You do due diligence for clients. What about your own hires?
A new associate walks in on day one with access to privileged client matters, confidential deal documents, and sensitive case files. You verified their credentials. But did you verify the person who interviewed?
Meridian Acquisition
M&A - Confidential
Whitfield v. Calder Industries
Litigation - Privileged
Project Nightingale
IP - Trade Secrets
Interview identity was never verified
Your firm would never skip due diligence on a deal. Why skip it on a hire?
Law firms exist to protect clients from risk. You review contracts line by line. You verify representations. You document everything. Due diligence isn't optional.
But when it comes to hiring, the interview is a black box. Someone appears on video, answers questions well, and gets an offer. You verified their law school transcript and bar admission. You called their references. But the actual interview? You trusted it.
Proxy candidates. AI coaching tools. Professional interview fraud. These exist in legal hiring too. And the person who gets through has immediate access to your clients' most sensitive matters.
Day one access is immediate. The damage can be too.
Client Trust
Your clients choose your firm because they trust you with their most sensitive matters. An unvetted hire with access to privileged communications, deal terms, or litigation strategy is a trust violation waiting to happen.
The reputational damage from a breach often exceeds the direct costs.
Ethical Obligations
Bar rules require competence and proper supervision. If a fraudulent hire mishandles a matter or exposes client information, the partners who hired them face questions about their own diligence.
"We didn't know" becomes harder to defend.
Competitive Intelligence
Lateral hiring means associates often come from competitors. If the person who interviewed isn't the person who shows up, you may have given a bad actor access to client lists, matter details, and firm strategy.
Corporate espionage through hiring fraud is real.
Billable Time
If an associate can't actually do the work they claimed to be capable of, partners and senior associates end up redoing it. You're paying twice for the same work while clients question the bills.
The cost isn't just the bad hire. It's the time everyone else loses.
David Kim
Corporate Associate - 3rd Year
Interview
Partner Round
Duration
52 minutes
Interviewer
Rachel Torres
Platform
Zoom
No AI assistance, remote access, or video manipulation detected during this interview.
Documentation for every interview.
InterviewGuard monitors what's running on a candidate's machine during your interview. AI coaching tools. Remote desktop connections. Virtual cameras. The methods people use to cheat their way through.
Your team can watch sessions live or review the report after. Either way, you have a record of what actually happened during the interview, not just what the candidate chose to show you.
Clean session? You have documentation. Something flagged? You know before extending an offer and giving access to client matters.
No IT project. No integrations. No disruption.
Your recruiting team pastes in the meeting link. The candidate installs a lightweight app that takes under a minute. That's the entire setup. Works with any video meeting platform. Your interviewers don't change anything about how they conduct interviews.