As artificial intelligence continues to evolve, it is reshaping how companies conduct job interviews, particularly in the tech industry.
However, some candidates are using AI tools to gain an unfair advantage, forcing recruiters to rethink their hiring strategies.
One such case is that of Chungin “Roy” Lee, a 21-year-old Columbia University student who developed a startup, Interview Coder, to help candidates use AI to cheat in virtual interviews. This controversial move has sparked debates on the ethics of AI-assisted job applications.
AI’s Role in Virtual Interviews
With the rise of remote work and online hiring post-pandemic, virtual job interviews have become the norm.
Many companies, including Google, Amazon, and Meta, rely on AI-driven assessments to filter through thousands of applicants. However, AI tools such as OpenAI’s ChatGPT and other coding assistants have enabled candidates to receive real-time answers during interviews.
Lee argues that AI is already a core part of software development, making traditional coding interviews obsolete. “Everyone programs with the help of AI now,” he stated.
His startup provides software that helps engineers pass technical interviews effortlessly, raising concerns about fairness in hiring.
How AI-Assisted Cheating Works
Tools like Interview Coder operate discreetly, analyzing interview questions and generating optimal responses within seconds. These services bypass detection mechanisms, making it difficult for interviewers to identify AI-assisted candidates.
Hiring managers have noted telltale signs, such as unnatural pauses, wandering eye movements, and overly polished responses.
Recruiters have voiced frustrations online, with some reporting that over 50% of applicants use AI to enhance their answers. To counter this, some companies are considering returning to in-person interviews.
Tech Companies Respond
Google CEO Sundar Pichai addressed the issue in a recent town hall, acknowledging that AI cheating is a growing concern. While virtual interviews speed up hiring by about two weeks, companies are now evaluating hybrid models that include in-person assessments.
Other organizations have already taken action. Deloitte reinstated in-person interviews for its U.K. graduate program, while AI firm Anthropic explicitly prohibits AI-assisted applications. Amazon now requires candidates to sign agreements stating they will not use unauthorized tools during interviews.
The Debate Over Leetcode and Traditional Interviews
A significant frustration among job seekers is the reliance on Leetcode-style coding challenges, which test algorithmic problem-solving skills rather than real-world engineering abilities.
Lee, who spent over 600 hours preparing for such interviews, decided to create Interview Coder as a workaround. “It made me miserable,” he admitted.
Other platforms, like Leetcode Wizard, share similar sentiments, advocating for AI tools to help applicants navigate what they consider an outdated system. Critics argue that AI usage should be embraced, just as calculators are allowed in standardized testing.
The Future of AI in Hiring
Despite the ethical concerns, AI-driven hiring is here to stay. According to an October survey by ResumeBuilder.com, 50% of companies already use AI in recruitment, and that number is expected to rise to 68% by the end of 2025.
Lee, now moving to San Francisco to expand his business, remains defiant. “If companies fail to adapt to AI, that’s on them,” he said.
As companies and job seekers continue to navigate this evolving landscape, the future of hiring will likely be shaped by how well businesses integrate AI without compromising integrity.
