Artificial intelligence is transforming the workplace in ways that seemed like science fiction a few years ago. A clear example is the emergence of chatbots in recruitment processes, replacing traditional human interviewers, often without prior notice. This happened to Luis, a young man from Madrid, who, while job hunting, found himself answering questions posed by a machine for over forty minutes. “I expected to talk to someone from human resources, but I ended up interacting only with an automated system,” he recounts. Frustrated by the lack of human interaction, he ultimately decided to abandon the process. Luis's case is not isolated. According to a Resume Builder survey, between 51% and 68% of companies used AI at some stage of their hiring processes in the past year. Additionally, 24% used chatbots to conduct all interviews, completely eliminating human contact. This trend is driven by economic reasons: it reduces costs and speeds up selection processes, benefiting both human resources departments and tech companies like Apriora, which market these systems. “Our robotic recruiters allow hiring 87% faster and reduce interview costs by up to 93%,” claims Aaron Wang, co-founder of Apriora, in Forbes. However, the assertion that these systems reduce candidates' anxiety is questionable; in Luis's case, the experience was so negative that he chose to withdraw. To navigate this new landscape, it is essential to understand how these automated interviews work and what they evaluate. Esteve Almirall, a professor at ESADE, explains that these systems analyze content, coherence, appropriateness, level of detail, and alignment of responses with the required competencies. Current models can capture nuances and intentions with notable precision, although they are not infallible. A poorly calibrated system may penalize unstructured responses or those that do not use the expected language, even if the resume is excellent. The quality of the process largely depends on how the system is configured and the criteria the company prioritizes. Although Luis was not satisfied, there are advantages to this type of interview. Factors such as the location from which the interview is conducted or nerves in front of the camera carry less weight than in a traditional interview. Additionally, AI is not affected by background noise or negative first impressions and can maintain the same level of attention during long interview sessions. However, if the system includes voice or image analysis and the connection is not optimal, problems may arise. It is crucial for companies to use models that prioritize content and have corrected potential biases related to age or accent, as AI learns from historical data that may carry prejudices. The challenge is to prevent the detection of differences from translating into discrimination, which requires proper governance and ethical design. Can one prepare for an interview with AI using AI itself? Although it sounds paradoxical, many candidates turn to tools like ChatGPT to improve their resumes or practice responses. According to Almirall, using AI to structure ideas or improve writing is legitimate, but he warns against exaggerating competencies, as current systems can more easily detect artificial profiles. Finally, the expert recommends responding clearly and structurally, providing concrete examples, and showing coherence between experience, competencies, and objectives. The key remains to know the company and the position well and to tailor the discourse to their needs. Authenticity, when well-prepared, remains the best strategy.