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 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 the team.
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 your hiring process.
We are not here to catch people out. We are here to hire talented humans who want to get things right. These are the expectations for all candidates.
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 at Camunda uses AI, and where human judgment stays in the loop.
| How we use AI | What that means in practice |
|---|---|
| Job descriptions | Talent describes the role and requirements. AI may generate a starting draft. A human reviews, edits, and approves the final post before it goes live. |
| Interview questions | Talent provides the role context and competencies. AI helps build structured, relevant questions. Every question is reviewed before being used in an interview. |
| Sourcing outreach | With candidate and role context, AI may draft outreach messages. Messaging is personalised and reviewed before sending. |
| Interview notes | With candidate and interviewer consent, BrightHire records and transcribes live interviews. This keeps interviewers fully present in the conversation rather than taking notes. |
| Application review | Ashby's AI-assisted review tool evaluates applications against the role criteria and surfaces candidates for human review. PII is redacted during this stage. The system is independently audited for bias by FairNow. |
| Hiring decisions | Every hiring decision is made by a person. There is no evidence that AI reliably makes end-to-end hiring decisions without meaningful human oversight. We are not there yet — and we are cautious about it. |
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 this for you as a candidate:
Consent to record is obtained before any recording begins. You will be informed at the start of your 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 single, just ask.