I agree and I would never use AI to properly interview someone.
This is a screening interview. It's at the top of the recruitment funnel. The alternative is seeing fewer candidates (because you can't have engineers do non-stop interviews) or just filtering heavily based on CVs. Neither option is good.
If you as a hiring manager are so busy you can't invest in a thoughtful recruitment process, what's that going to mean when I come onboard? Will I be left to fend for myself in those first few months, feeling overwhelmed by all the new information and team dynamics? Or is it somehow going to be different once I'm employed by you?
The way I see it, if you are a hiring manager you are just going to talk to a HR person to screen this people for you actually. The majority of CV's that get to the Hiring Manager get filtered by non-technical HR people. Instead you have a tool that sumarizes the way you interact and think on a 20 min problem solving thingy. Imho I prefer to get a hold of this then having a HR person call me for 15 minutes and talk about my experience and stuff...