CDPI SPRING CONFERENCE · 2026
The AI interviewing.
AI in the video interview process.
What it is, how it evaluates, and how to prepare students.
Where ability meets opportunity.
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SPEAKER SERIES
AGENDA
What we'll cover today.
01
Introduction
02
What is an ATS, and why employers use it
03
How AI video interviewing fits inside the ATS
04
Types of video interviews
05
How AI evaluates an interview
06
How to prepare students
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AGENDA
01 · SECTION ONE
Applicant Tracking Systems.
The infrastructure behind nearly every modern hire — and the layer that AI interviewing now sits inside.
FOUNDATIONS
An ATS is the single system that holds the hiring workflow.
From posting a role to sending the offer, the Applicant Tracking System is the database recruiters and hiring managers live inside.
01
Job posting & application
A central inbox for every role and applicant.
02
Resume parsing & screening
Plus video interview capture inside the same flow.
03
Recruiter database
A working record for every recruiter and hiring manager.
04
Background checks
Integrated provider checks on candidates moving forward.
05
Offers & performance
Send offers and predict employee performance over time.
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01 · ATS
IMPACT · COLLEGES
How the ATS reaches into colleges and students.
90%
OF EMPLOYERS
depend on an ATS to manage hiring.
97%
OF APPLICANTS
are first screened by resume, video interview, or assessment.
Any college
JOB POSTING REACH
Employers can post and target roles to any campus they choose.
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01 · ATS
IMPACT · APPLICANTS
Before an interview, a candidate may face ten different assessments.
"Pre-employment" tools compare critical competencies of candidates and help employers streamline hiring.
Cognitive ability testing
Personality questionnaire
Cultural fit assessment
Virtual interview
Situational judgement test
Multitasking test
Language proficiency
Video pitching
Typing skills
Case studies
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01 · ATS
IMPACT · APPLICANTS
One-way virtual interviews are here to stay at the entry level .
76 seconds
TIME PER POSTING
An applicant spends just over a minute deciding if a job posting is a "good fit."
60%
EMPLOYER ADMISSION
Employers admit ATS workflows can cause them to miss qualified candidates.
Beyond resume
EVALUATION METHODS
Employers seek more ways to evaluate candidates before spending time and money to interview.
Free
LINKEDIN ATS
Free AI interview assessments now ship with LinkedIn's ATS for all employers.
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01 · ATS
WHY IT FITS
AI interviewing now sits between resume and human interview.
01
Resume screen
Historically, ATS systems reject ~95% of applicants based on resume parsing alone.
→
02
AI interview
Most applicants now also complete an AI video interview as a second filter.
→
03
Human interview
Hiring managers spend their time on candidates who clear the first two layers.
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01 · ATS
02 · SECTION TWO
Types of video interviews.
Three formats — each with a different role for AI, and a different set of habits to teach students.
Three formats students will encounter.
FORMATS
01
Human video interview
A live recruiter on the other side of the call. The format students already prepare for.
02
Video interview with AI analysis
One-way recordings against a fixed question set, scored by AI on content and delivery.
03
Agentic AI interview
An AI conducts a conversational interview that adapts to the candidate's resume in real time.
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02 · TYPES
GROWTH · VIDEO INTERVIEW
From recordings to real-time analysis.
The video interview itself didn't change overnight. The layer of analysis on top of it did.
01
Video interviews
02
Video interviews + transcript
03
Video interviews + full AI analysis
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02 · TYPES
FORMAT 02 · SET-UP
Setting up a one-way video interview.
A linear, recruiter-driven process. Every applicant answers the same questions in the same order.
Hiring manager interview to determine the skills needed for the position.
Drafting the fixed question set the employer wants to ask every candidate.
Interviewing top-performing employees from different backgrounds for a benchmark.
Evaluating the skills of current employees as a calibration set.
Every applicant gets the same questions, regardless of background or experience.
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02 · TYPES
GROWTH · AGENTIC
Agentic AI is moving up the seniority ladder.
01
Entry level
02
Technical interviews
03
All positions
What started as an entry-level filter is becoming the default first conversation for every role.
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02 · TYPES
FORMAT 03 · SET-UP
Setting up an agentic AI interview.
The agent reads the role and the resume, then drives the conversation itself.
The AI analyzes the job description to ground its question generation.
It produces a question list from best practices, which the hiring manager can edit.
The applicant's resume is in context, enabling targeted technical follow-ups.
The interview is conversational — it adapts to the candidate's answers.
The applicant can ask basic questions; the AI answers from the job description.
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02 · TYPES
03 · SECTION THREE
Inside the AI interview.
What the AI is actually looking at — and how that shapes the way students should prepare.
PRODUCT VIEW
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03 · INSIDE
PRODUCT VIEW
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03 · INSIDE
PRODUCT VIEW
Recruiter analytics, should they choose.
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03 · INSIDE
POST-INTERVIEW ANALYSIS
The AI evaluates on three signals.
01
Video
Eye contact, framing, micro-expressions, body movement, pauses, and background.
02
Audio
Rate of speech, clarity, filler words, tone, pitch, and overall style of speaking.
03
Content
Keywords, soft skills, storytelling structure, and the match between answer and role.
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03 · INSIDE
FOR CAREER ADVISORS
Setup matters more than students think.
The AI evaluates what it can see and hear. A poorly-lit room is a scoring problem, not just a vibe problem.
01
Lighting
Computers read enthusiasm and professionalism through the face — so the face has to be lit.
02
Camera angle
Eye-level framing so the AI registers consistent eye contact with the screen.
03
Background
Clean and neutral — the AI also reads cultural-fit signals from the surrounding environment.
04
Audio
A quiet space and a single mic source — fillers and pauses are scored against a clean baseline.
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03 · INSIDE
EVALUATION CRITERIA
What the AI is grading you on.
VIDEO
Eye contact — looking at the screen.
Dress & background — cultural fit signals.
Micro-expressions — second-by-second analysis for enthusiasm and authenticity.
Body movement — posture, gesturing, and pauses.
AUDIO
Rate of speech — pacing across the answer.
Clarity — pronunciation and diction.
Filler words — hesitations, "um", "like".
Style of speech — analytical, confident, tentative, hesitant.
Tone & pitch — emotional register across the answer.
CONTENT
Keywords — examples of skills and role-specific language.
Soft skills — combination of enthusiasm and keywords.
Storytelling — context around the skills they claim.
Skill confirmation — alignment between answer and job description.
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03 · INSIDE
04 · SECTION FOUR
What students think.
A 1,380-student survey at UT-Dallas — before and after using Quinncia.
EMOTIONAL CHALLENGES · UT-DALLAS
Before Quinncia, the dominant feeling was anxiety.
UT-Dallas Jindal School of Management embeds Quinncia across all 10,000 students. They surveyed 1,380 of them on AI interviewing as part of a wider AI-fairness study.
75%
REPORTED NERVOUSNESS
…about whether their performance was good enough.
57%
FELT OVERWHELMED
…by the thought of doing poorly on an AI interview.
04 · STUDENTS
UNIVERSITY OF TEXAS AT DALLAS · QUINNCIA
SURVEY RESULTS
After using Quinncia, students trust the feedback.
82%
RESULTS
agreed the results provided were appropriate for the assignment.
77%
HELPFULNESS
agreed the feedback provided by Quinncia was helpful.
84%
AI QUESTIONS
agreed the questions generated by AI from their resume and prospective job were appropriate.
73%
AI FEEDBACK
agreed the feedback generated by AI was a clear and helpful resource.
04 · STUDENTS
UNIVERSITY OF TEXAS AT DALLAS · QUINNCIA
05 · SECTION FIVE
What career advisors can do.
The STAR method just got ten times more complicated. Here's where the work shifts.
REFRAMING STAR
The STAR method, ten times more complicated.
It's not enough to tell a story. Every answer has to surface skills, quantification, and relevance — fast.
Hard skills — name the tool, the language, the certification.
Core skills — collaboration, communication, problem-solving with evidence.
Quantification — every result has a number attached.
Relevant experiences — match the example to the role, not the resume.
"I had to increase student engagement for the sustainability club, so I designed and launched a social media campaign using Meta Ads — resulting in a 30% increase in engagement."
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05 · ADVISORS
STORY TELLING STRATEGIES
Six frameworks worth teaching.
Different roles reward different shapes of answer. The strongest students can pick a framework on the fly.
PPF
Past, present, future — career arc and direction in one answer.
WIT
What, impact, takeaway — short and outcome-led.
How & Why
Method first, motivation second — works for technical roles.
STAR
Situation, task, action, result — the classic. Add an extra ‘R’ for “Reflection”
Thought process
Walk through reasoning step by step — strong for case interviews.
Analytical
Hypothesis, data, conclusion — best for finance and consulting.
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05 · ADVISORS
WHA T STUDENTS NEED
Five things students need from advisors.
Help practicing AI interviews on the platforms they'll actually face in hiring.
AI interviewing as a class assignment — not a one-off workshop.
Recording and reviewing in-person interviews with the same evaluation lens.
Vocabulary work — the technical and essential keywords that prove the skill is real.
Storytelling and context — moving past memorized answers into structured narrative.
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05 · ADVISORS
FOR CAREER LEADERS
Skills-based hiring is here to stay.
The credential opens the door. The interview proves the skill. AI interviewing is the bridge between the two — and it belongs in the curriculum.
YESTERDAY
Interview prep as a workshop
Optional sessions during career week. Highly motivated students show up. Most don't.
TODAY
AI interviewing as a class assignment
Embedded into coursework. Every student practices. Faculty and advisors see results in the same dashboard.
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05 · ADVISORS
OUR POSITION
AI interviewing
is here to stay.
WHY IT WILL STAY
The signals are pointing one direction.
95%
FORTUNE 500
already use automation in hiring.
$20M
SERIES A
raised by Alex AI for agentic interviewing.
$1B+
PREDICTED MARKET
AI interviewing is forecast to be a billion-dollar category.
AI interviews are now natively integrated into the major ATS platforms.
Early data from companies using AI shows significant cost savings and improved cultural fit.
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05 · ADVISORS
68% → 92.8%
of students meeting the bar.
Most students now reach the Career Ready benchmark without one-on-one advisor intervention — freeing the six-person career team for high-touch coaching.
INTERVIEW
346 / 371
93.3%
CASE STUDY · CARSON COLLEGE OF BUSINESS
WASHINGTON STATE UNIVERSITY · QUINNCIA
06 · QUINNCIA
IN THEIR WORDS
“Quinncia gives us a consistent, data‑informed way to track growth, identify trends, and pinpoint where we need to strengthen support across the curriculum.”
Suzi Billington
Director, WSU Carson Center for Student Success
WASHINGTON STATE UNIVERSITY · QUINNCIA
06 · QUINNCIA
P ARTNERSHIPS
Working with 200+ university partners.
Two profiles dominate the partner roster — but they are both in their Career Ecosystem Eras.
PROFILE 01
Business schools with a communication, leadership, or professional development course.
PROFILE 02
Universities scaling and integrating career readiness into academics through partnerships.
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06 · QUINNCIA
LET'S TALK
Bring Quinncia to your campus.
Reach out to your regional partnership manager to explore a pilot at your institution.
MH
Matthew Hurley
Partnership Manager
REGIONS
MPACE & MWACE
matthew.hurley@quinncia.io