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Yes – but proceed with caution. A municipality could use AI to assist with hiring procedures such as organizing applications, identifying job-related qualifications, or developing standardized interview questions, but AI tools should NOT be used to make final hiring decisions or to automatically eliminate candidates without meaningful human review. Existing employment and anti-discrimination laws still apply even when AI is utilized, and a municipality remains responsible for the outcome even if the AI tool is responsible for a final result. Similarly, a municipality should assume that materials used in the hiring process, including those generated by AI, could become public records subject to FOIA disclosure. Before using AI, define how it will be used, determine how it will protect applicant data, and plan how human review and job-related reasons supporting each employment decision will be documented. And, because AI continues to evolve, municipalities should periodically review AI practices with legal counsel. The law may evolve to restrict employers from using AI to make employment decisions except in narrow, job-related purposes.