AI in the hiring process

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Our commitment to a fair and transparent hiring experience 

At Thermo Fisher Scientific, we are committed to supporting a fair, respectful, and candidate-centered hiring experience.  


As technology continues to evolve, organizations are increasingly using digital tools, automation, and artificial intelligence (AI) to support various aspects of recruitment. We may use technology to help improve efficiency, enhance the candidate experience, and support our recruiting teams throughout the hiring process.  


Regardless of the technology used, people remain at the center of hiring. Our recruiters, hiring managers, and interview teams are responsible for evaluating candidates and making employment decisions. 

How technology may support the hiring process 

Technology can help simplify and improve different parts of the recruitment experience for both candidates and recruiting teams. 

Depending on the role, location, and stage of the hiring process, technology may be used to support activities such as: 

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Helping Candidates Discover Opportunities 

Technology may help connect candidates with job opportunities that align with their skills, experience, interests, or career goals. 
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Supporting Communication and Scheduling 

Digital tools may assist with candidate communications, interview scheduling, application status updates, and other administrative aspects of the recruiting process. 
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Improving Recruiting Efficiency 

Technology can help automate routine administrative tasks, allowing recruiters and hiring teams to spend more time engaging with candidates and evaluating qualifications. 
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Supporting Interview Preparation 

Recruiting teams may use technology to assist with interview preparation, organization, and other recruiting activities that help create a consistent candidate experience. 
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Human judgment remains central 

We believe hiring decisions should be informed by human judgment, professional expertise, and meaningful interactions with candidates. Hiring decisions are ultimately made by our recruiters and hiring managers. Technology may assist with portions of the evaluation process, but human judgment remains central to employment decisions.

Our recruiters, hiring managers, and interview teams evaluate candidates based on factors relevant to the role, including qualifications, skills, experience, and business needs. 

Technology may assist with portions of the recruiting and evaluation process, but it does not replace human judgement in employment decisions.

A sense of mutual respect and mindfulness permeates our culture-in fact, it’s the key to our success.

Our approach to responsible technology use 

Thermo Fisher is committed to using technology responsibly and thoughtfully. . When evaluating and implementing technology solutions, we consider factors such as: 

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Candidate experience
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Data privacy and security
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Compliance with applicable laws and regulations
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Supporting fairness and consistency in our recruiting processes

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Appropriate human oversight
A sense of mutual respect and mindfulness permeates our culture-in fact, it’s the key to our success.

As technology continues to evolve, we remain committed to reviewing and refining our practices to support both our candidates and our hiring teams. 

Protecting candidate information 

We recognize the importance of protecting personal information throughout the hiring process. 

Candidate information is handled in accordance with applicable laws, regulations, and company policies. For additional information about how personal information may be collected, used, stored, and protected, please review our Recruitment Privacy Notice. 

Frequently asked questions 

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 Yes. Thermo Fisher may use technology, including AI-enabled tools, to support specific activities during the recruitment process. The tools used may vary depending on the role, recruiting activity, and location. Not every tool or activity described below applies to every candidate. 

AI-enabled technology may support the following activities: 

  • Interview coordination: Tools may help schedule interviews and send reminders. 

  • Screening and evaluation support: For certain roles, tools may help administer standardized, job-related screening questions and organize transcribe candidate responses for review by recruiters or interviewers. Information generated by these tools is used as one input in the evaluation process and is reviewed by Thermo Fisher personnel. 

  • Interview support: When applicable, and with appropriate notice or consent, technology may record, transcribe, or analyze an interview to help create notes or summaries and support a consistent review of job-related information. Recruiters and interviewers remain responsible for evaluating the candidate. 

  • Fraud and application-integrity detection: Technology may identify potential indicators of fraudulent activity, such as concerns involving identity information, IP-address activity, duplicate or inconsistent profile information, or other application-integrity signals. These indicators are reviewed by authorized personnel and do not, by themselves, establish that fraud occurred or automatically determine a candidate’s eligibility. Thermo Fisher’s fraud-detection process does not use conversational or behavioral analysis to assess a candidate’s personality, tone, or interview behavior. 


AI-enabled tools support the recruitment process but do not replace human judgment. Thermo Fisher personnel remain responsible for decisions about whether a candidate advances in the process or is selected for employment. When a particular activity requires additional notice or consent, candidates will receive that information during the applicable stage of the recruitment process. 

Hiring decisions are made by people. Recruiters, hiring managers, and interview teams are responsible for evaluating candidates and making employment decisions. 

Applications are reviewed as part of our recruitment process. The review process may involve a combination of technology-enabled tools and human evaluation, depending on the role and hiring process. 

Thermo Fisher is committed to protecting candidate information and handling personal data responsibly. Additional information is available in our Recruitment Privacy Notice. 

Yes. If you have questions regarding the recruitment process, please contact your recruiter. 
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We encourage candidates to review our 'Authenticity and Responsible Use of AI in the Hiring Process' guidance, which outlines expectations regarding the appropriate use of AI during the application and interview process.