Google is reintroducing in-person interviews to combat widespread AI-assisted cheating in virtual hiring processes. CEO Sundar Pichai announced the company will introduce at least one round of in-person interviews for people, just to make sure the fundamentals are there.
The decision addresses a growing crisis where over 50% of virtual technical candidates reportedly manipulate assessments using off-camera AI tools. This surge compromises the evaluation of core competencies and has sparked serious internal discussions at Google.
AI Cheating Creates Industry-Wide Challenge
Software engineering interviews involving real-time coding challenges have become increasingly compromised. Candidates use AI tools off-camera to generate answers, undermining the hiring process’s integrity.
During a February internal town hall meeting, Google employees directly confronted leadership about the issue. “Can we get onsite job interviews back?” one employee asked, according to audio recordings reviewed by CNBC. “There are many email threads about this topic.”
Brian Ong, Google’s vice president of recruiting, acknowledged the fundamental challenge. While virtual interviews are two weeks faster and easier to schedule, he admitted “we definitely have more work to do to integrate how AI is now more prevalent in the interview process.”
Strategic Hybrid Model Emerges
Google is exploring a hybrid interview approach that balances efficiency with integrity. Virtual interviews will continue for their logistical benefits, but technical roles will include at least one in-person round.
“Given we all work hybrid, I think it’s worth thinking about some fraction of the interviews being in person,” Pichai said. “I think it’ll help both the candidates understand Google’s culture and I think it’s good for both sides.”
The problem has become so severe that interviewers are now instructed to probe candidates extensively to determine if they actually understand their answers.
Major Companies Transform Hiring Practices
Google isn’t alone in this shift. Anthropic now explicitly prohibits AI use during applications, requiring candidates to demonstrate non-AI-assisted communication skills. Amazon has begun requiring candidates to acknowledge they won’t use unauthorized tools during interviews.
Cisco, McKinsey, and Deloitte are among a growing number of companies bringing back face-to-face meetings at various stages of the interview process. Deloitte reinstated in-person interviews for its UK graduate program.
The challenge extends industry-wide, with Ong noting it’s “an issue all of our other competitor companies are looking at.”
What Business Leaders Should Know
This movement signals a transformative shift in global hiring practices. Companies are choosing interview integrity over the convenience and cost savings of virtual recruitment.
The shift represents a dramatic reversal from pandemic-era hiring practices. It highlights the persistent value of human judgment in assessing creativity, collaboration, and nuanced technical understanding — qualities AI alone cannot measure.
Findings from Capterra show 40% of jobseekers are using AI to write or refine resumes, while 28% use AI to generate interview answers. In the United States, 20% of employees use AI during job interviews, with 55% considering this the new norm.
Global Implications for Recruitment Standards
Business leaders should consider similar adaptations, focusing on balancing cost efficiency with authentic skill verification. The hybrid model offers a strategic approach to harness technological convenience while maintaining essential in-person evaluations.
This strategy ensures a robust framework for integrity in tech recruitment, addressing both corporate and competitive industry standards. As AI tools become more sophisticated, companies must adapt their hiring processes to maintain competitive advantage and workforce quality.
