In the recruitment field, a conflict between AI systems is transforming the hiring strategy.

      Roei Samuel, the founder of the networking platform Connectd, has been rapidly hiring—filling 14 positions in six months. However, he has started to question the authenticity of candidates' responses, even during video interviews. “I notice their eyes darting across the screen,” he remarks. “Then they return with the perfect answer.” The trust gap between employers and job seekers is expanding, and it’s becoming one of the most challenging issues in contemporary hiring.

      With AI-generated CVs and complete applications submitted by bots, generative AI has substantially impacted the job market and has become mainstream. For a significant number of job seekers—68% of European tech workers were actively pursuing new positions at the end of 2024—it has become routine to use AI to refine a CV or create an entire application.

      Platforms like Sonara, LazyApply, and JobCopilot have simplified the process, allowing users to submit numerous applications daily. In June, TestGorilla reported that slightly over a third (37%) of UK job seekers were utilizing AI to complete their applications. Among early-career individuals, this figure rises to 60%, up from 38% the previous year, according to Bright Network, which connects graduates and young professionals with recruiters.

      Startups are leading the charge in this AI-driven hiring landscape. Due to smaller teams, limited resources, and a culture of speed, they are particularly vulnerable to the influx of suspiciously polished candidates and AI-augmented coding assessments. Most are not resisting this trend: 85% of employers now welcome AI-enhanced applications. However, acceptance does not indicate indifference. In the midst of widespread AI use, how are Europe’s most agile enterprises determining who is genuine—and if they should be hired?

      A new standard

      Utilizing AI to refine and customize a CV has become standard practice. For many job seekers, generative AI serves as a digital assistant—improving grammar, enhancing wording, and generating tailored applications more efficiently. According to a January survey by Canva involving 5,000 employees from various countries, including the UK, France, Spain, and Germany, 45% reported using generative AI to construct or enhance a resume, and reaped positive outcomes. Yet hiring managers remain skeptical. In the UK, 63% believe that candidates should disclose any AI involvement in their application materials, indicating that trust is fragile.

      Additional research shows that perceptions are context-sensitive. A global survey conducted by Experis (a division of ManpowerGroup) revealed that 28% of tech leaders accept AI for personalizing resumes or cover letters, 26% approve of its use for problem-solving assessments, and 24% are okay with it for interview question responses. Only 15% deemed AI use completely unacceptable throughout the job application process.

      Duco van Lanschot, co-founder of fintech startup Duna, emphasizes that the appropriateness of AI depends on the position. “If an engineer used ChatGPT to refine a written application, that’s fine—that’s not the role. But if a growth or sales candidate was found to use it obviously, that’s a serious red flag,” he explains. “This position involves public-facing communication and stakeholder emails, and amidst the sea of generic, AI-generated text, I want us to convey a human touch.”

      Tech employers and startups are responding—though in varied ways and at different paces. Some are establishing guidelines for AI usage, while others are reinforcing human-only processes or eliminating parts of conventional hiring. "AI hasn't disrupted hiring," states Marija Marcenko, Head of Global Talent Acquisition at SaaS platform Semrush. "Yet it has transformed how we interact with candidates."

      Farewell to CVs

      As Khyati Sundaram, an ethical AI hiring expert and CEO of Applied, puts it, we are witnessing “an AI-on-AI war.” Consequently, traditional application materials are diminishing in significance. Within the tech industry, cover letters have long fallen out of favor, and CVs may be next. “A major advantage is that it highlights résumés for what they are—a flawed artifact,” observes Sundaram, whose team collaborates with organizations like Unicef UK, BLab, and the Equality and Human Rights Commission. “Relying on keyword scanners or generative AI tools doesn't address the hiring issues, as candidates often struggle during interviews,” she clarifies.

      Instead of cover letters and copy-pasted CVs, employers are increasingly adopting structured questionnaires and skill-based tasks—methods that assess cognitive processes rather than solely written communication capabilities. “Skill-based hiring is no longer limited to tech roles,” Sundaram points out. “We are witnessing its rise in various white-collar positions." TestGorilla reports that 77% of UK employers now implement skills tests for candidate evaluation, corresponding to the same percentage who claim these assessments outperform CVs in predicting job success. This should lead to beneficial long-term effects: LinkedIn