Remote hiring created a blind spot. Fraudsters found it.
Video interviews made hiring faster. They also made it possible for someone else to interview on behalf of your candidate. A completely different person can show up on day one.
Remote hiring is 16% faster than traditional hiring. Companies gained access to talent they never could have reached before. Video interviews went from convenient option to standard practice.
Identity verification didn't come with it.
In-person interviews had a built-in security feature: you could see who was sitting across from you. The same person who walked in was the person you evaluated.
Video interviews removed that. Now there's nothing to guarantee the person on camera is the person who'll show up for work. Or even the person whose resume you reviewed.
Companies optimized for speed and convenience. Fraudsters noticed.
"A completely different person showed up on day one."
A recruiter at Focus GTS shared the story publicly: his team had spoken to a candidate multiple times via FaceTime. The interviews went well. They extended an offer.
On day one, a completely different person showed up. The client immediately knew something was wrong. This wasn't who they'd interviewed. The new hire was fired the same day.
Over 2,000 people commented on the LinkedIn post saying they'd experienced the same thing.
Man had friend impersonate him in video interview. Fired within two weeks, faced criminal charges.
New hire's Slack photo didn't match interview recordings. Terminated after review.
$28,000 including investigation, legal fees, and lost productivity.
Proxy interview fraud is now an industry.
In competitive tech markets, recruiters estimate 10-15% of remote interviews involve some form of third-party assistance or impersonation.
Professional services have emerged where, for a fee, someone more qualified will interview on your candidate's behalf. It's become a business model.
Gartner projects that by 2028, 1 in 4 job candidates will be fake.
of recruiting leaders now conduct in-person interviews specifically to combat fraud.
Gartner via ComputerworldWithout a way to verify identity remotely, companies are reverting to what worked before. Google and McKinsey have reintroduced in-person interview rounds.
But this means giving up everything remote hiring gained: speed, access to global talent, and candidate convenience.
It shouldn't be a choice between security and efficiency.
Data, not guesswork.
Watching a video feed isn't enough. If someone can manipulate what the camera sees, control a screen remotely, or fake their location, you'll never know from the outside. You need system-level visibility.
Candidates install InterviewGuard once. It takes under a minute. Then every interview runs through your normal process with real verification happening underneath.
No behavioral analysis. No probabilistic scoring. Just concrete signals about what's actually happening.
System-level visibility
We see what's actually running, not just what's shared on screen.
Clear signals
Actionable data you can trust, not probabilistic guesses.
Real-time awareness
Know what's happening during the interview, not weeks later.
Day one is too late to find out.
By the time a different person shows up, you've already invested weeks in interviews, reference checks, and onboarding prep. You've turned away other candidates. Your team is expecting someone to start.
Now you're explaining to leadership what happened, restarting the search, and hoping it doesn't happen again. If you're lucky, you caught it on day one. If not, who knows what they accessed.
Or you could know before the offer letter goes out.
Keep remote hiring. Add verification.
Don't give up the speed and access of video interviews. Just add the identity certainty you need.