RecruitLingo

I recruit for remote {{roles, e.g. software engineering}} roles and want to protect the process against fake candidates: stolen or invented identities, someone else sitting the interview, or real-time face and voice swaps. Help me design checks that are fair, consistent and legal. OUR PROCESS TODAY: {{stages, e.g. application, recruiter screen, technical video interview, take-home, final round, offer, background check}} WHERE WE HIRE: {{countries}} TOOLS WE USE: {{ATS, video platform, background-check provider}} WHAT, IF ANYTHING, HAS ALREADY HAPPENED: {{e.g. a new hire who didn't match the person interviewed}} Give me: 1. The points in my process where a fake candidate is most likely to slip through, and why. 2. Checks to add at each stage, cheapest first: for example matching the face and voice across stages, a live ID check before the offer, asking the candidate to talk through their own past work in depth, and checking that contact details, work history and online presence hang together. 3. Warning signs that are actually meaningful, such as the person on camera changing between rounds, answers that lag in a pattern consistent with being fed, or refusing any live check at all. 4. Things that must NOT be treated as warning signs, because they unfairly screen out genuine candidates: accent, nationality, a poor connection or camera, being nervous or neurodivergent, preferring a quiet background, or being less polished on camera. 5. Wording for telling every candidate upfront what checks we do and why, so it reads as standard practice rather than suspicion. 6. What to do if I suspect a candidate: how to escalate, who to involve, and how to avoid accusing someone on a hunch. 7. The privacy and legal points to confirm with our legal team before collecting ID or biometric data in {{countries}}. Apply every check to every candidate at the same stage. Anything applied selectively is a discrimination risk.