Nine in ten recruiters have suspected a candidate of faking it. Now what?
Proxy interviewees, off-camera coaching, generated answers. Each leaves a different trace — and conflating them is how you accuse the wrong person.
Remote hiring created a risk nobody staffed for. Greenhouse's 2026 AI Hiring Report found 91% of recruiters and hiring managers have spotted or suspected candidate deception, and 74% are more worried about fake credentials than they were a year ago — with AI-generated CV exaggeration the most commonly observed form. The uncomfortable version of the problem: the person interviewed is not always the person hired.
Three different problems wearing one label
A proxy sitting the interview. Someone other than the applicant answers. The trace is identity and continuity — face presence across the session, whether the person on camera matches the person who registered, whether the face changes mid-interview. HireSuite's Proctoring covers face detection for exactly this.
Live coaching off-camera. The applicant is real but is being fed answers. The traces are behavioural and temporal: gaze drifting off-frame before each answer, an unnatural pause structure, delivery that improves sharply for technical questions and collapses on follow-ups. This is where the seven dimensions of Voice Analytics — pace, endurance and the rest — are diagnostic, because coached answers rarely match the candidate's own rhythm.
Generated answers. Text produced by a model and read aloud, or pasted into a written stage. AI-text detection flags the statistical fingerprint; the human tell is content without specifics — no constraint, no consequence, no colleague's name.
Our rule, published on purpose
A flag is an invitation to review. It is never an automatic rejection. Detection signals carry false positives — a candidate glancing at notes, a slow connection, a non-native speaker's pause pattern — and the cost of a wrong accusation is far higher than the cost of a second look.
What to do with a flag
Build one review step and use it consistently: the reviewer sees the flag, the timestamped evidence and the transcript, and decides whether to advance, re-interview or close. Log the decision. Tell candidates in advance what is monitored and why — disclosure reduces both the anxiety and the fraud, and it is increasingly a compliance requirement rather than a courtesy.
Then keep perspective on scale. Most candidates are honest, and integrity tooling exists to protect the process for them. In [X%] of flagged HireSuite sessions, review confirms an innocent explanation. That number belongs in your candidate FAQ, not just your internal deck.
Priya Raman
Staff I/O Psychologist
Priya is a Staff I/O Psychologist specializing in structured interview design and integrity at HireSuite.ai.
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