AI usage in our application process policy
I. INTRODUCTION.
Here's when and how to use AI when applying to and interviewing with Distribusion Technologies. Where it makes sense, we invite you to use AI to show us more of you: your unique perspective, skills, and experiences.
II. GUIDELINES.
Regardless of which role you’re applying for, we expect you to:
Use AI thoughtfully. We encourage you to use AI to strengthen your application and prepare for interviews; think of AI as your collaborator in showcasing your authentic story.
Be yourself. Use AI to refine your ideas, not replace them. We want to see your actual experience and how you think, not AI-generated responses.
Be transparent. In the section below, we are transparent about how we use AI in our hiring process. We expect the same transparency from you as you follow this guidance.
III. HOW TO COLLABORATE WITH AI DURING OUR INTERVIEW PROCESS.
We see AI as a great tool and partner. We encourage you to use it for preparation and refinement, and we're excited to get to know you and see your thinking in action during assessments and interviews.
When applying (resume and application questions) Please create your first draft yourself, then use AI to refine it. We want to see your real experience, but AI can polish how you communicate about your work.
Preparing for interviews Use AI to research Distribusion, practice your answers, and prepare questions for us.
During live interviews This is all you, no AI assistance unless we indicate otherwise. We’re curious to see how you think through problems in real time. If you require any accommodations for your interviews, please let your recruiter know early in the process.
During take-home assessments Use AI to research and polish your work, but don't forget to apply your thinking and reasoning; that is the most important. We’d like to assess your unique skills and strengths.
IV. HOW WE USE AI IN THE HIRING PROCESS.
We use AI to:
create and/or refine job descriptions,
develop interview questions,
draft and/or refine candidate communications,
analyse hiring metrics,
transcribe interviews - when you allow it,
identify candidates to source.
We don’t use your data to train AI or let AI make hiring decisions.
We plan to regularly review and update this guidance to reflect evolving AI capabilities.
Last Update: July 2026
