I recently completed the initial screening process with Apex Systems for a Data Engineer role using their AI recruiter, Riley. After applying online, I received a detailed email explaining the process and how Riley works. I was able to schedule the interview for a specific date and time, and the system called me exactly as scheduled. The Riley experience itself was regular. The interview was structured, and Riley asked several role-related questions about SQL, Snowflake, ETL pipelines, reporting tools, dashboards, healthcare datasets, work authorization, compensation expectations, and availability. The questions were generally aligned with the Data Engineer position, although the pace felt fast and somewhat mechanical. One thing candidates should know is that the interview can move quickly. Although the email mentioned a 5–7 minute interview, my session lasted around 15 minutes and included many questions in sequence. The system offers commands like “repeat,” “reframe,” and “more time.” In my experience, “repeat” and “reframe” worked, but “more time” did not seem to slow the pace significantly. My main concern is what happened after the interview. After completing the screening with Riley, I did not receive any follow-up from the company. There was no update, no rejection, no next step, and no communication from a recruiter. Because of that, the process left me with a negative impression. While the AI interview may be modern and convenient for the company, the lack of human follow-up made the opportunity feel less serious. It also raised a concern that candidates may be spending time completing AI screenings for roles that may not lead to an actual hiring process, or that the company may be using these interactions mainly to test or improve its AI recruiter. Overall, Riley functioned as expected, but the candidate experience after the AI interview was disappointing. A hiring process should still include clear communication and follow-up, especially after candidates complete an interview.