AI in Our Interviewing Process

What we expect from candidates. What you can expect from us.

Camunda AI mascot

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.

Our Guiding Principles

We want to know the real you

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.

Camunda team members collaborating
Prepare vs. Perform illustration

Prepare vs. Perform

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.

Two-way transparency

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.

Two-way transparency graphic

Two Interview Types

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.

AI during the Zoom Interview

Your talent acquisition partner confirms this before your process begins

  • AI is part of the assessment itself
  • Use the tool of your choice
  • We evaluate how you think with AI, not just the output
  • Transparency about usage is expected

AI in Your Prep

Applies to most roles

  • Prepare with AI however works best for you
  • During the live interview, speak from your own experience
  • Independent thinking is what we are evaluating
  • Applies to all executive and senior leadership hiring

What to Expect at Each Stage

Here is how our AI guidelines apply across the different stages of your hiring process.

Application Materials

  • Using AI to help write or refine your resume or cover letter is acceptable
  • Your application materials should accurately represent your qualifications
  • We expect what you submit to reflect your own background, not a fabricated one

Talent Acquisition Partner Screen

  • This is a Standard interview — we want to hear from you directly
  • Feel free to prepare with AI beforehand; speak from your own experience on the call
  • We are listening for how you think and communicate, not what you can recite
  • We may ask how you use AI in your work and that has no "right" answer — honesty is what we are looking for

Hiring Manager and Panel Interviews

  • Most roles use "AI in Your Prep"; Engineering, Product, Design and technical roles use "AI in the Room"
  • Your TA partner will confirm which type applies and provide specific instructions before your session
  • For Standard interviews: engage directly without relying on AI support during the conversation
  • For AI-Assisted: be transparent about usage and explain your reasoning as you go

Take-Home Assignments

  • You are welcome to use AI to research and develop your thinking
  • The final submission should reflect your own synthesis and conclusions
  • Expect follow-up questions about your decisions and perspective
  • Your perspective should be genuinely yours, developed through your own engagement with the problem

Technical Assessments (Engineering, Product, Design and other Technical Roles)

  • These are AI-Assisted interviews — you will be confirmed in advance
  • AI use is expected and encouraged during the Coding Challenge
  • The Kubernetes Debugging section remains AI-free: we want to see your raw debugging instinct
  • Walk us through your code, your prompts, and your decisions
  • Strong candidates clearly explain their thinking; candidates who cannot explain their own work will struggle

What We Expect from Candidates

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.

  • Prepare with AI freely — it is a resource like any other
  • Be transparent if you are using AI during a live assessment
  • Be ready to explain your thinking, decisions, and reasoning
  • Ensure your application materials accurately represent your experience
  • Ask your talent acquisition partner if you are unsure about what is permitted at any stage
Camunda team retreat

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.

How Our Talent Acquisition Team Uses AI

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 AIWhat that means in practice
Job descriptionsTalent 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 questionsTalent provides the role context and competencies. AI helps build structured, relevant questions. Every question is reviewed before being used in an interview.
Sourcing outreachWith candidate and role context, AI may draft outreach messages. Messaging is personalised and reviewed before sending.
Interview notesWith candidate and interviewer consent, BrightHire records and transcribes live interviews. This keeps interviewers fully present in the conversation rather than taking notes.
Application reviewAshby'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 decisionsEvery 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.

A Note on Interview Recording

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:

  • Your interviewer stays fully present in the conversation rather than taking notes
  • Hiring decisions are based on what you actually said, not on written summaries made under time pressure

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.

Questions about any of this?

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.