Recruiting Evolves with AI

Meta will let some job candidates use AI in their coding interviews.  What does this mean for everyone else?

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The taboos are starting to break down!  Our norms are changing. The stigma is starting to fade.  What initially felt like cheating is becoming an expectation, an advantage. It echoes what the AI pundits were saying “AI won’t take your job; someone using AI will”. Engineers skilled in using AI need not hide; it’s now their edge!

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At a recent event of AI Tinkerers – a grassroots community of AI builders, we asked the question: “What is your current coding approach?”  The answer was surprising – over 50% of the technical audience is vibe coding!  The role of AI in building software is growing and adoption is rapidly increasing – even at this early stage.

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AI Interviews @ Meta

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It will be interesting to see how many follow Meta’s lead. As organizations grapple with AI literacy and fluency and the significant task of re-training and up-skilling their existing workforce, the expectations on new hires is changing. Practical use of AI will be the bar for entry.  

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This will have an impact on recruiters and interviewers / hiring managers to screen and hire based on AI as a qualification.  Candidates will also need to compete on this new skill to win the job. There are already many AI coding tools and new ones popping up every other week. Many are visual while the new (old?) trend is the Command Line Interface (CLI). The question yet to be answered is which one will companies expect candidates to know and how will they judge?  

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At ReKnew, we are an AI-First company that hires employees based on their AI skills. Our unique advantage lies in our ability to stay at the forefront of AI advancements. We expect our teams to leverage AI to enhance productivity, expand capabilities, and collaborate on groundbreaking projects. This is a strategic goal that every company aspires to achieve.

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Traditional enterprises can become AI-native by taking the following steps:

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• **Inspire employees** by what an AI-first version of your company can look like.  Without a compelling vision that is well articulated, employees will not be bought in to the change journey.

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• **Refresh job descriptions** to explicitly require Data; AI literacy (for non-technical roles) and AI fluency (for technical roles).  This has the effect of introducing AI-native talent into the organization and ensures that new employees can be teachers.

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• **Address skill gap** in the current workforce by upskilling.  AI is a complex domain and cannot be simply learned by watching self-paced videos.  Hands-on learning is the most effective way.  Putting the tools in the hands of employees while equipping them with the proper learning resources will ensure that learning is practical, not just academic.

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• **Set expectations** for what is required by different roles in the company when it comes to productivity.  This ensures that everyone is incented similarly and motivated towards the same vision and outcome at pace and with purpose.

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Here’s a quick rundown of the current AI coding tools we’re tracking and utilizing at ReKnew:

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https://www.businessinsider.com/meta-job-candidates-use-ai-coding-interviews-2025-7

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If you are unsure on which tools to use or how to decide, reach out to us at social@ReKnew.ai and we’d be happy to share our thoughts over a virtual or in-person coffee.

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