Episodes

  • AI Isn’t the Answer. It’s the Amplifier.

    AI Isn’t the Answer. It’s the Amplifier.
    Feb 11 2026
    AI is everywhere in hiring, but it’s not fixing broken processes — it’s accelerating them. In this episode, we break down how AI actually shows up in the hiring process, what it amplifies on both the candidate and company side, and why blaming the tool misses the real issue. You’ll learn where candidates unintentionally hurt themselves using AI, where companies break trust with automation, and how to use AI in ways that improve hiring without sacrificing judgment, fairness, or candidate experience. Key takeaways - AI is not good or bad; it amplifies the quality of your existing hiring process - Strong interview structure and trained interviewers make AI more effective - Candidates should use AI, but unedited, copy-paste outputs are easy to spot - If AI rewrites your experience so well you can’t explain it, you’re setting yourself up to fail - Using live AI during interviews can lead to poor hiring matches and distrust - Generic, AI-written job descriptions weaken employer brand and clarity - Automated rejections without human review damage trust and miss great talent - AI-generated interview questions often produce canned, low-signal answers - The safest, highest-value AI uses are scheduling and interview note-taking - Interview training and process design matter more than adding new tools Timestamps 00:48 — Why AI isn’t fixing hiring 01:26 — AI reveals strong vs broken processes 01:43 — Candidate AI panic and misconceptions 02:16 — Common mistakes candidates make with AI 04:03 — When resumes don’t match real experience 05:00 — Live AI use during interviews and risks 07:08 — How companies break trust with AI 08:59 — Automated rejections and candidate impact 13:16 — Why AI interview questions fail 18:54 — Where AI actually helps hiring teams Keywords AI in hiring interview process hiring automation AI interviews recruiting technology candidate experience interviewer training hiring bias AI recruiting tools structured interviews
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    26 mins
  • "We're Like a Family Here" and Other Interviewing Icks

    "We're Like a Family Here" and Other Interviewing Icks
    Feb 4 2026
    In this episode, you’ll learn how common interview “icks” subtle phrases, behaviors, and broken processes quietly push great candidates away. We break down the most frequent red flags candidates notice instantly, why they happen, and how hiring teams can fix them using one simple principle: if it would feel weird for a candidate to do it, don’t do it as an interviewer. You’ll walk away with practical ways to create interviews that feel respectful, human, and effective for both sides. Key takeaways: Why certain interview phrases instantly signal bad culture How vague corporate language creates mistrust with candidates The most damaging interviewer behaviors candidates never forget Why treating interviews like therapy sessions backfires How body language and distractions change power dynamics The hidden process flaws that create anxiety and drop-off Why surprise panels and group interviews hurt performance The real impact of unpaid homework assignments How salary secrecy wastes time for everyone Candidate behaviors that unintentionally hurt their chances Timestamps: 00:00 What interview “icks” really mean 01:17 Why candidate experience affects offer acceptance 01:41 The four categories of interview icks 02:34 Phrase icks and verbal red flags 08:17 Behavior icks interviewers overlook 13:28 Process icks hiding in plain sight 15:08 Surprise interviews and group interviews 16:41 Homework assignments and free labor 19:31 Salary transparency and late-stage surprises 22:10 Candidate behaviors that give interviewers the ick Keywords: interview icks bad interview experiences hiring mistakes candidate experience interviewer behavior interview process problems salary transparency job interview red flags hiring best practices recruiting mistakes
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    29 mins
  • Four Types of "That" Interviewer Ruining Hiring

    Four Types of "That" Interviewer Ruining Hiring
    Jan 29 2026
    Many hiring teams think interviews are just conversations, but poor interviewer behavior can actively push away top candidates and damage employer brand. In this episode, you’ll learn how common interviewer mistakes hurt hiring outcomes, how candidates actually interpret interview behavior, and what separates red flag interviewers from high-quality hiring managers who create strong candidate experiences and better hiring decisions. Key Takeaways Negative interview experiences directly impact acceptance rates and employer reputation Most bad interviewer behavior comes from lack of training, not bad intent Talking too much prevents real candidate evaluation Power dynamics and ego damage trust and candidate perception Rapid-fire questioning creates stress but doesn’t improve hiring accuracy Non-job-related or illegal questions create legal and brand risk Candidates share negative experiences far more often than positive ones The best interviews feel like two-way conversations, not interrogations Preparation and presence signal respect and professionalism Transparency about process and role increases candidate trust and acceptance Timestamps 00:00 Real example of inappropriate interview question 01:18 Why interviewer behavior impacts hiring outcomes 01:33 The four bad interviewer types overview 01:54 The Rambler explained 03:38 The Power Tripper explained 06:00 The Interrogator explained 08:39 The Walking Red Flag explained 11:33 What makes a green flag hiring manager 15:24 Why candidates remember interview experiences long term 18:24 Real candidate stories and interview mistakes Top Keywords interview mistakes bad interviewers candidate experience hiring manager training illegal interview questions how to interview candidates interview red flags interview best practices employer brand interviews improving hiring decisions
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    26 mins
  • Introduction

    Introduction
    Jan 16 2026
    Welcome to to the pod - we're glad you're here!
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    1 min