An “AI coding interview” can mean an AI asks the questions, software analyzes or scores your answers, or you use an AI coding assistant during the assessment. Those are different arrangements. Confirm which one the employer means, what tools are permitted at each stage, and how your work will be evaluated.
What “AI coding interview” can mean
Before comparing the experience with a human interview, identify what role AI actually plays. A system that asks questions is not the same as one that scores answers, and neither necessarily means you may use an AI coding assistant.
An AI interviewer
An AI agent conducts some or all of the conversation, for example by asking questions through a voice interface. A 2026 field experiment studied AI voice agents interviewing general job applicants; it did not examine coding interviews specifically. Read the study.
AI analysis or scoring
Software may process interview answers or other signals to produce scores or recommendations. That does not by itself establish that the system makes the hiring decision. Candidates may need the employer to explain what information is used, what criteria apply, and how much the system’s output affects the decision. UK government guidance and Canada’s Public Service Commission guidance discuss these transparency concerns.
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AI-assisted coding
Here, the candidate uses an AI coding assistant while completing a task. Employers may allow this in one format and prohibit it in another, so do not infer permission from the interview being described as “AI-enabled.” OpenAI notes that assessment formats and AI rules vary by team and interview. OpenAI’s interview guide.
How the formats can differ
The label alone does not tell you whether you will have a live conversation, receive follow-up questions, or be allowed to use tools. Ask about the specific interview stage. A structured human interview is also not necessarily an informal exchange: the U.S. Office of Personnel Management describes structured interviews as using predetermined questions and a common rating scale to assess job-related competencies through past or hypothetical behavior. OPM guidance.
| What to compare | Human interviewer | AI-enabled format |
|---|---|---|
| Who asks questions? | A person conducts the interview; in a structured format, questions may be predetermined. | An AI agent may ask questions, or software may analyze answers given to a person. Confirm which applies. |
| Clarification and follow-up | A live interviewer may ask follow-ups or respond to a clarification request; the degree of interaction depends on the format. | Interaction depends on the system and setup. Ask whether you can clarify a prompt or speak with a person if something goes wrong. |
| Use of AI tools by the candidate | Permission depends on the employer’s rules and interview stage. | Being interviewed or evaluated with AI does not automatically permit use of an AI coding assistant. |
| Evaluation | A person may evaluate your answers; structured interviews can use a common rating scale. | Software may analyze or score responses, but a human may still review them or make the hiring decision. Ask how outputs are used. |
| Feedback or explanation | Ask what feedback, if any, candidates receive. | Ask whether the employer can explain the system’s role, criteria, and effect on the decision. |
| Accommodation or concern route | Ask the recruiter how to request an accommodation or raise a concern. | Ask in advance how to request an accommodation and how to flag a technical or evaluation concern. |
What to expect from a coding assessment
Formats vary by role and stage
Skills-based assessments can include pair coding, take-home projects, or technical tests. A live coding conversation may let you talk through choices with an interviewer; an asynchronous assessment may provide fewer opportunities for immediate clarification. Confirm the actual format rather than assuming every technical interview is a live algorithm exercise. OpenAI’s guide lists these as possible assessment formats.
Tool rules are stage-specific
Some assessments allow AI assistance; others are designed to evaluate independent problem-solving. LinkedIn advises candidates not to use AI during a live interview unless the recruiter has clearly authorized it. LinkedIn’s guidance. Anthropic encourages using AI to research and practice, but says not to use it during an assessment unless explicitly permitted. Anthropic’s candidate guidance.
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Be ready to explain your work
Prepare to discuss how you approached a problem, why you chose one solution over another, and what trade-offs you considered. LinkedIn says candidates should be ready to discuss information they share and completed assessments, including their reasoning. LinkedIn’s guidance. Whether or not tools are allowed, be able to account for the work you submit.
Questions to ask the recruiter
Ask for practical details before the assessment begins. These questions clarify the format without presuming that the employer uses AI in a particular way:
- Is this stage live with an interviewer, asynchronous, or conducted by an AI agent?
- Will software analyze or score my answers, code, or other information? If so, how does that output affect the decision?
- May I use an AI coding assistant, documentation, or other tools during this specific stage?
- What skills or competencies will be assessed, and what should I expect to explain?
- How can I request an accommodation, or report a technical problem or concern about the evaluation?
OpenAI describes its goal as understanding how candidates think, but the exact assessment and permitted tools vary. OpenAI’s interview guide. Preparation is distinct from use during the assessment: practicing with AI beforehand does not imply permission to use it during the interview. Anthropic’s guidance.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Fairness, accessibility, and transparency
Using AI does not automatically make an interview more objective or fair. UK government guidance highlights accessibility risks, including transcription systems that may disadvantage people with regional accents, non-native English speakers, or speech impediments. It also gives text-to-speech support for a visually impaired applicant using a chatbot as an example of a reasonable adjustment. UK government guidance.
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One 2026 natural field experiment involving 70,000 general job applicants reported that applicants interviewed by AI voice agents were 12% more likely to receive job offers than applicants interviewed by human recruiters. In that study, human recruiters evaluated the interviews and made hiring decisions. The result is about general job interviews, not coding interviews, and does not establish that AI interviews are universally better. Read the study.
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