The interview process began with a promising initial call, where the recruiter was engaging, complimentary of the background, and acknowledged the ongoing challenge of filling the position for two months. Following this positive discussion, an interview plan was shared, and the process was set to move quickly. Before the second interview, the recruiter notified that AI would be used to record the conversation and take notes, with the option to opt out. The decision was made to opt out, with the recruiter assuring that this choice would not affect the interview's quality or flow. It was stated that the conversation would still be organic and engaging, similar to the initial call. However, despite this reassurance, the actual interview experience was markedly different. The second interview was a stark departure from the initial experience, shifting to a Q&A format with minimal engagement, which created an uncomfortable atmosphere with noticeable silence between questions. It was also evident that the recruiter did not recall details from the previous conversation and misstated information that had been shared previously. The looming presence of AI remained a distracting factor, shifting the focus toward using the "right" keywords rather than facilitating a meaningful dialogue. Relying on AI in interviews can be detrimental to candidates, as it undermines the opportunity to build genuine connections and replaces natural conversation with a focus on algorithmic responses. This approach can diminish the ability to highlight important qualities such as personality, communication skills, and cultural fit—essential factors for making a well-rounded hiring decision. These concerns were the main reasons I was opting out of AI involvement, as the preference was for an authentic, human-centered conversation that allowed for a more accurate representation of capabilities and experiences.