Asynchronous video interviews
AI-assisted scoring
- You record responses to structured questions on your own schedule
- AI analyzes verbal content, not appearance or voice characteristics
- A human reviewer watches every video before decisions are made
AI in Our Interviewing Process
What we expect from candidates. What you can expect from us.
Camunda uses AI across our hiring process — from initial resume screening to interview preparation. We believe in transparency about how we use these tools so candidates can make informed decisions about participating in our process.
This page explains how AI is used at each stage and what you can do to ensure your authentic skills and experience shine through.
Our guiding principles
Transparency
We tell candidates when and how AI is used in their evaluation.
Human oversight
AI assists our process; humans make every hiring decision.
Fairness
We monitor AI tools for bias and regularly audit our processes.
Types of AI-assisted interviews
We may use AI-assisted tools at two stages of the interview process.
Live video interviews
No AI scoring
- Standard video interviews with our hiring team
- No AI analysis of your responses
- Human interviewers evaluate and score
AI use across hiring stages
Here is how AI assists at each stage of our 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 ask all candidates to represent themselves authentically throughout the process.
- Complete all assessments independently unless otherwise instructed
- Disclose if you used AI tools to prepare your responses
- Ensure all work samples represent your own capabilities
On misrepresentation
Using AI to complete assessments without disclosure, or submitting AI-generated work as your own, is considered misrepresentation and may result in disqualification.
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 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.
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.