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1Clear out junk files and repair common Windows errors2Fix the driver behind crashes, sound loss and screen glitches3Repair Windows errors before they cause bigger problemsSome employers use or promote AI at work while restricting candidates’ use of AI during hiring—but the rules vary by company and by stage. The June 2025 coverage behind this debate describes specific examples, not an industry-wide ban or proof that every employer is being hypocritical. For applicants, the practical rule is simple: check the instructions for each stage and ask the recruiter if they are unclear.
Why employers may draw a line at AI-assisted interviews
Companies can value AI as a workplace tool and still want to assess a candidate’s unaided communication, judgment, or skills. Goldman Sachs’ stated rationale, as reported by Fortune on June 11, 2025, was: “We want to hear from our applicants in their own voice.”
That rationale does not settle whether a restriction is fair, especially when an employer expects employees to use AI on the job. It does explain why employers may distinguish between using AI to prepare and using it to produce answers during an assessment. The examples reported in June 2025 raise a legitimate accountability question, but they do not establish that every company promoting AI bans it in hiring, or that such restrictions are ineffective.
What the reported employer policies actually say
Goldman Sachs: external sources restricted during the described campus interviews
Fortune reported that Goldman’s campus recruitment team for its private investing academy in EMEA emailed students that external sources—including ChatGPT and Google search—were prohibited during the interview process. The report quoted Goldman spokesperson Jennifer Zuccarelli saying the language was consistent with what the firm sent campus applicants across positions. That account concerns the campus applicant interview rule described in the report; it does not establish a permanent, worldwide rule for every Goldman hiring process.
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Anthropic: preparation allowed under guidance updated in July 2025
Anthropic’s earlier job-posting language was reported as asking candidates not to use AI in the application process. Its published guidance, last updated July 10, 2025, takes a more specific approach: it encourages applicants to use Claude to strengthen application materials and prepare for interviews, while generally restricting AI assistance during live interviews unless the company says otherwise. The guidance says: “We encourage you to use Claude to strengthen your application and prepare for interviews; think of Claude as your collaborator in showcasing your authentic story.” See Anthropic’s candidate AI guidance and Fortune’s July 21, 2025 report on the update. Policies can change, so check the live guidance before relying on it.
Amazon: reported internal recruiter guidance, not a verified public policy
Fortune reported that Amazon’s internal recruiter guidance asked candidates not to use generative AI during interviews unless explicitly permitted and warned that noncompliance could lead to disqualification. The underlying guidance is not available in the cited reporting, so this should be understood as Fortune’s account of internal instructions—not as a confirmed, current public Amazon policy.
AI rules depend on the hiring stage
“Using AI in an interview” can describe several different activities. An employer may permit one and prohibit another; the examples above should not be treated as interchangeable.
| Hiring stage | What the examples establish | What an applicant should check |
|---|---|---|
| Application materials | Anthropic’s July 2025 guidance encourages Claude use to strengthen an application. The cited Goldman email concerns interview-process restrictions, not a general rule for every application stage. | Whether editing, drafting, or feedback from an AI tool is allowed, and whether disclosure is requested. |
| Preparation and practice | Anthropic’s guidance permits using Claude to prepare for interviews. That permission applies to Anthropic’s policy, not automatically to another employer. | Whether research, mock practice, or drafting questions is allowed under the employer’s instructions. |
| Take-home or other assessment | The cited reports do not establish a universal rule for take-home assignments or every assessment format. | Whether AI may assist with the task, which tools are allowed, and whether use must be disclosed. |
| Live interview | The Goldman and Amazon examples describe restrictions on outside or generative AI use during interviews; Anthropic generally restricts live AI assistance unless otherwise specified. | Whether notes, search, AI prompts, transcription, or other assistance are allowed during the live session. |
How to avoid violating an AI-use rule as a candidate
- Read the instructions for each stage. Look for separate directions covering application documents, preparation, take-home work, and live interviews.
- Ask the recruiter when wording is unclear. A concise question can name the activity: “May I use an AI tool to practice beforehand?” or “Is AI assistance permitted for this assessment?”
- Keep preparation distinct from live assistance. A company may allow practice or editing while prohibiting AI-generated answers during an interview. Do not assume permission in one stage carries over to another.
- Follow any disclosure and tool limits. If the employer requires disclosure, use a specified tool, or prohibits outside sources, follow those directions. If the guidance does not answer your question, get clarification before proceeding.
What the examples do—and do not—show
The reporting supports a narrow conclusion: some employers have set limits on candidate AI use in particular hiring stages, and at least one employer’s policy changed over time. It does not provide a cross-industry audit, a reliable measure of how often applicants use AI during live interviews, or evidence that every employer using AI at work applies the same hiring rule.
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Random freezes, missing sound and display glitches usually trace back to one bad driver. Find and replace yours safely.Free scan · under a minuteThe policy-versus-practice tension is worth questioning, but a useful comparison asks what the employer permits at each stage, whether candidates must disclose use, what the consequences are, and how current and broadly applicable the policy is. A headline about “companies” cannot answer those questions for a particular role; the employer’s current instructions can.
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