A one-way video interview feels like a test with no examiner, which is close to the truth. Greenhouse’s candidate AI interview report, published 29 April 2026, asked job seekers in the United States, the United Kingdom, Ireland, Germany, and Australia. In the United States, 63 percent said they had been through an AI interview. Seventy percent of people who had one said it was not clearly disclosed beforehand. Thirty-eight percent had withdrawn from a process over an AI interview. Among people who completed one, 51 percent never got an outcome. Forty-six percent wanted the option of a human interview.
Those shares describe job seekers across several countries, with the 63 percent called out for the United States. Students are in the figure only to the extent the survey included them. Use them as a map of a process you may meet. Do not use 63 percent as the chance that your next screen is automated. Employers differ, and a campus process can still be a person in a classroom.
The disclosure figure is the one to act on before you are in the chair. If an invitation does not say whether a person will watch you live, ask. A short question, “Will this be a live interviewer or a recorded screen?”, keeps you from discovering the format when the timer starts. Seventy percent saying disclosure was unclear means you should expect the email to be vague. The question is how you remove the vagueness for yourself.
What students report from the recording
A student on r/csMajors described a one-way video interview they called their worst. Another thread on the same forum, about how those interviews are evaluated, collected guesses about scoring. Treat both as anecdotes. Nobody in a public thread can see the employer’s rubric. What you can take from them is the feeling students name: a timer, a prompt, no face, and no chance to ask what the question meant.
Prepare for that shape. Sit at a desk. Record yourself on a laptop camera answering one question from a posting you pinned. Play it back once. You will hear a preamble you do not need. Cut it. Answer again in ninety seconds: the situation, what you did, what changed. Stop. A recorded screen rewards a finished example more than it rewards charm, because charm has no one to land on.
Do not read a script on screen. A script looks like a script when your eyes move. Do put the three beats on a card below the camera if the instructions allow notes. If the instructions forbid notes, learn the three beats. The Greenhouse report does not test study tactics. The 51 percent who completed an AI interview and never heard an outcome is the reason to spend one evening on this and then return to other applications. A perfect recording that vanishes into silence is still one row on your tracker.
What you can ask, and what you should not pretend
You can ask whether a human reviews the recording. Forty-six percent of respondents wanted a human option. Wanting one does not create one. If the employer says a person reviews it, believe them until you have a reason not to. If they will not say, decide whether the role is worth a recording. Thirty-eight percent withdrew over an AI interview. Withdrawal is a legitimate choice when the format conflicts with a disability, a language setup, or a simple limit on how many silent processes you will feed. It is a costly choice when this is the only screen you have this month. Write the trade down. Then choose.
Ask what the recording will be used for, and how long it is kept, if you are uncomfortable and the invitation has a contact. You may get a policy link. You may get silence. Silence is data. Put the date you asked on the tracker.
Do not invent “research” that claims AI interviews are illegal, biased in a specific percentage, or always unscored by humans. This report does not say that. It says how candidates experienced the process, including unclear disclosure and missing outcomes. Your preparation is ordinary: one example, a short answer, a camera at eye level, a quiet room.
A rehearsal that fits in an hour
Pick the posting. Circle two skills. For each skill, choose a true example from class, work, or a project you finished. Set a timer for ninety seconds. Record. Watch only the first twenty seconds and the last ten. If you have not named the result by the end, record once more. Save the file if you want to see progress. You do not need to send it to anyone.
Write the questions you wish you could have asked, and save them for a later round with a person. A recorded screen often will not let you ask them. A final round might. The questions are still worth having, because 46 percent of these job seekers wanted a human in the loop and you may get one later in the same process.
If the invitation arrives with a deadline tonight, do the rehearsal once and then record the real one. More than two full rehearsals in a panic tend to flatten your voice into the script you were trying to avoid. One clean pass is the goal.
How Flightpath helps
The applications tracker holds the interview date and the format, in words you type, so “recorded” and “live” do not blur. Pin the posting first. The gaps against facts you confirmed are the skills you should turn into the ninety-second example. The weekly check-in shows the interview before it becomes a surprise on the calendar. A Calendar connection can hold the deadline.
Flightpath does not sit the interview for you and does not generate a persona. You practice from work you confirmed. A draft of a question about the format waits until you approve it. Nothing is sent on its own. A role you cannot take stays labeled. Greenhouse’s percentages stay in the April 2026 report. The rehearsal stays at your desk.