At Block, we believe AI should amplify human judgment - not replace it. We use AI to remove friction, reduce bias, and give both candidates and our teams more time for the work only humans can do: bringing taste, creativity, discernment, and strategic judgment to every decision.
AI is not a reactive tool for us; it’s a proactive partner. It helps us run faster, stay more consistent, and focus attention where it matters most. In our hiring practices, that means leveraging AI to streamline logistics, support fair evaluation, and provide clarity at every step. Every interview experience is designed by humans, and every hiring decision is made by humans.
AI’s role in our process is supportive, not intrusive. It anticipates needs, surfaces context, and automates what shouldn’t require human effort - creating a process that feels faster, more intuitive, and more equitable.
It is empowering, not restrictive. Candidates may use AI as many of our teams do - to prepare, spark clarity, or strengthen their work. What matters is that what you share reflects your actual capabilities, not a substitute for them.
Some roles may include assessments involving AI tools because the future of work includes AI. These assessments aren’t about how well you copy from a model, but how you think and operate alongside modern tools. Your recruiter will guide you on what to expect and what is permitted for your specific process.
Our commitment is simple: Designed by humans. Powered by AI. Grounded in integrity.
We aim to create an interview experience where expectations are transparent, you’re evaluated for your authentic skills, and AI helps give everyone - candidates and teams alike - something valuable: time back.
To protect your privacy and ensure a consistent, secure experience, Block uses BrightHire as the only approved tool for recording and transcribing interviews. BrightHire stores recordings securely and ensures they are used only for hiring-related purposes. You are welcome to opt out of BrightHire recordings at any time. This is disclosed during the application process.
Personal recordings of interviews aren’t permitted, as they don’t meet our security and consent standards.
Live transcription is available as an accommodation. Should you need an accommodation, inform your recruiter prior to the interview so appropriate support can be arranged.
At Block, we believe AI should amplify human judgment - not replace it. We use AI to remove friction, reduce bias, and give both candidates and our teams more time for the work only humans can do: bringing taste, creativity, discernment, and strategic judgment to every decision.
AI is not a reactive tool for us; it’s a proactive partner. It helps us run faster, stay more consistent, and focus attention where it matters most. In our hiring practices, that means leveraging AI to streamline logistics, support fair evaluation, and provide clarity at every step. Every interview experience is designed by humans, and every hiring decision is made by humans.
AI’s role in our process is supportive, not intrusive. It anticipates needs, surfaces context, and automates what shouldn’t require human effort - creating a process that feels faster, more intuitive, and more equitable.
It is empowering, not restrictive. Candidates may use AI as many of our teams do - to prepare, spark clarity, or strengthen their work. What matters is that what you share reflects your actual capabilities, not a substitute for them.
Some roles may include assessments involving AI tools because the future of work includes AI. These assessments aren’t about how well you copy from a model, but how you think and operate alongside modern tools. Your recruiter will guide you on what to expect and what is permitted for your specific process.
Our commitment is simple: Designed by humans. Powered by AI. Grounded in integrity.
We aim to create an interview experience where expectations are transparent, you’re evaluated for your authentic skills, and AI helps give everyone - candidates and teams alike - something valuable: time back.
To protect your privacy and ensure a consistent, secure experience, Block uses BrightHire as the only approved tool for recording and transcribing interviews. BrightHire stores recordings securely and ensures they are used only for hiring-related purposes. You are welcome to opt out of BrightHire recordings at any time. This is disclosed during the application process.
Personal recordings of interviews aren’t permitted, as they don’t meet our security and consent standards.
Live transcription is available as an accommodation. Should you need an accommodation, inform your recruiter prior to the interview so appropriate support can be arranged.
Our hiring process is designed to understand your skills, experience, and goals while ensuring the right fit for the role. You’ll meet team members who evaluate competencies such as technical skills, collaboration, communication, and leadership. Depending on the role, you may also meet with multiple hiring managers and leadership to discuss strategic thinking, decision-making, and long-term alignment. Throughout, we’ll explore your experience, motivations, and career aspirations to find the best match for you and the team.
For take-home work, using AI in the same way you would on the job if the instructions allow it (e.g., brainstorming, debugging, outlining).
Outline or recall potential stories for behavioral interviews is fine, as long as you craft and personalize the final examples yourself.
Bringing AI-supported materials you created (e.g., dashboards, documents), provided you can explain your personal contribution and process approach.
To summarize public info about the company, products, or role; candidates should verify facts independently.
Assistance is permitted for resume creation; however, all experiences and roles described must be genuine.
Prepare follow-up questions about the role, company, or teams.
Organize genuine work samples.
To explain technical concepts, frameworks, or industry terminology you’re less familiar with.
For live assessments, using tools explicitly permitted by the interviewer or your recruiter.
Drafting thank-you notes, as long as they remain personalized and authentic.
Categorizing or organizing notes you’ve already written.
Generate mock interview prompts to rehearse aloud.
Leveraging AI to reshape your resume, references, or cover letter to align exactly with a posting, or to create a false impression of your skills, is prohibited.
Automating or mass-submitting multiple applications, including roles you may not be qualified for, is never allowed.
Copy-pasting AI responses into a live chat, shared document, or technical exercise in real time, is prohibited (unless the interviewer or recruiter informs you otherwise).
Using your own recording or transcription tool to take interview notes is never allowed.
Our hiring process is designed to understand your skills, experience, and goals while ensuring the right fit for the role. You’ll meet team members who evaluate competencies such as technical skills, collaboration, communication, and leadership. Depending on the role, you may also meet with multiple hiring managers and leadership to discuss strategic thinking, decision-making, and long-term alignment. Throughout, we’ll explore your experience, motivations, and career aspirations to find the best match for you and the team.
For take-home work, using AI in the same way you would on the job if the instructions allow it (e.g., brainstorming, debugging, outlining).
Outline or recall potential stories for behavioral interviews is fine, as long as you craft and personalize the final examples yourself.
Bringing AI-supported materials you created (e.g., dashboards, documents), provided you can explain your personal contribution and process approach.
To summarize public info about the company, products, or role; candidates should verify facts independently.
Assistance is permitted for resume creation; however, all experiences and roles described must be genuine.
Prepare follow-up questions about the role, company, or teams.
Organize genuine work samples.
To explain technical concepts, frameworks, or industry terminology you’re less familiar with.
For live assessments, using tools explicitly permitted by the interviewer or your recruiter.
Drafting thank-you notes, as long as they remain personalized and authentic.
Categorizing or organizing notes you’ve already written.
Generate mock interview prompts to rehearse aloud.
Leveraging AI to reshape your resume, references, or cover letter to align exactly with a posting, or to create a false impression of your skills, is prohibited.
Automating or mass-submitting multiple applications, including roles you may not be qualified for, is never allowed.
Copy-pasting AI responses into a live chat, shared document, or technical exercise in real time, is prohibited (unless the interviewer or recruiter informs you otherwise).
Using your own recording or transcription tool to take interview notes is never allowed.
Before the interview
During the interview
During the post-interview review
Final decisions are always made by humans. Use AI to support your work, not replace it. Applications that don’t reflect true skills may not be considered.
Before the interview
During the interview
During the post-interview review
Final decisions are always made by humans. Use AI to support your work, not replace it. Applications that don’t reflect true skills may not be considered.