How Dumb.co is Combating AI-Generated Cover Letters with Handwritten Submissions
In today’s fast-evolving job market, the widespread use of AI tools like Claude and ChatGPT has made it easier than ever for candidates to produce polished cover letters and resumes. However, this convenience has created a new challenge for employers: how to identify genuine, motivated applicants amid a sea of AI-generated submissions that often sound strikingly similar.
Dumb.co, a startup known for selling affordable $20 flip phones designed for users seeking to limit their online time, has taken a unique approach to this problem. The company, which embraces an “unplugged” lifestyle ethos, faced a wave of generic, AI-crafted cover letters when recruiting interns. To ensure applicants authentically resonated with their mission, Dumb.co decided to require handwritten cover letters as part of their application process.
Why Handwritten Letters?
According to Marlee Pelton-Fuentes, Dumb.co’s customer success manager and head of the internship program, AI-generated letters often lacked the personal touch and alignment with the company’s values. “The letters weren’t connecting with our mission and our greater goal,” she explained in an interview with Business Insider. This disconnect prompted the leadership team, including CEO Danny Hogenkamp, to implement the handwritten letter requirement shortly after posting the internship roles.
This move was designed to make candidates pause and reflect on their genuine interest in the company’s “dumb living” philosophy. By asking applicants to handwrite their cover letters, Dumb.co aimed to filter out those relying solely on AI-generated content and instead attract individuals who could express authentic enthusiasm and creativity.
Applicant Response and Results
The change did not deter applicants. In fact, Dumb.co received nearly 900 applications across four internship roles—marketing, business and operations, customer success, and technology—posted on the Handshake job board. Impressively, about 70% of these applicants submitted handwritten letters, often scanning or photographing their work to accompany their digital submissions.
Additionally, between 200 and 300 candidates opted to mail in physical applications, including handwritten materials, demonstrating a strong willingness to engage with the unconventional requirement. From this extensive pool, Dumb.co narrowed down the candidates to around 60 for interviews and ultimately selected 10 interns.
One successful applicant, Ian-Karlo Krockel, a recent Boston University graduate, shared how the handwritten letter requirement helped him stand out after struggling to secure internships elsewhere. By writing about his personal experience with multiple flip phones and scanning the letter for submission, he connected directly with Dumb.co’s mission and secured a marketing internship starting in July.
The Broader Implications in the Job Market
The current job market is experiencing what Judd Kessler, a Wharton professor of business economics and public policy, describes as “basically AI selecting AI to elevate to humans for review.” This cycle occurs as candidates use AI to craft applications and employers rely on automated tools to sift through the massive influx of submissions.
While AI tools can generate polished, job-specific cover letters in seconds, this efficiency has unfortunately diluted the value of traditional cover letters as a means of assessing genuine fit and personality. Recruiters report difficulty distinguishing authentic candidates from those leaning heavily on AI-generated content.
In this context, Dumb.co’s handwritten letter requirement serves as an innovative way to break the AI equilibrium, encouraging candidates to showcase their real selves. As Pelton-Fuentes noted, “Anything that can break that equilibrium, that can inject more of real people showing their real selves to actually help employers find the right fit” is invaluable.
This approach highlights a growing trend among companies seeking novel methods to connect with applicants on a more personal level, ensuring that hiring decisions reflect true alignment with company culture and mission rather than AI-crafted uniformity.
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