The most common question we get about AI Interview isn’t about pricing or compliance. It’s this: “What does the candidate actually experience?”

Here’s what an AI Interview conversation looks like, start to finish.

How an AI Interview Actually Works

After a candidate applies, they get a text or email inviting them to complete an AI interview. The invitation carries your company’s branding and messaging, confirms the interview is voice-based, and tells them they can complete it whenever it works for them.

Once they start, the welcome screen is branded to your company too, including your messaging and an optional welcome video. Candidates know exactly whose interview they’re taking before they answer a single question.

Most candidates finish within 24 to 48 hours of getting the invitation, and many complete it at night or on weekends, hours when a human recruiter isn’t available to take the call.

What Questions Will The AI Interviewer Ask?

The interview opens with a brief introduction and format overview, then gives the candidate a moment to settle in. From there, it asks the questions you’ve configured for the role and follows up with deeper questions when needed, making sure everything you want answered gets answered.

Questions fall into three types: informational, behavioral, and assessment.

For a service technician role in an automotive dealership, that might look like:

• “Tell me about your experience with diesel engine diagnostics.”
• “Walk me through how you handle a situation where a repair takes longer than estimated. How do you communicate that to the service advisor and the customer?”
• “What certifications do you currently hold, and which ones are you working toward?”

The candidate answers in their own words, at their own pace. The AI listens and asks natural follow-up questions when the answer calls for it. If a candidate says “I have my ASE certifications,” the AI follows up with “Which ASE certifications have you completed?”

What Happens After the Interview?

When it’s done, you receive a scored transcript. Each candidate is rated on the competencies you defined: technical experience, communication clarity, certification level, availability, and culture-fit indicators. If the score doesn’t match your read of the candidate, you can override it. You can read the transcript, listen to the audio, and compare candidates side by side, all in less time than it takes to schedule one phone screen.

What is the Experience Like from a Candidate Perspective?

Most candidates value the flexibility AI interviews provide. Finishing an interview at 9pm after a shift beats waiting around for a recruiter to call during business hours. Candidates consistently describe the process as fair: everyone gets the same questions, evaluated against the same criteria, which is the same standard we outline in our guide to building a stellar candidate experience.

The data backs it up. Completion rates for AI interviews are comparable to phone screen show rates, and candidate satisfaction scores consistently land above 4 out of 5.

How Are Accommodations Handled?

Not every candidate can complete a voice interview the same way. Some candidates may be deaf or hard of hearing. Some may need more processing time. Some could be screen reader users on a device the interview experience wasn’t built for.

The answer isn’t making these candidates fight for an exception. It’s designing for them from the start.

Hireology’s AI Interview builds an accommodation request flow directly into the candidate experience. On the invitation and on the interview entry screen, candidates see a clear option: “Need an accommodation to complete this interview? Request one here.” The request routes straight to your recruiter, with an audit trail you can produce for any ADA or compliance review.

When a candidate requests one, your team has alternative formats ready to go: a written or text-based version of the same structured interview questions, extended time, a live phone screen using the same script, or an in-person structured interview scored against the same rubric. The rubric doesn’t change. Only the delivery does, so every candidate is evaluated on the same criteria.

This isn’t just good practice. The ADA requires reasonable accommodations in the application process, and state laws, including New York’s AEDT regulations and California’s draft FEHA AI rules, increasingly require employers to offer alternatives when AI plays a role in hiring decisions. Building the alternative format into the workflow, instead of bolting it on after a candidate complains, keeps you ahead of the regulation and open to the widest possible candidate pool.

AI interviews are already how a lot of your candidates want to interview: on their own time, without waiting for a callback. The employers who get this right treat it as a real interview, not a shortcut, with questions that matter and scoring that’s fair.

Learn more about Hireology’s AI capabilities.