Interviewing Robots

I have interviewed atleast three candidates in the last six months that had AI assisting them in real-time during the interview. It left me feeling like I was talking to a robot not a human. It does not surprise me that artificial intelligence is fundamentally reshaping the job search process, prompting many companies to revert to an old-school hiring solution: the in-person interview. As virtual interviews became ubiquitous, especially for remote and technical roles, employers noticed a rise in candidates using AI to cheat, such as feeding off-screen answers into coding tests or, in rare cases, even using deepfakes to impersonate job seekers online. High-profile firms like Cisco, McKinsey, and Google have now started requiring face-to-face meetings for some positions, aiming to ensure skills are real and credentials are genuine.

The current climate is described as an “AI arms race,” with both sides, job seekers and employers, leveraging technology in escalating ways. Companies use advanced software to filter applicants and automate the hiring funnel, while frustrated candidates employ AI tools to churn out optimized applications and ace digital interviews, sometimes crossing into outright fraud. The increasing sophistication of AI-generated fakery, combined with fresh warnings from the FBI about international scams, has made identity and skill verification more urgent than ever.

To combat these risks, employers are not only returning to in-person interviews but also investing in biometric identification, collaboration with platforms like Clear, and vigilant screening for signs of digital manipulation. Recruiters report that even the mere mention of an in-person interview can deter would-be scammers, and that up-close interactions often reveal qualities and potential red flags that video screens frequently conceal. The widespread adoption of these safeguards marks a shift in the balance between digital convenience and the human factors required for genuine trust.

This evolution reflects a new reality: as AI blurs boundaries between real and fake, face-to-face meetings reclaim their old role as the gold standard for authenticating candidates and cultural fit. The hiring process is coming “full circle,” exposing both the risks of over-reliance on algorithms and the renewed value of direct human connection in an increasingly mediated world. For candidates and recruiters alike, the message is clear, authenticity and good judgment matter more than ever in the age of AI-driven job applications.