Your next interview with human resources might not involve a human at all. Per Bloomberg, artificial intelligence can conduct real-time screener calls with a synthetic voice that holds two-way conversations and provides feedback to hiring managers. Proponents highlight the technology's ability to increase efficiency for employers and flexibility for job seekers, though the rollout hasn’t been without glitches, like repeated words or misinterpreted responses. Startups such as Apriora, HeyMilo AI, and Ribbon claim fast growth and suggest AI is already being used beyond the screening phase.
Startups are rolling out voice-based AI tools that simulate real-time screener calls, giving job seekers a chance to interview anytime.
“A year ago, this idea seemed insane,” Arsham Ghahramani, co-founder and CEO of Ribbon, an AI recruiting company, told me. “Now it’s quite normalized.” In my latest for Bloomberg, I look into how AI recruiters are transforming early-stage hiring—and what glitches, questions, and regulatory challenges lie ahead.
For companies like nonprofit Propel Impact, switching to AI was about scale and efficiency. “As we scale, we’re going to have to learn how to rely on AI and tools that we might not have been comfortable with two years ago,” said Cheralyn Chok, Propel’s co-founder and executive director. Yet she emphasized the importance of maintaining human touchpoints along the way.
Of course, the rollout hasn’t been flawless. Viral TikToks have shown bots glitching: One widely shared video showed the AI recruiter repeating the phrase “vertical bar pilates” over and over. And many candidates are still wary. But developers are betting that as the tech improves, the experience will become less uncanny—and more accepted.
One of the most intriguing shifts in AI integration is how it's now being used to evaluate resumes, conduct initial screenings, and even make data-based decisions.
What does this mean for the culture of our workplaces?
AI interviews can improve efficiency, reduce human bias, and streamline recruitment processes, but they also raise crucial questions. How important is human evaluation? Can AI honestly perceive someone’s cultural fit, emotional intelligence, and values?
As leaders, we mustn’t lose sight of the human element in hiring. AI can assess skills and qualifications, but it cannot replicate the nuanced, empathetic understanding we bring to relationships and team dynamics.
If we lean too heavily on AI without careful consideration, we risk building organizations that are efficient but lacking in empathy and connection.
So, how do we balance it all?