Candidates AI Code of Conduct

At Fidelity International, our work is guided by two core Values: Integrity and Trust. Together, these shape how we work with one another and how we build long-term relationships with our clients, customers and partners. We expect both in everything we do — including how we attract and assess talent.

Supporting these Values are four action‑oriented Behaviours. We challenge ourselves to be Brave, Bold and Curious, so that we create a dynamic environment where we innovate, learn and drive performance. At the same time, we always act with Compassion, recognising the importance of fairness, inclusion and respect for others.

We recognise that Artificial Intelligence (AI) is becoming a normal part of how people learn, prepare and work. Used well, it can enhance productivity, accessibility and creativity. Used inappropriately, it can undermine fairness, transparency and trust.

This Code of Conduct explains how candidates may use AI during our recruitment process, in a way that reflects our Values and Behaviours and ensures everyone is assessed fairly and authentically. It covers specific expectations to support this aim, but also please bear in mind that this guidance underpins our overarching expectation that candidates show integrity in all aspects of the assessment process.

Our expectations reflect the same standards we hold ourselves to:

• Integrity – be honest about your work, your skills and how you have prepared.
• Trust – help us build confidence in who you are and how you think.
• Bravery and Curiosity – use technology thoughtfully to learn and prepare, not to misrepresent yourself.
• Compassion – use tools that support accessibility and inclusion, and tell us if you need adjustments.

We are interested in you – your judgement, experience, potential and values – not your ability to outsource thinking to technology.

You may use AI tools to support preparation and accessibility, including:

• Drafting, structuring and tailoring CVs, cover letters and online profiles
• Improving grammar, spelling, tone and formatting
• Translating content to or from English or local languages
• Preparing for interviews (e.g. practice questions, mock interviews)
• Accessibility support such as screen readers, voice‑to‑text or text simplification tools

These uses of AI are consistent with how many people now work and learn, and they do not disadvantage other candidates.

In some situations, we ask for transparency so we can fairly interpret your work. You must disclose if you use AI for:

• Preparing written responses for non‑timed tasks where originality, reasoning or reflection is assessed
• Summarising or presenting prior work, projects or portfolios with AI assistance
• Using code generators or boilerplate solutions in take‑home exercises where this is explicitly allowed

Disclosure will never be used against you; it simply helps us assess your application appropriately.

To protect fairness and trust in our recruitment process, the following are not permitted:

• Real‑time AI coaching, prompting or answer generation during live interviews or supervised assessments
• Using AI tools or third parties to cheat, bypass controls or gain an unfair advantage in aptitude, psychometric or coding tests
• Impersonation, deepfakes, synthetic voices or identity masking
• Submitting AI‑generated content as your own where authenticity, judgement or personal capability is being assessed
• Recording interviews or harvesting our recruitment processes using AI tools or bots

These behaviours conflict with our values and may result in disqualification from the process.

Where disclosure is required, candidates will be asked to confirm how AI has been used at application or pre‑assessment stage.

Failure to follow this Code of Conduct, or deliberate misrepresentation, may result in disqualification or withdrawal of an offer.

We are committed to inclusive hiring. Reasonable adjustments and accessibility support are always available, including the use of assistive technologies.

Our assessments are designed to be job‑related, proportionate and human‑led. We may use follow‑up discussions or validation interviews to better understand a candidate’s work or thinking.

If you need adjustments at any stage, we encourage you to speak with your  Resourcing Partner.

We use AI in limited, low‑risk ways to support efficiency and candidate experience, such as scheduling, communications and note‑taking.

All hiring decisions are made by people. We do not use emotion recognition or biometric analysis in interviews, and we apply strong data protection and governance standards.

If you have questions about this Code of Conduct, AI use, or accessibility adjustments, please contact your recruiter or the Resourcing Team.

We appreciate your interest in Fidelity International and look forward to getting to know the person behind the application.