AI Interviews
Short answer: yes, AI interviews are a real and increasingly common part of hiring, used by employers from large enterprises to small teams. Whether a specific one is being used well is a different question, and worth knowing how to judge.
Edvenity Team·2026-07-21·AI Interviews
An AI interview is a structured interview you complete without a human present. You receive a link, answer a set of questions by voice or video on your own schedule, and the recording plus a transcript goes to the employer, usually with some form of automated scoring attached.
It is not a personality scan and it is not a lie detector, whatever the marketing around some products has implied. What it produces is a record of your answers and an assessment of them against the role, closer to a written test than to a psychological evaluation.
The reason employers use them is unglamorous: at three hundred applicants per role, nobody phone-screens everyone. The realistic alternative is not a conversation, it is a six-second resume scan. That context matters when judging whether the format is fair.
They measure consistency well. Every candidate gets the same questions, in the same order, evaluated against the same criteria, and the fiftieth candidate is assessed with the same attention as the first. Human screeners cannot do that, and their bar drifts across a long day.
They measure clarity of spoken answers reasonably well, which is genuinely relevant for many roles.
They measure poorly anything requiring follow-up. A human interviewer notices hesitation and digs into it; an AI interviewer moves to the next question. They also disadvantage candidates with poor connectivity, non-standard accents, or anxiety about being recorded, none of which correlates with job performance.
So a well-designed process treats an AI interview as a first filter, not a final decision.
This is where the regulation has moved fastest, and where you have more standing than most candidates realise.
In New York City, employers using automated employment decision tools must have them independently bias-audited annually and must notify candidates. Under the EU AI Act, employment decisions are classified as high-risk, bringing transparency and human-oversight obligations. Illinois requires consent and disclosure for AI analysis of video interviews. Other jurisdictions are following.
Practically: you can ask whether AI is used in the assessment, ask how the outcome is reviewed, and ask for an alternative format if the medium disadvantages you. Reasonable employers accommodate this. An employer who refuses to say how candidates are evaluated is telling you something useful about the employer.
Automated rejection with no human review is the pattern regulators are targeting, and it is not defensible practice regardless of vendor.
Legitimate employers use them as a first-round screen. Be cautious of any "interview" that asks for payment, bank details, or identity documents before an offer. That is a recruitment scam regardless of whether AI is involved.
You can ask for an alternative, and in some jurisdictions employers must accommodate reasonable requests. Whether refusing costs you the opportunity depends on the employer, but asking how candidates are evaluated is always reasonable.
It should not. In a defensible process the AI produces evidence: a score, transcript, and reasoning, and a person makes the decision. Fully automated rejection without human review is what regulators in several jurisdictions are moving against.