Top 10 Questions to Ask If You’re Getting Interviewed by AI
AI is increasingly becoming part of the hiring process, and for job seekers, that shift can feel unfamiliar—even a little intimidating. But I want to flip that perspective: AI interviews aren’t just a test for you. They’re also a golden opportunity to learn about the company in a more data-driven, candid way than a traditional interview might allow.
In a typical interview with a human, you’re not just being evaluated—you’re also getting pitched. You’re building rapport, navigating personalities, and picking up on subtle cues. But when you’re talking to AI, you’re not going to get a charismatic recruiter telling you why this company is the best place to work. You are, however, likely to get something just as valuable: facts.
AI doesn’t have opinions. It doesn’t try to impress you with small talk or sell you on culture. It pulls from the company’s data, policies, and past behaviors. So if you approach it with the right mindset—and the right questions—you can walk away with a much clearer picture of what you’re really signing up for.
Here are 10 questions to consider asking when you’re being interviewed by AI:
📊 1. What is the typical career progression for someone hired at this level?
This gives you insight into whether the company promotes from within, what growth looks like, and how long it might take to move up.
📉 2. How many years do employees typically stay at the company?
Employee tenure tells you a lot about satisfaction, culture, and opportunity. AI can likely provide hard numbers instead of vague reassurances.
📈 3. Is this department growing relative to the rest of the company?
Understanding whether your potential team is expanding or stagnating can help you judge long-term stability and strategic importance.
🛠️ 4. What areas of skill or experience are most critical for success in this role?
With AI, you can get a data-backed answer to what truly matters—not just what’s on the job description.
📄 5. What specifically in my CV/resume prompted consideration for this role?
This helps you understand what stood out and can guide how you present yourself going forward.
🔄 6. How does this role interact with other departments?
Fact-based breakdowns of cross-functional collaboration can help you gauge complexity and visibility within the company.
🧭 7. Who makes the final hiring decision, and how is this interview used in the process?
AI can clarify what part it plays in the decision-making—whether it’s screening, ranking, or just gathering information.
⚠️ 8. Are there known limitations to this AI interview process?
Asking about limitations shows awareness and can help you avoid misunderstandings or missteps.
🔍 9. What does onboarding typically look like for someone in this position?
AI systems often have access to standardized onboarding processes. You can get the actual steps, not just a summary.
📊 10. What metrics or goals are used to evaluate success in this position?
Performance expectations are often clearly defined internally. AI can provide a transparent view of how you’ll be measured.
Final Thoughts
Don’t treat an AI interview like a conversation with a hiring manager. Treat it like a research session. You’re there not just to answer questions but to gather facts about the company and role.
The biggest mistake candidates make is trying to force a human-like interaction. Instead, embrace the difference: AI can offer more objective, standardized answers—if you ask the right questions.
So go in prepared, curious, and strategic. The more data you gather, the more informed your next move will be.
– Maggie
Want to learn more?
Check out this insightful article from Senior Columnist Kerry Hannon of Yahoo Finance featuring advice from myself and others: