This AI Interviewer Ran 200 Interviews in 3 Days and No One Knew It Wasn't Human

Summary

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Lead With AI – Episode Summary

Podcast: Lead With AI
Host: Dr. Tamara Nall
Guest: Rajeev Kumar, CTO of Alt Hire AI
Episode Title: This AI Interviewer Ran 200 Interviews in 3 Days and No One Knew It Wasn't Human
Date: March 3, 2026

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Episode Overview

This episode focuses on the revolutionary role of AI in the hiring process, featuring an in-depth conversation between Dr. Tamara Nall and Rajeev Kumar, CTO of Alt Hire AI. They explore how Alt Hire AI’s platform leverages advanced AI modules to conduct interviews and provide candidate coaching, ultimately aiming to make hiring fairer, faster, and more precise. The discussion provides insights into the technology, its impact on both candidates and employers, real-world success stories, and the ethical considerations of automated interviews.

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Key Discussion Points & Insights

1. Alt Hire AI’s Mission and Origin Story

[03:06]

• Rajeev Kumar’s Motivation: He is driven by fairness in hiring and building products that give everyone a fair chance.
  • Quote: “I love creating products that give people a fair chance to show their talent.” – Rajeev Kumar [03:06]
• Problem Statement: Traditional hiring filters candidates by pedigree (e.g., college, company), not skills, due to the limited capacity of human recruiters.
  • “It is not the bad intentions of a company or hiring manager—it is the shortcuts… due to limited amount of time. So, even good candidates are not getting a better chance.” – Rajeev Kumar [03:17]
• Solution: Alt Hire AI automates interviewing and evaluation, scaling access and making skill—not affiliation—the primary hiring signal.

2. Platform Structure: Products for Both Sides of the Market

[06:00]

• Talent Boost: For Employers—Automates skill-based interviews (video/audio, 24/7) and provides detailed data-driven reports for decision-making.
• Mock Mate: For Candidates—Offers simulation-based practice interviews and coaching, enabling candidates to prepare and receive feedback.
  • “You have the employer portion. But for those potential candidates who want to get more training, they can actually go there and get interviewing practice.” – Dr. Tamara Nall [06:48]

3. Differentiation from Traditional Platforms

[07:23]

• Alt Hire AI goes beyond applicant tracking systems (ATS) like LinkedIn or BambooHR by replacing live interviewers with AI agents capable of nuanced, skill-based conversations and assessments.

4. AI-Powered Interview Experience

[08:22], [12:14]

• The AI simulates human interactions—listening, probing, and responding with empathy and context-awareness.
• Multiple agents collaborate: interviewer, evaluator, scriptwriter (generates custom questions/follow-ups), scheduler, and proctor.
  • “You can think [Alt Hire] is like a team of specialists inside one brain.” – Rajeev Kumar [12:14]

5. Real-World Impact and Success Story

[10:12]

• A small staffing firm used Alt Hire AI to save a major account:
  • Ran 200 interviews in three days for a technical role outside their domain expertise.
  • Successfully filled challenging positions and received praise for speed and quality.
  • “They said…they ran 200 interviews in three days and sent top candidates... In first terms in their careers they filled the role just in one week... This is the tool we were looking for.” – Rajeev Kumar [10:12]

6. Adaptability to Job Types

[13:47]

• The system is ideal for roles that can be evaluated through speaking, writing, and drawing (whiteboarding).
• Limitations: Physical skill evaluation (e.g., mechanical hands-on tasks) not directly assessed, but behavioral aspects and communication can be.
  • “If any job requires speaking, writing, or drawing to explain, then this platform can interview that candidate.” – Rajeev Kumar [13:47]

7. Adoption Insights: Surprising Demographics

[16:49]

• Higher-than-expected adoption among seasoned professionals (45+ years old), possibly due to less anxiety compared to human interviewers.
  • “The highest jump in adaptation rate was with the candidate who is 45 plus years old. That was really, really surprising to me.” – Rajeev Kumar [17:41]

8. Ethical Considerations

[18:48]

• Alt Hire AI is designed as a responsible tool, not a boss.
• Commitment to fairness: No evaluation based on ethnicity, gender, university, or employer background—skills only.
  • “We are very strict about fairness. We don’t use any ethnicity, gender, or historical affiliations…only skills.” – Rajeev Kumar [18:48]
• Privacy: Interviews are auto-deleted or handed to clients, access controls in place.
• Human in the Loop: AI only recommends, the final hiring/rejection decision remains with a person.

9. The Future of AI-Driven Hiring

[21:05]

• By 2030, Kumar envisions hiring evolving from Q&A formats to immersive, AI-driven job simulations, with candidates engaging in real collaborative scenarios alongside AI personas mimicking managers, team members, or customers.

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Notable Quotes & Memorable Moments

• “Our mission is that we judge people by what they can do, not where they come from.” – Rajeev Kumar [04:58]
• “It feels like a human is taking the interview, but it’s actually AI.” – Rajeev Kumar [07:23]
• “Now we don’t have to wait for an interview panel, change the calendars, or do endless follow ups…” – Rajeev Kumar [11:47]
• “I feel like I am doing something good for society… the highest adoption rate came from candidates 45+ years old.” – Rajeev Kumar [17:41]
• “AI can assist and inform, but people must stay in charge to make any decision.” – Rajeev Kumar [20:06]
• Dr. T on Alt Hire’s Impact: “You basically saved this small staffing firm from getting fired by its customer. That’s amazing.” [11:47]

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Timestamps for Key Segments

• [03:06] Rajeev Kumar’s personal motivation and Alt Hire’s mission.
• [06:00] Product overview: Talent Boost vs. Mock Mate.
• [08:22] How Alt Hire AI interviews; agent structure and capabilities.
• [10:12] Real-world customer success: 200 interviews in three days.
• [12:14] Inside the “brain” of the AI platform.
• [13:47] Types of jobs Alt Hire AI covers best.
• [16:49] Adoption surprises—success with older job seekers.
• [18:48] Ethical guardrails and human decision-making.
• [21:05] Future vision: simulation-based hiring.

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Lightning Round & Fun Extras

[24:45]

• Most overrated AI trend? — Crypto
• Most underrated AI trend? — Voice-based reasoning models
  • “A lot of real world scenarios can be developed and it has not… been heard in community the way other chat systems have.” – Rajeev Kumar [25:04]
• Book recommendation? — The Beginning of Infinity by David Deutsch
• Bold AI prediction? — The future of hiring will be simulation (job/role simulations).

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How to Try Alt Hire AI

[22:23], [23:10]

• Employers: Visit the Alt Hire AI website, select “Talent Boost” or book a demo.
• Candidates: Use the “Mock Mate” tool from the same website for mock interviews.

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Connect with Rajeev Kumar & Alt Hire AI

• LinkedIn: Rajeev Kumar (R A J E E V K U M A R)
• Instagram
• Email: [e-mail] or [e-mail]

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Summary prepared for listeners who seek a comprehensive but accessible rundown of episode content, key insights, and action points.

Transcript

[Dr. Tamara Nall]

Today's conversation asks a fascinating question. What if AI could transform both sides of the hiring process, helping employers find the right candidates faster and helping candidates show up as their best selves. My guest is Rajiv Kumar, the Chief Technology Officer of Alt Hire AI, a platform built around two powerful AI modules. One module specializes AI agents to interview and evaluate candidates for employers, thus surfacing the top matches with data driven precision. The other provides specialized coaching and simulation training for candidates, helping them prepare, improve and perform with confidence. Together, these modules are redefining what it means to hire smarter, creating a future where AI isn't replacing people, it's empowering them. Let's get into it.

[Podcast Host Intro/Outro]

Welcome to lead with AI. I'm Dr. Tamara Nall. In each episode, we will take you behind the scenes with visionary leaders shaping the future of AI across public and private sectors. Join us as we explore groundbreaking projects and innovations that are transforming industries and making a real impact on people's lives. Let's dive in.

[Dr. Tamara Nall]

Hi everyone, how are you? It's Dr. T. And welcome again for another week on Lead with AI. I am always so honored to say thank you for always listening in and liking and commenting and forwarding because of that. As you all know, we hit number one in technology on Apple podcasts this year as well as we are an award winning podcast now since we won the W3 interview podcast award. So I'm just so honored to be a part of this and leading this because I always created it for those of you who just wanted to know all of the great products that were being created around the world. And I am so excited to have our guest for this week who is Rajeev Kumar. He is the CTO of alt hire AI. How are you, Rajiv, welcome.

[Rajeev Kumar]

Yeah, I'm doing good Dr. T. And thanks for having me.

[Dr. Tamara Nall]

Absolutely, absolutely. Now, you know the whole hiring, et cetera is so important, particularly with what's going on these days. And so I think everyone is interested in anything that will help them be able to find their next best career and their next job. But before we get into Alt Hire, just tell me a little bit about you, Kumar. Tell me about who you are at your core, what you're passionate about and how althre really solves the challenge of matching the right person to the right opportunity.

[Rajeev Kumar]

So doctor like I'm a build a builder at the heart and I love creating products that give people a fair chance to show their talent.

[Dr. Tamara Nall]

Yes.

[Rajeev Kumar]

And so the idea of Alt hire came from my painful, I will say, the similar patterns I experienced or keep seeing it so one of the scenario I remember that I referred multiple of my friends for same role and what I feel that a friend from the top college got the call and and others who were actually stronger in skills were rejected at resume selection stage. And later as a hiring manager in big tech companies I saw the same things like we are filtering it out using historical affiliations like college and companies. And then I started feeling that it is not the bad intentions of a company or hiring manager. It is the shortcuts the hiring managers or company has to take due to limited amount of times of recruiter or managers. So it was more becomes more like a scaling problem of human resource. Because you need to find out a interviewer, you have to train the interviewers. So due to these limitations, even though the company have a good intent, I started feeling that good candidates are not getting a better chance. And that is where we started Alt Hire. We all founders things that with Alt Hire we can automate the repetitive task of sidling sidling or interviewing from home to AI which can lead to the scaling to the large interview pools. And that can create a fair or a bigger opportunity to the candidate. And this helps to achieve our missions that we judge the people by what they can do, not where they come from.

[Dr. Tamara Nall]

Got it. No, I love that. And I actually recently saw and an email because you know you have those petitions on change.org and it was a gentleman who literally said he applied to thousands of positions and did not get seen for one. Definitely didn't get hired for one. And then I had a conversation with someone else. No, sorry, it was on social media. I saw a woman, she just posted something and she opened up her email the next day and there were 600 applicants. Like how does a human, you know get through all of that? So that's why I think Al Hire definitely solves for that critical problem there. And so is Alt Hire. AI is for the candidate and for the employer. So who is your ultimate customer? Like your paying customer. And I'm assuming that it's for both sides. Like we can go and like upload our resume or what have you to alt hire and then on the other side the employer can go and look as well. Is that right?

[Rajeev Kumar]

So yeah. So we have two products. One product is Talent Boost which is for employer that they can create a jobs interview for a given jobs and they can invite the candidates. And all this video audio 24 cross 7 interview will happen. So detailed reports will be available to make the decisions. The other products which we have eject Mahmit because we also want that we with changing in technology, the candidates should give the get enhance their experience of interview. So that market product is like a candidate can go and experience a set of already pre curated interviews or they can curate an interview for a given jobs and really interact with AI and get a detailed feedback.

[Dr. Tamara Nall]

Oh wow. Wow. Okay, so you have the employer point portion. But for those potential candidates who want to get more training, they can actually go there and get interviewing practice.

[Rajeev Kumar]

Yeah.

[Dr. Tamara Nall]

Okay, because I was going to ask you, okay, well how is on hire AI different from like LinkedIn Recruiter or Bamboo HR or any of these others that are out there? Indeed, and I believe that's the answer. You actually provide that coaching and training that I don't think the other ones have. Is that correct?

[Rajeev Kumar]

So we definitely provide coaching and training, but other side, I think if you see Bamboohr or LinkedIn recruiters, this is more about ATS platforms. Like think about the Bamboohrs, it gives a platforms. What we really do is that we take the interview. A skill based interview for any candidate for a company. So you are no longer requiring a skill based interviewer to interview the candidates. AI agent will take full one hour interview or multiple rounds of interview on a specific skills or a specific jobs. And they will take interview in conversations or you are doing conversations or also writing some things or even drawing some things. And the AI will probe the candidates, try to get out maximum from the candidate in very empathic way by reasoning on what you speak, what you write and what you draw all in real time. It feel like oh, a human is taking the interview, but it's actually AI.

[Dr. Tamara Nall]

Wow. Oh my gosh. Okay, so I'm so glad we're talking about that. Okay, so I totally didn't get it. Okay, so basically alt hire is actually interviewing the candidate for you. Wow. And then the candidate feels like they're actually talking to a real person.

[Rajeev Kumar]

Yeah, but we initially said that, okay, it is AI interviewer, it's not a person's. But the experience is such that it is very hard to differentiate between the way the human takes interview or the AI is taking interview other than the voice. Like one will be the machine voice, another will be human voice. Otherwise, other than that, AI is pretty much adaptable, adaptive, empathic and know when to go next questions, when to stay in that questions. They know all are happening dynamically.

[Dr. Tamara Nall]

Okay, got it, got it, got it. Okay, so then you know there's this agent that's interviewing the candidate and then does the agent then recommend like the top three to the actual hiring manager.

[Rajeev Kumar]

Yeah. So the agent there is another agent. There is a multiple agents. So another agents will evaluate you and then give you a detail in data driven decisions as a recommendations and then and it's also rank you that why they gives you a score out of 10. All of them and then the hiring managers or recruiter has to make the decisions.

[Dr. Tamara Nall]

Okay, got it. Oh wow. That's amazing. I love that. So I mean going to my next question but I can see you probably have multiple examples. Tell us about a time where a customer. You got some customer feedback or a customer experience although AI for the first time and and they were totally wowed by the experience. We love stories, we love to be taken there. So take us on that journey.

[Rajeev Kumar]

Yeah. So we have a multiple why experience and I will go if you ask permit then two or we'll start one. So one of my favorite holy or I think most holiest spoke moments which you say came from a small staffing forms. So that staffing forum managers pinged me randomly and I think they got it some information from my networks and they were pretty much nervous because their client was pretty unhappy with the candidates they are sending it and this was their last chance to save the account. And after on the top of that they have to fill the roles which is like go engineers which they were not expert in that. So they have never had that role. Okay. So we saw them how they can use our platforms. They started using it and they did a screening and they come back after one week and they said that they ran 200 interview in three days and send that top few shortlisted candidates and out of them two cleared the full round. So in first terms in their careers they fill the role just in a one week and even the roles which they were not expert about. So that was the awesome moment and that's the reactions I got. Oh, this is the tool we were looking for. That's what they told. This is the tool we are looking for. Now we don't have to wait for an interview panel, change the calendars or do endless follow ups with interviewers.

[Dr. Tamara Nall]

Wow. Wow, that is amazing. That is a holy smokes moment. I mean you basically saved this, this, this small stacking firm from getting fired from his customer. That's amazing. That's amazing. Now you know we're, we're curious, we're nosy people. So tell us about how it works. If we were to open up the hood and look at the brain of how it's all working on the inside. Give us the. The. The Scoop on that. How does it work?

[Rajeev Kumar]

So you can think. Altar is like a team of a specialist inside one brain.

[Dr. Tamara Nall]

Okay.

[Rajeev Kumar]

So you can think. One AI is your interviewer which listen, understand, adopts with the candidate converse reason. It means all in empathic way. There is another AI which is your evaluator. It scores based on a skills, the skills or the the answers the candidate gave you, company cultures or other expectations the hiring managers has tuned. There is another AI which is a scriptwriter. It creates interview questions, follow up intent for a given job just in a few clicks. Another is AI scheduler which is scheduling the candidate like through email, phone call, sms, all real time that they thought okay, I am not able to attend interview ir I can't. They can do residualing. And there is AI proctors who is real time proctoring the candidates so that the candidates are not doing any unfair means to interview. And all of them are talking each other through AI platforms. So that's.

[Dr. Tamara Nall]

I say wow. Oh my goodness. Oh wow. That. That is absolutely amazing. Now can it also are there certain skills or certain jobs that it can't do? Like what about the highly tech like need to code all the way to a mechanic that needs to work in a workshop? Like what. What are the boundaries for what is the ideal type of jobs?

[Rajeev Kumar]

Yeah, so the ideal type of job is anything like either you do converts or you are doing the coding, writing any writings or any drawing. So these three types of job, if any job evaluations requires a speaking writing are drawing to explain their thoughts and ideas. Then this platforms can interview or help to interview that candidates.

[Dr. Tamara Nall]

But if you are looking, speaking, writing and drawing.

[Rajeev Kumar]

Yeah.

[Dr. Tamara Nall]

Okay. Drawing one.

[Rajeev Kumar]

This is called whiteboarding. You wanted to. Yeah. Which is called whiteboarding.

[Dr. Tamara Nall]

Yeah, so like consultant type jobs.

[Rajeev Kumar]

Yeah. Yeah.

[Dr. Tamara Nall]

Okay, got it.

[Rajeev Kumar]

But if you have like mechanics again you still can take the interview through our platform. But they will definitely not evaluate your real hardcore tightening the screw experience. They can definitely evaluate you that how you can interact with a client or what are the real challenges you have faced. Okay.

[Dr. Tamara Nall]

Yeah.

[Rajeev Kumar]

So those types of behavioral questions they can still evaluate for mechanics of.

[Dr. Tamara Nall]

Okay, got it. And what about coders like developers, you know, penetration testing for risk and security.

[Rajeev Kumar]

So it covers almost all the skills. There is no boundary because our idea is like when we created these platforms, the whole idea was not to focus on one skill. Focus on the form factors, how the human interacts. And we realized that form factors either you speak, either you write and communicate or either you do whiteboarding. So all the jobs which require these three form factors can be covered.

[Dr. Tamara Nall]

Okay, now I see how you can kind of evaluate speaking. Right? We're talking right now. You can evaluate that, how does it evaluate writing and how does it evaluate whiteboarding?

[Rajeev Kumar]

So we don't evaluate the writing, we evaluate the skill. So for a given skill you may need to may require whiteboarding or writing to explain your idea and explain your thoughts. So be evaluate your skills like whether you have a skills on a team handling or whether you have a customer management. So if we evaluate your skills and to in an interview you can share your ideas or thoughts either by writing or by explaining on a whiteboard or by speaking.

[Dr. Tamara Nall]

Okay, got it. Oh wow, that's good. Now you gave us an example earlier of how a customer, the staffing firm, right. Was wowed and basically how you save their company. Talk about an experience, a real world magic moment that where you was like, oh my gosh, I can't believe I'm a part of this. Like this is blowing my mind as kind of like the founder or what have you.

[Rajeev Kumar]

Yeah. So there are again multiple moments. So one I think really still is touching to me is that so when we started this interview platforms, the biggest factors we were having is that build a candidate, adopt it. Because while doing a interview for one hour they are talking to AI. Will they adopt it? And what we find it most surprising recently is that the maximum adaptations rate. First of all, our adaptation is twice than the earlier which is human based intake, which itself is a surprising. Okay. Because we were just expecting that if we can just maintain it, that would be a good success. But the biggest surprise it came is the highest jump in adaptation rate was with the candidate who is 45 plus years of old.

[Dr. Tamara Nall]

Oh wow.

[Rajeev Kumar]

So that was really, really surprising me and I said like something I'm good, doing good for society. And if I start thinking it back, I see that a lot of senior candidate 45 plus years are little hesitant to talk to young engineers or young workers that they might think they are evaluating it. But with AI they feel that, okay, nobody is evaluating it. They can express their thoughts and experience in very natural way. That may be the reason, but still it is a very much surprising. I have never thought that this is going to happen.

[Dr. Tamara Nall]

Wow, that is amazing. You know, and not only for, for those, those candidates who are 45 and more seasoned, as I like to say it, but also for the introvert, you know, the introvert that will feel more comfortable talking to an AI agent than a real person. Well, that's just absolutely amazing. Congratulations on that. Yeah, so how do you think about ethics? You know like there are definitely some ethical considerations with all higher AI. Talk to me about how you think about that.

[Rajeev Kumar]

Yeah, I think this is a great question because whenever someone see as a AI interviewer they think like oh, AI is your boss. Okay. This initial comes so BCI platform as a tool with responsibility, not as a boss. Okay. And for this few of the guardrails we are pretty much like 100% every day we make sure one the core principle is like we are very strict about fairness. Okay. So be while throughout the interview creations or skill based evaluations, we don't use any ethnicity, gender or historical affiliations like your historical company, university or company. We interview or evaluate candidate based on the skills, what the script, what the candidate gave answers so that it could be unbiased. Okay. The second is like we also care about privacy because we do a lot of proctoring, real time eye movements, full recording. So be so that anytime the recruiter can come back and see the whole conversations. So we make sure that be auto delete after short amount of times or be hand over to the client. Okay. And access is very, very limited and control.

[Dr. Tamara Nall]

Got it.

[Rajeev Kumar]

Third, we always keep human in the loop because we never say our AI never say hire or reject it gives a detailed report, any recommendations but the final decision is always with human in this case recruiter or hiring manager. So our ethical line is very clear. Like AI can assist and inform, but people must stay in the charge to make any decision.

[Dr. Tamara Nall]

Okay, I love that, I love that. And that is, I mean you laid it out so clearly, you know, across the three different areas. And so that's, you know, keeping the human in the loop and the privacy and then making sure that the data itself is either deleted or turned over to the client. So that's, that's amazing. I'm glad you thought about that from the beginning. What does the future look like with all higher AI? You know, be it five years from now, three years from now, one year from now. However, whatever timeframe you want to use, what does a world powered with alt higher AI look like?

[Rajeev Kumar]

So by 2030 even I think in a few years I don't think interviews will be like what we do today because in a few years the baby do the work or collaborates are going to change. A lot of jobs are going to be offloaded to AI. Okay. So I imagine hiring will feel also difference and it will feel like more like simulations of a real job. So, so right now in an interview what happens is the be the Candidate answers the questions like tell me about your time, write a code. Okay. In few years we will jump into some virtual teams where AI will. One AI will act as a manager, another AI will act as a team member, another will act as a customers. And you will solve the real problems with them like design discussions, handling pressures, giving update writing. So when we will finally join the company, your first day will feel like similar like because you have already lived with that while doing interview. So that experience is going to happen very soon. And we are already started building at Alt hire.

[Dr. Tamara Nall]

That's where we feel okay now if somebody wants to kind of use it now, today, what's the best way to do that?

[Rajeev Kumar]

So I think if anybody is curious, I will say take one short AI mock interview this week. Just pick a role, start the interview and see and feel how the AI listens. Ask follow up questions and see the detailed report. And if you are a company or recruiter, I will say quickly go to Alt AI and book a demo to understand end to end flow from creating an interview to reading a report. So I will say only request that just reimagine it. Just try it once and you will feel like something revolutions is happening in AI interviewing field too.

[Dr. Tamara Nall]

Got it. Amazing. Now Alt hire. Okay. So that go to Altire AI for the employer where does the candidate go to do a mock interview?

[Rajeev Kumar]

So there itself we have a two products they can inside that I shared earlier. One is Talent Boost. So once they click the Talent Boost that's for company and if they click Mock Mate that's for the candidate.

[Dr. Tamara Nall]

Okay. But they still first go to all hire AI.

[Rajeev Kumar]

Yeah.

[Dr. Tamara Nall]

Okay. Awesome. Well genius Rajiv, thank you so much. So now I have a question from from my former guest who I'm also calling a genius to you. And that question is should AI ever have rights or only responsibilities?

[Rajeev Kumar]

Yeah. So this is obviously philosophical trapping questions. So at this moment I will say I'm unable to imagine that AI should have rights because whole fabric will be changed. It's very hard to imagine that. But I definitely feel that it should have a responsibility. And I think those responsibilities lies a lot on us. Like the humans who are building it and who are using it. We need to make sure that all the ethicals are critical decisions. The humans are involved and we should more focus on giving them more responsibility on making our mundane task better. So that's how I think.

[Dr. Tamara Nall]

Got it. Okay. So keep it with responsibilities and not rights. Got it. Let's do bonus rapid fire right now. I'll give you four questions Quickly and then you give me the first answer that comes to the front of your mind. So let's start with what is the most overrated AI tech trend?

[Rajeev Kumar]

Crypto.

[Dr. Tamara Nall]

Crypto. Okay, got it. And we definitely have been in a lot of crypto land lately. What is the most underrated AI or tech trend?

[Rajeev Kumar]

So voice based reasoning models has been under. Yeah, under hacked.

[Dr. Tamara Nall]

Okay, so tell us a little bit more about that.

[Rajeev Kumar]

So we still not have explored a lot of like as mentions, like while you are speaking and also writing while coding and reasoning is happening. So a lot of real world scenarios can be developed and it has not been evolved or not been heard in a community so loudly the way other simple chat based systems has been heard.

[Dr. Tamara Nall]

Got it. And you said are you saying real world scenarios?

[Rajeev Kumar]

Yeah.

[Dr. Tamara Nall]

Okay, got it. Perfect. What is a book that we should all read about the future or AI?

[Rajeev Kumar]

Yeah, so I will say that it's very not related to AI, but I will say it's a very generic fundamental book. It is the beginning of Infinity by Jos. So this is a great book. I'd recommend to read it.

[Dr. Tamara Nall]

Got it. Well, don't give us a spoiler alert but like what is it about?

[Rajeev Kumar]

So it's about explaining whole fundamentals of a society universe all about this. It gives a lot of ideas about how we think and how the system works and when we connect it to the actually the real world, solving problems with technology, it resonated well.

[Dr. Tamara Nall]

Okay, got it. And that's the beginning of infinity. Yeah, got it. Wow. Okay, now tell us your biggest, boldest AI prediction.

[Rajeev Kumar]

Yeah, I'm a little biased here. I think that the role simulations are job simulations based. Hiring will be the future of hiring.

[Dr. Tamara Nall]

Got it. You know what, I asked this question to all my guests and I'm always very proud when they, when they take that question back to their product. So not everybody does, but I always point out when, when people do so. That's amazing. Well, Rajeev, this has been a wonderful conversation. Thank you so much. I mean I am like wowed by what Althre AI does. How should we. We can obviously go to the website Althire AI both on the employer side and the candidate side. How do we stay in touch with you and, and do you have any social media handles that that our listeners should be aware of?

[Rajeev Kumar]

Yeah. So we have a social presence and we are active on LinkedIn. We are also active on Instagram or for any inquiries. You can also shoot us the mail like contactal AI or you can personally shoot to me. I closely watch every email like Rajiv at Ulta AI.

[Dr. Tamara Nall]

Okay, got it. And then you're also on LinkedIn too, right?

[Rajeev Kumar]

Yeah, I'm also on LinkedIn.

[Dr. Tamara Nall]

Good, good, good. So for everyone, that's Rajeev. R A J E E V and last name Kumar. K U M A R. Rajeev. Again, thank you so much. This was a very interesting conversation and a very relevant conversation given there are so many people that quite honestly have been laid off and are looking for jobs, be there in the federal government or not. So I commend you for seeing a problem and seeing a gap and being able to fill it with all higher AI. So thank you so much for being here.

[Rajeev Kumar]

Yeah. Thank you, Dr. T, for giving this opportunity. Thank you.

[Dr. Tamara Nall]

Absolutely. And everyone, thank you again for tuning in. So until the next time we meet next week, same time, same place, lead with AI. Take care. Bye bye.

[Podcast Host Intro/Outro]

Thanks for tuning in to lead with AI AI. I'll see you next time as we continue exploring the cutting edge innovations shaping AI across the public and private sectors. Until then, keep leading with AI.