Google DeepMind's AGI Safety and Alignment Team is encouraging applicants for some open positions to take an additional step to ensure their resumes receive human attention, amid concerns that Google's automated recruitment systems could mistakenly screen out qualified candidates. According to a document reviewed by Bloomberg, the team has created a special form for applicants to submit alongside their job applications, allowing their resumes to be reviewed directly by people on the team.

The internal document reportedly warned applicants that Google's application system has a “non-trivial probability” of screening out a CV incorrectly or taking too long to bring it to the attention of the relevant team. It advised candidates to complete the additional form so that “a real human on the team” would see their application. The document was marked with a warning asking recipients not to share it widely, highlighting the team's concerns about the recruitment process.

A Google DeepMind spokesperson disputed the suggestion that the company's systems incorrectly filter out applicants. The spokesperson said Google DeepMind aims to recruit and hire the most qualified talent and explained that the special form was created to send resumes directly to team members rather than provide candidates with a shortcut to employment. The company maintained that applicants still have to go through the normal selection process and that completing the form does not guarantee an interview or job.

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The episode highlights broader questions about the growing use of artificial intelligence in recruitment. Companies increasingly use automated systems to rank candidates, identify keywords in resumes and assist recruiters in evaluating large volumes of applications. Google's Workspace business has also promoted AI tools that can help companies create job postings, evaluate resumes and forecast hiring needs, reflecting the wider adoption of AI throughout human resources.

Concerns about potential bias and errors in AI-powered hiring systems have also emerged across the technology industry. A Bloomberg investigation found indications that OpenAI's ChatGPT could display potential bias based on applicants' names, while Workday is facing a lawsuit alleging that its AI hiring systems discriminate against candidates based on characteristics including race, age and disability. Workday has denied the allegations, saying its customers retain control over hiring decisions and that its products are designed to operate with human oversight.

The Google DeepMind team's guidance also reflects concerns that applicants themselves are increasingly using AI to generate resumes and job applications, potentially making automated recruitment systems harder to rely on. The team's form reportedly advised candidates that applications would be read by humans who could become fatigued by repetitive, AI-generated responses. The incident underscores a growing tension in modern recruitment: companies are turning to AI to manage applications more efficiently, while some hiring teams remain concerned that automated filters may overlook strong candidates and that AI-generated applications can make genuine qualifications harder to identify.

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