If you’ve ever shown up for a job interview and felt nervous, you’re not alone. But imagine this: you log in, expecting to meet a hiring manager, and instead, you’re greeted by an AI avatar that glitches, repeats itself, and seems to lose track of your responses.
That’s exactly what happened to Leo Humphries, a candidate who went viral on TikTok after he documented an interview where the “interviewer” turned out to be artificial intelligence, and not a very functional one. At one point, the AI interviewer went blank and stopped responding altogether. “I literally just sat there watching it buffer,” Leo said. “No humans were present.”
Unfortunately, his experience isn’t isolated. In another case, a candidate named Ken faced an AI recruiter named “Alex” who kept repeating the phrase “vertical bar pilates” over and over again during a video interview. Understandably, Ken described the experience as “dystopian” and “freaky.”
As technology continues to reshape the hiring landscape, these stories highlight a growing tension: while AI tools promise speed and efficiency, they also risk stripping away one of the most essential parts of the hiring process, human connection.
Why Are Companies Using AI for Interviews?
Recruiting is time-consuming and costly. For high-volume roles, companies have begun turning to AI platforms that promise to streamline everything from resume screening to first-round interviews. These tools tout big benefits: faster time-to-hire, reduced recruiter workload, and standardized evaluation.
One AI firm claims it helps companies “interview 93% cheaper,” a selling point that’s hard to ignore, especially when talent acquisition budgets are tight. AI can handle hundreds of applications at once, scoring candidates based on preset criteria, facial expressions, and voice tone.
Sounds futuristic. But in reality? It can feel cold, and, in cases like Leo’s and Ken’s, downright bizarre.
The Candidate Experience Is Being Lost in Translation
Here’s the problem: job interviews aren’t just about screening for skills. They’re about building relationships, gauging personality, understanding motivations, and assessing cultural fit. These are deeply human aspects of hiring, and they simply don’t translate well to pre-recorded prompts and glitchy algorithms.
Candidates today are looking not just for jobs, but for connection, meaning, and purpose. An interview is often their first real impression of a company’s culture. If that experience feels robotic, impersonal, or frustrating, it sends the wrong message, and top talent will walk.
As executive search professionals, we’ve spoken with hundreds of candidates who value transparency and respect in the hiring process. Some have told us that an awkward or overly automated first interaction caused them to lose interest in an opportunity altogether.
The Real Risk: Undermining Trust
From a brand and reputation standpoint, replacing people with bots at the earliest and most personal stage of hiring is risky. It may save time, but at what cost?
When candidates share negative AI experiences online, as Leo and Ken did, the reputational damage to the employer brand can be significant. Worse, there’s a risk of overlooking great candidates simply because the AI couldn’t interpret nuance, context, or charisma.
AI tools also lack the ability to answer candidate questions, pivot based on the flow of conversation or provide reassurance during a stressful moment. In short, they can’t think on their feet. And when they malfunction, as we’ve seen, the interview turns from opportunity into obstacle.
A Smarter Way Forward: Human + AI, Not Human vs. AI
We’re not anti-technology at Genecoda®. In fact, we embrace the right tools to help us work smarter and reach farther. But we also know that no algorithm can replace the instincts, empathy, and judgment of experienced recruiters and hiring leaders.
There’s room for AI in the hiring process, just not at the expense of candidate dignity or experience. AI can assist with administrative tasks, such as scheduling interviews or parsing resumes. But when it comes to engaging candidates, building relationships, and assessing potential, there is no substitute for human interaction.
If you’re hiring for key positions, especially executive or professional roles, remember: the interview is as much about selling the opportunity as it is about evaluating the candidate. You’re not just filling a seat; you’re shaping your company’s future.
The question isn’t whether AI belongs in recruiting, it’s how we use it responsibly. When implemented with care, AI can enhance the process. But when overused or misused, it can erode trust, frustrate talent, and damage your employer brand.
Candidates deserve more than a glitchy avatar. They deserve your attention, your time, and your humanity. And when you need help finding the right candidates, real people who fit your culture and goals, partnering with a search firm that puts people first can make all the difference. Ready to build your team the human way, smarter, not colder? Let’s talk. Contact Genecoda® today
