Why Are Job Interviews Getting Harder in the Age of AI?

In theory, AI should make hiring easier. Candidates are more prepared, recruiters have smarter filters, and everyone has access to more data. But in practice? Interviews \x97 especially for roles in big tech \x97 feel harder than ever.

From algorithm-heavy coding screens to behavioral evaluations that feel like therapy sessions, candidates are expected to do more, faster, and with fewer mistakes.

So what\x92s really going on? Let\x92s unpack why interviews are getting more intense \x97 and how AI plays both the hero and the villain in this shift.

1. The Bar Is Rising Because Everyone Has Help

Thanks to AI tools like GitHub Copilot, ChatGPT, and resume optimizers, candidates now walk into interviews with significantly more prep:

• Auto-generated Leetcode solutions
• Mock behavioral scripts
• Tailored resumes for each job

That means everyone's baseline is higher \x97 and companies are adjusting accordingly. What used to be impressive is now just expected.

If 100 applicants can all solve a medium Leetcode problem in 20 minutes, the hiring manager needs something more to tell them apart.

2. Big Tech Companies Are Competing for Fewer Roles

Layoffs, slower headcount growth, and internal mobility have shrunk external hiring at major firms like Google, Meta, Amazon, and Microsoft. But the number of applicants? Still sky-high.

To manage volume, companies use:

• Automated resume screeners
• Multi-stage interview funnels
• Take-home assignments
• Technical phone screens
• Final panel interviews with up to 5 rounds

What used to be 2 interviews is now often 4\x966. And with so many candidates, recruiters have little room for \x93potential.\x94 They want readiness.

3. Interview Content Is Getting Broader (Not Just Harder)

It\x92s not just that the questions are harder \x97 the range of skills being tested is broader.

For example:

• Entry-level candidates now need to know system design basics
• Mid-level engineers are expected to speak to team leadership, product sense, and cross-functional collaboration
• Senior candidates often face real-time debugging or design trade-off discussions on top of behavioral rounds

And it\x92s not limited to engineers. PMs, designers, data scientists \x97 they\x92re all expected to bring storytelling, strategy, and cross-domain awareness into their interviews.

4. Real-Time Pressure Is Increasing

Coding interviews have shifted from paper to screen share. And while this enables better collaboration, it also ramps up pressure:

• You\x92re expected to write perfect code while being watched
• You have to verbalize your thinking
• You can\x92t rely on AI tools unless you're incredibly discreet

This is where a coding interview copilot becomes especially relevant \x97 not to simulate the interview, but to help you explain your thought process in real time. During live technical rounds, especially in big tech, you're often expected to talk through your logic while coding. A copilot that can help you articulate edge cases, explain time and space complexity, or rephrase your approach on the fly can be the difference between a good answer and a great one.

5. AI Bias Is a Hidden Obstacle

While AI helps recruiters sort applications, it also introduces new forms of bias. Keyword-matching tools can filter out strong candidates who don\x92t mirror the job description perfectly. Language models may unintentionally reward overly optimized resumes that look good to an algorithm but lack substance.

The result? Candidates now spend extra time tailoring their resumes and LinkedIn profiles just to pass a machine.

6. Soft Skills Are Under a Microscope

As AI takes over hard skill assessments, human evaluators are doubling down on soft skills:

• Communication
• Adaptability
• Empathy
• Product intuition
• Decision-making under pressure

Ironically, as AI handles more "mechanical" tasks, the human side of interviewing is becoming more important \x97 and more scrutinized.

7. Behavioral Interviews Are No Longer Easy

Behavioral rounds used to feel like a breather between tech screens. Not anymore.

Now, you're expected to:

• Follow frameworks (STAR, PAR, etc.)
• Demonstrate reflection and self-awareness
• Provide metrics
• Link back to company values

For big tech companies, internal rubrics score candidates on collaboration, ownership, conflict resolution, and more. These are no longer \x93chill\x94 interviews \x97 they\x92re structured evaluations with real weight.

8. The Fear of Being Replaced Adds Psychological Pressure

Let\x92s be honest: part of the reason interviews feel harder is psychological.

Job seekers in 2025 are:

• Competing with AI automation
• Watching layoffs across industries
• Applying for roles with vague expectations

In this climate, the pressure to be perfect during interviews is immense \x97 and that anxiety makes the process feel even more demanding.

Final Thoughts: Adapt, Don\x92t Panic

Yes, interviews are getting harder. But that doesn\x92t mean they\x92re impossible. The candidates who do best aren\x92t always the smartest \x97 they\x92re the ones who:

• Practice consistently, especially under real-time pressure
• Understand the interview process and where tools like AI can help (and where they can\x92t)
• Prepare across domains \x97 technical, behavioral, product, and communication
• Simulate realistic conditions, rather than just memorize solutions

AI may have raised the bar, but it also provides new ways to meet it. The key is to use it thoughtfully \x97 not as a crutch, but as a coach.