From AI Resumes to Fake Candidates: Protecting Your Company from Hiring Scams

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Hiring has never been easy, but lately, it’s become even more complicated. If you’ve been in the trenches of tech hiring, you’re probably familiar with a troubling trend: fake job applicants. Unfortunately, we’re not alone in this struggle. Companies everywhere face candidates misrepresenting skills, swapping in stand-ins for interviews, or juggling multiple full-time jobs under false pretenses.

It’s a strange new reality fueled by AI-generated profiles, fabricated resumes, and even organized fraud rings. In some cases, the candidate aces the interview, only for employers to realize later they aren’t the same person who applied. In fully remote environments, these deceptions can be especially difficult to catch.

At Keyhole, we work hard to stay ahead of these scams, refining our processes to spot real talent from those trying to game the system. It’s not just about protecting our company—it’s about ensuring our teams are built on trust and talent, not deception.

So, how do fake candidates operate? What red flags should hiring teams watch for? And most importantly, what strategies actually work to safeguard against hiring fraud? We’re diving into all of it in this post. Let’s break it down.

Understanding Fake Job Applicants

How Fake Candidates Operate

Fraudulent candidates use deceptive tactics to secure unqualified roles or exploit remote work opportunities. Common methods include:

Automated Mass Applications – AI-driven bots submitting high volumes of applications, flooding recruiters with unqualified or uninterested candidates.
Exaggerated or Fabricated Resumes – Resumes listing high-profile companies and strategically bolded technology keywords to bypass applicant tracking systems (ATS).
AI-Generated Profiles & Stolen Identities – Fake LinkedIn profiles featuring AI-generated or stolen photos, fictitious work histories, or fabricated credentials.
Scripted & AI-Assisted Interviews – Using pre-written responses or AI tools to answer technical questions, making it difficult to assess genuine expertise.
Multiple Full-Time Jobs – Juggling multiple remote W-2 positions simultaneously.
Employment Outsourcing Scams – Coordinated fraud where groups work together to secure jobs, then distribute the workload.

Another rising trend is Remote Job Location Deception—where fake candidates claim to be based in the U.S. while working from abroad. In some cases, scammers recruit a U.S.-based individual to act as a financial middleman, funneling payments through their bank account. Meanwhile, an overseas engineer pretends to be the candidate, acing interviews and secretly completing the work. This scheme allows them to exploit higher U.S. pay rates while concealing their true location.

As hiring scams grow more sophisticated, companies must be proactive in screening candidates. Without strong verification measures, businesses risk onboarding unqualified employees, wasting valuable resources, and even exposing themselves to security threats.

Spotting Fake Candidates Before An Interview

Over time, we’ve developed strategies to identify fraudulent applicants before they reach the interview stage. The earlier you catch them, the more precious time and inevitable frustration you save—long before you’ve invested in multiple interviews.

Recently, we received multiple applications from ‘different’ candidates, all using the same email message. Some tweaked their resumes slightly—changing locations or swapping Java for React—while others kept everything identical except the name. Despite these variations, every candidate claimed to be a “hand in glove” perfect fit for Keyhole. The recurring odd phrasing pattern made it clear these candidates weren’t legitimate.

Here are some effective strategies we’ve used at Keyhole to spot fake applications before responding.

1. Analyze Patterns In Resumes & Applications For Red Flags

Look for things in the resume that stand out, like:

Copy-Paste Templates: Watch for copy-paste resumes with vague descriptions, inconsistent fonts, or excessive buzzwords—especially in bold. Also, be mindful of unique verbiage that appears across multiple resumes.
Hidden Keywords: Check for hidden (invisible or white font) technical keywords embedded in resumes, which some candidates use to game ATS filters.
- One easy way to do this is “Ctrl+F” on a Windows computer or “Command+F” on a Mac.
Mismatch Between Skills & Experience: Look for a mismatch between skills and experience, generally like lists of highly technical skills but with little relevant work experience.
Overly Polished or Generic Resumes: Look out for generic or overly polished resumes that use vague job descriptions, lacks measurable achievements, or seems copied from templates.
Consider Work Locations: Genuine candidates generally don’t move cities every project, nor have current work listed in a city that they don’t reside in (unless remote is listed).

2. Cross Reference Resume With Online Presence

Cross-reference the resume with LinkedIn & other profiles to ensure the information listed matches. Things to look out for include:

Consider Activity & Connections: A real candidate typically has a LinkedIn with connections and activity. A new profile, empty profile, or one whose only connections are only recruiters can be suspicious.
- Bonus: in more tight-knit markets like Kansas City, where Keyhole is based, it would be very odd for me to not have a mutual connection with someone with significant experience. This can be a red flag.
Check Data Consistency: Verify locations, employers, dates, and contact methods line up with the candidates resume.
Consistency Across Platforms: Search the candidate’s name, email address, or phone number in Google to check if their online presence aligns with their resume.
Review Profile Images: AI-generated images have advanced significantly, yet they often have subtle imperfections that are hard to pinpoint. These images might feel like they were taken with an old flip phone, with noticeable issues in reflections, hands, or background depth. Ever notice something just off?

3. Strengthen Internal Recruiting Awareness

As tactics continue to change, it’s important for companies to keep recruiters, hiring managers, and technical interviewers informed about common fraud tactics and emerging scams. Some ideas for success include:

Establishing Clear Protocols: Identify and flag suspicious applications, pass along concerns before it’s too late or before the next time the same tactic, resume, or phrasing is used. This could be as simple as a CRM tag.
Share Insights & Patterns: Share insights and trends within industry networks to stay ahead of scammers (i.e., writing a blog post, connecting with other recruiters, etc).
Encourage Cross-Team Communication: Empower your recruiters to share with their coworkers what scams they are seeing – weird phrases like “hand in glove” to keep an eye out for, for example.

Through The Interview Process

4. Leverage Personalized Screenings To Weed Out Frauds

Our team has felt it – that gut feeling when an interview takes a weird turn. Something just doesn’t add up and we can’t quite put our finger on it. Maybe the candidate’s answers sound a little too rehearsed, or we catch them hesitating while discreetly typing questions into Google.

We’ve learned here at Keyhole that spotting these red flags early is key to avoiding wasted time and ensuring only qualified candidates make it through the hiring process.

Tips For Identify Candidate’s Inconsistencies
Here are some ways real human interaction can help you identify inconsistencies before it’s too late:

Keep it natural and ditch the script. Kick things off with a friendly chat about their background and interests to get a feel for their personality. Once you’ve built some rapport, ease into technical questions to see how they think on their feet and handle real-world challenges.
Ask them questions about their location. Test local knowledge with simple questions like, ‘What’s your favorite KC BBQ?’—everyone in Kansas City has an opinion!
Ask questions that put them in real-world scenarios. Look for examples from their resume and dig into how they solved problems and worked with their team. Pay close attention to vague responses, long pauses, or inconsistencies that may indicate they’re searching for answers rather than speaking from experience.
Ask follow-up questions. It’s almost impossible for AI-assisted candidates to fake their way through a follow-up. Get them to share specific details about how they tackled challenges or worked on team projects—this will help spot any inconsistencies and show if they’ve really got the experience or if they’re just repeating rehearsed answers.

5. Vet Candidates via Video Interviews

At Keyhole, we’ve had candidates who show up for their scheduled video interview but conveniently “can’t get their camera to work,” or claim they prefer a different video platform. They may try switching to an audio-only call, avoiding video altogether or delaying it until later in the process.

Technical issues happen, but repeated excuses are a red flag—especially for software roles requiring basic computer skills.

To confirm candidates are who they say they are, it’s important to have firm video interview protocols in place. By sticking to these guidelines, you can help reduce the risk of deception:

Tips For Mandatory Video Interviews

Require Video Calls for Every Candidate – No exceptions. If technical difficulties arise in showing the video, reschedule the interview to another time or platform.
Compare Video Presence to LinkedIn Photo and Previous Interactions – Ensure they are the same person.
Watch for Suspicious Behavior – Funny pauses, typing while talking, mismatched lip movements (possible voice-over scams), nervous responses, or reading from a script are all things to look out for.
Listen for Background Noise – If they claim to be at home but background noise suggests an office setting, that’s a red flag.

6. Continuous Identity Verification

As AI-powered tools become more accessible, some candidates may try to alter their appearance or voice using deepfake technology during virtual interviews. While we haven’t encountered this (to our knowledge), it’s fair to conclude that adding extra verification steps beyond video is essential.

Tips For Identity Verification Throughout The Recruiting Process

Use Background Checks – Use third-party background check services to confirm a candidate’s identity, employment and education history, and credentials.
Require Multiple Professional References – Speak directly to past employers or co-workers and ask detailed questions.
Consistently Verify – Verify the candidate’s identity by comparing their face to the photo on their official documentation (e.g., driver’s license, passport, green card) during a live video call.
In-Person Meetings – If possible, meet new hires in person before their start date to confirm their identity. While this may cost extra for remote roles, a bad or fraudulent hire can be far more costly. Plus, a quick coffee meet-up is a great way to welcome them to the team.

Why Keyhole’s Personalized Approach Works

At Keyhole, we go beyond simply matching resumes to job descriptions. Our hiring process is built on authenticity, engagement, flexibility, and a highly personalized candidate experience. We believe that putting people first—those who value culture and meaningful connections—not only strengthens our own team but also benefits our clients.

Personalized Engagement: We take the time to understand each candidate’s story, fostering open, genuine conversations throughout the hiring journey.
Consistent Interactions: Each candidate is paired with the same recruiter, who serves as their advocate throughout every step of the process, ensuring they gain a deep understanding of Keyhole while working together to determine if it’s the right fit for their career goals.
Multiple Touchpoints: Through in-depth phone, video, and in-person interviews, we assess technical skills, experience, and aspirations while building real relationships. As a bonus, this allows us to understand the type of projects they would be best suited for.
Holistic Evaluation: Beyond technical expertise, we carefully evaluate personality, work style, and long-term career goals to ensure we’re all on the same page.
Emphasize Referrals: Candidates referred by a Keyhole employee are guaranteed to be legitimate and are often of higher quality. To encourage referrals, we offer a bonus incentive, recognizing that employees tend to recommend individuals they trust and genuinely want to work with—resulting in stronger, more reliable hires.

This emphasis on personal connections not only safeguards against fraudulent applications but also ensures our clients receive dedicated, high-caliber Keyhole Consultants who thrive in their roles.

In an industry where long-term tenure is rare, we make it a priority. Our consultants stay with us for an average of more than five years, a testament to our commitment to hiring the right people. Beyond technical skills, we focus on cultural fit, project alignment, and client needs.

That’s why we take the time to truly understand each consultant—their motivations, work style, and long-term goals. Because building strong, lasting teams starts with knowing people as individuals.

Keyhole’s Approach Matters for Large Companies

We recognize that large companies often face challenges in achieving this level of personalized hiring. As a small, tight-knit firm, culture has been a core aspect of our hiring process from the very beginning. We prioritize building strong, lasting relationships within our team because we know that alignment in values and work ethic leads to better long-term success.

Many clients don’t have the time to filter out fraudulent candidates—that’s where we come in. Companies trust us to thoroughly vet every consultant, ensuring they receive skilled, reliable, and professional developers who are ready to contribute from day one.

Our rigorous vetting process ensures that every consultant we provide is not just technically proficient but also reliable, professional, and ready to contribute. To us, it is worth the time and effort invested to guarantee quality.

Conclusion

Recruiting in today’s landscape requires more than just reviewing resumes and conducting standard interviews—it demands vigilance, adaptability, and a commitment to thorough and personalized candidate evaluation.

As fraudulent tactics evolve, so must our hiring strategies. Scammers will always try to bypass traditional screenings, but they can’t replace the human judgment that comes from genuine interaction. By upgrading processes and prioritizing real human interaction, companies can stay ahead of the game.

At Keyhole, we recognize that hiring fraud isn’t going away—it’s only getting more sophisticated. That’s why we continuously refine our approach to ensure companies get top-tier, fully vetted developers. With a focus on real human interaction, rigorous screening, and a commitment to long-term success, we don’t just hire talent—we build teams that last.

Whether you’re a recruiter, job seeker, or business leader, staying informed and proactive is crucial. The threat of fake candidates isn’t disappearing anytime soon, but neither is our commitment to finding the best real talent out there.