Judge orders OpenAI to turn over hiring records in Apple trade secrets case

OpenAI must now share interview notes and specific communications with former Apple employees involved in its hardware efforts.

A U.S. District Court judge has ordered OpenAI to expedite the handover of hiring records to Apple in a trade secrets lawsuit filed by the iPhone maker. Apple is seeking documents related to OpenAI's interviews with former Apple employees who applied for positions in its consumer hardware and robotics divisions. These materials could include interview guides, technical presentations, and records of discussions referencing Apple technology. The court has given OpenAI five days to produce existing documents and fourteen days for others. Apple accuses OpenAI of theft of confidential information and proprietary project data, alleging former employees downloaded sensitive materials from Apple laptops and coached others on what to bring to interviews. The judge also granted Apple expedited access to certain LINE messages and approved depositions for three former Apple employees now at OpenAI, including its chief hardware officer. However, the judge denied expedited access to specific R&D areas like metal finishes and power management, and broader discovery requests related to OpenAI's hardware research.

This ruling indicates that legal scrutiny over AI companies' hiring practices and potential acquisition of sensitive intellectual property from competitors is intensifying. The expedited access to hiring materials suggests the court acknowledges the potential for ongoing harm or information leakage that Apple seeks to prevent. It also signals a more aggressive posture from Apple in protecting its R&D, viewing AI hardware development as a direct competitive threat.

The decision to grant limited but significant discovery in this trade secrets case could set a precedent for how intellectual property disputes are handled between established tech giants and emerging AI hardware developers. It highlights the critical challenge of protecting proprietary information when employees transition between companies, particularly in fast-moving fields like AI and hardware. Future disputes may see similar demands for insights into recruitment processes and employee communications as companies race to innovate.