With AI-generated cover letters becoming increasingly common, candidates are applying faster and at greater scale, raising new questions around authenticity, quality, and what hiring managers are really looking for.
To explore this further, Daniel Patel, Recruitment Director at Eursap, has shared his expert insights.
“We are seeing a significant rise in AI-generated cover letters. It is no longer occasional; it is widespread, particularly in high-volume application processes. Candidates are under pressure to apply quickly and at scale, and AI tools offer a way to keep up with that pace.”
On whether hiring managers can tell the difference, he says the gap is narrowing.
“In some cases, you can still spot them. They tend to be overly polished, quite generic, and often lack specific detail about the company or role. But that is changing quickly. The quality has improved to the point where it is not always obvious, especially at first glance.”
“What stands out more is not whether AI was used, but how it was used. A well-edited, personalised cover letter that started with AI can be effective. A copy-and-paste version that could apply to any role is much easier to spot.”
He says the risk is less about using AI and more about relying on it too heavily.
“The main risk is blending in. If your cover letter reads the same as dozens of others, it does not give a hiring manager a reason to move you forward. There is also a credibility risk if the tone of the cover letter does not match how you come across in an interview.”
“In some cases, candidates also overstate skills or experience because the tool has filled in gaps too confidently. That can create issues later in the process.”
On the importance of cover letters, Daniel says their value depends on the role and context.
“For some roles within SAP and other enterprise technology environments, cover letters can still carry immense weight, particularly where stakeholder communication or client-facing implementation work is involved. They can help demonstrate how a candidate structures their thinking, communicates complex ideas, and understands business requirements.”
“In many SAP and technical roles, however, the cover letter is often a supporting document. Hiring managers may scan it rather than read it in detail, focusing on clear motivation, relevant project experience, and evidence of domain knowledge.”
He adds that volume has changed expectations.
“When candidates are applying to a high number of roles, it is not realistic to expect a completely bespoke cover letter every time. What is reasonable is a level of tailoring that shows you understand the role and why you are a fit.”
“That might mean adjusting a core version rather than starting from scratch each time. Even small changes, like referencing the company, the team, or the type of work, can make a difference.”
Daniel believes AI will remain part of the process, but not the deciding factor.
“AI is now part of how people apply for jobs, and that is unlikely to change. The candidates who stand out are the ones who use it as a starting point, not a finished product.”
He also highlights a broader shift in hiring.
“There is a growing move towards assessing candidates beyond written applications, whether through tasks, interviews, or portfolio work. That reduces the weight placed on cover letters alone.”
Daniel also points to how AI tools are being used in applications.
“When millions of people are asking AI for the same type of content, the output often ends up looking very similar. That creates a problem in a process where the whole point of a cover letter is to stand out and show what makes you different.”
He says this is where candidates risk missing the purpose of the document.
“A cover letter is one of the few places you can show individuality and personality. Hiring decisions are still made by people, and people respond to authenticity. If everything reads the same, it becomes much harder to create any distinction.”
Because of this, he sees AI as something to handle with care rather than rely on fully.
“It works best as a starting point or a framework. The candidates who get value from it are the ones who reshape the content and add their own voice, experience, and perspective. Without that, it can feel generic and disconnected.”
His overall view is practical.
“A cover letter still matters, but not in isolation. It is one piece of a wider picture. Using AI to support it is fine, but it still needs a human layer to feel credible and relevant.”