A live AI interview on 100Networks can cover coding, system design, and behavioral evaluation in a single proctored session — with a real code editor, sandboxed execution across 15+ languages, and a structured, JD-aligned score at the end. That's why one session can stand in for what traditionally takes three separate rounds: a phone screen, a technical round, and a behavioral round, each on its own calendar.
Here's what's actually happening under the hood, and why it compresses the funnel without lowering the bar.
What a live AI interview covers
A single session can evaluate several competencies that hiring teams usually split across rounds:
- Coding — real problems solved in a Monaco code editor (the same editor that powers VS Code), with sandboxed execution across 15+ languages, so the candidate actually runs and tests their code rather than writing it on a whiteboard in the abstract.
- System design — open-ended architecture questions, with whiteboard analysis to evaluate the candidate's diagram and reasoning.
- Behavioral — structured conversation using real-time speech, scored against the competencies the role calls for.
Because it's one continuous session, the candidate experiences a single interview — not a three-week relay of scheduling emails.
Why one session can replace three rounds
The traditional loop exists for good reasons: you want signal on problem-solving, on design thinking, and on how someone works. But splitting those into three rounds is mostly a logistics constraint — different interviewers, different calendars, different days.
An AI interview removes the logistics constraint, not the rigor. It evaluates the same competencies in one sitting and returns a structured, JD-aligned score that a human can act on immediately. The senior-engineer hours that used to be spent running first-round screens get reinvested where they matter most: final-stage conversations with already-qualified candidates.
Panels, without the panel scheduling
For roles that genuinely need multiple perspectives, panel interviews are supported, with per-interviewer scorecards — so you keep the structure of a panel without trying to align four senior calendars on the same hour.
Proctoring that respects the candidate
Integrity matters, but candidates shouldn't be failed by a flaky webcam. Proctoring on 100Networks is soft-enforced: potential violations are logged for the human reviewer rather than automatically ending the session. The reviewer sees the flags and uses judgment — the system gives evidence, not verdicts.
The AI evaluates — a human decides
This is the principle that makes AI interviews trustworthy: the interview produces a structured score and the evidence behind it, and a recruiter or hiring manager makes the call. The AI does the time-consuming evaluation; the human owns the decision. Combined with Pilot, which proposes every action before it runs, AI never quietly changes who gets hired.
What it means for your funnel
- Candidates get a faster, single-session process and a fair, skills-based evaluation instead of a resume-keyword filter.
- Teams get consistent, structured scores across every applicant — and get their senior engineers' time back.
If you want to see it end to end, the product overview walks through interviews, take-homes, and how results flow back to your ATS — and you can compare the approach to a traditional ATS like Greenhouse.