cut noise. fight fraud.
reduce risk. restore trust.

High-volume recruiting used to mean hourly, non-exempt roles. Now easy-apply buttons, auto-apply bots, and AI-assisted applications mean even exempt and technical roles can receive dozens or hundreds of lookalike applicants overnight. 

When volume is this loud and signal is this low, recruiters face an uphill climb to surface real talent, partner effectively with hiring teams, make sound decisions, and still have the bandwidth to stay vigilant against risk and fraud.

Candidate and employment fraud are showing up at unprecedented levels, ranging from AI-assisted interviews and proxy interviewers to stolen identities and organized fraud rings. Forbes projects that by 2028, one in four candidates may be fake. 

Recruiting teams are on the front lines and the first to encounter inauthentic candidates, so we need to empower them with the skills, resources, and support to spot the signals at scale and make defensible decisions in response to them. 

Risk doesn’t only come from bad actors. It can also emerge when well-intentioned recruiters improvise ways to spot fraud, rely on stereotypes or surface-level signals or use tools that weren’t designed for how hiring systems behave today.

Recent lawsuits have put FCRA, GDPR, black box AI, and automated decision-making in the spotlight, exposing both vendors and TA teams to possible risk. More than ever, recruiters need to understand what to do, what not to do, and where the lines are.

Trust is eroding across the hiring system. Recruiters don’t trust what they’re seeing in the funnel. Candidates don’t trust employers to treat them fairly or transparently. Hiring managers don’t trust their recruiting partners to deliver quality. And leadership doesn't trust the system to work as intended.

Trust is restored when signal improves and decisions stop feeling like guesses.