iTechGuides is reader-supported. When you buy through links on our site, we may earn an affiliate commission. As an Amazon Associate I earn from qualifying purchases. Learn more
There is no universal rule about using AI in a coding interview: the instructions for the specific assessment decide. Without AI, interviewers can observe how you solve, design, implement, test, and explain a problem independently. In an AI-enabled task, they can also assess how you use tools—but a working answer alone may not show what you understand or contributed. Both formats can test useful engineering skills when the task and its rules are clear.
What employers assess in a conventional coding interview
Writing code “from scratch” is not simply a test of how much syntax you can recall without help. Employer guidance describes a broader set of signals: how you frame a problem, choose an approach, implement it, test it, and communicate your reasoning.
Problem solving, design, and implementation
Microsoft Careers says technical interviews focus on problem solving and role-related skills. Its engineering interview guidance describes a lifecycle that includes problem solving, design, coding, and testing. It advises candidates to clarify ambiguities, make a plan, write clean and concise code, run and compile it, test the solution, consider security implications and boundary conditions, and explain corner cases. Microsoft also identifies algorithms, data structures, and system design as preparation areas.
Recommended Free Tools
Those steps imply that an interviewer may be interested in more than the final code. Clarifying an underspecified requirement can show whether you notice consequential assumptions before committing to an implementation. A plan makes your approach easier to follow. Running and testing the code can reveal whether you catch a defect rather than simply stopping when the first version looks plausible. Considering boundary conditions and security implications demonstrates attention to how a solution behaves beyond its happy path.
#1 Best Overall
- Read Before You Buy — No Video Output: These adapters support charging and USB 2.0 data transfer, but cannot transmit video signals. Except for standard USB webcams (which use USB data only), they are not compatible with HDMI/DisplayPort cables, video-capable USB-C hubs, or docking stations with video output.
- Convert USB-A Ports to USB-C: Designed to connect USB-C earphones, cables, flash drives, card readers, and other USB-C accessories to standard USB-A ports. Plug-and-play with no drivers or software required.
- Aluminum Alloy Housing: Built with a sturdy aluminum alloy shell that aids in heat dissipation and protects against daily wear and scratches. Designed to maintain a stable and secure connection.
- Compact & Travel-Friendly: The ultra-compact design allows the adapter to stay plugged into your device without blocking adjacent ports or adding bulk, reducing wear and tear on your original USB ports.
- 12-Month Warranty: Backed by a 12-month manufacturer warranty for peace of mind. Designed to meet strict quality control standards for reliable everyday performance.
OpenAI’s Interview Guide says engineering interviews generally look for well-designed solutions, high-quality code, optimal performance, and good test coverage, as well as communication and collaboration. These criteria make the reasoning behind an answer relevant alongside whether the code works. For instance, a candidate may need to explain why a design is suitable, what trade-off it makes, and whether performance changes as the input grows. The guide does not make every interview identical; its expectations, like the tools policy, can vary by interview.
What “from scratch” does—and does not—show
A no-AI exercise can make a candidate’s independent approach easier to observe: whether they ask useful questions, break the task into manageable parts, select an appropriate design, and respond to edge cases. It does not follow that typing every character unaided is the essence of software engineering. The published criteria from Microsoft and OpenAI include design, testing, performance, and communication, not just unaided code production.
In practice, a candidate can make this evidence visible by narrating a concise plan, stating assumptions, and explaining why a test matters. If a solution has a limitation, identifying it and describing a reasonable next step may help an interviewer understand the candidate’s judgment. These are practical ways to communicate the skills named in employer guidance, not a guarantee that every interviewer expects a particular style of narration.
The Tool Desk
Outbyte PC Repair FREEClear out junk files and repair common Windows errorsFree Scan →Outbyte Driver Updater FREEFix the driver behind crashes, sound loss and screen glitchesFind Drivers →These examples illustrate publicly stated criteria at those organizations; they do not establish one scorecard used by every employer. The role, interview stage, and assessment instructions matter.
What an AI-enabled coding task can assess
When AI use is explicitly allowed, an assessment can resemble a work setting in which development tools are available. The Public Service Commission of Canada says allowing AI can simulate a realistic work environment, reflect professional context, and let employers assess candidates’ ability to use the tools. That changes the question from “Can this person produce code with no assistance?” to include “Can this person use assistance effectively and remain accountable for the result?”
AI availability does not by itself tell a candidate what the employer intends to measure. An assessment might still be designed to reveal problem solving, design, implementation, and testing, while also giving the candidate a chance to use tools. The instructions and task design should make that balance clear. In particular, a candidate should not assume that a tool is permitted merely because it is available in the editor or commonly used in software work.
Rank #2
- 5-in-1 USB-C Hub: Experience comprehensive connectivity featuring a Power Delivery input, two USB-A 2.0 ports, a USB-A 3.0 port, and an HDMI port. (Note: The USB-C power delivery input port is only for connecting an external wall charger to power your laptop and cannot power peripheral devices.)
- 90W Pass-Through Charging: Achieve optimal charging with 90W pass-through power to your laptop, supported by a total input of 100W, with the hub reserving 10W for operational efficiency. (Note: Wall charger not included.)
- Quick Data Transfers: Accelerate your productivity with rapid data transfers using a high-speed 5Gbps USB 3.0 port and two 480Mbps USB 2.0 ports.
- 4K HDMI Display: Enhance your visual experience with a hub capable of delivering 4K resolution at 30Hz in both mirror and extend modes. Please note that this hub is compatible with MacBook (macOS 12 and newer), Windows 10 and 11, ChromeOS, and laptops equipped with DP Alt Mode and Power Delivery. Note: This device is not compatible with Linux.
- What You Get: Anker USB-C Hub (5-in-1, 4K HDMI), welcome guide, 18-month warranty, and our friendly customer service.
Tool use is not the same as understanding
A generated solution may compile or pass a visible example without demonstrating that the candidate understands its assumptions, limitations, or risks. A reasonable design implication is to make the candidate’s own judgment visible: ask them to explain the approach, inspect the generated code, test edge cases, find or correct a flaw, or adapt the solution to a changed requirement. These are assessment options, not rules every employer follows. They follow from the Canadian guidance to verify that results reflect a candidate’s qualifications, alongside employer criteria that include testing and communication.
For example, an interviewer might ask why a generated implementation handles empty input, whether its performance is suitable for the expected data size, or how it should change when a new constraint is introduced. A follow-up question can test whether the candidate can reason about what the code does rather than simply repeat its output. A changed requirement can also make the candidate’s ability to adapt visible. The important signal is not whether the candidate used a particular prompt; it is whether they can evaluate and take responsibility for the resulting work. Employers’ assessment materials determine whether such tool use is allowed in the first place.
Verification is not limited to finding a dramatic bug. It can include checking that the implementation matches the stated requirements, running meaningful tests, checking boundary conditions, and considering performance. A candidate who uses an assistant should be prepared to distinguish between code they have checked and suggestions they have not yet validated. The cited employer guidance supports testing, clean code, performance, and explanation as relevant criteria; the exact verification process belongs to the employer’s assessment design.
How the two formats differ
| Assessment dimension | No-AI coding task | Explicitly AI-enabled task |
|---|---|---|
| Tool rules | AI is unavailable or prohibited for the exercise. The actual permitted tools should be stated by the employer. | AI use is allowed within the stated rules; the employer should identify permitted tools and any limits. |
| Likely focus | Independent problem solving, design, implementation, testing, and explanation. | Those engineering fundamentals may still matter, alongside tool use and the candidate’s judgment about its output. |
| Ways to verify understanding | Ask the candidate to explain decisions, test cases, and trade-offs while solving. | Ask the candidate to explain, verify, test, correct, or adapt the AI-assisted result. |
| Access and fairness | Instructions should clarify the permitted environment and tools. | Access to paid tools, technical knowledge, languages, and equipment can affect fairness; providing access is a possible design response, not a universal practice documented in the cited guidance. |
| Communication | Rules should say what tools are unavailable or prohibited. | Rules should specify what AI use is permitted, where, and whether it must be disclosed. |
The table describes possible differences in assessment design, not a claim that every employer uses either format in exactly this way. An AI-enabled task can still evaluate fundamentals; a no-AI task can still evaluate communication and design. A useful comparison is therefore not “real coding” versus “AI coding,” but what the particular task lets the employer observe and how the employer verifies the candidate’s contribution.
Do employers allow ChatGPT, Copilot, or autocomplete?
Sometimes, but permission varies by employer, interview, and assessment stage. Do not assume that AI is allowed because the company uses AI at work, or because a tool appears in an editor. OpenAI states in its Interview Guide: “Expectations for AI and other tools vary by interview.” It advises candidates to check the preparation materials or ask their recruiter.
Free tools Windows power users keep installed
One-click scans. No signup required.
Employer guidance illustrates the differences:
- ServiceNow: Candidates may use AI to prepare, but evaluation stages—including technical challenges—should be completed independently unless ServiceNow explicitly permits a particular tool or use case. Its candidate guidance says: “We will be clear when AI use is permitted.”
- Disney: Candidates should not use AI to complete coding exercises or other assessments unless instructed otherwise; the company says permitted use will be communicated.
- Deloitte: AI is permitted for preparation activities such as researching the organization, refining application materials, and practicing. AI-generated interview work product and real-time assistance are not permitted unless explicitly allowed.
- OpenAI: Tool expectations vary by interview; candidates should review preparation materials or ask the recruiter.
These examples are not interchangeable company-wide rules and do not answer what another employer permits. A coding invitation may distinguish among an AI chat assistant, code-completion features, search, documentation, and other outside help. If it does not address a tool you plan to use, ask before starting. An employer’s general position on AI is not permission to use it in a particular assessment.
Rank #3
- Sleek 7-in-1 USB-C Hub: Features an HDMI port, two USB-A 3.0 ports, and a USB-C data port, each providing 5Gbps transfer speeds. It also includes a USB-C PD input port for charging up to 100W and dual SD and TF card slots, all in a compact design.
- Flawless 4K@60Hz Video with HDMI: Delivers exceptional clarity and smoothness with its 4K@60Hz HDMI port, making it ideal for high-definition presentations and entertainment. (Note: Only the HDMI port supports video projection; the USB-C port is for data transfer only.)
- Double Up on Efficiency: The two USB-A 3.0 ports and a USB-C port support a fast 5Gbps data rate, significantly boosting your transfer speeds and improving productivity.
- Fast and Reliable 85W Charging: Offers high-capacity, speedy charging for laptops up to 85W, so you spend less time tethered to an outlet and more time being productive.
- What You Get: Anker USB-C Hub (7-in-1), welcome guide, 18-month warranty, and our friendly customer service.
Preparation and live assessment are especially easy to confuse. ServiceNow, Disney, and Deloitte provide examples of employers that distinguish permitted preparation from assessment use that is prohibited unless explicitly authorized. Practicing with AI beforehand may be allowed under a company’s guidance even when using AI during the live exercise is not. Conversely, an interview that explicitly permits a tool may have its own conditions. Treat the policy for the particular stage as controlling, rather than carrying assumptions from another part of the hiring process.
What current survey figures do—and do not—say
CoderPad’s State of Tech Hiring 2026 reports that among its survey respondents, 34% ban AI in technical assessments, 46% allow it broadly or with constraints, and 20% decide case by case. Those figures indicate varied reported approaches, not a universal policy or a prediction of what any particular employer will do. The figures should be read as findings from that report’s survey, not as a census of all employers.
A 2024 study by Chen, Huo, Nam, Port, and Peruma surveyed 32 industry professionals. It reports mixed opinions about candidate AI use and says the majority of organizations represented had not adjusted their candidate evaluation methods to account for AI use or knowledge. The small survey describes the views of its participants; it should not be generalized to all hiring organizations.
Neither source establishes that AI-enabled interviews are now standard, that traditional coding interviews are obsolete, or that one format predicts job performance better across roles. The evidence supports a narrower conclusion: assessment policies differ, and employers have not all responded to candidate AI use in the same way. The survey figures are useful context for why a candidate may encounter different rules, but they cannot tell you which rule applies to an invitation you have received.
How to prepare and follow the rules as a candidate
- Read the assessment instructions and preparation materials. Look for rules covering the specific stage, not only general company guidance. Note whether the assessment is independent, AI-enabled, or silent about tools. Check the permitted environment rather than interpreting the absence of a warning as permission.
- Clarify ambiguous tools before beginning. Ask the recruiter whether the rules cover the assistant, autocomplete, search, documentation, or other help you want to use. Do not treat silence as permission. A concise question before the task is safer than discovering an interpretation after submitting work.
- Follow disclosure requirements. If instructions require you to identify AI use, describe it accurately. If no disclosure process is given but the rules are unclear, ask rather than concealing assistance. If the instructions prohibit the use, do not use it, even if the tool is available.
- Practice explaining and testing your work. Be ready to describe your approach, trade-offs, edge cases, and tests. If AI is authorized, practice checking its output and making changes yourself rather than relying on a plausible-looking answer. Be able to say what a test is meant to catch and what limitations remain.
- Prepare for a no-AI format as well. Microsoft’s preparation areas include algorithms, data structures, and system design. Practice solving and communicating without an assistant so you can demonstrate independent reasoning when required. The goal is not to memorize syntax alone, but to work through a problem, check the result, and explain decisions.
These steps are useful across formats because the core engineering signals remain relevant even when tools differ. If an interview is no-AI, focus on clear problem framing, a workable plan, code quality, tests, and explanation. If AI is allowed, add deliberate review of what the assistant produces: check whether it answers the actual requirement, test its behavior, and be ready to explain or revise it. In either case, follow the employer’s disclosure and tool rules rather than guessing.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.How employers can make these assessments clearer and fairer
The Public Service Commission of Canada’s hiring-process guidance says: “You can allow candidates to use AI throughout the hiring process.” It also recommends stating which tools are allowed and at which stages, communicating consequences, and considering unequal access to paid tools, languages, technical knowledge, and equipment. Allowing AI is an option, not a requirement; a controlled no-AI exercise can also be appropriate when independent fundamentals are what the role-specific task is meant to measure.
Rank #4
- Dual Converters, Infinite Potential：Includes 2× USB C male to USB A female adapters and 2× USB A male to USB C female adapters. Perfect for a wide range of uses—tablets with Bluetooth keyboards, expand USB ports on macbook, and more. Two different converters for all your daily needs
- Next-Level 10Gbps & 3A Charging: No more slow 480Mbps, this usb to usb c adapter has a transfer speed of up to 10Gbps, allowing you to do more transferring in less time. This usb adapter fits both USB A and USB C charger, supporting up to 3A fast charging
- Upgraded Exquisite Craftsmanship: With an aluminum alloy housing and metal connector, the usbc to usb adapter is extremely durable and sturdy. Rigorously tested to withstand more than 10,000 times of plugging and unplugging, ensuring long-lasting performance
- Broad Compatible: The usb c to usb adapter widely supports all USB C/ USB A devices like laptops, tablets, cellphones, car chargers, and phone chargers. Such as compatible with MacBook Pro/Air 2023/2022, Thunderbolt 4/3 Devices,Apple MagSafe Watch 9/8/7/SE/Ultra, iPad Pro 2022/2021, Samsung Galaxy S23/S20/S10, and iPhone 17/16/15 Pro. Plug and play
- Please Note: To reach 10Gbps speed, keep the cable under 3.3 ft. For USB A Male to USB C adapters, try flipping the USB C connector. USB C Male to USB A adapters support bidirectional 10Gbps transfer within 3.3 ft
Match the method to the job signal
Choose an assessment because it reveals a capability relevant to the role. If the goal is to observe independent fundamentals, define a no-AI environment and assess problem framing, design, coding, and testing. If the role calls for tool-assisted development, an explicitly AI-enabled task can examine how candidates use and verify assistance. A follow-up explanation, scenario, or changed requirement can provide another way to confirm what the candidate understands.
There is no evidence here that one method is superior for every role. A well-communicated, controlled exercise may be suitable when the intended signal is independent problem solving. An AI-enabled task may be a better match when effective use of development tools is part of the work being assessed. The method should follow the purpose; the existence of AI tools alone does not require employers to change every interview.
Make the candidate’s contribution observable
Canadian guidance recommends considering whether AI can answer a task in a way that obscures a candidate’s qualifications, then adjusting the assessment strategy if needed. Employers can design for observable reasoning—for example, by asking candidates to explain decisions and tests, or respond to a new constraint—rather than treating a finished code sample as conclusive evidence of individual skill. These are design choices, not evidence that every organization has adopted them.
Follow-up questions, scenarios, or interviews can add evidence beyond the submitted artifact. The Canadian Public Service Commission specifically recommends additional interviews, scenarios, or follow-up questions to help confirm that a result reflects the candidate’s qualifications rather than AI-generated content. Employers can also make the assessment’s expectations explicit in advance: whether candidates should demonstrate independent work, tool-assisted judgment, or both.
Publish rules that remove guesswork
State the permitted tools, assessment stages, disclosure expectations, and consequences of violating the rules. For AI-enabled exercises, clarify which assistants or features are allowed and whether candidates will receive access to them. Considering access matters because candidates may differ in paid-tool availability, equipment, language, and technical familiarity. Clear, consistent instructions let candidates prepare for the skills being assessed instead of trying to infer an unwritten AI policy.
What’s actually slowing this PC down?
Pick the symptom - the matching free tool is one click away.
Fairness also depends on the task itself. Canadian guidance advises employers to consider whether AI can answer the task in a way that hides the candidate’s qualifications and to adjust the assessment when needed. It also identifies unequal access to tools, languages, technical knowledge, and equipment as considerations. Employers can weigh those factors when selecting a format and explaining the conditions. Supplying a tool or choosing a different task may be considered as a design response, but there is no universal practice established by the cited guidance.
Best Value
- 5-in-1 Connectivity: Equipped with a 4K HDMI port, a 5 Gbps USB-C data port, two 5 Gbps USB-A ports, and a USB C 100W PD-IN port. Note: The USB C 100W PD-IN port supports only charging and does not support data transfer devices such as headphones or speakers.
- Powerful Pass-Through Charging: Supports up to 85W pass-through charging so you can power up your laptop while you use the hub. Note: Pass-through charging requires a charger (not included). Note: To achieve full power for iPad, we recommend using a 45W wall charger.
- Transfer Files in Seconds: Move files to and from your laptop at speeds of up to 5 Gbps via the USB-C and USB-A data ports. Note: The USB C 5Gbps Data port does not support video output.
- HD Display: Connect to the HDMI port to stream or mirror content to an external monitor in resolutions of up to 4K@30Hz. Note: The USB-C ports do not support video output.
- What You Get: Anker 332 USB-C Hub (5-in-1), welcome guide, our worry-free 18-month warranty, and friendly customer service.
Frequently Asked Questions
Do employers allow ChatGPT or Copilot in coding interviews?
Some do and some do not; policies can vary by employer, interview, and assessment stage. OpenAI says tool expectations vary by interview. ServiceNow, Disney, and Deloitte describe restrictions on AI during evaluation unless a use is explicitly permitted, even while allowing some forms of preparation. Read the specific instructions and ask the recruiter if they do not address the tool you want to use.
What do interviewers look for if AI writes some of the code?
In an explicitly AI-enabled assessment, employers can still look for problem solving, design, code quality, testing, performance, and communication. The Public Service Commission of Canada recommends using follow-up interviews, scenarios, or questions to confirm that results reflect a candidate’s qualifications. Explaining the approach, checking the output, testing edge cases, and adapting code to a changed requirement are ways an assessment might make a candidate’s understanding visible.
Should I practice coding without AI?
Yes, it is sensible to practice without AI as well as with tools when they are permitted. Microsoft lists algorithms, data structures, and system design among preparation areas, and its guidance emphasizes planning, implementation, testing, and explaining corner cases. Independent practice prepares you for assessments where tools are prohibited and helps you explain your reasoning in either format.
Do these 3 things before closing this tab:
1Fix the driver behind crashes, sound loss and screen glitches2Clear out junk files and repair common Windows errors3Scan for outdated or missing drivers - takes under a minuteCan I use autocomplete during a technical assessment?
Only if the instructions permit it. An assessment may treat code completion differently from an AI chat assistant, search, or documentation, so do not assume that an editor feature is allowed simply because it is built in. Check the rules or ask the recruiter before starting.
The Bottom Line
Employers assess more than whether code appears to work: problem solving, design, implementation, testing, performance, and communication all matter. AI can be part of an assessment when explicitly allowed, but candidates should be ready to explain and verify their work. Because policies differ, read the instructions for the specific interview and ask about unclear tools rather than assuming permission.
Quick Recap
Product prices and availability are accurate as of the date/time indicated and are subject to change. Any price and availability information displayed on Amazon at the time of purchase will apply.
