3 AI Interviewing Myths Debunked by JobTwine’s Founder

This piece is adapted from a podcast episode on the RecTech Podcast, featuring a conversation between Vikrant Mahajan, Founder and CEO of JobTwine and Chris Russell Managing Director of RecTech Media.

AI interviewing tools are gaining real traction, but they're still met with skepticism and sometimes outright fear from the recruiters expected to use them. We have heard the objections firsthand, from conference floors to sales calls. Here are the most common myths we encounter, and how we respond to them.

Myth 1: AI Interviews Will Replace the Recruiter

This is the single biggest misconception in the market. The fear is understandable, when a tool can screen candidates, ask probing follow-up questions, and generate a scorecard automatically, it's easy to see why a recruiter might feel replaceable.

But the intent behind these platforms is different: an ai recruiter is meant to function as an enabler, not a decision-maker. Recruiters are already overwhelmed by a flood of resumes that look increasingly polished on paper, making it harder to tell which candidates are genuinely qualified. The AI's job is to build the top of the funnel, verifying that a candidate's claims match reality, so the recruiter can focus their limited time on judgment calls that actually require a human.

Myth 2: AI Interviews Will Scare Away Top Talent

There is a narrative circulating that using AI in the hiring process signals a lack of care or seriousness to candidates, potentially driving away the best applicants. Our response is that this concern often overlooks the reality recruiters are already living with: it's simply not possible to give every applicant a fair, thorough conversation using human interviewers alone. AI interview platform adoption exists precisely because teams want to give every candidate a real shot, not because they want to cut corners.

There's also a practical benefit candidates rarely consider — round-the-clock availability. Frontline and healthcare candidates often need to interview outside standard business hours, something an always-available AI interviewer can accommodate in a way a 9-to-5 recruiting team cannot.

Myth #3: AI Can't Really Assess Candidates the Way a Human Can

This objection is less about ethics and more about capability, a doubt that an AI system can meaningfully replicate human judgment in a conversation. We frame this as more of a fear of the unknown than a grounded concern. In practice, for highly technical roles, AI interviewers can sometimes probe candidates more effectively than a generalist recruiter, since the AI can be tuned to ask harder, more specific technical questions that a non-technical interviewer might not know to ask.

The Real Concern Worth Taking Seriously: Compliance

While the myths above tend to dominate the conversation, we are clear that one concern is legitimate and deserves real scrutiny: compliance. Organizations experimenting with recruitment automation software need to be thoughtful about which vendors they choose, and whether those vendors have the right processes in place to ensure models are not biased and that candidates are being fairly and consistently evaluated. This is also a key question worth asking when comparing BrightHire alternatives, vendor rigor on compliance shouldn't be an afterthought.

The Adoption Curve Is Real, But So Is the Skepticism

What used to feel purely experimental is now seeing real adoption. But skepticism hasn't disappeared. At a recent industry conference, a VP of Talent Acquisition at a regional hospital chain voiced a concern that captures the tension well: she wanted to adopt the technology but worried her own recruiting team would see it as a threat to their jobs rather than a tool to help them.

That tension, between genuine operational need and internal fear, is likely to define this space for the next several years, as more organizations work out not just whether to adopt AI interviewing, but how to bring their teams along with them.

To hear Vikrant Mahajan break down the future of voice agents, automated screening, and the shifting landscape of talent acquisition, watch the full interview on YouTube.