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This statement explains Reed’s approach to the ethical and fair use of AI throughout the recruitment process. It sets out how candidates may and may not use AI when applying for roles, the standards of honesty and transparency we expect, and how Reed uses AI responsibly to support hiring decisions.

This statement applies to all new and existing applicants and candidates at every stage of recruitment for roles at Reed, including permanent, temporary, contract, and co-member opportunities.

1) Purpose & principles

We aim to run a recruitment process that is fair, human-centred, authentic, and inclusive. Generative AI can support applicants, but it must not replace personal judgment, experience, or integrity. All final hiring decisions are made by people, with appropriate human oversight.

2) Scope & definitions

This statement covers all stages of recruitment, including but not limited to: CVs and cover letters, application forms and written questions, assessments, interviews (live or recorded) and any materials or information provided by Reed as part of the recruitment process that are not publicly available.

Key definitions

  • AI tools: Any software that generates, evaluates, translates, edits, or suggests content or answers (e.g., large language models, writing/grammar tools, code assistants, AI video or voice tools).

  • Assistive technology: Software tools used to support individuals with disabilities or access needs, in line with the relevant legislation.

  • Substantial AI assistance: Use of AI that meaningfully shapes the structure, wording, or content of submitted materials beyond minor spelling or grammar corrections.

  • Real‑time AI assistance: Any AI tool that provides immediate, on‑the‑spot support during a recruitment activity (for example, live interview prompts, suggested answers, automated notetaking, or real‑time content generation during an assessment).

  • Public AI tools: Generative AI services that are publicly accessible and not provided or controlled by Reed, including online chatbots, image generators, and transcription tools available via the internet such as ChatGPT.

3) What AI use is allowed

AI may be used as a supporting tool, provided that the information provided during the application process accurately reflects your own experience and abilities.

Permitted uses include:

  • Research: Learning about Reed, the role, and the wider industry.

  • Structuring and polishing: Improving clarity, tone, grammar, or layout of CVs and cover letters e.g. CV bullet re-writing. However, content must remain truthful and based on actual experience.

  • Preparation: Practicing interview techniques, common questions, or frameworks to help you tell your own stories more clearly.

  • Translation and simplification: Making language more accessible or readable.

  • Accessibility: Using AI-based assistive technologies as reasonable accommodation. If such technology is required, you should inform Reed in advance so fair parameters can be agreed.

These uses are not intended to substitute your skills, judgment, or original work. You are solely responsible for the accuracy, authenticity and originality of all submitted materials, regardless of what tools were used.

4) What AI use is not allowed

To protect fairness and assessment integrity, the following are prohibited unless we explicitly state otherwise:

  • Fabricating or misrepresenting skills, experience, or qualifications.

  • Using AI to complete any recruitment assessments, tests, take‑home exercises, coding tasks, or case studies where AI use has not been expressly permitted.

  • Real‑time AI assistance during interviews or assessments, including hidden prompts, live answer generation, voice cloning, or deepfakes.

  • Copy‑pasting AI‑generated content wholesale without reviewing and editing it for accuracy, relevance, and truthfulness.

  • Uploading Reed confidential or non‑public materials (for example, assessments or interview questions) into public AI tools.

  • Submitting AI‑generated portfolio work, reports, or projects, such as case studies, that are not your own original work.

Misuse may lead to disqualification or withdrawal of an offer.

5) Disclosure & integrity expectations

If substantial portions of your materials involve AI assistance, please include a brief disclosure (for example: “grammar and style review using [tool name]”). You remain responsible for the accuracy and integrity of anything you submit, including AI-assisted content.

If you plan to use AI as reasonable accommodation, notify us before any assessment or interview so we can agree fair and transparent parameters.

6) Our use of AI in hiring

Reed may use carefully reviewed AI‑enabled tools to support the recruitment process. These may include tools for inclusive job‑description drafting, interview scheduling and administration, skills matching or structured screening. However, a person always makes the final hiring decision meaning we do not use fully automated decision making for recruitment decisions.

7) Assessment integrity & interviews

For tasks designated as no-AI (e.g. live coding exercises, proctored tests, or walkthroughs), the use of AI is not permitted, and we may use technical controls such as consistency checks, behavioral probing and human review to verify compliance.

If AI use is allowed for a specific task, we will state this clearly and may ask you to explain how you used the tool, the prompts or approaches taken and how you reviewed and validated the output.

8) Data protection, privacy & fairness

Our recruitment practices comply with all relevant data protection legislation, which, where applicable, may include the following; UK General Data Protection Regulation, the Data Protection Act 2018, the Equality Act 2010, the EU General Data Protection Regulation and/or the EU Artificial Intelligence Act.

9) Monitoring, outcomes & appeals

Misuse of AI may result in disqualification, withdrawal of an offer, or restriction on future applications.

If you believe the outcome was unfair or involved AI in a way that concerns you, please contact us using the details below.

10) Accessibility & inclusion

We support disability inclusive hiring. Candidates using assistive technologies, including AI based tools, are required to let us know so reasonable adjustments can be made while preserving assessment integrity.

11) How to contact us

Please contact us if you have any questions about this statement or information we hold about you:

by email compliance.escalations@reed.com;

or write to us at Reed Specialist Recruitment Limited, Academy Court, 94 Chancery Lane, London, WC2A 1DT

Effective date: 11 February 2026