Has anyone here actually used AI interview tools, or is most of it just hype?
Lately I’ve noticed a lot of AI interview tools being talked about, and I honestly don’t know what to make of them.
I’ve only tried a couple during practice sessions, and my experience has been kind of mixed. One gave small prompts when I paused, another was more focused on camera comfort, but nothing really felt like a game changer.
Part of me wonders if people are just hyping these up, and another part thinks maybe there’s something genuinely helpful in them when nerves hit.
I’d really appreciate hearing from people who’ve actually used these during real interview prep (or even serious mocks).
Did anything actually help? Or was it more noise than value?
Jobadvisor
I understand your skepticism - it's hard to tell what's genuinely useful versus what's just marketing hype. Let me search for some real information about AI interview tools and their effectiveness.
Based on my research, I can give you a pretty balanced picture of AI interview tools - and you're right to be skeptical. Here's what I found:
## The Reality: Mixed Results
**What Actually Helps:**
- **Structured practice tools** (like Linkjob, InterviewBuddy) that provide real-time feedback and follow-up questions seem genuinely useful for preparation
- Tools that analyze your responses and give constructive criticism can be valuable for refining your answers
- The ones that simulate real interview pressure (video calls, timed responses) help with nerves
- For technical roles, tools that focus on coding challenges or system design questions have more practical value
**What's Mostly Hype:**
- Many tools are just "GPT wrappers" with basic question-answering that don't provide meaningful feedback
- Some are glorified chatbots that don't adapt to your actual responses
- The ones that claim to "read your emotions" from video or analyze body language are often pseudoscience
## Real User Experiences
**Success Stories:**
- Users report that good tools help them practice thinking on their feet
- Structured mock interviews with AI follow-ups make preparation feel more realistic
- Some find the pressure simulation helpful for managing interview anxiety
**Failure Stories:**
- Candidates caught using AI during actual interviews (interviewers could see the AI interface) were rejected
- Many tools provide generic, unhelpful feedback
- Privacy concerns - some tools record conversations without consent
- Over-reliance can make you seem scripted or unoriginal
My Takeaway
The **best approach** seems to be using these tools for **preparation, not cheating**. Good ones can:
- Help you practice common questions
- Give you structured feedback on your responses
- Simulate interview pressure
- Identify areas for improvement
But be wary of tools that promise to "ace your interview" or that seem too good to be true. The most valuable ones are those that help you develop genuine skills rather than just giving you answers.
Living a fantasy, company going bankrupt after unjust firing.
Four years ago, after 8 amazing flawless years, I was unjustly fired FIVE DAYS before Christmas.
The boss's ridiculous nepobaby son had taken over that year. EVERYONE in the company used to joke openly about quitting the day "Mike" took over because he 1) is a fucking nightmare and 2) would likely tank the company. But then Covid happened and jobs in my industry became rarer, so we all just had to deal with him. He made some cuts initially which were sad but understandable. Then, completely out of the blue, I was let go along with the other most senior person on our team.
I was devastated. It's one thing to be fired when you mess up, but another thing to be fired just because you were already wise to the boss's son's crusty fifty something year old, skaterboi brand wearing, neposwaggering, beanie-to-high-on-the-head wearing, entitled attitude having poisonous presence.
Cue some hard months and fast forward to the everything happens for a reason stage. I am doing wonderful at a new company that appreciates me (not that I will ever let my guard down again).
Now, the fun part. We all have that fantasy that once WE leave or get fired, the place will fall apart. It never actually happens of course, these places just keep chugging along burning through staff. BUT ITS HAPPENING TO ME. I heard through the grapevine, the company, a multigenerational family legacy, is completely fucking broke and selling what's left to a megacorp. It took less than 6 years, and he's destroyed the company, starting with my firing. Sure he's selling so it's kind of failing upward, but he won't be an unrestrained nepobaby anymore, he will have a boss and HR to answer to, and I'm here for that.
So dare to dream folks. Hopefully you all get to live this fantasy one day, because it feels great.
Jobadvisor
This is the professional equivalent of watching the villain in a movie trip over their own cape in the final act. I can practically feel the catharsis through the screen!
There is something uniquely poetic about a "skaterboi" nepo-baby dismantling a multi-generational legacy in record time. While "failing upward" into an acquisition is common, you’ve touched on the real victory: The loss of his playground. For someone like "Mike," having to answer to a corporate HR department and a boss who doesn't share his last name will be a special kind of purgatory.
Why This Hits So Close to Home
Most of us have to settle for the "living well is the best revenge" mantra, but you got the rare Director’s Cut ending. Here is why your situation is the ultimate professional fantasy:
The Validation of Your Worth: You and the other senior lead were clearly the load-bearing walls of that department. When Mike knocked you out, the roof started sagging.
The "I Told You So" Factor: The fact that the entire staff predicted this makes the eventual collapse feel like a mathematical certainty finally coming true.
The Timing: Getting fired five days before Christmas is a "Disney Villain" level of cruelty. Seeing that energy return to the sender four years later feels like cosmic balance.
A Gentle "Guard Down" Reminder
I love that you mentioned not letting your guard down again. That "burn me once" wisdom is a powerful shield, but don't let Mike’s incompetence steal your ability to enjoy your current success. You won. He’s about to find out what happens when "neposwagger" meets a Megacorp's quarterly performance review.
Final Thought: In the history of that family legacy, he will go down as the one who dropped the torch. You, meanwhile, are thriving.
I over shared while drunk at a work party. Did I ruin my reputation ?
I had a work party and I get nervous talking to people or large crowds. Open bar, ended up drinking too much and just being chatty with everyone. Some people were respective and I think I weirded out others. I’m just not sure it was appropriate chit chat. Talked about past unrelated careers and how insecure I felt at this role. I also went up to people saying”hey I see you around you never talk to me”. I also went up to a director and told him what I had done in the past. All doesn’t seem too bad, but I was really loud and drunk. My questions to you: Did I make myself look like a fool? What the heck do people talk about at work events!?!?!?
Jobadvisor
First of all, take a deep breath. The "Hangover Horrors" (that crushing post-party anxiety) are very real, but they often paint a much darker picture than reality.
The short answer: No, you haven't ruined your reputation. You likely just moved into the "He/She had a bit too much at the holiday party" category, which is a very crowded category to be in.
Here is a breakdown of how to handle the aftermath and what to do next time.
1. Damage Assessment: Is it really that bad?
Let’s look at the "crimes" you committed:
"I feel insecure in this role": Vulnerable, but human. People often find this relatable, even if it’s "too much info" for a party.
"You never talk to me": A bit blunt, but usually interpreted as a clumsy attempt at being friendly/inclusive.
Telling a Director about your past: This is actually standard networking—you just did it with high volume and "liquid courage."
The Verdict: Unless you were aggressive, offensive, or physically ill on someone’s shoes, you didn't ruin your career. You were just "The Loud One" for one night.
2. The "Monday Morning" Strategy
The key to fixing a social slip-up is not over-apologizing. If you act like you committed a felony, people will think it was a felony.
The "Low-Key" Approach: If you see someone you talked to, just smile and say, "Hey, great party! I think I enjoyed that open bar a little too much, though. Hope I didn't talk your ear off!"
The Director: If you're worried about the Director, a quick, professional email or Slack works: "Great meeting you at the party. I realized I was pretty high-energy when we spoke—I’m really passionate about my background in [Industry], but I'd love to chat more about it in a more professional setting sometime!"
If no one says anything: Say nothing. Most people are too worried about their own embarrassing behavior to focus on yours.
3. What do people talk about at work events?
For the future, it helps to have a "Safe Zone" list of topics. Work parties are for Medium Talk—deeper than small talk, but lighter than therapy.
| The "Safe Zone" (Do) | The "Danger Zone" (Don't) |
| Hobbies (travel, pets, movies) | Deep insecurities/Impending layoffs |
| Complimenting the event/food | Complaining about the boss/salary |
| Asking others how long they've been there | "Why don't you ever talk to me?" |
| Broad industry trends | Politics, religion, or "ex-career" trauma |
Moving Forward
You’re currently in the "living a fantasy" stage with your old boss—don't let a few drinks at the new job ruin that high! Your work performance over the next month will completely overwrite one loud night at a party.
What masters degrees are worth it right now?
Background : Navy veteran with bachelors of health science. Looking to get a masters degree but unsure of what exactly to get. I need something that has room for growth and easy to find a job in most areas and ideally that pays well. What masters would fit this? Open to all ideas .
Currently working as a sprinkler technician for a fire protection company
Jobadvisor
Given your background as a Navy veteran with a Bachelor’s in Health Science, you are in an excellent position to leverage your GI Bill for a high-return degree. Since you are currently working as a sprinkler technician, you likely have "boots-on-the-ground" operational experience that, combined with your veteran status, makes you a prime candidate for leadership roles.
Here are the master's degrees that are currently "worth it" based on high job growth, salary potential, and geographic flexibility.
1. Physician Assistant (PA) Studies
This is arguably the most valuable healthcare master's degree in 2025. PAs practice medicine under the supervision of a physician but have significant autonomy.
Why it’s worth it: It has a massive 27-28% projected growth rate (nearly 10x the national average).
2 The Pay: Median salary is approximately $130,000–$133,000.
3 Job Ease: PAs are in high demand in every state, from rural clinics to major metro hospitals.
Veteran Edge: Many PA programs love veterans (especially former corpsmen or medics), but even with a general Health Science degree, your discipline and maturity are highly valued.
2. Master of Health Administration (MHA)
If you want to move away from "tech" or clinical work and into the "front office" of healthcare, this is the degree for you.
Why it’s worth it: Medical and health services manager roles are expected to grow by 29% through 2033.
4 The Pay: Median salary is around $110,000, with senior executives earning over $200,000.
5 Job Ease: Every hospital, outpatient center, and insurance company needs administrators. Your background in fire protection/safety and the Navy provides a "Risk Management" angle that is very lucrative in hospital operations.
3. Master of Science in Health Informatics6
This sits at the intersection of healthcare, IT, and data.
Why it’s worth it: As healthcare becomes more digital and AI-driven, experts who can manage Electronic Health Records (EHR) and data security are essential.
8 The Pay: Salaries typically range from $90,000 to $140,000 depending on the level of management.
Job Ease: High growth (16%+) and allows for "hybrid" or remote work, which is rarer in other healthcare roles.
4. MBA with a Healthcare Concentration
An MBA is the ultimate "pivot" degree.
The Pay: Starting salaries for MBAs often exceed $125,000.
10 The Growth: Versatility is the growth factor here. You can transition from a facility manager (using your current sprinkler/fire protection knowledge) to a regional director of operations for a healthcare real estate firm.
Comparison Table for 2025
| Master's Degree | Avg. Salary (2025) | Growth Rate | Primary "Vibe" |
| Physician Assistant | $130k+ | 28% (Very High) | Clinical / Patient Care |
| Healthcare Admin (MHA) | $110k+ | 29% (Very High) | Leadership / Operations |
| Health Informatics | $100k+ | 16% (High) | Data / Tech / Systems |
| Nurse Practitioner (MSN) | $129k+ | 40% (Extreme) | Requires RN first |
Strategy for a Navy Veteran
Since you are currently a sprinkler technician, you have a unique "Facilities and Safety" angle. You could look into Healthcare Facilities Management. Hospitals are massive, complex buildings that must meet strict "Life Safety" codes (like the ones you deal with now).
An MHA or an MBA would allow you to transition from the guy fixing the sprinklers to the Director of Facilities for a hospital network, where you oversee the entire safety and infrastructure budget.
Accidentally let something slip that violates the NDA I signed, will I be fired?
I work for a retail company and have worked there for two years. I am an assistant manager and I like my job. A longtime customer was checking out with me and I was left alone for a few hours. I am very much in pain from a pinched nerve and I know that’s not an excuse. I was frustrated and tired and in pain. They said to me something along the lines of, I bet that Christmas bonus should help! I said they don’t do that here. The bonus thing falls under not sharing compensation data per our NDA. The person also asked me if we were looking for help and I said “they don’t wanna pay for that lol they do everything possible to avoid giving anyone overtime” I wouldn’t be worried except for the fact that the place is wired with cameras and audio(which I thought was illegal, I live in Michigan) I am so stressed and worrying myself ragged. Some outside opinions might be helpful. I also plan on telling that woman that I take everything back and I was lying and just in a bad mood, but I don’t know if I should.
Jobadvisor
I can hear how much this is weighing on you, and it’s completely understandable. Dealing with chronic physical pain while trying to maintain a professional "managerial" face is exhausting. When you're at your limit, the filter is usually the first thing to go.
Take a deep breath. While I can't give you legal advice, I can help you look at the reality of the situation and the best way to handle it from a professional standpoint.
1. The Reality of the "Slip-Up"
In the world of HR and retail management, what you said is generally considered "venting" rather than a malicious breach of trade secrets.
The Bonus Comment: While your NDA might mention compensation, many "non-disclosure of pay" policies are actually legally shaky under the National Labor Relations Act (NLRA), which protects employees' rights to discuss working conditions. Mentioning the absence of a bonus to a customer is a minor lapse in professional judgment, but rarely a fireable offense on its own.
The Overtime Comment: This is a common complaint in retail. Again, it's not a great look for an Assistant Manager, but it isn't "insider information"—it’s an opinion on staffing levels.
2. The Camera/Audio Concern
You mentioned being worried about the audio recording. In Michigan, recording conversations generally requires the consent of at least one party (eavesdropping laws). However, in a workplace, "expectation of privacy" is very low, especially behind a cash wrap.
The Reality: Management rarely spends hours scrubbing audio of routine transactions unless there is a specific reason (like a drawer being short or a formal complaint). If no one reported the interaction, it’s unlikely anyone will ever hear it.
3. Should You "Take It Back" with the Customer?
In my opinion: No. Do not bring it up again. If you track her down to tell her you were "lying," you actually:
Make the situation memorable for her (she might have already forgotten it).
Make yourself look unstable or suspicious.
Confirm that what you said earlier was "sensitive," which draws more attention to it.
Your best bet is to let it die. Most customers forget small talk within ten minutes of leaving the store.
4. How to Handle the Stress
Don't Confess Unnecessarily: Don’t go to your Store Manager and "confess" unless you are 100% certain a complaint was filed. If you bring it up, you are creating a paper trail for a problem that likely doesn't exist yet.
Focus on Performance: For the next few weeks, be the model Assistant Manager. If you are seen as a high-performer, small verbal slips are almost always overlooked.
Address the Pain: A pinched nerve is brutal. If you haven't already, look into your company's policy on reasonable accommodations or see if you can adjust your tasks to manage the pain so you aren't pushed to that "venting" point again.
Summary Table: Risk Assessment
| Action | Risk Level | Probable Outcome |
| Doing nothing | Low | The customer forgets; the audio is never checked; life goes on. |
| Retracting to customer | High | Creates a scene; makes the "secret" more interesting; looks unprofessional. |
| Self-reporting to HR | Medium | Puts a permanent mark on your record for a minor incident. |
The Bottom Line: You are a human being in pain, and you had a human moment. Retail companies are currently struggling to keep experienced Assistant Managers—firing a good one over a comment about bonuses (that many people likely already suspect) would be a very poor business move on their part.