What Coaches Need to Know About AI Asynchronous Interviews

The hopeful candidate is dressed for success in a suit and tie. He smiles at the camera, takes a calming breath, and clicks his laptop keyboard to start the interview. Within seconds, the mechanical voice of the interviewer glitches, repeating one phrase over and over. The candidate sits helplessly by, watching his opportunity dissolve in real time.

This viral social media clip reflects a growing trend: AI interview platforms like HireVue, myInterview, Talocity and Jobma are transforming the hiring process.  They use AI to conduct one-way interviews, score the recorded interviews, and provide insights to help companies see past ChatGPT-enhanced resumes.  According to a 2024 survey by Resume Builder,  48% of Fortune 500 companies are already using asynchronous and AI-assessed interviews in hiring.  A 2025 TestGorilla survey reported that 21% of employers in the US and UK now use generative AI tools during initial candidate interviews. Requiring candidates to complete an asynchronous interview is quickly becoming a routine part of a fully automated screening process.

In 2022, I began to see an increase in clients required to complete one-way interviews. Over the following years, many of those systems started to incorporate generative AI to score those interviews. My clients wanted to know what to expect, how to prepare, and how to ensure they “scored” well. I made it my mission to learn more – researching the platforms, booking demos, and interrogating any colleagues, friends or recruiters I knew who used the tools.

As with any interview, candidates need to be able to clearly articulate the value they bring to the role and their fit for the team. There are, however, additional considerations that are important  for these types of interviews. Here are five coaching adaptations I may make for clients preparing for AI-assessed asynchronous interviews:

1. Just as ATS systems must accurately read every detail on a resume for the information to register, AI interview scoring systems must clearly hear everything a candidate says to evaluate it. I am more inclined to give feedback on vocal mechanics for these types of interviews; clarity, pace and diction really matter.
2. Also like an ATS, the AI scans interview transcriptions for keywords. I help clients identify important phrases, and coach them on strategies to integrate those words and phrases naturally into their responses.
3. The interview platforms are highly customizable. Companies choose hiring priorities, interview questions and time limits per answer. Some companies allow retakes; others don’t. I encourage my clients to time their answers carefully when practicing and prepare to have only one attempt.
4. Likability is still important. Our natural inclination to energy match in conversations can result in low energy and robotic-sounding responses when speaking with a robot. I may offer recommendations to keep the voice energized and engaged: stand up, smile, practice speaking with an animated tone. It can help to visualize a specific person and imagine talking to them.
5. I remind clients that once they make it through the automated system, a human will ultimately watch their recorded interview. Authenticity becomes a critical differentiator. It’s important to practice, but it’s also important to keep it real: speak conversationally, avoid the temptation to read notes, and make eye contact with your device’s camera.

AI-scored asynchronous interviews are gaining traction in many industries — notably technology, finance, healthcare, education, retail and hospitality. This trend has implications that will impact how we coach clients. Nuances among platforms and scoring rubrics will drive changes to interview preparation strategies. Clients have questions about data privacy and bias that we need to address, and the relevant laws vary by state. Interview coaches who invest the time to understand the mechanics, ethics and issues involved can give their clients accurate and data-based guidance.

In the high-stakes competition of a job interview, clients count on us to set them up for success no matter who – or what –  is on the other side. Jobseekers may interview with AI, but they are still hired by a human.  As interview coaches, we are perfectly positioned to help them prepare for both challenges: satisfying the algorithm and connecting with the human reviewing the results.