What to know about AI at Evans
Knowing that the way we experience AI may evolve over time, we will regularly review our approach to AI to stay aligned with current legislation and mitigate potential biases in our processes.
Please note that the principles and policies below reflect the position of Evans Incorporated as it relates to our own hiring. Clients and partners of Evans are entitled to their own principles and policies.
AI Principles
We want to know the authentic – not artificial – you.
Every prospective employee brings unique abilities and perspectives. We value human-centered connections and believe in unlocking potential by adding the right person to the right team at the right time. While AI use is common, using it outside our guidelines without disclosure during interviews may disqualify your candidacy. We do not tolerate plagiarism or misrepresentation of job-related skills.
Candidate Use of AI During Interviews
Using AI is becoming common, but for interviews and related materials, your work should reflect your unique perspective, not AI-generated content. Prepare by researching and asking your recruiter questions. AI use during interviews is prohibited, including transcription, summarization, and recordings.
If you are interviewing and have any questions about our policies or guidelines above, please contact the Talent Acquisition Specialist facilitating your process.
Company Use of AI in Interviews and Hiring
Evans Inc. uses artificial intelligence tools in a limited and controlled manner to support aspects of our recruiting process. AI is used to improve administrative efficiency and consistency, not to make hiring decisions.
All candidate evaluations, interview outcomes, and hiring decisions at Evans are made by people. AI does not independently assess candidates, rank applicants, or determine employment outcomes.
How Our Hiring Team Uses AI
With appropriate safeguards and oversight, AI tools may support the following activities:
- Job Descriptions and Interview Materials
AI may be used to assist with initial drafts of job postings or interview questions. All materials are reviewed, edited, and finalized by Evans hiring professionals. - Candidate Communications
AI may assist with drafting outreach messages or interview communications. Final messaging is approved and sent by our Talent Acquisition team. - Interview Transcription and Summarization
With the consent of all participants, AI tools may be used to transcribe or summarize interviews to support documentation and consistency. These summaries do not replace interviewer judgment or decision‑making.
Oversight and Safeguards
- Human review remains central at every stage of the hiring process
- AI tools are used only as supportive resources
- Evans does not rely on AI as a standalone evaluator or decision maker
- We remain mindful of potential risks, including bias, and apply appropriate controls
Our approach reflects our commitment to responsible technology use, fair hiring practices, and meaningful human judgment throughout the recruitment experience.
