A Columbia University student has been suspended for secretly using AI in tech interviews, raising questions about the future of hiring in the AI era. Chungin Lee, a 21-year-old computer science major, developed an AI-powered tool called Interview Coder, which helped candidates crack LeetCode-style coding challenges and land job offers from major tech firms, including Amazon, Meta, and TikTok.

Lee’s AI tool worked behind the scenes during online technical assessments, effectively automating the problem-solving process. His success exposed a glaring issue in the hiring process—if AI can solve these coding problems effortlessly, are traditional tech interviews outdated?

Columbia University Takes Action

Columbia University, however, did not share Lee’s perspective. After an internal disciplinary review, the university handed him a suspension until May, citing violations of academic integrity. Lee’s public posts about the investigation on social media further fueled the controversy, drawing mixed reactions from the tech and academic communities.

The suspension has sparked a heated debate on whether AI in tech interviews represents an unfair advantage or simply reflects the modern reality of AI-assisted coding.

The LeetCode Grind: Outdated or Necessary?

For years, tech job applicants have been grappling with LeetCode-style interviews, which require candidates to solve complex coding challenges under time pressure. Many argue that these tests are more about memorization than real-world problem-solving.

A recent study found that software engineers at Meta solved an average of 600 LeetCode problems before landing a job, while Goldman Sachs developers tackled over 450 challenges. The grueling nature of these assessments has led many to question their relevance, especially as AI-powered coding assistants become mainstream.

Lee, who managed to secure multiple internship offers, believes his actions simply exposed the flaws in the system.

“I got offers from top tech companies. The system is broken, and I just proved it.”

Tech Industry Reactions: Is AI the Future of Hiring?

The case has divided opinions among tech professionals, hiring managers, and academics.

Supporters of Lee’s AI approach argue:

• AI-assisted coding is the future, and hiring processes should reflect that.
• Many software engineers already use AI tools like GitHub Copilot and ChatGPT for real-world coding.
• Companies should focus on problem-solving ability and creativity, rather than repetitive coding challenges.

Critics, including Columbia faculty, counter that:

• Tech interviews test a candidate’s logical thinking, not just their ability to write code.
• Relying on AI tools may weaken fundamental problem-solving skills.
• AI-generated answers could lead to hiring unqualified candidates who struggle in real-world engineering roles.

Is the Hiring System Due for an Overhaul?

Lee’s case has ignited a broader conversation about the role of AI in tech hiring. Some experts believe that companies must rethink technical assessments, shifting away from pure coding challenges toward more holistic evaluations of problem-solving and creativity.

At the same time, AI is becoming an integral part of the software development process, and its influence on hiring is inevitable. Whether tech giants adapt their hiring methods or continue relying on traditional coding tests remains to be seen.

A Columbia University insider summed it up best:

“It’s not just about the tool—it’s about the message he’s sending.”

While Lee faces disciplinary action, his actions have forced the tech industry to confront a difficult reality—AI is here, and it’s changing everything, including how companies assess talent.

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