What we expect from candidates. What you can expect from us.
At Camunda, we build the enterprise platform for agentic orchestration. AI is not a feature we are adding to how we work — it is how our teams operate every day. Our hiring process reflects that.
This page explains how AI shows up at each stage of our process, what we expect from candidates, and how our own Talent Acquisition team uses it. We review these guidelines regularly as AI and hiring practices evolve.
Every candidate brings a unique set of skills, experiences, and perspectives. Our process is designed to surface those — not to test whether you can perform in an artificial environment. We are evaluating how you think, how you work, and how you would contribute to Camunda.
How you prepare for an interview is your business. Use every resource available to you — including AI. What we ask is that when you are in the room with us, you are speaking from your own thinking, not reading from a generated script. The distinction is simple: prepare freely, perform authentically.
We are asking candidates to be transparent about how they use AI. We hold ourselves to the same standard. Below you will find a full breakdown of how our Talent Acquisition team uses AI in the hiring process.
Every role at Camunda falls into one of these two categories. Your talent acquisition partner will tell you which applies before your process begins. You will never encounter AI in an assessment without knowing about it in advance.
Your talent acquisition partner confirms this before your process begins
Applies to most roles
Here is how our AI guidelines apply across the different stages of our hiring process.
We are not here to catch people out. We are here to hire great Camundi. These are the expectations we hold across every stage of the process.
On misrepresentation
Submitting AI-generated work as entirely your own, or representing qualifications you do not have, is not something we take lightly. We expect honesty at every stage. If something does not add up, we will follow up — including with references.
Transparency goes both ways. Here is a full breakdown of how our TA team uses AI in the hiring process, and where human judgment remains the deciding factor.
| How we use AI | What that means in practice |
|---|---|
| Job descriptions | Talent acquisition partners and hiring managers may use AI as a starting point for writing accurate, inclusive job descriptions. Final output always reflects human review and editing. |
| Interview questions | Talent acquisition partners may use AI to help build relevant, structured questions. Every question is reviewed before use. |
| Sourcing outreach | Hiring teams may use AI to draft outreach to prospective candidates. Messaging is always personalised before sending. |
| Interview notes | With candidate and interviewer consent, we use BrightHire to transcribe and summarise interviews. This means interviewers can stay present in the conversation rather than managing notes, and hiring decisions are based on evidence rather than memory. |
| Application review | We use Ashby's AI-assisted application review to help evaluate inbound applications against defined role criteria. Resumes are assessed for whether they meet or do not meet specific requirements — the AI surfaces candidates for human review, it does not make advance or reject decisions. PII is redacted before resumes reach AI models, and Ashby's screening has been independently audited for bias by FairNow. |
| Hiring decisions | We have no evidence that AI is capable of making reliable end-to-end hiring decisions without human oversight. Every hiring decision at Camunda is made by a person. |
AI at Camunda is a co-pilot, not an auto-pilot.
Every hiring decision is made by a person. AI supports our process — it does not make the call.
We use BrightHire as our interview intelligence platform. With consent from both the candidate and interviewer, BrightHire records and transcribes our live interviews.
This means two things for you as a candidate:
Consent is always obtained before recording begins. You will be informed at the start of any recorded session. If you have questions about how recordings are stored or used, ask your talent acquisition partner.
We review these guidelines regularly as AI and hiring practices evolve. Last updated May 2026.
Your talent acquisition partner is the right person to ask. These guidelines exist to make the process clearer for everyone — not to create uncertainty. If something is not covered here or you need clarification at any stage, just ask.