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Equinix AI Guidance for Candidates

At Equinix, we believe in the power of technology, and the power of people. As artificial intelligence (AI) tools become more common in the job search process, we want to ensure candidates understand how to use AI tools responsibly while maintaining authenticity and fairness in our hiring process.

Candidates applying to roles at Equinix are expected to follow this guidance. Where there is clear evidence of AI misuse or a confirmed violation of these guidelines, Equinix reserves the right to reject an application or remove a candidate from the hiring process. This approach helps us uphold the integrity of our hiring standards while ensuring a fair and equitable experience for all candidates.

Our Philosophy

AI tools are powerful, but they should support your voice, not replace it. We want to understand who you are: your ideas, your experience and competencies, and how you think.

We ask all candidates to:

Use AI tools ethically: It’s fine to use AI to enhance clarity or structure, but the content must reflect your own experience. Using AI to misrepresent yourself, such as generating false claims or reading scripted answers in interviews, is not acceptable.
Stay authentic: We value your real story, not something generated to impress, misleading or false.
Be transparent: We’re open about how we use AI internally (see section “How Equinix uses AI in the Hiring Process” below), and we expect the same honesty from you.

Guidelines for Each Step of the Hiring Process

Equinix Application

We encourage you to first draft your resume, cover letter, and online responses based on your own experiences. AI tools can be a great resource to refine your language, improve clarity, and tailor your message to the role.

What’s okay:

“Review my resume and this job description. What achievements should I emphasize in my cover letter?”

“Check grammar and tone in my resume and cover letter to ensure professionalism.”

What’s not okay:

Asking AI to generate a full cover letter with fabricated experiences or generic content.

Submitting an AI-generated resume that includes roles or achievements you haven’t held or attained.

Interview Preparation

Feel free to use AI to help you prepare for your interview: whether that’s researching Equinix, practicing responses, or organizing your thoughts. AI can support your confidence and readiness.

What’s okay:

“Summarize Equinix’s mission and values. What types of interview questions might I be asked for a leadership role?”

Using AI to help structure your thoughts before the interview (e.g., “How can I explain my leadership style using the STAR method?”).

What’s not okay:

Asking AI to generate your responses to potential questions that may be asked of you. You should answer interview questions based on your actual experience and knowledge.

Relying on AI-generated responses; memorizing verbatim when preparing for the interview.

Interviews and Assessments

This part, the live interview or assessment (face-to-face or virtual), is all you. No AI tools, unless we’ve explicitly allowed it by prior written notice to you. We’re interested in how you think and communicate in real time, so please do not use AI to parse questions or generate answers. If you need any accommodation(s), please let your recruiter know early in the process and complete this form.

Live interviews:

What’s okay:

No use of AI.

Using assistive technologies (e.g. live captioning or screen readers) for accessibility purposes.

What's not okay:

Reading AI-generated answers verbatim during the interview, especially if they don’t reflect your actual experience.

Using AI tools in real time (e.g., transcription apps that suggest answers or summarize questions during the interview).

Live case studies or problem-solving exercises:

What’s okay:

Using approved AI coding tools during technical interviews, only with prior written notice and under defined guidelines.

What's not okay:

Using AI tools without prior written notice or against defined guidelines during the exercise to generate solutions, code or analysis in real time.

How Equinix uses AI in the hiring process
Equinix uses AI tools thoughtfully across our hiring process to enhance efficiency, consistency and fairness, while keeping human judgment at the core of all our decisions. Our AI tools support recruiters by assisting to recommend qualified candidates from large pools of online profiles, optimize job descriptions, and enhance candidate communications. These tools also help analyze applications and generate insights that inform our human hiring decisions.

However, we do not and will never use AI to make hiring decisions or to automatically reject candidates. All AI-generated outputs are reviewed and validated by human recruiters to ensure fairness, accuracy, and alignment with our values. We source AI tools from vendors who prioritize human oversight and regularly audit their systems to identify and mitigate potential bias, helping ensure equitable treatment of all candidates. All tools undergo vendor risk assessment and legal review before implementation to ensure they meet our standards for security, compliance, and ethical use. This approach is aligned with emerging AI hiring regulations, including the EU AI Act and other applicable local laws.
Equinix is committed to transparency, ethical sourcing and selection practices, and compliance with applicable data privacy laws. Every candidate interaction is guided by human judgment. For more information about how we handle personal data, please refer to our Privacy Statement.

How Equinix Verifies Candidates Identities
To protect the integrity of our hiring process, we must verify that the candidate interviewed is who they claim to be. Accordingly, candidates will be asked to follow these requirements during virtual interviews, subject to accommodation requests or exceptional circumstances. These requirements reflect the rise of remote work, and use of virtual platforms (such as Zoom or Microsoft Teams) and AI tools, which increase the need for identity verification; they also mirror expectations for face-to-face interviews.

Camera usage: Candidates will be asked to keep their camera turned on for the duration of the interview.
No virtual background: Candidates will be asked to have no virtual (including blurred) background to ensure transparency.
Identity verification: At the start of the interview, candidates will be asked to present a valid government-issued photo identification (e.g., passport or driver’s license). This is solely for the purpose of confirming that the name and photo on the ID match the individual participating in the interview. Candidates may mask all information on the ID except for the name and photo.

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As technology and standards and regulations evolve, so will our approach. We commit to regularly reviewing and updating this guidance so that our hiring process and practices remain ethical, inclusive, and transparent. By proceeding with the Equinix hiring process, you acknowledge and consent to the requirements outlined above for participating in virtual interviews.