Expectation for integrity in the application and interview process

At Mastercard, we strive to embody the principles of the Mastercard Way – acting with decency and a focus on doing the right thing. In keeping with this, we lead with transparency, and we expect candidates to participate in the application and interview process in good faith and with integrity and honesty. Our goal is to get to know you. Your engagement with us during this process should be an accurate reflection of you, your skills, and your experiences.

Please understand that falsification or misrepresentation (for example, of your skills or experiences) – whether facilitated by yourself, another person, or a tool such as AI – may lead to disqualification from the hiring process at Mastercard.

We recognize that the use of AI tools has become increasingly common, so we have provided specific expectations on this topic below; however, please keep in mind that this guidance is an extension of our broader expectation of integrity.

Guidelines for using AI in your application and interview at Mastercard

Our goal throughout the application and interview process is to get to know you. We value your unique perspective, and we want to get an accurate understanding of your skills, previous experiences, and career goals. If you would like to use AI during any stage of your application and interview process, please keep in mind the following guidelines:

Cover letter: AI can be a useful resource to assist with checking your grammar; however, your cover letter should reflect your own voice, skillset, personal experiences, and aspirations.

Resume/CV and application: Using AI to help articulate your resume is acceptable, but the information you provide on your resume and throughout the application process should genuinely and accurately reflect your skills and experiences.

Interview prep: We encourage candidates to use AI responsibly to support their interview readiness. Acceptable uses of AI for interview preparation could include using AI-driven mock interview platforms to practice for the interview or using AI resources to stay updated on industry trends.

Phone and video interviews: Our goal in interviewing you is to get to know you better and to assess your skills. We will ask you various questions (for example, about your skills and previous work), and your responses should reflect your own experiences, skills, and viewpoints. Because our goal is to get to know you, we ask that you participate in interviews without using AI to develop your responses. For virtual interviews, our standard is on-camera conversations unless otherwise required. Please also understand that because sensitive confidential information may be discussed during interviews, Mastercard generally does not permit recording or transcription of interviews without prior Mastercard approval. If you need an accommodation, please see the guidance above to identify the appropriate resource ahead of your interview.

Technical assessments (where applicable): In the course of doing their jobs at Mastercard, our employees may use generative AI as an assistive tool. Therefore, for certain roles, candidates may be invited to use AI as part of the technical assessment process. If this is the case, the interviewee will be given clear guidelines for use of the appropriate AI tool. As stated previously, unless specifically permitted, we ask that you participate in interviews without using AI to develop your responses. Misrepresenting your skills, experience, or readiness for the position in question during a technical assessment may lead to disqualification from the hiring process.

Our priority is that your application and interviews reflect the authentic you. We expect that you will engage in the application and interview process in good faith, which includes not misrepresenting your skills or experiences. Behavior that is not in line with this expectation may lead to disqualification from the hiring process.

As part of our commitment to fairness and accuracy, we may verify key qualifications and experiences through references as needed.

NOTE: Mastercard provides reasonable accommodations to qualified applicants and employees with disabilities upon request. If you are based in the U.S. or Canada and require accommodations during your interview or hiring process, please contact our Reasonable Accommodations team. Do not include any medical or health information in this email. The team will respond to your email and let you know what information is needed. If you are based outside the U.S. or Canada and require an accommodation, please ask your recruiter to connect you with the appropriate team.

How Mastercard's team uses AI

Mastercard is a global leader known for excellence, trust, and innovation, and we are committed to pioneering responsible AI usage. While AI helps us enhance efficiency to elevate the candidate experience, our primary focus is on communicating with candidates with honesty and care. In locations where it is permitted by local legislation, Mastercard teams may use AI tools (as illustrated in our Data & Tech Responsibility Principles and with a human in the loop) to assist them in the following ways, which may change from time to time in accordance with business needs:

Job descriptions: Our hiring managers or recruiters may use AI to help draft job descriptions, which are then carefully refined to ensure clarity, accuracy, and inclusivity.

Outreach messages: Recruitment team members may use AI to draft messages to potential candidates and then personalize them with a human touch.

Interview scheduling: We may use AI tools to streamline interview scheduling and automate follow-up communications to ensure the smoothest process for candidates.

Interview questions: Our interviewers may use AI to assist in building questions tailored to the skills and qualities listed in the job description, ensuring relevance to the role.

Note taking: We may use AI tools like Copilot to summarize Teams calls, which reduces our reliance on manual notetaking.

Throughout these processes, AI serves as a tool to enhance, not replace, the human connection at the core of our hiring experience.