An AI agent with access to work product can serve as an impartial manager. It can analyze performance quantitatively, like a sports coach reviewing game tape, and deliver feedback without the human biases, office politics, or emotional friction that complicates traditional performance reviews.

Rather than creating assessments that prohibit AI use, hiring managers should embrace it. A candidate's ability to leverage tools like ChatGPT to complete a project is a more accurate predictor of their future impact than their ability to perform tasks without them.

To assess a product manager's AI skills, integrate AI into your standard hiring process rather than just asking theoretical questions. Expect candidates to use AI tools in take-home case studies and analytical interviews to test for practical application and raise the quality bar.

To build an AI-native team, shift the hiring process from reviewing resumes to evaluating portfolios of work. Ask candidates to demonstrate what they've built with AI, their favorite prompt techniques, and apps they wish they could create. This reveals practical skill over credentialism.

Create an AI agent that automatically reviews interview transcripts. By feeding it a job description and company values as knowledge sources, the agent can provide a "yes/no/maybe" hiring recommendation with reasoning, serving as an effective thought partner and bias check for hiring managers.

To assess a candidate's ability to use AI as a thinking partner, have them solve a problem with an LLM. The key is observing their follow-up prompts and their ability to guide the AI step-by-step, rather than just accepting the initial output.

As AI renders cover letters useless for signaling candidate quality, employers are shifting their screening processes. They now rely more on assessments that are harder to cheat on, such as take-home coding challenges and automated AI interviews. This moves the evaluation from subjective text analysis to more objective, skill-based demonstrations early in the hiring funnel.

Upload interview transcripts and a job description into an AI tool. Program it to define the top criteria for the role and rate each candidate's transcript against them. This provides an objective analysis that counteracts personal affinity bias and reveals details missed during the live conversation.

Traditional hiring assessments that ban modern tools are obsolete. A better approach is to give candidates access to AI tools and ask them to complete a complex task in an hour. This tests their ability to leverage technology for productivity, not their ability to memorize information.