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AI is becoming more embedded across recruiting tools, but there is a meaningful difference between AI that automates workflows behind the scenes and AI that talks directly to candidates. When AI conducts the conversation, the stakes are higher; the first interaction shapes how candidates perceive the employer and the role. That is why many talent acquisition teams remain cautious about AI interviews, even as they adopt AI everywhere else. A growing number of enterprises are now running AI interviews at scale in high-volume hiring, and the data coming back on candidate experience and quality of hire improvements is difficult to ignore.
So what does that evidence show, and what should it mean for how the industry thinks about AI in hiring?
My guest this week is Dave Vu, Co-Founder and COO of Ribbon, who spent 15 years in talent and people leadership before co-founding the AI interview platform. In our conversation, Dave shares what enterprises are reporting from deploying AI interviews across thousands of candidates, how those candidates are responding, and what this could mean for the future of hiring.
In the interview, we discuss:
The shift from AI experimentation to enterprise deployment
The difference between back-office AI and candidate-facing AI
Moving from chatbots to natural conversations
The impact on the candidate experience
Building candidate trust and AI interviewing
Improving speed, efficiency and quality of hire
Detecting cheating and protecting interview integrity
How will AI interviewing evolve over the next few years
