What is an AI interview?
An AI interview is a job interview that software conducts, analyzes, or both. It may use fixed recorded questions or a conversational system that asks relevant follow-ups. The important question for employers is not simply whether AI is involved, but what evidence it collects, how it reaches conclusions, and where people remain accountable.
AI interview is an umbrella term, not one standard format.
Some systems only present questions and record answers. Others transcribe responses, score them against a role rubric, or conduct a real-time voice or text conversation. Because these workflows are materially different, buyers should ask exactly what the system automates and what a human reviewer can inspect.
Three types of AI-assisted interviewing.
One-way recorded interviews
Candidates record answers to a fixed question list. Software may organize, transcribe, or analyze the responses afterward.
Conversational AI interviews
A voice or text interviewer conducts the conversation and can ask follow-up questions based on the role and the candidate's answers.
Human interviews with AI assistance
A person leads the interview while software captures notes, transcripts, summaries, or coaching signals.
Choosing between the two formats? Read the full AI interviewer vs one-way video interview comparison.
How a conversational AI interview works.
- Define job-relevant criteria.The hiring team sets the role, seniority, competencies, required questions, and deal-breakers before evaluation begins.
- Invite and inform the candidate.The candidate receives instructions, required notices, consent choices, and a way to request help or an alternative process.
- Conduct the interview.The system asks structured questions and may probe for examples, decisions, outcomes, and missing evidence.
- Create a reviewable record.The workflow can produce a recording, transcript, evidence excerpts, rubric-level scoring, and integrity context.
- Make a human decision.Recruiters and hiring managers inspect the evidence, document judgment, and decide the next step.
What should an AI interview give the hiring team?
A useful review should show more than a summary score. Look for the original response, the question that produced it, the role criterion being evaluated, and the evidence supporting each conclusion. Reviewers should be able to disagree with the system rather than accept a hidden recommendation.
SealHire packages the recording, transcript, quote-level evidence, integrity context, skill verdicts, and explainable scoring into a TrustReport. Learn how that supports AI candidate screening.
Questions employers should answer before using AI interviews.
- Are the questions and scoring criteria demonstrably related to the job?
- What does the candidate learn before the interview, and how is consent handled?
- How can a candidate request an accommodation or alternative process?
- What information is collected, retained, shared, and deleted?
- Can reviewers trace every score or recommendation back to evidence?
- Who monitors outcomes and investigates unexpected differences or errors?
The U.S. Equal Employment Opportunity Commission maintains official resources on AI and employment discrimination. The National Institute of Standards and Technology also publishes the voluntary AI Risk Management Framework for managing AI risks. Requirements vary by location and use case, so employers should obtain qualified legal advice.
For a research-led adoption checklist, read whether AI interviews are effective.
Clear answers to common AI interview questions.
What is an AI interview?
An AI interview is a candidate interview that software conducts, analyzes, or both. Formats include fixed one-way video questions and conversational voice or text interviews that can ask follow-up questions. The employer decides how the resulting evidence is reviewed and used.
Is an AI interview the same as a video interview?
No. A video interview describes the medium, while an AI interview describes the role of software. Some AI interviews use video, some use voice or text, and some video interviews involve only people.
Does an AI interviewer make the hiring decision?
It should not be assumed to. Product designs differ. SealHire conducts and structures the interview evidence, while recruiters and hiring managers inspect that evidence and make the hiring decision.
What should employers evaluate before adopting AI interviews?
Employers should review job relevance, candidate notice and consent, accommodation and alternative-process support, data handling, scoring transparency, human oversight, validation, monitoring, and applicable employment laws with qualified counsel.
Turn an AI interview into evidence your team can review.
Start with one role, invite a candidate, and inspect the resulting TrustReport.