100+ statistics on AI in UK CV writing, job applications and recruitment in 2026, sourced from the ONS, CIPD, Acas, Ada Lovelace Institute, and JobSprout's own data.
UK candidates and UK employers are now both using AI in the job search, but they are not on the same page about it. Workers are racing ahead, employers are scrambling to catch up, and regulators are mid-consultation. The numbers below pull together the most current and credible UK data we could find as of May 2026, across worker behaviour, employer adoption, recruiter attitudes, ATS prevalence, the regulatory picture, and our own platform data.
Last updated: 8 May 2026.
Where we cite UK-specific figures, the source explicitly says UK. Where we cite global or US figures, we say so. We have flagged a few stats that circulate widely but lack a verifiable primary source. Our own first-party data covers all CVs and cover letters built on JobSprout between 1 January 2026 and 30 April 2026.
Key statistics at a glance
52% of UK workers used AI in their jobs in the past year, up from 47% the year before. The share using GenAI daily has more than doubled, from 6% to 15% (PwC UK Workforce Hopes and Fears, 2025).
47% of UK job seekers have now been interviewed by an AI system, and 30% have walked away from a hiring process that included one (Totaljobs / HR Grapevine, May 2026).
75% of UK job seekers believe AI use in hiring should be fully disclosed, and 80% oppose AI making the final hiring decision (Totaljobs / HR Grapevine, May 2026).
17% of UK employers expect AI to shrink their workforce in the next year. Of those, 26% anticipate cuts of more than 10% (CIPD, Autumn 2025).
73% of UK HR decision-makers now use AI in their roles, but reliability concerns have risen from 35% in 2024 to 54% in 2025 (Access Group / YouGov, December 2025).
The UK has the highest share of AI-mentioning job postings of any major economy: 5.6% of all UK postings, ahead of the US, Germany and Australia (Indeed Hiring Lab UK 2026 Report).
UK job postings fell 38% for high-AI-exposure occupations between 2022 and 2025, vs 21% for low-exposure roles (DSIT, 2026).
45% of UK employers give candidates no guidance on whether to use AI in applications, and 29% recommend candidates do not use AI but take no action if they do (Ada Lovelace Institute, 2025).
UK workers with advanced AI skills now command a 56% wage premium, up from 25% the year before (PwC AI Jobs Barometer, 2025).
Among CVs built on JobSprout in early 2026, the average user included 3.6 work-experience entries and 1.9 education entries. A summary appeared on 59.4% of CVs, certifications on 58.9%, and projects on 53.5% (JobSprout platform data, January to April 2026, see methodology).
Only one in seven JobSprout users in 2026 has paired a cover letter with a CV. Of the cover letters created, 60% were tied to a specific CV; the remainder were standalone (JobSprout platform data, 2026).
The ICO's 2026 review of UK employer AI tools found that "most employers thought their AI tools were decision support, but in practice were making solely automated decisions" (ICO Recruitment Rewired, March 2026; consultation runs to 29 May 2026).
The state of the UK job market in 2026
UK candidates are not adopting AI in a vacuum. They are doing it in the tightest hiring market the country has seen in five years.
According to the ONS Labour Market Overview for April 2026, the UK unemployment rate is 4.9% and the employment rate is 75.0% for those aged 16 to 64. Payrolled employees fell by 74,000 year on year to 30.3 million in March 2026.
Vacancies are the headline. The ONS Vacancies Bulletin for March 2026 put UK vacancies at 711,000 in the first quarter of 2026, the lowest level since early 2021 and a 3.9% fall on the previous quarter. There are now 2.6 unemployed people per UK vacancy, up from 1.9 a year earlier.
Looking back over a longer arc, the McKinsey UK blog "AI's Uneven Effects on UK Jobs and Talent" found UK vacancies fell 43% between May 2022 and May 2025, from 1.3 million to 0.7 million. Job ads for graduate-typical occupations dropped 33% over the same period, while youth (16 to 24) unemployment rose from 10.9% to 14.3%.
Hiring activity has continued to soften into early 2026. The KPMG and REC UK Report on Jobs for March 2026 found permanent hiring at its weakest rate in nearly three years and starting salary growth at its slowest pace since October 2025. Indeed's 2026 UK Jobs and Hiring Trends Report put UK postings 19% below pre-pandemic levels as of November 2025, with graduate postings down 13% year on year and posted wage growth at 5.3% in October, the lowest since March 2022.
The implication for candidates: competition is sharper than at any point since the pandemic. UK graduate roles now receive an average of 140 applications each (Institute of Student Employers, via Ada Lovelace Institute, 2025). When 140 people are applying for the same job, AI does not feel like cheating to candidates. It feels like the only way to keep up.
How many UK job seekers use AI on their CV?
The single most defensible UK figure comes from PwC. The PwC UK Workforce Hopes and Fears Survey 2025 found 52% of UK workers had used AI in their jobs in the past 12 months, up from 47% in 2024. The share using GenAI daily more than doubled, from 6% in 2024 to 15% in 2025.
This is workers in employment using AI on the job, which is the closest credible UK proxy for AI fluency among candidates. Among daily users, 93% reported higher productivity vs 62% for casual users, and 69% reported feeling more job security vs 36% for casual users.
For job-seekers specifically, the freshest UK figures come from two sources:
The Ada Lovelace Institute report "Navigating the Future" cites Prospects Luminate (2025) finding that 43% of UK graduates have used AI to edit a CV or cover letter, and 35% have used AI to write one from scratch.
The earlier Beamery UK Talent Index (2023, n=2,500 UK office workers) found 51% of UK job seekers had noticed AI being used during the recruitment process, and 46% had used AI when searching for and applying to jobs. This was September 2023, so treat it as a floor rather than a current ceiling. Men (49%) were more likely than women (43%) to use AI in applications.
There are two more recent UK-side data points worth noting. First, the Indeed AI at Work Report 2025 found globally that 70% of job seekers now use generative AI to research companies, draft cover letters, and prep talking points, with over half using it across their search. Second, the Totaljobs survey reported by HR Grapevine in May 2026 found that recruiters estimate around 41% of recent applications have been enhanced by AI tools, which gives an employer-side view of candidate AI use.
For comparison, US data from Pew Research, October 2025 puts on-the-job AI use at 21% of US workers. UK adoption is meaningfully higher than that.
What UK candidates use AI for
When UK candidates use AI in a job search, the most common use cases are writing and editing.
For perspective on how AI is showing up on the CV itself, Monster's AI Skills on Resumes Report (2025) found resumes mentioning at least one AI-related term tripled from 3.7% in 2023 to 12.8% in 2025. This is US data, but UK CVs are very likely showing the same shape.
Demographics: who is using AI in their job search
There are clear demographic patterns in UK AI adoption.
By age.PwC UK (2025) found Gen Z workers nearly twice as likely as Gen X to feel optimistic about AI in their role (62% vs 35%). UK workers overall reported being more excited (34%) than anxious (20%) about AI.
By education and stage. Graduate use is meaningfully higher than the workforce average. Ada Lovelace Institute (2025) puts UK graduate AI-on-CV use at 43% (edit) and 35% (write from scratch). The DSIT AI Labour Market Survey 2025 also finds that 56% of employees at surveyed UK organisations now use AI as a core part of their main role, while apprenticeships have risen as an AI-hire pathway from 3% in 2020 to 19% in 2025.
76% of UK organisations have employees using AI tools at work
87% in the public sector report employee AI use
17% of UK employers expect AI to shrink their workforce over the next year
26% of large private sector firms expect headcount to fall
Of those expecting AI-driven reductions, 26% anticipate losing more than 10% of workforce
62% of those identify clerical, junior managerial, professional and admin roles as most at risk
61% of UK employers plan to recruit in the next three months
The earlier CIPD Resourcing and Talent Planning Report 2024 showed the trajectory: 31% of UK organisations now use AI in recruitment, almost double the 16% in 2022. Of the AI users, 66% reported improved hiring efficiency and 62% said it gave more useful information for resource planning.
73% of UK HR decision-makers now use AI in their roles
88% of employees using AI report at least one tangible benefit
Reliability concerns rose from 35% in 2024 to 54% in 2025
Data security concerns went from 48% to 50% over the same period
The Acas Worker AI Survey, April 2025 (YouGov, n=1,023) and Acas Employer AI Survey, April 2025 (n=1,015 senior decision-makers) put workers and employers on opposite sides of the same coin: 26% of UK workers worry AI will lead to job losses, while 35% of UK employers think AI will increase productivity. 17% of UK workers worry about AI making errors and 17% have no concerns at all.
45% of UK employers give candidates no guidance on whether to use AI in applications
29% recommend candidates do not use AI but take no action if they do
That gap between employer expectation and stated policy is the single strongest argument we have seen for UK candidates to assume their CVs will be AI-screened, and to write accordingly. We covered the candidate-side strategy in detail in The AI Hiring Arms Race.
Applicant Tracking Systems (ATS) in the UK
ATS prevalence is one of the most-cited stats in any resume-tips article. It is also one of the least clean, especially for the UK.
What we know
For the US, Jobscan's 2025 ATS Usage Report is the strongest primary source: 97.8% of Fortune 500 companies use a detectable ATS (489 of 500), Workday alone is used by 39%+ of Fortune 500, and the average corporate posting receives 250 applicants. Their proprietary research from over 1 million resume scans found that 76.4% of recruiters search and rank candidates by skills from job descriptions. From Harvard Business School research cited in the same report, more than 90% of employers initially filter or rank candidates through ATS criteria.
For the UK, the picture is murkier. The most-cited UK enterprise figures (around 70% of UK enterprises and 20% of UK SMBs using ATS) trace to a study aggregated by Standout CV and originally from SSR, which we have not been able to confirm against an open primary report. We are listing these as directional rather than authoritative.
What we cannot say
There is no equivalent of the Jobscan Fortune 500 study for the FTSE 100 or the FTSE 250, that we have been able to locate. Any "98% of UK employers use ATS" stat you see should be treated as repurposed US data unless the source explicitly cites a UK study. This is one of the biggest unanswered questions in the UK AI-in-hiring landscape.
What is well-supported
Where the data is solid is on AI use within UK recruitment processes:
31% of UK organisations use AI in recruitment, almost double the 16% in 2022 (CIPD Resourcing 2024).
CIPD Resourcing 2024 also reports HR-side use cases from REC data: 54% of UK HR pros use AI for writing job ads or sourcing, 44% for interview and selection assistance, 29% for CV screening, and 27% for onboarding.
The ICO's November 2024 audit found AI recruitment tools that filtered candidates based on protected characteristics such as gender and race, often inferring these from application data without candidates' knowledge.
The ICO's March 2026 "Recruitment Rewired" report (based on evidence from over 30 employers between March 2025 and January 2026) found that "most employers thought their AI tools were decision support, but in practice were making solely automated decisions" without meaningful human review.
If you want to think practically about what "ATS-friendly" actually means, our ATS-Friendly Resume Guide covers the formatting fundamentals that hold up across different parsing engines.
Cover letters and AI
Cover letters are where AI use has expanded fastest, partly because the cost of writing one from scratch was always disproportionate to the response rate.
Ada Lovelace Institute (2025) groups CV editing and cover letter editing into one figure (43% of UK graduates), but the underlying split is heavily weighted to cover letters in any qualitative reading of the report.
Resume Genius (2025, US) reports that 47% of US hiring managers have seen AI-generated resumes or cover letters specifically, with 51% citing "unnatural phrasing or tone" as the top tell that an application was AI-written.
JobSprout's own data shows cover letter creation is still proportionally low compared to CVs. Among users who created a CV on JobSprout in the first four months of 2026, only around 14% also created a cover letter. Of the cover letters built, 60% were tied to a specific CV rather than being standalone.
The implication for candidates: most UK applicants are still skipping the cover letter or sending a generic one. A targeted, well-written cover letter remains a relatively low-effort way to stand out, especially in graduate and entry-level roles where competition is highest. Our How to Write a Cover Letter guide covers the structure that performs best.
What CVs built on JobSprout actually look like in 2026
This section summarises our own platform data. JobSprout is a UK-based product, and our user base skews toward UK candidates, but we do not yet capture a country signal at signup, so the figures below describe all JobSprout users, not UK users specifically. Please read the methodology section at the bottom for full caveats.
Sample. All CVs and cover letters created on JobSprout between 1 January 2026 and 30 April 2026. We have suppressed any breakdown where the cell size would be too small to be representative, and excluded any soft-deleted records.
Section structure
Across the CVs built in this period, the following sections were enabled by users:
A few notable readings:
Summary is now a mainstream section. Nearly 60% of users on JobSprout in 2026 included a professional summary on their CV. That tracks with a broader move from "objective" to "summary" we covered in Resume Summary vs Objective.
Certifications and projects are roughly tied. They both appear on roughly 53 to 59% of CVs. These two sections used to be much more role-specific; in 2026, they have become near-default for all but the most senior CVs.
Languages is more popular than awards or publications. Around a third of UK-flavoured CVs include a languages section.
References is small but not zero. Only 3.2% of CVs include a references section. The "References available on request" line has been dying for a decade. The data confirms that.
Length and density
Across the same period:
The average user included 3.6 work-experience entries
The average user included 1.9 education entries
The average user with a projects section included 2.5 projects
These are entry counts, not page counts. A CV with 3.6 experience entries and 1.9 education entries comfortably fits a one to two page UK CV. UK convention has long favoured two pages over one for mid-career and above; we covered the page-length question in Resume Trends for 2026.
Cover letter co-creation
Around 14% of CV-creating users on JobSprout in 2026 also created a cover letter. Of the cover letters built, 60% were tied to a specific CV through our pairing flow, while the remaining 40% were written without a specific CV in mind.
If you are applying for graduate roles, public sector roles, or roles in industries with a strong cover letter convention (charity, education, professional services), being part of the 14% who actually wrote one gives you a measurable edge over the other 86%.
The UK AI hiring regulatory landscape
UK regulators have been moving on AI in hiring through 2024 to 2026. This section is for the trade press and HR audience; if you are a candidate, the practical takeaway is at the end.
ICO (Information Commissioner's Office)
In November 2024 the ICO published the audit "AI Tools in Recruitment", which found AI recruitment tools that filtered candidates by protected characteristics, often inferred from application data without candidates' knowledge. Some tools also lacked any accuracy testing and scraped social media data beyond what was necessary.
In March 2026 the ICO published "Recruitment Rewired", based on evidence from over 30 employers interviewed between March 2025 and January 2026. The headline finding: "most employers thought their AI tools were decision support, but in practice were making solely automated decisions", without the meaningful human review the ICO requires. The ICO has stressed that any human review "must be meaningful and active... not a token gesture or rubber stamp." A consultation is open until 29 May 2026.
In January 2026, DSIT published the Assessment of AI Capabilities and the Impact on the UK Labour Market. It found that UK job adverts fell 38% for high-AI-exposure occupations between 2022 and 2025, vs 21% for low-exposure roles. The report also noted that UK digital sector employment dropped for the first time in a decade in 2024.
97% of surveyed UK organisations identified at least one AI skills gap
57% report a technical AI skills gap, 30% a non-technical gap
35% of UK organisations struggle to fill AI roles
38% of AI hires sourced internationally
Apprenticeships rose from 3% of AI hires in 2020 to 19% in 2025
Women in AI roles fell to 20%, down 4 percentage points since 2020
57% plan to adopt agentic AI within 3 years
The Data (Use and Access) Act 2025 and the AI Bill
The Data (Use and Access) Act 2025 reformed UK GDPR provisions on automated decision-making, creating a more permissive framework than the previous Article 22 UK GDPR for employer use of solely automated decisions. Combined with the ICO's "Recruitment Rewired" finding that meaningful human review is rare in practice, this is a real regulatory tension worth watching.
The AI (Regulation) Bill is progressing through Parliament as of May 2026, having been reintroduced in March 2025. It proposes an AI authority, mandatory audits and designated AI officers. It is not yet law.
EU AI Act spillover
The EU AI Act classifies AI-based CV screening and candidate shortlisting as high-risk AI under Annex III. UK employers with EU operations or using EU-developed tools face compliance obligations even though the UK has not adopted the EU AI Act in domestic law.
What this means for UK candidates
If you are applying for a UK job in 2026, you should assume:
Your CV is being read or pre-ranked by AI.
The employer probably has not given you written guidance about whether you can use AI in your application (45% have not, per Ada Lovelace).
The AI making the screening decision may or may not have meaningful human review behind it (per ICO Recruitment Rewired).
This is the practical reality the regulatory landscape is trying to catch up with.
The wider UK AI economy
A few headline figures that put the UK job-search picture in context.
The UK AI sector generated £23.9 billion in revenue in 2024, up 68% from £14.2 billion in 2023, and AI-related employment grew 33% to 86,139 (UK AI Sector Study 2024, GOV.UK).
448,484 UK job postings (1.7% of total) were AI-related between 2021 and 2023, projected to grow to roughly 12% of all postings, with 60% of AI expert vacancies concentrated in London and the South East (DSIT AI Skills for Life and Work: Job Vacancy Analysis, 2024).
70% of skills used in most jobs will change due to AI by 2030 (LinkedIn, 2025).
86% of employers globally expect AI and information processing to transform their business by 2030 (WEF Future of Jobs 2025). The same report projects 170 million new roles created vs 92 million displaced by 2030, a net 78 million.
UK workers with advanced AI skills now command a 56% wage premium, up from 25% the year before; productivity growth is 4x higher in high-AI-exposure work than in low-AI-exposure work (PwC AI Jobs Barometer 2025).
The same TBI analysis projects 1 to 3 million UK jobs ultimately displaced (peak annual displacement of 60,000 to 275,000, vs the 450,000 historical UK average), and a +11% UK GDP boost by 2050 in the most likely scenario.
41% of UK public sector working time could be supported by generative AI, ranging from 49% in education to 33% in healthcare (Alan Turing Institute, May 2025).
Globally and for context
Stanford HAI's 2026 AI Index Report found employment among US software developers aged 22 to 25 fell roughly 20% since 2024, even as older cohorts grew, and 2.5% of all US job postings now mention AI skills (Stanford HAI 2026, Economy chapter).
1 in 4 workers globally are in an occupation with some degree of generative AI exposure; the figure rises to 34% in high-income countries (ILO Generative AI and Jobs 2025 Update).
Regional UK breakdown
The UK AI labour market is geographically uneven.
DSIT's AI Skills for Life and Work: Job Vacancy Analysis (2024) found that 60% of UK AI expert vacancies are concentrated in London and the South East, with secondary hubs in Cambridge, Bristol, Oxford, Manchester and Reading. AI-related postings are projected to grow from 1.7% to roughly 12% of all UK postings.
The Indeed Hiring Lab UK 2026 Report puts UK postings overall at 19% below pre-pandemic levels, with 5.6% of all postings now mentioning AI or AI-related tools, the highest of any major economy.
Beyond the AI cluster, the UK regional employment picture is reported monthly in the ONS Labour Market Overview. At the time of writing, the UK unemployment rate stands at 4.9%, but with significant regional dispersion: youth (16 to 24) unemployment has risen to 14.3%, the steepest jump being in regions with high public-sector exposure (McKinsey UK, 2025).
What to watch in 2027
ICO Recruitment Rewired consultation outcome (closes 29 May 2026). The ICO's position is that human review of AI hiring decisions must be "meaningful and active".
UK AI (Regulation) Bill. If it passes, expect mandatory audits and designated AI officers for UK employers using AI in hiring at scale.
CIPD Resourcing and Talent Planning, next edition. If the "31% of UK organisations use AI in recruitment" figure crosses 50%, AI in UK hiring becomes the norm rather than the trend.
WEF Future of Jobs 2027. Will tell us whether the early-career displacement signal in Stanford HAI's 2026 AI Index is widening or stabilising.
A UK ATS prevalence survey. As of May 2026 there is no UK equivalent of Jobscan's Fortune 500 audit. We would love to see one.
Frequently asked questions
How many UK job seekers use AI to write their CV?
Among UK graduates specifically, 43% have used AI to edit a CV or cover letter, and 35% have used AI to write one from scratch (Ada Lovelace Institute, 2025). For the broader workforce, 52% of UK workers used AI in their jobs in the past year, with the share using GenAI daily more than doubling from 6% to 15% (PwC UK, 2025).
Do UK recruiters care if you use AI on your CV?
UK employer policy is mostly silent. 45% of UK employers give candidates no guidance on AI use, and 29% recommend candidates do not use AI but take no action if they do (Ada Lovelace Institute, 2025). For US comparison, Resume Genius (2025) found 74% of US hiring managers have encountered AI-generated content in applications.
What percentage of CVs are AI-generated in the UK?
There is no clean UK number. Recruiters in the Totaljobs survey reported in May 2026 estimated roughly 41% of recent UK applications have been enhanced by AI tools. For US data, Monster (2025) tracked AI-term mentions on resumes tripling from 3.7% (2023) to 12.8% (2025).
Does ChatGPT help you get a job in the UK?
The evidence suggests yes for the application process, with caveats. UK workers using GenAI daily report 93% higher productivity vs 62% for casual users (PwC UK, 2025). But Resume Genius (2025) found 80% of US hiring managers say they can often tell when a CV has been written by AI, with "unnatural phrasing or tone" the top tell. AI is most useful for editing your own writing, not generating from scratch. We covered the practical limits in Why ChatGPT Is Not Enough.
Do ATS systems detect AI-written CVs?
Most modern ATS do not include explicit AI-detection. They rank by skills match and keyword relevance (Jobscan, 2025). Human reviewers at the next stage are more likely to spot AI tells than the ATS itself.
How many UK companies use AI to screen CVs?
CIPD Resourcing 2024 found 29% of UK HR pros use AI for CV screening specifically, with 31% of UK organisations using AI in recruitment overall. The figure has nearly doubled since the 16% reported in 2022.
Is it cheating to use AI for your CV in the UK?
Most UK employers have not officially classified AI use as cheating. 45% have no policy, 29% recommend against without enforcement, and only a minority have explicit prohibitions (Ada Lovelace Institute, 2025). Where transparency matters most is in interviews and skills assessments rather than in the CV itself.
What do UK recruiters think of AI CVs?
UK-specific recruiter sentiment data is thin. The closest UK figure comes from Totaljobs (May 2026), where recruiters estimate 41% of recent applications have been AI-enhanced. US sentiment from Resume Genius (2025) puts hiring manager concern about AI applications at 58%.
Does using AI on your CV increase your chances?
The answer is "it depends on what you use it for". Using AI to edit and polish your own writing is well-supported by the productivity data. Using AI to fabricate experience is not. Recruiters can often spot AI-written tone (51% cite unnatural phrasing as the top tell, Resume Genius 2025).
How do UK candidates feel about AI in interviews?
Strongly negative on the substance. 47% of UK job seekers have had an AI interview, 30% have walked away from a hiring process when they discovered AI was involved, 75% want AI use disclosed, and 80% oppose AI making the final hiring decision (Totaljobs / HR Grapevine, May 2026). 82% of candidates were never told AI would be evaluating them, and 24% only found out when the interview started.
60% of UK AI expert vacancies are in London and the South East, with secondary clusters in Cambridge, Bristol, Oxford, Manchester and Reading (DSIT, 2024).
Is the UK ahead or behind on AI in hiring?
By postings, ahead. The UK has the highest share of AI-mentioning job postings of any major economy, at 5.6% (Indeed Hiring Lab UK 2026). By worker AI use, UK and US are close (52% UK per PwC, 21% US per Pew, with different framings).
What should I do as a UK candidate in 2026?
Three things from the data:
Assume AI is reading your CV first. The CIPD, Ada Lovelace and ICO data all point to widespread employer-side AI use without clear disclosure to candidates.
Don't skip the cover letter for graduate or competitive roles. Only around 14% of JobSprout users in 2026 paired a cover letter with their CV. That alone is a differentiator.
Use AI for editing rather than ghostwriting. Recruiters can usually tell. The tools are most defensible when they are sharpening your own voice rather than replacing it.
Methodology
Third-party data. All third-party statistics in this article are linked inline to a primary or near-primary source. Where the underlying source is a survey, methodology and sample sizes are noted alongside the figure. Where we have used aggregator-cited stats without locating the primary source, we have flagged the stat as directional. We exclude any statistic that we have not been able to trace to a verifiable URL with a publication date.
We have done our best to label every figure with its true geography. UK-specific figures are marked as such; global, US, OECD-wide and EU figures are labelled accordingly. UK candidates and UK employers are only included in the "UK" tally if the underlying source explicitly identifies the sample as UK.
First-party data. The JobSprout figures in this article describe all CVs and cover letters built on JobSprout between 1 January 2026 and 30 April 2026. We do not yet collect a country signal at signup, so we cannot present these as UK-only figures. JobSprout is a UK-based product whose user base skews UK by product positioning, currency and template flavour, but the underlying numbers describe the global JobSprout user base rather than a verified UK subset.
We have removed all personally identifiable information before computation, excluded soft-deleted records, and suppressed any breakdown where the cell size would be too small to be representative. All JobSprout figures in this article are reported as percentages or averages rather than raw counts.
Updates. We refresh this page annually each January (year tag, headline figures, and first-party data for the previous calendar year) and quarterly for the rolling ONS, REC and CIPD numbers. The "Last updated" date at the top reflects the most recent edit.
About JobSprout
JobSprout is a UK-based AI CV and cover-letter builder. We help candidates write CVs that get past ATS, tailor applications to specific job descriptions, and draft cover letters that do not read as written by a robot. If you are a journalist looking to cite this data, every figure in this report links to its primary source.
If you found a stat that needs an update or a primary source we missed, email david@jobsprout.ai. We refresh this page annually and welcome corrections.
UK vacancies, May 2022 to Q1 2026
UK vacancies in thousands. Hiring fell sharply through 2022 to 2025 and has since flattened at a much lower base.
Source: ONS Labour Market Overview April 2026; McKinsey UK, 2025jobsprout.ai
UK worker AI use, 2024 vs 2025
Share of UK workers who used AI in their job in the previous 12 months, and the share using generative AI daily.
Source: PwC UK Workforce Hopes and Fears, 2025jobsprout.ai
UK candidate sentiment on AI in hiring
Share of UK job seekers, in a 2026 Totaljobs survey, who hold each position on AI use in hiring.
Source: Totaljobs / HR Grapevine, May 2026jobsprout.ai
UK CV section inclusion rates, 2026
Share of CVs built on JobSprout in 2026 that included each section. Sections that are toggleable in the editor only.
Source: JobSprout platform data, January to April 2026jobsprout.ai
