The Complete AI Interview Guide: What Actually Works in 2025

Last month, one of my friends got rejected from a job because of AI.

I wish I could say that was unusual. But it’s not. He took an AI interview that didn’t give him time to actually talk about his 15 years of experience in engineering, constantly interrupting him.

At the same time, I know multiple HR teams that admit privately they are having trouble telling who to hire because candidates keep cheating at interviews.

Nobody is happy, and interviews are at the heart of the problem.

We're in a hiring arms race where everyone's using the same weapons, and everybody's losing.

I've coached dozens of people through job applications in the age of AI—from new grads to senior directors. I've sat across from C-suite executives planning AI-integrated roles, trying to figure out what skills actually matter anymore. I've spent dozens of hours with HR teams who went from confidently screening candidates to admitting they have no idea who's real and who's reading from a screen.

The problem is catastrophically multi-sided.

After months of watching this disaster unfold from every angle, I did what I should have done earlier: I put together my notes from conversations with everyone, dug into every tool on the market, and started exploring what prompts really worked.

But beyond the prep and the notes, I was looking for something deeper—what philosophy of hiring and interviewing actually elevates human signal in an age when we’re all drowning in artificial noise?

What approach to interviewing actually fights the dehumanizing aspects of AI, but takes full advantage of AI as a prep guide?

The pattern that emerged isn't what the vendors are selling or what the thought leaders are preaching. The winners aren't those avoiding AI or those using it most cleverly. They're the ones who've figured out that the game has fundamentally changed—and they're playing by new rules.

What You'll Learn

For Candidates:

• Why the new STAR-C interview method beats perfect STAR stories every time

• The hard truth about which tools help and which are fakers

• 9 real in-depth AI prompts that actually prepare you for modern interviews

  • 4 prompts to help you develop a killer interview prep routine

  • 3 prompts to help you see how interviewers assess you—practice cheat codes!

  • 2 prompts to help you develop the language to talk about your AI usage well

• How to prepare for case studies that highlight YOUR judgement, not AI’s

• When and where to use AI to win

• A handy interview prep sheet you can print out and stick by the desk

For Hiring Managers:

• The 3-tier AI Fluency Assessment that evaluates what actually matters

• How to design interviews that reward genuine problem-solving over hidden AI assistance

• Why your detection tools don't work and what to do instead

• Case studies showing why great metrics can hide terrible hiring

• A hiring manager prep sheet with key principles and tips for interviews

My goal is deeply practical: I want to help unstick the hiring impasse.

I want to help you get a job in this market.

I want to help you interview better if you are hiring.

I want you to find ways to get the signal of human talent out there so people find their best roles, and companies can find talent that’s really passionate to solve problems that matter.

The game has changed, but my conversations have convinced me that human judgment hasn't become less valuable—it's become the whole game. The question isn't whether you use AI. It's whether you can prove you're still thinking.

Let me show you how.