Using AI in Roku Talent Acquisition

AI in Hiring at Roku

We're building a team of top talent, and we want to see the real you—your unique skills, experiences, and the authentic perspective you'd bring to Roku. We welcome candidates to use AI in a way that reflects good instincts and good judgment. 

That means using it to: 

  • conduct research
  • improve clarity 
  • organize ideas 
  • prepare thoughtfully

It does not mean using it to:

  • manufacture experience 
  • over-polish generic answers 
  • hide how you actually think 
  • let a tool do the work for you 

At Roku, we value people who are curious, resourceful, and authentic. AI can support that. It should not replace it. 

The simplest rule

Use AI to enhance your work, not to impersonate your work. 

If you use AI, the final output should still reflect your own experience, perspective, and decision-making. You should be comfortable explaining what you used, how you used it, and what was still fully your own. 

How Roku uses AI in hiring 

We value transparency and trust, so we have outlined how to use AI responsibly when applying to join our team. As a potential employer, we're committed to using AI throughout the hiring process responsibly too. We use AI in ways that help our teams work smarter and create a better experience for candidates. 

Some examples may include helping with: 

  • workflow efficiency 
  • note summarization 
  • recruiting operations 
  • communication quality and consistency 

AI can support our process, but it does not replace human decision-making. Hiring decisions at Roku are made by people. 

What this looks like in practice

Your data: AI tools may process personal information about you, such as the information you provide in your application (e.g., resume, assessment responses). We do not collect biometric data or use facial recognition in our hiring process. For more information about the personal information that we process about you, please see the Roku Job Applicant Privacy Notice. 

Regular Review: We conduct ongoing legal and contractual reviews of our AI tools.

In addition to the rights you may have as described in our Applicant Privacy Notice, depending on where you live, you may have the right to:

  • Know whether your calls or web conferences are being recorded and choose whether you are recorded.
  • Request manual review of your application.

Job Applications

AI can help you tighten your resume, improve structure, or better articulate relevant experience.

What’s not okay is using it to invent achievements, create experiences you have not had, or shape an application that is no longer grounded in reality. 

Interview preparation

AI can be a useful way to learn more about Roku, practice telling your story, or think through how your experience connects to the role.

What we do not want is rehearsed, generic, AI-written responses.

Live interviews

Unless explicitly stated otherwise, candidates should not use AI during live interviews. 

These conversations help us understand how you communicate, collaborate, and think in the moment. That matters. 

Why this matters

Roku moves fast. We build, test, learn, and improve quickly. We value people who can do the same with integrity.  
AI is now part of how work gets done. But good judgment, original thinking, and trust still matters.

AI, as a tool, can help you prepare and communicate more clearly. But the thing we’re evaluating is not the tool. It’s how you think when you use it. AI helps us work faster and more consistently — but it doesn't replace the people on our team or the judgment they bring. We use AI so our recruiters can spend more time getting to know you, not less.

If you ever have questions about how AI is used in your process, just ask here — we're happy to explain.

Updated: July 2nd, 2026