Pekin Insurance may use artificial intelligence (AI) tools, including tools made available through third-party recruiting and talent acquisition vendors, to assist with recruiting and hiring for positions at Pekin Insurance. These tools may process information submitted in connection with an application or during the recruitment process to summarize materials, match candidate qualifications to job requirements, or assist with skills-based evaluation in support of, but not in place of, human decision-making. These tools are designed to support evaluation based on job-related qualifications in accordance with Equal Employment Opportunity principles. All hiring decisions are made by qualified members of our recruiting and hiring teams.

If you have questions about AI use in our application or recruitment process, or to request a reasonable accommodation, please contact careers@pekininsurance.com.

(775 ILCS 5/2-102) It is a civil rights violation with respect to recruitment, hiring, promotion, renewal of employment, selection for training or apprenticeship, discharge, discipline, tenure, or the terms, privileges, or conditions of employment, for an employer to use artificial intelligence that has the effect of subjecting employees to discrimination on the basis of protected classes or to use zip codes as a proxy for protected classes or for an employer to fail to provide notice to an employee that the employer is using artificial intelligence for the purposes described.