AI Detector for Recruiters
Updated
An AI detector for recruiters can check written parts of an application, such as cover letters, personal statements and take-home writing tasks of 300 words or more. It returns a probability score and highlighted sentences. Used carefully, it can prompt a follow-up question; used as a filter, it risks rejecting strong candidates.
Limitations: Every result is a probability that can be wrong, not proof of how something was written. How results can be wrong →
3 free scans in total, shared across all five tools (not per day or per month). No signup needed to start.
What an AI Detector for Recruiters Can Check
- Cover letters: if they reach 300 words; many are close to that length.
- Written assessments: longer take-home answers are better suited than short screening questions.
- Writing samples: for content, comms and marketing roles, sample articles can be checked.
- Not CVs: bullet-point CVs aren't prose and don't give meaningful results.
Why Scores Are Weak Evidence in Hiring
Business writing is formal and conventional, and many candidates use grammar tools or templates. Those habits can raise a score without any AI involvement, so a high score says little about a person's ability or honesty.
Non-native English speakers face a particular risk: published research found GPT detectors flagged their writing as AI much more often. Screening on detector scores could disadvantage them unfairly.
Better Ways to Assess Writing
Tell candidates your policy on AI tools up front. Ask for work that requires knowledge of your company or the candidate's own experience, and discuss written answers in the interview.
Short live exercises, done in the interview, show writing ability more directly than any after-the-fact check.
Privacy and Candidate Consent
Uploading a candidate's writing to any third-party tool means sharing their personal data. Check your privacy notice and local data-protection rules before doing so, and tell candidates if their written answers may be checked with automated tools.
Keep records of how you use any score, so you can explain hiring decisions if asked.
Some places regulate automated tools in hiring, for example by requiring notice to candidates or audits of tools that screen them. Check the rules where you recruit before adding any automated check to your process.
Frequently asked questions
We don't recommend it. Scores can be wrong, especially on formal writing and for non-native English writers.
CVs are mostly lists and fragments, which don't give meaningful results. Check longer prose such as cover letters instead.
No. There is no batch upload; each text is checked separately.
Yes, it is sent to the detection provider listed on the How It Works page. Consider your privacy obligations before uploading candidate data.
Sources
- GPT detectors are biased against non-native English writers (Liang, Yuksekgonul, Mao, Wu, Zou) (arXiv 2304.02819, read on )