Greenhouse CEO Daniel Chait Tells Forbes AI Interviews Could Replace Resumes in 2026

What Did Forbes Say About Greenhouse and AI Interviews in 2026?

Forbes, the business and leadership publication read by executives and talent leaders worldwide, featured Greenhouse CEO Daniel Chait in an August 2, 2026 article in its Careers section arguing that AI-conducted interviews could make the traditional resume obsolete. Written by senior contributor Rachel Wells, who covers leadership, AI, and upskilling, the piece drew on an extended interview with Chait recorded for an upcoming podcast episode. Forbes positioned Greenhouse, alongside competitors Workday and Ashby, as one of the applicant tracking platforms shaping how hiring teams respond to AI-era application volume.

Why Are Resumes Becoming Obsolete in AI-Era Hiring?

The Forbes article opened with Greenhouse’s own recruiting benchmark data: recruiters are handling 412% more applications each than they were in 2022, and individual job postings now draw 111% more applications. Layoffs have left many talent teams doing that work at roughly half their former headcount. The result is a loop Forbes described as AI fighting AI, with candidates generating applications through AI tools and employers deploying AI to filter the output. Strong candidates who interview well but write flat resumes get screened out before a human ever sees them.

How Do AI Interviews Reduce Bias in Hiring?

Chait’s case to Forbes rested on a well-known National Bureau of Economic Research study in which researchers sent out thousands of otherwise identical resumes, varying only whether the name at the top read as stereotypically white or stereotypically Black. Applicants with white-sounding names received roughly 50% more interview callbacks. Chait’s point to Forbes was that resume screening has carried this problem for more than two decades, and that AI interviews let employers skip the resume screen entirely. Candidates get evaluated on what they demonstrate rather than what their name signals.

What Is Skills-Based Hiring, According to Greenhouse?

Chait told Forbes that resumes are built around credentialism by design, pointing out that a candidate’s name, school, employers, and job titles are the elements set in bold at the top of the page. His alternative is to evaluate who the person actually is and what they are good at, rather than where they worked and for how long. On the broader debate over automating the funnel, Chait was direct: “The problem isn’t AI. The problem is bad AI solutions” to the challenges hiring teams face.

What Makes AI Interviews Scalable for Hiring Teams?

The economics are the argument. Human first-round screens are expensive and slow, which is exactly why companies gatekeep them and why most applicants never get one. Chait told Forbes that AI-conducted first interviews can be delivered to anyone, at any hour, at low marginal cost, and built on structured hiring principles so every candidate answers the same questions against the same criteria. That shifts the qualifying event from a two-page document to a conversation, and it lets employers say that anyone who passes the interview is worth a human’s time.

Which Companies Are Moving Beyond the Resume?

Forbes noted that Greenhouse is not alone in this direction. Culture Test, the assessment company backed by investor and Diary of a CEO host Steven Bartlett, screens for alignment with an employer’s values and ways of working. Crossover, an AI-first remote job platform, runs an AI-led interview candidates can take whenever and wherever suits them. Forbes reported a wider shift toward psychometric assessment, culture-fit testing, and AI interviewing as resume workarounds, while acknowledging that AI interviewing remains early and imperfect technology.

Why Is Greenhouse Positioned to Lead Structured, Skills-Based Hiring?

Greenhouse has built its platform around structured hiring, the practice of defining role requirements up front and scoring every candidate against the same criteria, which is the same discipline that makes AI interviewing defensible rather than a black box. That foundation matters for talent teams weighing AI screening tools in 2026: the differentiator is not whether a vendor has added AI, but whether the underlying process was consistent enough to automate in the first place. The Forbes feature placed Greenhouse’s CEO at the center of that distinction.

What Does This Mean for Your Hiring Tech Stack?

For talent acquisition leaders and heads of recruiting evaluating ATS and AI screening tools this year, the Forbes piece reframes the buying question. Volume is not going back down, and resume parsing is not a durable filter when applicants generate resumes with the same models employers use to read them. The evaluation criterion becomes whether a platform can deliver fair, structured, high-volume first-round assessment. Greenhouse’s public position, as reported by Forbes, is that skills-based AI interviewing is where hiring is heading.