Our Stance on Candidate Use of AI in Our Hiring Process

Millions of athletes, coaches, staff and fans – organizations from around the world, at every level, in every major sport, use Hudl every day to power their teams. We're the team behind the team, and that means hiring the right talent to build game-changing products.

Our team believes in hiring people you constantly learn from, and we trust our people to get their work done their way, while continuously testing the limits of what's possible and what's next.

At Hudl, we see AI as a powerful tool that helps us innovate faster, work smarter and focus on the high-impact work we're most passionate about. We use AI as a tool, not a gatekeeper. We assess your AI fluency as a real capability, because we expect our team to experiment with and grow alongside it. Ultimately, what we care about most during the hiring process is a candidate’s  authentic work and honest conversation.

This policy applies to all candidates globally. Supplemental notices may apply in jurisdictions with specific laws governing the use of AI in hiring.

How We Use AI in Our Hiring Process

We believe in transparency. Our Talent Acquisition team uses technology to drive efficiency, but every important decision is always made by a person. Here's a look at how AI plays a role in our process.

We conduct regular bias audits of our AI hiring tools to identify and address potential bias and support fair outcomes.

If you require a reasonable accommodation related to an AI-based screening or evaluation tool, you may request one by contacting your Talent Acquisition Partner.

You may request an alternative evaluation process that does not involve AI-assisted screening, consistent with applicable requirements under the Colorado AI Act and Article 22 of the GDPR.

AI-generated data, including interview transcripts and screening results, is retained in accordance with Hudl’s data retention policies. Please see Hudl’s Candidate Privacy Notice for details about data collection, processing, retention, deletion, and your rights, including access, rectification, erasure, and objection under the GDPR.

AI Fluency Is Part of Our Evaluation

At Hudl, AI fluency is embedded into our talent strategy and performance review framework. That means when you interview with us, we'll ask about your relationship with AI: how you use it, how you've integrated it into your work, and where you want to grow.

We're not solely looking for AI experts. We're looking for people who are curious, honest about where they are, and eager to grow. To give you a clear picture, here's the framework we use:

Our goal is to have a team of AI Practitioners. Not yet at Level 3? That's okay. We understand strong candidates can come from companies that haven't yet invested in AI tools. We use this framework so we can best understand where you are now, and how you’re hoping to evolve your skills.  

You may be asked about your AI fluency in both the recruiter screen and the hiring manager interview. The questions we’ll ask mirror the ones we use during our internal performance reviews, focusing on fluency and impact.

What We Expect from Candidates

You should use AI as a tool, not a substitute. We want to hear your real experiences and the outcomes you've driven. We're excited to see what you bring to the table, not what a language model can generate on your behalf.

Be honest. Please let us know if and how you used AI to prepare yourself for interviews or in submitting anything at any technical or project stage. Sharing your AI use isn’t a disqualifier, it reflects the kind of transparency we value in our team.