Gen Z job seekers alter CVs to bypass AI hiring tools, Greenhouse survey finds

Gen Z adapts to AI-driven hiring

A survey conducted by hiring platform Greenhouse reveals that Gen Z job seekers in the UK and Ireland are deliberately rewriting their CVs to avoid sounding like AI-generated content. The goal is to bypass automated screening tools that have become increasingly common in hiring processes.

Sharawn Tipton, Chief People Officer at Greenhouse, described the current state of hiring as broken, with applications often disappearing into a "black hole." She noted that while AI is intended to improve efficiency, it has instead created a system where candidates feel compelled to game the algorithms, and employers struggle to identify genuine talent.

Frustration on both sides

The survey highlights widespread dissatisfaction among both job seekers and employers. 81% of applicants report being rejected without any human interaction, and 97% say they want to showcase qualities beyond what their application allows. Meanwhile, employers find it difficult to differentiate candidates because AI-optimized CVs increasingly look identical.

Ophir Samson, a representative from Greenhouse, stated that the application process, which was once a "front door," has become a "dead end" for many candidates. The reliance on AI interviews—reported by 42% of candidates in the past year—has further depersonalized the experience, though 57% of those who underwent AI interviews believe it allowed them to demonstrate their skills.

Awareness gap across generations

The survey also found a generational divide in awareness of AI hiring challenges. Gen Z applicants are more conscious of the need to adapt their applications for AI screening compared to older candidates, particularly those over 60.

What this means

Lazyfounder analysis — our interpretation, not reported fact.

This survey exposes a growing tension in modern hiring: AI tools are meant to streamline recruitment, but they’re creating a cycle of mistrust and inefficiency. For founders and operators, the takeaway is clear—over-reliance on AI screening without human oversight risks alienating top talent, especially younger candidates who are savvy about how these systems work. It also signals an opportunity to rethink hiring workflows: companies that balance automation with meaningful human engagement could gain a competitive edge in attracting and retaining talent.

Key takeaways

• AI-driven hiring processes are eroding trust between employers and candidates, particularly among Gen Z job seekers.
• Homogenized, AI-optimized CVs are making it harder for employers to identify standout candidates.
• Founders may need to audit their hiring tools to ensure they’re not creating friction or alienating talent.
• A hybrid approach—using AI for efficiency while preserving human interaction—could improve both candidate experience and hiring outcomes.

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