Anthropic Reverses AI Ban in Job Applications, Now Encourages Use of Claude

Anthropic banned AI in job interviews -- now the $61.5 billion tech giant is doing a U-turn and letting applicants use bots, but only if it's Claude

Hiring has become an all-out AI war with managers juggling thousands of fake applications from North Korea, meanwhile, job-seekers are grappling with automated interviewers. AI giant Anthropic even got ahead of the curve by (ironically) barring candidates from using chatbots and assistants to prepare for their interview in May -- but it's just backtracked on the ban. The $61.5 billion technology company alerted Fortune to its recently updated policies. Job seekers can now refine their resumes, cover letters, and applications with AI. But there's a catch: They can only use Anthropic's own platform, Claude. And they're still barred from using it during most assessments and while they're sitting in the interview. "At Anthropic, we use Claude every day, so we're looking for candidates who excel at collaborating with AI," the company wrote in its candidate AI guidelines. "Where it makes sense, we invite you to use Claude to show us more of you: your unique perspective, skills, and experiences." The company had previously reasoned that by banning the tools, hiring managers could have a better sense of applicants' "personal interest" and their "non-AI-assisted communication skills." However, Anthropic may be changing its guidelines, as in reality, it's hard to police, gets candidates using their product, and levels the playing field -- since the company uses Claude to create job descriptions, improve interview questions, run candidate communications, and more, it's only fair that candidates can access such tools too. "This isn't revolutionary, but it's intentional," Jimmy Gould, head of talent for Anthropic, wrote on LinkedIn. "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." Anthropic has a few rules for applicants using Claude in the hiring process: they must use the tool thoughtfully, be themselves, and be transparent. Here is where they can and can't use AI in Anthropic's hiring process, as the company says, to "use Claude to show us more of you": These updated guidelines allow more flexibility after the tools were barred from the process altogether -- but candidates shouldn't get too comfortable with the current process as it could change again. Anthropic revealed it plans to regularly review and update the policy "to reflect evolving AI capabilities." Anthropic isn't the only company that has been wary of job seekers using the tech to get a leg-up. Goldman Sachs similarly issued a warning to students interested in its private investing academy in EMEA, reminding them that the bank "prohibits the use of any external sources, including ChatGPT or Google search engine, during the interview process." But the hiring process may already be changed forever, as both recruiters and job-seekers are leveraging the tools in the talent war. Companies like KPMG, Eventbrite, and Progressive are using the technology to sort through thousands of applications, speed up the process, and make better hiring decisions. It's proved to be an incredibly helpful tool as managers have to comb through piles of documents. Candidates are increasingly leaning on AI in response to the white-collar job hunt becoming so dire. In 2024, nearly half of job-seekers used generative AI to "build, update, or improve" their resumes, according to a report from Canva. OpenAI's ChatGPT seems to be a particularly popular tool, with around 57% of applicants using the chatbot in their job applications, according to a study from consulting firm Neurosight data. And in 2023, around 73% of Americans said they would consider using AI tools in 2024 to help them embellish or lie on their resume, according to a report from StandOut CV.

Anthropic now wants you to use its AI when you apply for a job

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." Hackers used ChatGPT to fake resumes 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: 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.

Anthropic Used to Ban Job Applicants From Using AI. Here's Why It Changed Its Policy

Things move fast in the world of artificial intelligence, including at the companies creating the technology. Just a few months ago, Anthropic, a San Francisco-based AI company founded in 2021 by siblings Daniela Amodei and Dario Amodei (both former staffers at OpenAI), had a clear rule for job applicants. While candidates were expected to utilize AI as part of their jobs, they were absolutely not to use it when applying for those jobs. Times change, though, and now Anthropic is encouraging candidates to use AI during the application process. There are some limitations, however. A change to the company's policies makes it fine for would-be workers to refine their resumes, cover letters, and applications with AI (assuming that AI is Claude, Anthropic's chatbot). If, however, you're given a take-home assessment, you're on your own. "Complete these without Claude unless we indicate otherwise. We'd like to assess your unique skills and strengths," the company writes. The company also says it's fine to use Claude to prepare for your interview (whether that's via practice Q&A or having it create a study guide), but don't try to use AI when you're in the live interview. "This is all you -- no AI assistance unless we indicate otherwise. We're curious to see how you think through problems in real time," the company writes. The shift in thinking comes as Anthropic is reportedly planning a new investment round, which could result in a company valuation of over $100 billion. That would be a big jump from the $61.5 billion valuation it locked in earlier this year after raising $3.5 billion in its latest round. It's also a significant reversal from the old language Anthropic included on its job openings. "While we encourage people to use AI systems during their role to help them work faster and more effectively, please do not use AI assistants during the application process," the applications formerly read. "We want to understand your personal interest in Anthropic without mediation through an AI system, and we also want to evaluate your non-AI-assisted communication skills." Some might argue that's not an unreasonable request, but it can be tricky to enforce.The truth is: AI is quickly becoming a go-to tool for job seekers in a wide number of fields, not just AI. (It's also becoming a tool for select hiring managers.) Some people are using AI to comb through job listings and automatically send a resume and/or cover letter to ones that seem a match. Others use it to "cheat" on live coding tests. Of course, employers can ask applicants to promise they haven't used AI. Amazon does this when applicable. So does blockchain company Ava Labs. But promises require a degree of trust -- and the interview process is often where companies begin to determine if they can, in fact, trust the applicant. Snap recently changed its interview methods. The company no longer asks LeetCode questions (coding questions meant to let programmers showcase their abilities), since AI and cheating extensions were being used too frequently. Anthropic's reversal could simply be acknowledging that the technology they're looking to improve and distribute has become so dominant that even AI companies need to find a way to embrace it when they'd prefer not to. There are, however, some potential problems with leaning too heavily on AI when applying for a job. Hallucinations -- those moments where AI just goes off the rails -- can happen on something as innocuous as a resume, and that can torpedo an applicant's chances. "If you're going to use AI on your resume to lie, at least make sure that you aren't listing 3+ years of experience working on proprietary company software that's still in alpha (and was developed less than two years ago)," wrote recruiter Dani Schlarmann on LinkedIn earlier this year. "Yes this just happened. They basically put our job description into their resume and when I visited their LinkedIn more than 90% of the resume was clearly fabricated."