AI Interviews by Industry: Amazon, Unilever, Goldman, Retail, Tech, and More (2026)

Amazon uses HireVue for most non-engineering corporate roles. The defining feature of Amazon’s AI interview is that every question maps to one or more of Amazon’s 16 Leadership Principles (LPs). Questions are explicitly framed around LPs: “Tell me about a time you had to earn trust” (Earn Trust), “Give me an example of when you had to deal with ambiguity” (Are Right A Lot / Bias for Action).

The BARS rubrics for Amazon are built against LP behavioural descriptors. An answer that demonstrates a specific LP behaviour (data-driven decision, owner mentality, disagree-and-commit) at a high level of specificity will score significantly better than a generic STAR answer that doesn’t connect to LP language.

Intel, Oracle, Cisco (graduate and early-career)

HireVue is standard across early-career hiring at major US tech companies. Competency frameworks are more conventional than Amazon’s LP structure: problem solving, collaboration, communication, initiative. STAR with strong specificity and quantification applies.

Technical roles may combine HireVue behavioural assessment with a separate CodeSignal or HackerRank technical screen. These are scored independently - strong behaviour does not offset weak technical; vice versa.

Startups (SaaS, Series A-C)

Less likely to use standalone AI interviewers. More common: a human Loop interview with Metaview (or a similar AI transcription tool) recording and summarising. Some Series A-B companies use HireVue or Spark Hire for volume hiring into entry-level roles. Most senior-hire interview processes at startups remain human-first, sometimes with screening via Gem or Greenhouse AI-assisted scheduling.

Goldman uses HireVue as part of the Superday selection process for graduate and intern programmes. The behavioural questions emphasise commercial acumen, resilience, and collaboration - with a strong expectation of market awareness as part of the “commercial awareness” cluster. Questions often include a market-opinion or “what have you been following in markets” element not present in most other HireVue configurations.

JP Morgan

HireVue combined with Pymetrics (game-based assessments) is JP Morgan’s standard graduate process in 2026. The Pymetrics games measure cognitive and emotional attributes (attention, risk tolerance, learning speed). Both the video and game scores contribute to progression. Prep for the Pymetrics games is possible but limited - the games are designed to be difficult to game. Focus prep time on the HireVue STAR content.

HSBC, Barclays, Morgan Stanley

HireVue for graduate scheme applications. HSBC uses its own competency framework; Barclays questions focus on customer focus, risk awareness, and collaboration. Morgan Stanley’s HireVue questions are heavily behavioural with an emphasis on resilience and analytical thinking. All three reward STAR with quantified outcomes and specific example context.

Unilever was one of the earliest major employers to adopt HireVue + Pymetrics for its Future Leaders Programme (UFLP). The format is well-documented and widely prepped for: 3 game-based assessments (Pymetrics), followed by a HireVue video interview with 3-4 behavioural questions. Unilever’s BARS rubrics align to their four leadership qualities: purpose-driven, service-minded, agile, disruptive.

Procter & Gamble, Nestle

HireVue for graduate programmes, often alongside situational-judgement tests. P&G’s “Success Drivers” framework (Problem Solving, Collaboration, Innovation, etc.) guides the BARS rubrics. STAR with strong impact quantification aligned to P&G’s business-outcome orientation scores well.