How to Get an Accessible Interview Before You Press Record

Updated August 12, 2026

AI Video Interviews: What They Actually Score, and How to Prepare: How one-way interviews can process answers, which product claims require caution, and how candidates can prepare for structured scoring.

Start here: what to do when the video-interview invitation arrives

Before opening the interview link—or selecting Start—take these steps:

1. Read the invitation and job announcement from beginning to end.
2. Identify the completion deadline, including the time zone.
3. Find the employer’s accommodation, accessibility, or recruiting contact.
4. Determine whether the interview is live, prerecorded, timed, proctored, or recorded for later review.
5. Look for disclosures explaining whether artificial intelligence evaluates the interview.
6. Contact the employer promptly if any feature may prevent you from participating or being evaluated fairly.

A recorded interview is not automatically an AI-scored interview. Software might transcribe, summarize, rank, or score responses, or recruiters might watch the recording without automated evaluation. Do not guess. Look for an AI, automated-decision, consent, or privacy notice, and ask the employer if the invitation is unclear.

When feasible, avoid beginning a timed or recorded assessment while an accommodation request remains unresolved. Ask the employer to confirm the accessible process before you start and, if necessary, to preserve or extend the deadline while the request is reviewed.

If the invitation provides no accommodation channel, contact the recruiter or hiring manager. Ask to be connected with the organization’s HR, talent-acquisition, EEO, accessibility, disability, or reasonable-accommodation contact. The employer—not merely the interview platform’s support team—is the right starting point for an employment accommodation request.

A platform help center may still provide general interview information. For example, HireVue’s public Candidate Help Center lists sections for the interview process, mobile interviews, and candidate tips. However, the employer determines its accommodation process and how your application will be assessed.

Use this six-item invitation checklist:

Check	What to find out
Format	Is the interview live, one-way, prerecorded, timed, proctored, or recorded for human review? Can answers be rerecorded?
AI use	Does software transcribe, summarize, recommend, rank, or score responses?
Evaluated inputs	Is evaluation based on answer content, voice, pacing, camera behavior, movement, gaze, or proctoring signals?
Equipment	Are a camera, microphone, particular browser, mobile device, or computer required? Is keyboard-only access available?
Deadline	When must the interview be completed, in which time zone, and can the deadline be preserved during accommodation review?
Contact	Who handles accommodations: recruiting, HR, EEO, accessibility, or another designated office?

Do not wait merely because you are uncertain whether a problem is “serious enough.” If a fixed timer, absent captions, camera requirement, inaccessible control, unreliable transcription, or another feature creates a disability-related barrier, describe that barrier and ask how to proceed.

Informational notice: This guide addresses general U.S. federal principles and practical options. It is not legal, HR, or employment advice. Employer procedures and state, local, federal-sector, or international requirements may differ, and hiring laws change. Confirm the current requirements that apply to your circumstances.

The U.S. accommodation baseline when AI is part of hiring

Using software does not place an employer outside employment-discrimination law. Federal employment-discrimination laws continue to apply when employers use AI or other automated technology, including technology that evaluates a recorded video interview. Accommodation obligations may also apply when an automated process creates a disability-related barrier, according to the EEOC’s worker guidance on employment discrimination and AI.

Under Title I of the Americans with Disabilities Act, covered private employers with 15 or more employees and state and local government employers generally must provide reasonable accommodations that allow qualified applicants with disabilities to participate in hiring unless doing so would impose undue hardship. Federal applicants are protected through a related federal framework. Other laws may cover employers outside the ADA Title I description. The EEOC’s guidance for job applicants explains the coverage threshold, qualification standard, essential-function requirement, and undue-hardship rule.

A qualified applicant is not simply anyone who applies. The person must meet the employer’s job requirements—such as relevant education, experience, skills, or licenses—and be able to perform the job’s essential functions with or without reasonable accommodation.

Accommodation is intended to remove a disability-related barrier. It does not require the employer to eliminate a fundamental job duty or change an assessment when the affected skill is genuinely what the assessment is designed to measure.

For example, extra time or a written response might be an appropriate option when a short video timer measures interview speed rather than a skill needed for the job. The analysis may differ if immediate oral communication under strict time pressure is itself an essential and legitimately tested part of the role. Even then, the employer should distinguish that job-related skill from incidental platform features such as mouse use, looking into a camera, or operating a particular browser.

The central assessment principle is that a selection method generally should not require an applicant to use an impaired sensory, speaking, manual, or cognitive skill unless that skill is what the assessment legitimately measures. A test of accounting knowledge should not inadvertently become a test of mouse control. A written-analysis exercise should not become a test of screen-reader compatibility. An interview intended to assess technical judgment should not unintentionally measure whether automated transcription recognizes a disability-related speech pattern. The Department of Labor similarly advises employers to explain tests in advance so applicants can request necessary adjustments and notes that job tests may be used when administered uniformly under federal interviewing guidance.

Disability is the focus of this guide, but it is not the only possible source of accommodation duties. Depending on the circumstances and governing law, federal obligations may also arise in connection with religion or limitations related to pregnancy, childbirth, or related medical conditions. The applicable process and legal standard can differ.

None of these principles means every candidate may categorically refuse AI, demand a live interviewer, turn off the camera, or require human review. Those can be proposed as possible solutions. The appropriate outcome depends on the barrier, the purpose of the interview, the effectiveness of available adjustments, the employer’s obligations, and the specific circumstances.

Identify the barrier—and find out what the system actually does

You do not need to reverse-engineer an algorithm before requesting help. Begin with the functional barrier: What feature prevents you from accessing the interview, communicating an answer, or being evaluated on the intended job-related criteria?

Common areas to examine include:

• Hearing: missing or inaccurate captions, inaccessible audio controls, or an inability to hear spoken prompts.
• Speech: transcription errors, speech-recognition failures, short timers, or evaluation affected by vocal delivery.
• Vision: unlabeled controls, unreadable question text, missing keyboard navigation, or visual-only instructions.
• Motor access: mouse-dependent controls, short response windows, inaccessible recording buttons, or equipment requirements.
• Cognition and neurodivergence: complex instructions, rapid transitions, advance-planning barriers, distracting interfaces, or ambiguous questions.
• Anxiety and other mental-health-related limitations: countdown displays, one-take recording, unfamiliar proctoring, or lack of breaks.
• Fatigue or fluctuating conditions: a long uninterrupted session, rigid scheduling, or inability to pause.
• Sensory load: flashing elements, background activity, loud prompts, simultaneous information streams, or mandatory video.
• Technology access: incompatibility with assistive technology or required equipment that cannot be operated accessibly.

It helps to separate interface accessibility from algorithmic accessibility.

Interface accessibility concerns whether you can operate the platform. Can a screen reader identify the controls? Can you navigate by keyboard? Are captions accurate? Can you adjust the audio? Is the timer announced accessibly?

Algorithmic accessibility concerns what happens to your information after you provide it. A platform could have labeled buttons and captions yet create a separate barrier if automated transcription repeatedly misreads your speech, a fixed timer changes the substance of your answers, or behavioral scoring treats disability-related movement as meaningful.

Depending on the product and employer configuration, interview software may process a transcript, word choice, pacing, speech patterns, tone, movement, gaze, facial behavior, skills information, or proctoring signals. Some tools emphasize answer content, while others collect or analyze additional inputs. The categories and information involved can vary substantially across transcription, evaluation, behavioral, skills-assessment, and video-interview tools, as described in employer-focused legal commentary on AI interviewing systems.

That variation is why broad claims such as “modern systems only score transcripts” or “video tools never analyze behavior” are not reliable enough for your interview. Ask what this employer has enabled for this particular process.

Copy and send any relevant questions:

• “Is AI or automated software used to evaluate, rank, summarize, or score my interview?”
• “What general information or characteristics does the system evaluate?”
• “Is the recording, transcript, recommendation, or score reviewed by a person?”
• “Does the process use proctoring, facial recognition, voice analysis, or biometric processing?”
• “Is looking at the camera, maintaining a particular posture, or remaining continuously in frame part of the evaluation?”
• “Can I test the platform with my screen reader, keyboard controls, captions, interpreter, or other assistive technology?”
• “Is the timer evaluating a job-related skill, or is it simply part of the interview format?”
• “If automated transcription is used, can I review or correct the transcript?”
• “What happens if an approved accessibility feature fails during a recorded response?”

You can also ask whether a camera, voice, timing, gaze, or movement requirement measures an ability relevant to the role. A neutral formulation is: “Please explain whether this feature is part of the job-related assessment or only a feature of the platform.”

A disability-related characteristic may interact with automated technology without proving that the system discriminates. Atypical speech might affect transcription; limited facial movement might affect software that processes facial behavior; involuntary movement might trigger proctoring; and anxiety or cognitive-processing differences might be intensified by a countdown. These are possible barriers to investigate, not proof that every system produces an unlawful result.

Keep your request grounded and specific: identify the feature, explain its practical effect, and ask for an adjustment that allows the employer to assess the intended qualification instead.

Accommodation ideas matched to common video-interview barriers

There is no universal menu of guaranteed accommodations. The following are options to request or discuss. The effective solution depends on the individual barrier, the job, what the interview measures, and the employer’s process.

Functional barrier	Possible interview problem	Possible request	Alternative to discuss
Hearing access	Spoken questions or instructions are unavailable, or captions are inaccurate	Accurate captions, CART, accessible audio controls, transcript, or written questions	ASL or another interpreter; live accessible interview
Speech difference	Automated transcription misidentifies words, or speaking takes longer	Extra response time, transcript correction, written response, or evaluation focused on answer content	Live interviewer, alternative assessment, or human review
Vision access	Controls lack screen-reader labels; prompts are visual-only	Screen-reader-compatible controls, keyboard navigation, accessible question text, reader, or audio materials	Alternative platform or assisted process
Motor access	Controls require a mouse, timers are too short, or equipment is inaccessible	Keyboard-only operation, modified equipment, extended timers, breaks, or assistance with controls	Alternative input method or different interview format
Cognitive or learning disability	Dense instructions, rapid questions, or one-take responses create a barrier	Clear step-by-step instructions, practice questions, advance questions, extra processing time, or written responses	Live structured interview or divided sessions
Neurodivergence or sensory barrier	Interface activity, ambiguous prompts, or sensory distractions interfere with responding	Reduced distractions, plain-language instructions, predictable sequence, breaks, or flexible timing	Audio-only or otherwise modified environment
Anxiety-related limitation	Countdown, proctoring, or one-way recording substantially interferes with communication	Hidden or extended timer, practice mode, breaks, rerecording, or advance instructions	Live interviewer, written format, or another structured process
Fatigue or fluctuating condition	Interview must be completed in one uninterrupted sitting	Scheduled breaks, divided session, flexible timing, or deadline adjustment	Shorter live sessions or written assessment
Camera-related barrier	A condition affects facial movement, eye contact, posture, or remaining in frame	Modified camera procedure, permission to look away or move, or camera-off participation where workable	Audio-only interview, non-AI format, or human review
Technology incompatibility	Assistive technology does not operate with the platform	Official compatibility test, accessible browser or device option, or technical assistance	Alternative platform, phone interview, or employer-assisted process

Established categories of possible hiring accommodations include readers, sign-language interpreters, accessible materials, modified equipment, adjusted test conditions, and modified hiring procedures. These categories do not establish that every listed solution must be granted in every case.

For hearing access, do not assume automatic captions are sufficient merely because they exist. You can request accurate captions, CART, a transcript, written questions, an interpreter, or accessible volume and playback controls. Explain whether the issue concerns understanding prompts, receiving follow-up questions, or reviewing your recorded answers.

For a speech difference, tie the request to the failure mode. If the issue is response speed, extra time may help. If automated transcription is unreliable, additional time might not solve the problem; a written response, live interviewer, corrected transcript, content-focused alternative, or human review may be more effective.

For vision access, consider the entire path: opening the invitation, authenticating, reading instructions, starting and stopping the recording, reviewing an answer, and submitting it. A screen-reader-compatible question page is not enough if the Record or Submit control is unlabeled.

For motor access, identify the inaccessible action. A request might involve keyboard-only navigation, an alternative to drag-and-drop or mouse controls, modified equipment, help operating a control, breaks, or more time. Assistance should provide access, not supply the substance of an answer.

For cognitive disabilities, neurodivergence, anxiety, fatigue, or sensory barriers, possible requests include clearer instructions, practice questions, advance questions, reduced distractions, breaks, flexible timing, or written responses. Advance questions might alter a standardized interview less than expected, but that does not make advance disclosure mandatory in every case.

Camera-related requests require particular care. If eye contact, facial movement, posture, tics, the ability to remain still, or on-camera presentation is affected by a condition, explain how the camera procedure creates a barrier. You can propose modified camera instructions, an audio-only or live alternative, a non-AI assessment, or human review. Present these as workable options rather than universal entitlements.

Finally, distinguish an accessibility tool from a tool that supplies answers. Captions, screen readers, access-oriented speech-to-text, alternative keyboards, and interpreters can make an interview usable. A generative system that composes real-time answers raises a different integrity issue. Employer policies vary, so confirm that your accessibility technology is permitted and explain its access function if necessary.

How to request an accommodation by email, phone, or chat

An accommodation request may be oral or written. You do not need to use the words “ADA,” “disability,” or “reasonable accommodation.” You must communicate that you need an adjustment to the hiring process because of a physical or mental impairment. The Job Accommodation Network’s hiring-process guidance explains that no special legal terminology is required and describes the interactive process.

A useful request contains five elements:

1. The role or vacancy: Identify the job title and, if available, the requisition or announcement number.
2. The interview step and deadline: State which interview or assessment is involved and when it is due.
3. The functional barrier: Explain what the feature prevents or makes inaccessible.
4. The requested adjustment: Propose a concrete way to remove the barrier.
5. Openness to alternatives: Indicate that you can discuss other effective options.

Use this copy-ready email:

Subject: Accommodation request for [role or vacancy number] interview

Hello [name or team],

I am scheduled to complete the [role] video interview by [deadline]. Because of a disability-related limitation, [feature or format] creates [functional barrier]. I am requesting [adjustment].

I am available to discuss effective alternatives, and I would appreciate confirmation of the process before I begin the interview. If the request cannot be resolved before the current deadline, please confirm whether the deadline can be preserved or extended while it is reviewed.

Thank you, [Name] [Application or vacancy number, if applicable] [Preferred accessible contact method]

For phone or chat, use a shorter script:

“I am scheduled for the [role] video interview by [deadline]. A physical or mental impairment makes [feature] inaccessible because [brief functional effect]. I am requesting [adjustment]. Could you connect me with the person who handles hiring accommodations and confirm what I should do before starting?”

When practical, follow an oral request with a dated written summary:

“This message confirms my request today for [adjustment] regarding the [role] interview. The current format creates [barrier]. Please let me know the next step and whether I should wait to begin.”

You can describe the limitation without automatically naming a diagnosis. For example, “I cannot reliably understand automatically captioned prompts,” “the fixed response timer does not allow me to process and communicate an answer,” or “the recording controls are not operable with my screen reader” may be more useful than a diagnostic label.

Do not attach complete medical records to the first message. If supporting information is needed, the employer can identify what is necessary and provide a secure submission route.

Ask for a response before the interview deadline. If time is tight, explicitly request that your opportunity remain open while the employer reviews the barrier. A request does not necessarily pause a timer or extend a deadline automatically, so obtain written confirmation where possible.

Employer procedures can be highly specific. CISA, for example, instructs applicants covered by its particular HireVue process to contact the agency and obtain approval before beginning the interview. Its procedure applies only to specified CISA vacancies and has its own request and documentation sequence; it is not a universal HireVue or employer rule, as the agency’s HireVue accommodation instructions make clear.

Follow the actual invitation and job announcement. Do not assume that every organization using the same platform has the same contact, forms, documentation requirements, approval process, or deadline rules.

What happens after the request: discussion, documentation, and alternatives

After receiving a request, the employer and candidate may exchange enough information to identify an effective way to remove the hiring barrier. This is commonly called the interactive process. In practical terms, it is a problem-solving conversation:

• What part of the interview is inaccessible?
• What function does the employer need to assess?
• Which adjustments would provide access without undermining that assessment?
• Which option can be implemented effectively and on time?

The employer may offer a different accommodation from the one you requested. Your preferred option matters because you understand your access needs, but an employer may select another option if it is effective.

If the offered alternative does not work, avoid responding only with “That is not acceptable.” Use this formula:

1. Identify the remaining barrier: “Automatic captions still do not give me reliable access to the spoken prompts.”
2. Explain the practical effect: “I may misunderstand the question and be evaluated on an answer to a different prompt.”
3. Propose one or two alternatives: “CART, written questions, or an interpreter would address the problem.”

Another example:

“Thank you for offering additional time. The remaining barrier is not the length of the response period; it is that the speech-recognition system does not reliably transcribe my answers. A live interviewer, written responses, or human review of the recording would address that issue more directly.”

When the disability and accommodation need are not apparent, an employer may request reasonable supporting documentation limited to establishing the disability and the need for an adjustment. Documentation is not automatic: it may be unnecessary when the disability and need are obvious or the employer already has sufficient information. Accommodation-related medical information generally must be kept confidential, subject to limited exceptions, as addressed in the EEOC’s applicant accommodation guidance.

If documentation is requested, ask:

• What specific information is needed?
• Is a short provider letter or other limited documentation sufficient?
• Does the employer need confirmation of the functional limitation or additional information?
• Where should the material be sent securely?
• Who will receive and review it?
• When can you expect a decision?
• Will the interview deadline be protected during review?

Do not preemptively send complete medical files, treatment histories, medication lists, or unrelated records. Focus the documentation on the functional limitation and why the requested adjustment would provide access.

Limited operational information may need to be shared with people implementing the accommodation—for example, that an interviewer must schedule breaks or arrange an interpreter. That does not require distributing unnecessary medical details.

Before an offer, an employer generally may explain the hiring process and ask all applicants whether they need an accommodation for it. An employer generally may not ask questions likely to reveal disability or require a medical examination at the pre-offer stage. These boundaries do not prevent a focused discussion about making the interview accessible, as summarized in hiring-accommodation guidance adapted from EEOC material.

Requesting an accommodation does not remove the requirement to meet the employer’s qualifications or perform the job’s essential functions. The purpose is to provide an equitable opportunity to demonstrate those qualifications without an irrelevant access barrier.

Test the platform and respond when something goes wrong

If an official practice environment is available, test the accessibility path before the scored interview. Do not start the actual interview merely to discover whether it works.

Use this pre-interview checklist:

• Can every control be reached and activated by keyboard?
• Does a screen reader announce labels, instructions, timers, buttons, and status messages?
• Are captions available, synchronized, and sufficiently accurate?
• Can volume, playback, microphone, and audio-output settings be adjusted?
• Are browser permissions for the microphone and camera understandable and operable?
• Is the timer visible and announced, and can an approved extension be confirmed?
• Is question text readable, selectable, zoomable, and available in an accessible format?
• Does practice mode reflect the actual recording workflow?
• Can your assistive technology operate without being blocked by proctoring or security settings?
• Can an interpreter, CART provider, reader, support person, or other approved participant access the session?
• Can you pause, take approved breaks, or recover from a dropped connection?
• Do you know how to contact the employer during a failure?

Before starting

If a practice test or official preflight check reveals a barrier:

1. Capture the inaccessible feature with a screenshot, screen recording, error message, or written description.
2. Note the browser, device, assistive technology, date, and time.
3. Contact the employer’s accommodation contact or recruiter.
4. Explain the functional effect, not just the technical symptom.
5. Request a corrected process, deadline protection, or an effective alternative.
6. Wait for instructions when feasible rather than using a scored attempt as a test.

For example:

“The practice environment allows me to reach the question by keyboard, but the Record and Submit controls have no screen-reader labels. I cannot independently confirm which control is active. Please provide an accessible version or alternative process before the deadline.”

During the interview

If an unexpected failure occurs during a recorded attempt, stop when feasible. Avoid repeatedly submitting incomplete responses when you do not know how the employer’s system handles attempts.

Record:

• The time of the failure.
• The question number or prompt.
• What you expected to happen.
• What actually happened.
• Any error code or message.
• Whether the system continued recording.
• Whether captions, transcription, audio, video, or assistive technology failed.
• What troubleshooting you attempted.

Save screenshots or error messages if doing so does not expose confidential information or violate a stated security rule. Contact the employer promptly and explain that the failure affected interview access or answer completeness.

A concise message might say:

“At approximately [time], during question [number], the approved captions stopped displaying while the timer continued. I stopped when feasible and did not repeatedly attempt the question. Please confirm whether the response was saved and provide an accessible way to complete the affected portion.”

After submission

Some problems become visible only afterward. You might receive a transcript that materially misstates your answer, learn that an approved adjustment was not applied, or discover that disability-related movement produced a proctoring flag.

Report the problem factually:

• Identify the affected question or portion.
• Describe the failure.
• Explain how it affected access or the recorded response.
• Refer to any approved accommodation.
• Attach or preserve relevant evidence.
• Request an appropriate remedy.

Possible remedies to propose include review of the original recording, correction of a transcript, another format, human review, disregard of an unreliable proctoring signal, or a new attempt. Do not assume a retake or any particular remedy is guaranteed.

Keep a record of:

• The interview invitation.
• The job announcement.
• AI, privacy, and accessibility disclosures.
• Consent notices.
• Your accommodation request.
• Employer and vendor responses.
• Deadlines and time zones.
• Screenshots and error codes.
• Call notes, including dates and names.
• Accommodation approvals.
• Documentation submitted and the delivery method.
• Post-interview reports and responses.

Privacy questions, unresolved requests, and where to seek help

Accessibility and privacy questions often overlap. Before recording, ask:

• What will be recorded: video, audio, screen activity, keystrokes, or other information?
• Is AI used, and what general characteristics does it evaluate?
• Is proctoring, facial recognition, voice analysis, or biometric processing involved?
• Who receives the recording, transcript, recommendation, or score?
• Is the information shared with vendors or other organizations?
• How long are the recording and derived data retained?
• Does a person review the recording or automated result?
• Can an inaccurate transcript or data record be corrected?
• Can deletion be requested, and what information would the request cover?
• What happens if you do not consent?

Rights can depend on the employer, technology, location, information involved, and applicable state or local law.

Illinois provides a narrow, jurisdiction-specific example. For interviews covered by the Illinois Artificial Intelligence Video Interview Act, the statute addresses advance notice, an explanation of how the AI works and the general types of characteristics it evaluates, consent before AI analysis, and deletion after a qualifying request. The law’s definitions, coverage, deadlines, and current text should be checked before relying on it; consult the current Illinois statutory text for the Artificial Intelligence Video Interview Act. These requirements should not be generalized to every employer, candidate, recording, or jurisdiction.

If your request is delayed, denied without a workable alternative, or handled by someone unable to address it, escalate in a measured sequence:

1. Recruiter or hiring manager.
2. HR or talent acquisition.
3. Designated accommodation or accessibility contact.
4. EEO or civil-rights office.
5. An appropriate external agency or qualified adviser.

At each stage, state the role, deadline, original request, response received, and remaining barrier. Ask for a prompt written answer. Keep the focus on obtaining access to the hiring process rather than speculating about motives.

Applicants who believe AI or another hiring practice caused unlawful employment discrimination may contact the EEOC. The agency identifies its Public Portal and telephone, TTY, and ASL Video Phone channels as contact options in its AI guidance for workers. Contacting the agency does not establish that discrimination occurred, and this guide does not determine filing deadlines or available remedies.

The analysis can change based on employer size, government status, where the candidate and employer are located, the technology used, and whether disability, religion, pregnancy-related limitations, biometrics, privacy, or another protected area is involved. State, local, and international rules may add protections or impose different procedures.

Frequently asked questions about accessible video interviews

Do I have to disclose my diagnosis to request a video-interview accommodation?

Not automatically. Your initial request can generally focus on the impairment-related limitation, the interview feature creating the barrier, and the adjustment you need. For example, explain that the controls do not work with your screen reader or that automated captions do not give you reliable access. A diagnostic label may provide less useful information than a clear description of the functional problem.

If the disability or accommodation need is not apparent, the employer may request reasonable, limited supporting documentation. That does not mean you should send complete medical records with the first request. Ask what information is necessary, whether a short provider letter is sufficient, and how to submit it securely.

Can I request a live interview, written responses, or human review instead of AI scoring?

Yes. You may propose any of those as a possible accommodation when it would address a disability-related barrier. Explain why the current process is inaccessible and how the proposed format would allow the employer to evaluate the intended qualification.

The employer does not necessarily have to provide your preferred option if another effective accommodation is available. There is also no universal right to reject AI or require human review in every hiring process. Keep the request outcome-focused and indicate that you are willing to discuss effective alternatives.

What if the employer offers an accommodation that does not solve the problem?

Respond promptly and specifically. Identify the remaining barrier, explain how it affects your participation, and propose one or two alternatives.

For example:

“The extended timer helps with response preparation, but it does not address the speech-recognition errors affecting the transcript. Written responses or review of the original recording would address the remaining barrier.”

Do not assume that declining an ineffective option ends the process. Continue the discussion and document why the proposed adjustment does not provide access.

Should I begin the recorded interview while my accommodation request is pending?

When feasible, wait for the employer’s instructions. Starting could consume an attempt, trigger a timer, or result in an incomplete recording, depending on how the process is configured.

Tell the employer that you have not started because the access issue remains unresolved. Ask for confirmation that the deadline will be preserved or extended while the request is reviewed. A pending request does not automatically stop a deadline, so obtain written confirmation if possible.

If the employer expressly directs you to proceed with an approved adjustment, retain that instruction. If the barrier appears only after you start, stop when feasible, document what happened, and contact the employer promptly.

Where can I report suspected discrimination involving an AI interview?

Begin with the employer’s recruiter, HR team, designated accommodation contact, accessibility team, or EEO office. Preserve the invitation, request, responses, disclosures, deadlines, and evidence of technical or evaluation problems.

If you believe AI or automated technology caused unlawful employment discrimination, you may contact the EEOC through its accessible channels. A qualified employment attorney, disability-rights organization, or relevant state or local agency may also help you evaluate jurisdiction-specific options. Do not delay seeking advice based solely on this general guide because procedures and time limits depend on the circumstances.

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Final action plan: Do not guess what the system evaluates. Identify the specific functional barrier, contact the employer promptly, and request a concrete adjustment. Keep unnecessary medical detail out of the initial message, ask for confirmation before beginning, and document the response and any technical failure. You may propose an alternative format or human review without assuming either is guaranteed. Escalate unresolved concerns through the employer’s accommodation or EEO channel and, where appropriate, the EEOC.

This guide is U.S.-focused and educational. HRaizon describes its content as informational rather than legal, HR, or employment advice and advises readers to confirm current, jurisdiction-specific requirements with qualified counsel in its published terms.