Columbia student Roy Lee built an AI tool, Interview Coder, which he claims secured him internship opportunities at Amazon, Meta, and TikTok. This software provides covert assistance during technical screenings, effortlessly tackling algorithmic challenges.

Lee showcased his creation through social media, even uploading a YouTube clip where he used Interview Coder in real time during an Amazon coding test. After his demonstration gained traction, multiple companies revoked his offers, with Amazon reportedly contacting Columbia University regarding his actions.

In response, Lee dismissed the backlash, asserting that his intention was never to accept a job but to highlight the flaws in modern hiring procedures. He emphasized that coding assessments relying on LeetCode-style problems are ineffective and outdated.

His stunt ignited a fierce online debate. Supporters hailed him as a trailblazer, arguing that AI should be embraced as a tool for productivity rather than viewed as deception. Others warned that this could force corporations to introduce in-person or supervised assessments, making remote hiring more difficult—particularly for less privileged applicants and international job seekers.

As AI disrupts recruitment, companies may tighten security around candidate evaluations. Whether Lee’s experiment sparks lasting change or merely triggers stricter regulations, one thing is clear—tech hiring will never be the same again.

🔹 AI challenges traditional hiring practices
🔹 Tech firms withdraw internship offers
🔹 Debate over automation and ethics escalates
🔹 Stricter interview protocols may be inevitable