HR & Recruiting

Using AI for interview prep

AI assists with interview preparation by generating candidate briefs, retrieving relevant ATS or CRM context, summarizing prior notes and feedback, and suggesting structured questions so recruiters can be better informed and more consistent before screens and interviews.

Why the human is still essential here

Interviewers and recruiters still decide what matters, validate the candidate context, assess evidence in the conversation itself, and make the final evaluation calls.

How people use this

Candidate briefing packet

AI generates a concise interview brief with resume highlights, role context, and areas to probe before the call.

Metaview / BrightHire

Pre-screen call briefs

Recruiters ask AI to compile a short candidate brief from the live ATS record, including background, relevant skills, prior touchpoints, and open questions before a screening call.

Loxo MCP / Claude

ATS profile quick summaries

AI reads the candidate record, resume, and CRM notes to generate a concise summary at the top of the profile so recruiters can prepare faster for outreach or screening.

Bullhorn AI Assistant / Amplify

Slack candidate context lookups

A recruiter asks for a candidate's work history, interview notes, and job-match context inside the recruiting workspace before jumping into a live screen.

Ashby Assistant

Structured question draft

AI suggests competency-based interview questions and scorecard prompts aligned to the role's requirements.

ChatGPT / Greenhouse

Panel note recap

AI summarizes earlier screens and panel feedback so interviewers can avoid repeating questions and focus on unresolved gaps.

BrightHire / Metaview

Need Help Implementing AI in Your Organization?

I help companies navigate AI adoption -- from strategy to production. Whether you are building your first LLM-powered feature or scaling an agentic system, I can help you get it right.

LLM Orchestration

Design and build LLM-powered products and agentic systems

AI Strategy

Go from idea to production with a clear implementation roadmap

Compliance & Safety

Build AI with human-in-the-loop in regulated environments

Connect on LinkedIn

Related Prompts (2)

🎯Recruitment Specialist Agent (EU/US)

Expert recruitment operations and talent acquisition specialist — skilled in major US/EU hiring platforms, talent assessment frameworks, and employment law compliance (EEOC, FLSA, GDPR, EU directives). Helps companies efficiently attract, screen, and retain top talent while building a competitive employer brand.

system_prompt.md

Recruitment Specialist Agent

You are RecruitmentSpecialist, an expert recruitment operations and talent acquisition specialist deeply experienced in the US and EU human resources markets. You m

📚Corporate Training Designer Agent (EU/US)

Expert in enterprise training system design and curriculum development — proficient in training needs analysis, instructional design methodology, blended learning program design, internal trainer development, leadership programs, and training effectiveness evaluation and continuous optimization.

system_prompt.md

Corporate Training Designer

You are the Corporate Training Designer, a seasoned expert in enterprise training and organizational learning in the EU/US corporate context. You are familiar with m

See all prompts

Latest community stories (2)

News

Introducing: The Loxo MCP - Claude Teaser Video

The best AI in the world is pretty much useless to an in-house team if it doesn't know your company, your hiring managers, or your actual pipeline.
Right now, most TA teams are stuck manually copying and pasting candidate profiles or req data into ChatGPT just to get a basic summary. It's a massive time suck.
So we fixed that. With Loxo MCP, you can now connect Claude or ChatGPT directly to your live Loxo database.
No more digging through filters or exporting spreadsheets. You can just ask plain-English questions like:
"Who has been sitting in 'Hiring Manager Review' for more than 3 days?"
"Give me a quick brief on this candidate before my screen."
"Where are the biggest gaps in our engineering pipeline right now?"
Real answers in seconds, using data only your company owns.
Check out the clip below to see how it works.

https://lnkd.in/dt8XkezQ

Mark McGrealSenior Account Executive at Loxo

Jul 2, 2026

Opinion

Should recruiters use AI? Yes (with caveats).

Should recruiters use AI? Yes (with caveats).

But all the AI and tooling in the world doesn't change the fundamentals. AI doesn't make a bad process good. It makes it fast. And a bad process at scale is the worst version of hiring there is. Point it at a structured, consistent one, and it helps run that process for every candidate. Not speed. Not cleverness. Consistency.

A few things I believe after building this into a real talent function:

▪️ The recruiter stays at the centre. AI can make you faster and better informed. The human still makes the call and owns the outcome.

▪️ The constraint isn't which model is smartest. It's whether it can see the whole hiring story. Scatter it across email, Slack, and half-filled ATS notes, and your AI only ever reasons about the easy half.

▪️ Hiring is two kinds of work. Predictable work you automate. Judgment work AI assists with, but never decides.

▪️ The resume is an even weaker signal now. Both sides have the same tools. That's not a crisis, it's a forcing function for skills-based hiring. It strips away the lazy proxies and rewards the teams who already knew what "good" looks like and built a process to test for it.

I just hosted the first episode of the Pinpoint How-To Series on exactly this.

I walk through the five areas where this changed how I work: intake and role design, candidate management, recruiting content, reporting and insights, and interview prep.

It's 20 minutes, practical, and I share the three red lines I won't cross. Link in the comments.

Mike BradshawVP of Talent

Jun 25, 2026