Best Practices for Tenant Screening

Fraudulent Candidates Are Everywhere—Here’s What We’re Doing About It Over the last few months, we’ve seen a huge rise in fraudulent applicants here at Tailscale. In some cases, as many as half of applicants on a job are not who they say they are. Yes, really. The good news: we’ve gotten very good at spotting it, and I wanted to share what I have learned. 🎯 Who’s a Target? -remote-first tech companies -companies with fully remote interview processes ❓ Why? Fraudsters are hoping they can: -impersonate someone else -use deepfake video or audio -bypass less-rigorous screening steps -eventually steal data or paychecks Basically, anywhere the hiring process happens behind a laptop, fraud is rising. 🛑 The Most Telltale Signs: -no profile photo (or a cartoon avatar- as much as we love them!) on LinkedIn -no connections or a brand-new LinkedIn account -application language suspiciously close to the exact verbiage in your job description -different name on the resume vs email vs LinkedIn (not just a nickname… literally different identities) -repeated applications even after being rejected -listing n/a in job posting questions to bypass or writing nonsensical answers ⚠️ Important: One flag alone does not mean fraud—but multiple flags together should absolutely make you pause and verify. Some Tips 👉 Message them on LinkedIn before the interview If the LinkedIn looks legit but something else feels off, send a message and ask them to confirm the interview time. If it’s a fraudulent applicant, 1 of 2 things might happen: 1) the real person responds (“um…who??”) 2) the scammer disappears Either way, you get clarity without wasting time. 👉 Email before the interview. You can literally say: “We’ve been seeing a lot of fraudulent applications—would you mind confirming X?” Most legitimate candidates won’t mind at all. 👉 For Engineers, ask for a GitHub link in your application questions & have them to add you to a private repo (takes 30 seconds). 👉 Use verification tools. We use tofu, and it’s been excellent. It can tell you: -if their email address or LinkedIn was created yesterday -whether the email matches the LinkedIn signup -if the phone number is tied to prior scams -whether the same resume shows up under multiple names at your company or the countless others in their network It’s worth the investment—especially if you’re remote and high-volume. 💡 Remember: Behind every scam attempt, there’s sometimes a real person whose identity is being abused. If you confirm something is fraudulent, be kind and send a quick InMail to the person. Most have no idea someone applied on their behalf. TL;DR Fraudulent applicants are here, they’re getting more sophisticated, and we’re not tolerating it. At Tailscale, we’re actively verifying identity, tightening processes, and investing in tools. If you’re a hiring manager or recruiter dealing with the same, I hope this helps. And if you’re a scammer thinking of applying here… please don’t. We’re onto you. 😉

Candidate fraud is becoming its own full-time job to manage. It feels like every recruiter I know has a wild story from the last six months. Fake resumes. People using AI to answer interview questions in real time. Full-blown imposters taking technical interviews or, even worse, showing up on day one after getting hired. One recent study reported a 92 percent increase in fraudulent candidates since 2022, and projections show that with AI adoption, this could climb another 30 to 50 percent. Fraud in recruiting isn’t new, but the scale and sophistication definitely are. Here are some things that my network and I have incorporated into our processes that actually work at catching bad actors early: • 𝗦𝘁𝗮𝗿𝘁 𝘄𝗶𝘁𝗵 𝗯𝗲𝘁𝘁𝗲𝗿 𝘁𝗼𝗼𝗹𝘀: Many ATS platforms now offer fraud detection as an add-on feature, and new tools like tofu help flag suspicious profiles upfront. Huge time saver. • 𝗥𝗲𝗱𝘂𝗰𝗲 𝗮𝘂𝘁𝗼-𝗮𝗽𝗽𝗹𝘆 𝘀𝗽𝗮𝗺: AI auto-apply tools are flooding pipelines. Work with your ATS and IT teams to block domains that are clearly mass-application bots. • 𝗔𝗱𝗱 𝗮 𝗽𝗿𝗲-𝘀𝗰𝗿𝗲𝗲𝗻 𝘀𝘁𝗲𝗽 𝗯𝗲𝗳𝗼𝗿𝗲 𝗮𝗻𝘆 𝗹𝗶𝘃𝗲 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝘀: A simple video intro request weeds out a shocking number of questionable candidates. Most bad actors never submit anything, and the ones who do tend to be easy to flag. • 𝗨𝘀𝗲 𝗭𝗼𝗼𝗺 𝗮𝘀 𝘁𝗵𝗲 𝗱𝗲𝗳𝗮𝘂𝗹𝘁 𝗳𝗼𝗿 𝗵𝗶𝗴𝗵-𝗿𝗶𝘀𝗸 𝗿𝗼𝗹𝗲𝘀: This allows IT/security to verify IP addresses and confirm basic location info. • 𝗔𝘀𝗸 𝗵𝘆𝗽𝗲𝗿-𝗹𝗼𝗰𝗮𝗹, 𝗿𝗲𝗮𝗹-𝗹𝗶𝗳𝗲 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀: If someone claims they lived in NY for ten years, they’re going to know the code of their preferred airport without hesitation. Same with local sports teams or college mascot. Real candidates answer instantly. Fraudsters need time to stall and panic google the answer. • 𝗔𝗱𝗱 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗿𝗲𝗰𝗼𝗿𝗱𝗶𝗻𝗴: Tools like BrightHire, Metaview, and ATS-native recording features in Ashby or Kula help add another layer of protection as cheating in interviews has become extremely common. • 𝗦𝘁𝗿𝗲𝗻𝗴𝘁𝗵𝗲𝗻 𝗽𝗿𝗲-𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴 𝘃𝗲𝗿𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗽𝗿𝗼𝘁𝗼𝗰𝗮𝗹𝘀: Double down on ID checks, verification steps and flags for anyone who asks to send equipment somewhere that doesn’t match their application details. These inconsistencies are usually early indicators of a bigger problem. The fraud problem isn’t going away, but neither is the TA community’s ability to adapt. If you have other tactics, tools or red flags you’ve seen, drop them in the comments.

I've noticed a growing number of posts regarding scams, fake profiles, fake recruiters, and misleading job opportunities on LinkedIn. As a recruiter who genuinely enjoys assisting both candidates and employers, it's disheartening to see how prevalent this issue has become. Here are a few simple ways to verify people, emails, and opportunities before engaging: 🔹 Check Profiles Thoroughly Look for a work history that makes sense, endorsements, mutual connections, and consistent posting activity. Scammers often reuse stock photos or have vague timelines. 🔹 Validate Email Domains Legitimate recruiters typically use company email addresses. Be cautious of generic domains (Gmail, Outlook, Yahoo) unless you can independently confirm the person is a contractor or independent recruiter. 🔹 Search the Company Website If a recruiter claims to represent a company, check the company’s careers page or staff directory. You can also call the main office line to verify. 🔹 Look for Red Flags Requests for personal information too early, urgent messages, poor grammar, or opportunities that sound “too good to be true” often are. 🔹 Use LinkedIn and Google Searches Look up the person’s name, company, and any phone numbers or email addresses. Scam reports often come up quickly. 🔹 Trust Your Instincts If something feels off—pause. Legitimate professionals will never pressure you. This message is not intended to instill fear but to empower. There are many great recruiters, companies, and opportunities out there. A little extra caution can help keep everyone safe. If you ever have doubts or want a second opinion, I'm always happy to help. Happy Hunting!

In August, a Nashville man was indicted for running a "laptop farm." He allegedly convinced companies to hire him as a remote worker but instead of doing the work, downloaded and installed software on company computers that granted access to foreign bad actors posing as workers, breaching company security and funneling money abroad. This may sound like an outlandish story, but easy access to AI-generated audio and video heighten the risk of employee impersonation. Ways for companies to protect against employee impersonation: Before hiring: • Running background checks (and following state/local notice and disclosure requirements) • Vetting educational and employment background • Using secure methods for checking identity and work authorization. Especially for sensitive roles that are fully remote, consider flying the candidate out to meet in person or hiring a vendor who can vet their identity in person. • Requiring employees to sign robust confidentiality agreements During employment • Working with IT/InfoSec to develop best practices for securing company data • Monitoring employee login patterns and downloads • Developing protocols for exchanging money and sensitive information (for example, requiring multiple points of verification) • Even if you don’t regularly work on video, doing this occasionally. • Training managers to keep an eye out for suspicious activity After employment • Reminding employees of their confidentiality obligations • Securing company data immediately upon separation and monitoring use when employees give notice of resignation • Reviewing hardware that is returned and properly wipe equipment What else?

Your HR team is spending 20 minutes on every employment verification request. Here's how to get that time back (btw, even if you use a vendor, you're spending time). If you're an HR leader at a mid-market company, you know this pain: an employee needs a verification letter for their mortgage. It seems simple—but between logging into your HRIS, pulling data, populating your template, and triple-checking accuracy, you've just spent 20 minutes. Multiply that by 100-200 requests per year, and you're looking at 50+ hours of pure administrative work. I just recorded a walkthrough showing exactly how we're solving this at Cleary using AI agent workflows. Here's what the automated process looks like: → Request comes in via email, Slack, or your ticketing system → AI triage agent identifies it as an employment verification request → System pulls employee data directly from your HRIS → Generates a completed verification letter on your letterhead → Presents it to you for 2-minute review and approval From 20 minutes of manual work to 2 minutes of review. The video also covers a second scenario: if you use a third-party verification service, the AI can automatically route requests to them with the right context—removing you from the bottleneck entirely. What makes this different from basic automation? The AI understands intent and context. It can handle variations in how requests are phrased, knows which data to pull based on the type of verification needed, and adapts to your specific policies and procedures. This is just one workflow. The same approach applies to PTO requests, benefits questions, onboarding tasks, and dozens of other repetitive processes eating up your team's time. For HR leaders thinking about AI: Start with high-volume, repetitive tasks where the business logic is clear. Employment verification is perfect because it's straightforward, happens frequently, and immediately demonstrates ROI. Once you automate one workflow, it becomes easier to identify the next opportunity. And we make it easy. Watch the full demo in the comments 👇 What's the most time-consuming repetitive task your HR team handles? Drop a comment—I'd love to hear what's taking up your bandwidth. #HRAutomation #AIforHR #HRTech #PeopleOperations #HRLeadership #FutureOfWork #EmployeeExperience

𝗙𝗔𝗞𝗘 𝗛𝗥 𝗽𝗿𝗼𝗳𝗶𝗹𝗲𝘀 𝗮𝗿𝗲 𝗳𝗹𝗼𝗼𝗱𝗶𝗻𝗴 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻.     I searched "Data Analyst Recruiter" yesterday.  Found 7 profiles with the same name. Different accounts.   Tracked this for 2 weeks across 50+ recruiter profiles.   The pattern:   🚩 73% created in last 3 months 🚩 94% had generic titles: "HR Recruiter" | "IT Hiring" 🚩 81% had no company email domain 🚩 91% pushed WhatsApp/Telegram immediately 🚩 76% offered "guaranteed interviews" for money   𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗿𝗲𝗺𝗼𝘃𝗲𝘀 𝟭𝟱–𝟮𝟬 𝗺𝗶𝗹𝗹𝗶𝗼𝗻 𝗳𝗮𝗸𝗲 𝗮𝗰𝗰𝗼𝘂𝗻𝘁𝘀 𝘆𝗲𝗮𝗿𝗹𝘆.  𝗕𝘂𝘁 𝗻𝗲𝘄 𝗼𝗻𝗲𝘀 𝗮𝗽𝗽𝗲𝗮𝗿 𝗱𝗮𝗶𝗹𝘆.   RED FLAGS TO SPOT:   - Recently created + high activity - Generic job title - No @company.com email - Stock or AI-generated photo - Multiple profiles with same name - Immediate push to external chat apps   𝗧𝗵𝗮𝘁’𝘀 𝗻𝗼𝘁 𝗯𝗿𝗮𝗻𝗱𝗶𝗻𝗴. 𝗧𝗵𝗮𝘁’𝘀 𝗮 𝘀𝗰𝗮𝗺 𝗻𝗲𝘁𝘄𝗼𝗿𝗸.   REAL RECRUITERS:   ✅ Use company email domains ✅ Have employment history ✅ Schedule formal interviews (not Telegram) ✅ 𝗡𝗲𝘃𝗲𝗿 𝗮𝘀𝗸 𝗳𝗼𝗿 𝗔𝗮𝗱𝗵𝗮𝗮𝗿/𝗣𝗔𝗡 𝗯𝗲𝗳𝗼𝗿𝗲 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 ✅ Don't guarantee jobs for money   MY VERIFICATION CHECKLIST:   1. Check company page → Is this person listed? 2. Verify email domain → Matches company site? 3. Search on company careers page 4. Check profile age 5. Reverse image search photo 6. Look for duplicate profiles   If they fail 2+ checks, I don't respond.   LinkedIn isn't a verified identity system. 𝗩𝗲𝗿𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝗬𝗢𝗨𝗥 𝗷𝗼𝗯.   If you spot fake profiles: - Report them - Screenshot patterns - Block immediately - Never share documents on chat 📌 Save this. Share with every fresher you know. ♻️ Repost this to spread awareness together.   Drop "𝗩𝗘𝗥𝗜𝗙𝗜𝗘𝗗" and I'll send you my full recruiter verification template.     #JobSeekers #LinkedInScam #DataAnalyst #FakeRecruiters #StaySafe

🚩 Let’s Talk About Fake Candidates — It’s a Real Problem 🚩 As a Senior Talent Acquisition professional, I’ve reviewed thousands of profiles, and one issue continues to grow — fake candidates. I’m talking about: > Proxy interviews (someone else takes the call) > Fake experience or project claims > Misrepresented resumes > AI-generated or stolen work samples > Paid “consultancy” services that coach or even impersonate candidates And yes — a high percentage of these cases seem to come from regions like Hyderabad and Bangalore. But let me be clear: 👉 This is not a “region problem” — it’s a behavioral and systemic problem driven by: > Market pressure > Remote hiring loopholes > Unethical third-party agencies > Lack of verification mechanisms 🛑 The Damage This Causes > Wastes time and resources across recruitment teams > Undermines trust in remote/outsourced hiring > Pushes out genuine candidates who are honest and skilled > Can lead to costly bad hires ✅ So What Can We Do? We can't fix the entire system overnight, but we can make our hiring process stronger. Here's what’s working for us: > Live, Video-Based Interviews > No exceptions — camera ON. No proxies. > Project-Based Assessments > Ask candidates to explain their real-world work — not just theoretical knowledge. > Strict ID & Background Verification > Cross-check employment history, education, and certifications. > Use Tools for Behavioral & Skill Validation > Platforms like HackerRank, Codility, or TestGorilla for live technical testing. > Don’t Skip Reference Checks > Even one call to a former manager can expose inconsistencies. > Educate Hiring Managers Many aren’t aware how sophisticated proxies have become. Internal awareness matters. 🙌 To the Genuine Candidates: We see you. Keep doing great work. Integrity still matters — and it will shine through. To my fellow TA and HR professionals: What methods are you using to filter out fake profiles? Let’s share and help each other protect the integrity of our industry. #TalentAcquisition #HiringChallenges #FakeCandidates #ProxyInterviews #RemoteHiring #RecruitmentIntegrity #HRCommunity #TechHiring

SIA released their Staffing Trends 2026 report on Tuesday. Candidate fraud is escalating in scope and sophistication. Yesterday: 12 ways candidates protect themselves (link in comments). Today: what employers need to implement. 60% of fraudulent candidates secure positions. 62% of managers suspect AI is being used. 1. Verify LinkedIn authentication LinkedIn launched verification in 2023. Profiles without badges warrant further investigation. 2. Implement identity verification Confirm identity through video before investing resources. Cross-reference socials against LinkedIn. Verify government-issued ID after extending offers, not during interviews. 3. Require video with visual confirmation 17% of managers encountered suspected deepfakes. This will likely increase over time. Indicators include unnatural eye patterns and audio discrepancies. 4. Conduct in-person final interviews 36% of organizations prioritize face-to-face interviews. For executive roles, in-person validates what remote methods cannot. Meet everyone in person. 5. Deploy unscripted questions Well-rehearsed responses trigger deeper inquiry. Request alternative explanations or scenarios. AI-assisted candidates demonstrate delays when reprompted for depth or clarification. 6. Validate skills in real-time Bilingual: Transition languages mid-conversation. Technical: Request live problem-solving with screen sharing. Credentials can be fabricated. Performance cannot. 7. Verify references Confirm company information through independent sources. Request corporate email domains for references. Verify reference profiles on LinkedIn. 8. Request Records of Employment Canadian employers issue ROEs documenting dates and separation. This government-validated documentation provides verification (Process Link in Comments). 9. Cross-reference historical data Review archived applications in ATS. Compare chronologies, titles, and organizations. This is where agencies excel, as they have data. 10. Validate across platforms The resume lists Manager, while LinkedIn shows Coordinator. The MBA is complete, but LinkedIn displays it as in progress. Reverify with the candidate. 11. Verify credentials with institutions Prompt the university for verification. Thousands of fraudulent credentials enter markets annually. 12. Engage verification services Reputable providers offer comprehensive verification of criminal history, employment, and credentials. We use BackCheck. 13. Trust institutional judgment When profiles appear polished yet feel inauthentic, investigate. 59% suspect AI-assisted misrepresentation. Leading organizations embed verification at every stage. The question is not whether fraud will impact hiring. It is whether your infrastructure is prepared. What fraud indicators have you encountered? Your experience could help strengthen defences. ⚜️ Repost ♻️ for visibility. Follow Greg Benadiba Staffing Industry Analysts 👏

Tuesday Talent Tip I had an interesting conversation with a CHRO yesterday about how her team is protecting hiring quality in an AI-heavy world. One practice stood out. Like most of my clients, they conduct pre-offer reference checks. But after each call, they send a quick thank-you message to the reference via LinkedIn. Not as a courtesy. As a verification step. Recently, one of the references messaged back saying they had never spoken to anyone on the candidate’s behalf. Someone else had used their name and provided a false reference to support an AI-polished application. Offer rescinded. Immediately. The takeaway: As resumes, applications, and even interviews get easier to polish, integrity checks matter more. Small verification steps like this can quietly protect the quality of a hire, especially in an AI-heavy market.

The $600 Billion Shadow — Resume Fraud in the Age of AI (2025) The job market has always been competitive, but 2025 has introduced a new and dangerous threat: AI-powered resume fraud. This isn’t exaggeration, and it’s far beyond the old “inflated achievements.” It’s a systematic, AI-driven crisis costing U.S. businesses an estimated $600B a year — and hiring teams are struggling to keep up. ⸻ 🤖 The New Face of Fraud AI has transformed deception into a scalable operation: • AI-Fabricated Credentials Generative AI can produce polished, keyword-stuffed resumes and cover letters that glide through ATS filters and make unqualified candidates look flawless. • Deepfake & Proxy Interviews This is the new frontline. Deepfake video calls and paid proxy interviewers are increasing, with 35% of managers suspecting someone else participated in a virtual interview. • The Data Doesn’t Lie 59% of hiring managers believe candidates use AI to misrepresent themselves. 62% say job seekers are now better at faking than employers are at detecting it. ⸻ 🚩 Red Flags You Can’t Ignore 1. “Too Perfect” Resumes — overly polished, generic language, unnatural keyword density. 2. Skill Mismatch — superstar resume, but weak behavioral answers or poor skills test performance. 3. Identity Gaps — mismatched IPs, strange video lag patterns, suspicious audio glitches. 4. Verification Avoidance — vague dates, unverifiable supervisors, resistance to reference checks. ⸻ 🛡️ How Hiring Teams Fight Back (2025 Playbook) To keep companies safe, hiring must evolve from a trust-first to a verify-first model: • In-Person or Live Verification For sensitive roles, require a brief identity confirmation with a local employee. • AI-Powered Fraud Detection Use tools that flag digital irregularities, network patterns, and identity risks invisible to traditional background checks. • Structured Behavioral Interviews Ask for real examples, not hypotheticals that AI can easily generate. • Proctored Skills Tests Locked-down test environments with monitoring tools help ensure the candidate and the test-taker are the same person. • Modern Reference Verification Move beyond calls — use digital platforms that identify fraud rings and shared data patterns across multiple applicants. ⸻ Resume fraud is no longer a fringe problem. It’s a direct threat to business continuity, team performance, and trust in the hiring system. The organizations that update their protocols now will be the ones best protected in the years ahead. What’s the most effective anti-fraud tool or step YOUR team has implemented? #LetsDo1Draft #RecruitmentFraud #AI #FutureOfWork #Hiring2025 #TalentAcquisition