, and which parts of the work they can explain.
A detector can add one signal to that conversation. It should be paired with a structured interview, a live walkthrough, and consistent criteria for every applicant. The goal is not to punish tool use. It is to understand the work well enough to make a defensible decision.
Cover Letters & Applications
Use the result to decide what to explore in a later conversation, not to rank applicants automatically.
Take-Home Assignments
Pair written work with a short walkthrough so candidates can explain their choices and trade-offs.
Fair, Consistent Policy
State your AI-use policy in advance, apply it consistently, and document how any result is reviewed.
Where Detection Fits Your Process
Detection is most useful when it is connected to a clear policy. State whether candidates may use AI for brainstorming, editing, or drafting before they apply. If a result prompts a review, follow the same steps every time: inspect the assignment, consider the role, and give the candidate a chance to explain the work.
For a written take-home, a brief live discussion often reveals more than any score. Ask the candidate to explain their approach, identify alternatives they considered, and make a small change in real time. This tests the skill you care about while giving the candidate a fair opportunity to show it.
Fairness depends on consistency and proportionality. Do not use a single automated result to deny an opportunity. Record the criteria, apply them evenly, and check local employment and privacy requirements before introducing a new screening practice.
Hiring FAQ
Why use a writing signal in hiring?
It can prompt a closer discussion of a written submission. It cannot establish authorship, skill, or intent. Use it with structured interviews, work samples, references, and a policy that candidates can understand.
Should a candidate be rejected because of a score?
No. A detection result is not proof and should not be the sole basis for an employment decision. Define permitted AI use in advance, apply the policy consistently, and give a candidate a reasonable chance to explain their process.
Can I review a take-home assignment?
You can use a result to identify passages worth discussing. For a stronger assessment, ask candidates to walk through their choices live or submit planning notes alongside the completed work.
What should not be submitted?
Do not submit personal, confidential, or otherwise sensitive candidate material. Submitted text is sent to a detection service for analysis. Review the privacy policy and seek appropriate employment and privacy advice before creating a screening workflow.
Design a hiring process candidates can trust
Try the checker only with non-sensitive text, or talk through a responsible review process for your team.