Three in Four UK Recruiters Believe AI Is Writing Most CVs, TestGorilla Survey Finds

A CV used to be a personal account of what a candidate could do. According to new research published on 29 October 2026, many UK recruiters no longer see it that way. The survey, from hiring platform TestGorilla, found that three in four UK recruiters believe the majority of candidate profiles and CVs they see are written by AI.

That single finding captures a wider shift in hiring. Recruiters are not saying AI has no place in job hunting. They are saying the document in front of them tells them less than it used to, so they are spending more time checking whether the skills on the page match the person in the room.

What the survey found

The findings come from TestGorilla's Recruiting in the AI Era report. The UK survey covered 483 talent acquisition professionals, external recruiters and HR leaders, and fieldwork ran from 10 September to 7 October 2026. The US comparison figures come from a separate TestGorilla survey of 1,428 US talent professionals fielded in August 2026.

The headline result is clear: 75% of UK recruiters believe most CVs and candidate profiles they review are written by AI. Only 15% of UK recruiters said they would take a candidate's word that they can do the job, compared with 23% of US recruiters.

Checking skills has now become the hardest part of sourcing candidates in the UK. The survey found that 49% of UK recruiters named working out whether candidates really have the skills on their CVs as their top sourcing challenge. A shortage of skilled candidates came next, named by 43%.

The problem is sharpest in the roles employers are competing hardest to fill. For new AI-specific jobs, such as AI engineer or AI product manager, one in three UK recruiters (33%) said every candidate's profile reads the same. When every application sounds polished in the same way, the CV stops helping recruiters tell candidates apart.

Why recruiters no longer trust the CV alone

The survey suggests this is not just suspicion. It is based on repeated experience at interview. According to the report, 87% of UK recruiters said a sourced candidate's profile had claimed AI skills that turned out weaker than the profile suggested, at least sometimes. Almost half, 45%, said this happens often or almost always.

That experience has a direct cost in time. The report found that 73% of UK recruiters spend an hour or more of their own time on a single candidate before they trust that person can do the job, and 30% spend two hours or more. On top of that, 69% review 26 or more profiles to find one worth contacting, while 40% hear back from fewer than a quarter of the candidates they approach.

TestGorilla chief executive Wouter Durville put it plainly in the report: "A CV used to be a candidate's account of themselves. Increasingly, it is an AI's account of what a recruiter wants to read." He added that candidates should have the chance to show what they can actually do early in the process, so recruiters can make informed decisions without spending hours verifying claims on a CV.

What this means if you are job hunting in the UK

For job hunters, the message is practical rather than alarming. Using AI to tidy up a CV is not the same as inventing experience, and recruiters are drawing that line more firmly. The survey suggests they are looking for proof behind the wording.

A CV that lists a skill should be backed by something concrete: a project, a result, a tool used in real work, or a task completed under pressure. Vague claims invite follow-up questions, and follow-up questions now come with more scrutiny. If a candidate cannot explain a listed skill in plain language, the interview is likely to expose that gap quickly.

It also helps to expect extra steps before an interview. The survey found that 92% of UK recruiters would use an objective check on a sourced candidate before interviewing them. A short job simulation was the most popular choice, named by 46%, followed by a 10-minute skills test at 43% and an ID or credential check at 40%. Only 5% said they would go straight to interview with no check.

Candidates who prepare for those checks, rather than only polishing their CV, may stand out. A short work sample, a clear walkthrough of a past project, or a calm explanation of how a problem was solved can carry more weight than another polished paragraph.

How hiring may change next

The survey points to a hiring process that relies less on the CV as proof and more on demonstrated ability. That shift could help candidates who are strong in practice but less confident writers, because a skills test or simulation gives them a different way to show what they can do.

There are limits to that promise, though. Tests and simulations still need to match the real job, and they still take time for candidates to complete. Recruiters will need to keep those checks short, relevant and clearly explained, or strong candidates may drop out before they reach interview.

For employers, the survey is a warning against treating AI-written applications as a reason to slow hiring down. Moving the proof earlier, through a short task or test, may save time for both sides.

The CV is unlikely to disappear. What the TestGorilla research shows is that it can no longer carry the whole hiring decision.

Frequently Asked Questions

Did the survey really find that 75% of UK recruiters think most CVs are AI-written?

Yes, according to the TestGorilla report published on 29 October 2026. The UK survey covered 483 talent acquisition professionals, external recruiters and HR leaders, and 75% said they believe the majority of candidate profiles and CVs they see are written by AI.

Does this mean job hunters should stop using AI on their CVs?

No. The survey does not say AI help is banned or always a problem. It shows recruiters are sceptical of claims they cannot verify, so any skill or result on a CV should be true, specific and easy to explain at interview.

What checks are UK recruiters most likely to use before an interview?

According to the survey, 92% would use an objective check before interviewing. The most popular options were a short job simulation (46%), a 10-minute skills test (43%) and an ID or credential check (40%). Only 5% would go straight to interview with no check.