AI and our recruitment process
At PwC, technology plays an important role in how we work and how we create value for our clients. We invest in AI and digital capability to build trusted solutions, solve complex problems, and support our people to deliver impact. We are excited by the potential of AI and welcome candidates who are curious about how technology can be used responsibly. 
How we use AI in recruitment  We use AI as a supportive tool in parts of our recruitment process to help our teams apply consistent, fair, and well‑informed assessment. 

AI may be used to support skills matching and role alignment by comparing role requirements with candidate experience 

Some of our tools may use AI and/or automated decision-making to help assess your application. Automation may inform a decision, but it never decides the outcome. Human judgment stays central to our process, and a member of our team always makes the final decision. 

These tools help our recruitment teams work more efficiently and apply consistent considerations across candidates. 

As AI capabilities continue to evolve, we will continue to validate performance and apply these tools thoughtfully and responsibly, with trust, fairness and transparency guiding how we use them. 

For further information on how PwC uses personal information, please find our Privacy Policy here. 
Privacy Policy
Using AI as a candidate  We recognise that many candidates use AI tools to support their preparation. Whether it is refining a résumé, practising interview questions, or building understanding of a role or industry, AI can be a helpful resource when used responsibly. 

One of our values at PwC is to act with integrity. In the context of recruitment, this means being honest, authentic, and transparent about your experience and capabilities. Our recruitment process is designed to understand your skills, experiences, and potential, and to give you the opportunity to present yourself as you are. 

Using AI to misrepresent your background or to generate responses during interviews or assessments creates an uneven playing field and does not align with our values. 

We want to hear from you, not from a tool. 

Our expectations

Appropriate use of AI 
✅ CV support: Checking spelling, grammar, formatting and clarity, provided the content accurately reflects your own experience and achievements.
✅ Interview preparation: Practising likely interview questions and getting feedback on how to structure or communicate your own examples.
✅ Learning and research: Using AI to explain concepts, frameworks, industries, roles or terminology to help build your understanding before an interview or assessment.
✅ Idea generation: Using AI to brainstorm questions, topics or approaches that you then consider and develop yourself.
Unacceptable use of AI 
❌ Misrepresenting yourself: Inventing, exaggerating or altering your skills, qualifications, experience or achievements.
❌ Having AI create your application for you: Submitting AI-generated content that does not genuinely reflect your own experience, thinking or voice. 
❌ Using AI during interviews: Using AI, including real-time transcription, prompting or answer-generation tools, to help you respond during a digital, phone or in-person interview.
❌ Using AI during assessments: Using AI to answer questions, solve problems, complete case studies, coding exercises or other assessment tasks unless we have explicitly told you that AI is permitted.
❌ Presenting AI-generated work as your own: Submitting an AI-generated response or piece of work where we are assessing your individual thinking, judgement or capability. 
A simple rule of thumb: AI can support your preparation, but it should not replace your own experience, thinking or responses during our recruitment process.
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