Braintrust’s Post

Grady Gardner Braintrust forgetting about candidate experience and messaging is not quite right here. AI interviews shouldn't only benefit recruiters or ATS systems. Candidates will always try to find easiest/fastest way to apply to a specific job or multiple jobs, especially industries with high turn over rates and they are going to use AI for it. "let candidates tell their story" is unreal when candidates already trying to save time on application process with various tools and use AI to cheat during interviews. And honestly most candidates don't tell their story even with human.

🎯 Recruiting today feels like finding a needle in a haystack… while blindfolded… and the haystack is on fire. 🔥 With resumes piling up and candidates ghosting like it’s their part-time job, recruitment has become its own kind of adventure. But here’s a question: What if your team could save hours by automating parts of the interview process? Imagine: ✅ Consistent questions for every role. ✅ Less time wrangling tools, more time talking to great candidates. ✅ Candidates who feel seen, not stuck in a resume black hole. That’s exactly what we built with Braintrust AIR, an AI interviewer that makes hiring smoother, faster, and more human. Curious to see it in action? Test it out—link in the comments!

Recruiting and sourcing pros, I need your take on this. Recently, during an initial screen, I noticed something that is becoming more common: in the reflection of a candidate’s glasses, I could see AI-generated prompts helping them answer my questions. 🤯 While I understand the value of tools like AI notetakers or live transcription software for candidates needing assistance, many of these tools are creating misleading representations of candidates' skills and capabilities. This often leads to costly issues later in the hiring process—or worse, after they’re hired. This raises a big question for us as recruiters: How can we maintain integrity in the hiring process while leveraging the benefits of technology? I’m curious—what strategies or tools are you using to address these scenarios? Are there innovative ways you’ve found to spot AI involvement during interviews? Share your insights and experiences below! 👇

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AI is doubling job apps, making resumes flawless—but not candidates. Using interview tech could be key to smarter hiring and fewer false positives.

AI is doubling job apps, making resumes flawless—but not candidates. Using interview tech could be key to smarter hiring and fewer false positives.

AI is doubling job apps, making resumes flawless—but not candidates. Using interview tech could be key to smarter hiring and fewer false positives.

Don't let the best Interviewer, outshine the best Candidate for the job. It's a common trap - hiring the best presentation, not the best performer. How often does the candidate who impresses in the interview get the job—only to underdeliver? Just because someone applies for a job, has a specific skill set, and agrees to a salary doesn't mean they'll be a great hire. It is crazy that most companies are trying to automate this. Often relying on automated systems and AI, thinking technology will solve everything. But here's the thing. AI can't magically detect who will be a top performer. So, what's the solution? Start Over. Starting over starts by understanding what it takes to be a great hire. Then working backward to figure out what it takes to find, interview, and hire these people. Would you rather hire someone with all the skills and a fancy resume? Or someone who can deliver results? It's not about finding the best talker; it's about finding the best “I get stuff done!”

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