Your Guide to AI in Zip’s Hiring Process (US)

At Zip, we build products that help people move with more confidence through their financial lives. AI plays a meaningful role in how we work, innovate, and scale. We use it to enhance clarity, efficiency, and creativity, and we expect candidates to use it in the same thoughtful way.

If you choose to use AI tools while preparing your application, that is completely acceptable. What matters is that your use is honest, transparent, and supports your own thinking. We want to understand your experience, how you solve problems, and how you approach your work. AI should support your ideas, not replace them.

Below is guidance on when AI can be helpful during our hiring process and where it crosses a line.

Appropriate and Inappropriate Uses of AI

Why These Guidelines Exist

We use AI internally to support our teams and improve efficiency, but authenticity and data protection remain central to how we hire. Our goal is to evaluate real experience, judgment, and problem solving.

These principles shape our approach:

• AI should act as a collaborator, not a substitute
• Your ideas and experience are what matter
• Transparency strengthens trust between candidates and our team

How Zip Uses AI in Hiring

AI helps us remove friction and create more time for real conversations. It supports our work, but our Zipsters make every hiring decision.

We use AI to:

• Draft and improve job descriptions
• Support structured screening processes that recruiters review
• Summarize interview transcripts for consistent evaluation
• Draft candidate communications
• Identify trends in recruiting metrics and workflows

AI never determines who is advanced, declined, or hired.

In Short

AI can help you prepare and communicate more effectively. It should not replace your thinking or create a version of you that is not real. We are looking for clarity, originality, and authentic experience.

Use AI to elevate your work, not perform it for you!