In a world where artificial intelligence (AI) is increasingly taking center stage, the hiring process is undergoing a quiet but powerful transformation. For professionals navigating today’s volatile job market, the resume is no longer the first impression—an algorithm is.
Across industries, firms are beginning to delegate the early stages of recruitment to AI-powered tools. This development isn’t just about convenience; it’s reshaping the very nature of how talent is identified, assessed, and hired. From real estate companies to tech unicorns, everyone is tapping into AI’s potential to scan thousands of applicants with the efficiency and neutrality that even the most seasoned HR professionals struggle to match.
The AI Interview: A Reality, Not a Hypothesis
In Bengaluru, companies like Grapevine, AssessHub, Hiring and Babblebots are already using AI tools that conduct video interviews, analyze facial expressions, and generate real-time questions based on a candidate’s expertise and job domain. These AI interviewers operate without bias, exhaustion, or delay—traits that make them uniquely suited to handling large volumes of applicants.
Take Grapevine, for instance. Their proprietary tool ‘Roundr’ has already overseen 15,000 interviews. “Soon after launch, my AI took 100 interviews—something I wouldn't have been able to do manually,” says Saumil Tripathi, co-founder and chief executive of the firm. He believes this is just the beginning of an AI-driven hiring revolution.
Tripathi adds, “We want to come in early, screen a large pool of candidates, and give only the most promising ones to HR.” The end goal? Free up human resources for high-value tasks while ensuring that the initial filtering is faster, fairer, and fact-based.
Not Just Startups—Legacy Firms Are on Board
AI in recruitment isn’t confined to digital-native startups. Real estate firm Ajmera Realty, for example, saw its recruitment timelines shrink by 20% after it adopted Babblebots’ solutions. This includes features like CV-matching, AI-conducted interviews, and even WhatsApp-based outreach.
According to Shweta Rathor, assistant vice president of HR at Ajmera Realty, “HR now focuses on high-value decision making.” In other words, AI handles the heavy lifting, and humans step in where empathy, judgment, and strategy are most needed.
The Numbers Speak
A report by Genius Consultants revealed that 45% of companies plan to use AI for hiring permanent roles by FY26. While many organizations still prefer traditional methods for leadership and niche roles, AI is quickly becoming the default for entry-level and mid-tier hiring—especially in sectors where volume hiring is frequent.
AI tools are also being used to draft job descriptions, write interview questions, and even align candidates with company culture through psychometric analysis. Chitbhanu Nagri, head of human resources at a major fintech company, mentions that AI assessments for pre- and post-interview stages have already reduced hiring costs significantly.
Aditya Narayan Mishra, managing director and CEO at CIEL HR, underscores this shift. “I’ve seen savings as high as 80% and as low as 10% depending on the role and the volume of hiring. When you’re filling junior roles in bulk, AI becomes a game changer.”
A Note of Caution: The Jury’s Still Out
Despite the many advantages, AI-based hiring is not without its skeptics. Critics warn that over-reliance on machines could miss out on intangible qualities—creativity, emotional intelligence, and cultural fit—that a human recruiter might pick up intuitively.
Moreover, the ethics of facial analysis and algorithmic bias remain under scrutiny. If the data AI learns from is skewed, the results could reflect or even amplify those biases. Transparency, accountability, and human oversight will be key as this technology matures.
What This Means for Working Professionals
If you're on the job market today, it’s no longer enough to have a polished resume. You need to be camera-ready, clear in your communication, and able to navigate spontaneous AI-generated questions. Practice mock interviews on AI platforms, keep your LinkedIn profile updated, and invest in understanding how keyword optimization works in your CV.
Most importantly, don’t be surprised if your first interviewer doesn’t smile, nod, or offer feedback. It might just be a bot, but make sure your answers are still human.
