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How has AI changed the way you job hunt (or hire)?

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I've been thinking about this a lot lately, especially working on AINA.

Even a few years ago, job hunting meant tailoring your resume manually and preparing for interviews mostly alone (or with a friend, or sometimes a coach if you were ready to invest).

Now AI is everywhere in the process. Candidates use it to rewrite resumes, practice interviews, and figure out why their applications aren't landing. Recruiters use it to screen resumes, write job descriptions, and even run first-round interviews.

So I'm curious:

Has AI actually made job hunting or hiring better for you?

If you were job hunting recently - where did AI help most? And if you're a maker who's used AI in hiring - did it help you find the right people?

P.S. We're launching AINA today - an AI career coach to talk through your job hunting challenges or practice for interviews, through a conversation with a realistic video avatar, just like joining a real call.

It's free, I'd recommend trying at least one session to see for yourself - would love to hear your feedback!


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AI can deginietly removes the some of the friction from job hunting but I think the human judgment part is still hard to replace. Knowing what to improve is one thing; knowing what employers actually value is another.

 Absolutely agree. AI can help candidates prepare and identify areas for improvement, but human judgment and a real understanding of what employers value are still essential. The strongest approach is when AI supports people rather than tries to replace them

A lot of job seekers here are non native speakers. Will AINA help with phrasing and clarity too.

 And you can practice as many times as you need, using the personalized feedback to improve how you structure and phrase your answers each time. So you can actually see your answers getting stronger from one session to the next :)

The video avatar angle is interesting. Most career coaches I tried are just chat. Does the avatar actually react to pauses or filler words in real time.

 Thanks, Diana that’s a really good question!
The avatar doesn’t react to pauses yet, but it does pick up things like inappropriate or offensive language as part of the interview analysis. We’re also exploring ways to make the feedback on speaking patterns more detailed over time.

How long is a typical session. I often lose focus if it is too long but short ones feel rushed.

 It depends on the format! Career coaching sessions usually take up to 20 minutes. Interview practice can vary much more, since we try to keep it close to a real interview experience, so the length depends on the role and the type of interview.

The weirdest change for me is that AI is now on both sides of the table.

Candidates use AI to optimize CVs and prepare answers. Companies use AI to screen those CVs and sometimes conduct the first interview.

And honestly, for ma as a manager the most frustrating part is probably the take-home tasks. A lot of candidates now submit things that look straight out of vibe coding or сlaude designed ... barely edited, sometimes not edited at all.

And they all start looking the same.

At that point, as a hiring manager, you don’t really understand how the person thinks. You understand how well they can generate a plausible-looking answer.

 Fully understand this frustration, Irina. AI is definitely changing hiring on both sides. In many cases, it can simplify and optimize things. But both sides need to be strategic about how they use it, and know where it's worth putting in more effort or adding something human-only.

Well, same here. After 500+ assessments the take-home is the part I trust least now. The submission looks fine almost every time, so a clean one tells me close to nothing.

But, why this approach and not the obvious other one, and what breaks first if the input doubles. Someone who built it answers in a sentence. Someone who generated it starts reading their own code back to you.

That's also where something like AINA could actually help, if it pushes the 2nd and 3rd follow-up instead of polishing the first answer. The first answer is the easy one to rehearse, and it's the one I trust least

 Great point, Siarhei. Do you see this from the hiring manager's side, or as a candidate? Or both?

 Mostly the hiring side