Rapid7 Recruitment AI Policy

 

 

1. Purpose and Scope

1.1. Purpose
At Rapid7, we actively support the use of artificial intelligence (AI) tools and technologies to drive business optimization and efficiency. We seek to identify ways that these tools can be leveraged to drive business impact, while ensuring ethical and responsible usage.

In the same way, we have designed our interview process with the specific goal of building high performing teams that drive long-term impact for our customers. As AI usage continues to evolve, we want to be clear to our candidates, interviewers, hiring managers, and our Global TA team around both acceptable and prohibited use of AI tools during the interview process.  

1.2. Scope
This policy applies to all hiring teams and candidates who are actively engaged in a Rapid7 interview process. We understand that AI usage is common and our goal is to be transparent about how and when we use it in our hiring process, as well as our expectations for candidates so that we can ensure fairness and accountability on both sides. 

2. Policy Requirements


2.1 Roles and Responsibilities 

Global TA team:

  • Keeping recruitment AI policy up to date and relevant based on emerging AI capabilities
  • Training hiring managers and interviewers on how to communicate expected AI usage in the prospective role and develop their awareness around our candidate-facing policy  
  • Sharing our policy with candidates up front and communicating our expectations clearly
  • Escalating any irresponsible use to our InfoSec teams  


Hiring managers and interviewers:

  • Communicating to candidates how much AI usage is expected in role and working with TA Partners to define how to assess this during the interview process
  • Developing awareness around acceptable vs. prohibited candidate usage of AI in the interview process and comfort in assessing it
  • Escalating any irresponsible use to our InfoSec teams


2.2 Expectations for Artificial Intelligence Use

For Candidates:

In line with our company core value of “Bring You,” it is the responsibility of all candidates to ensure that they accurately and truthfully represent their skills and relevant experience in their resume and interviews. 

We are committed to a fair and equitable hiring process for all. In the event that candidates require AI tools for the purpose of accessibility, they should let our hiring team know ahead of time so that we can accommodate. 

Acceptable use of AI may include:

  • Preparing for the interview – using AI to research the company, generate practice questions or conduct a mock interview, crafting and organization of resumes to highlight critical skills & experience relevant to the role
  • Accessibility needs - using AI for accommodations that level the playing field, which will be determined on a case by case basis
  • Coding assistants - responsible and transparent use of AI coding assistants, which requires (a) the ability to explain how you are using any such agent, (b) an explanation of what the output code does, (c) identification of where any bugs could be located, and (d) an understanding of how the code can be improved. 

Prohibited use of AI:

We want to get to know candidates and their individual skills & experiences, presented personally and authentically. Below is an outline of scenarios in which we prohibit the use of artificial intelligence:

  • Submit AI-generated work as their own in skills assessments, coding challenges, or written assignments without disclosure.
  • Rely on AI to answer live interview questions in real-time, such as secretly feeding questions into AI during a video or in-person interview.
  • Falsify qualifications by using AI to fabricate experiences, skills, or credentials.
  • Misrepresent your identity in an interview using voice or video changing software.
  • Bypass evaluation criteria intended to assess personal knowledge, reasoning, or problem-solving ability.

 

For Our Global Talent Acquisition team: 

Our Talent Acquisition team may use AI for efficiency & consistency, but we will not use it for decision-making. Some examples are below:

Acceptable use of AI may include:

  • Identifying applicants who are potentially a strong match for the role based solely on the skills and experience listed on their resumes
  • Polishing the language or structure of job descriptions
  • Using AI to draft personalized outreach messages, then reviewing and editing them to ensure accuracy and tone.
  • Using AI to suggest structured interview questions based on job requirements.
  • Leveraging AI for scheduling or administrative efficiency without removing the human touch in communications.

Prohibited use of AI may include, but are not limited to: 

  • Making automated hiring decisions based on protected categories such as personally identifiable information (PII) and other sensitive data categories such as gender, race, religion, etc.
  • Letting AI send outreach messages without reviewing them, leading to errors (e.g., wrong name, wrong role).
  • Using AI to score or reject candidates without human review, especially in ways that could introduce bias.
  • Copying AI-generated job descriptions or candidate feedback into systems without confirming accuracy.