In a time when teams are leaner, remote hiring is standard, and AI can write resumes better than most people, the risks in tech hiring aren’t just about making a bad hire. They’re about being misled entirely.
We’re not talking about outdated CVs or candidates who inflate their experience. This year, hiring teams are encountering:
- Candidates using AI tools to pass tech assessments
- Fake identities and deepfake interviews
- Falsified work histories and credentials
And while many assume this is mostly a big-tech problem, it’s small and mid-sized teams that are often more exposed.
“The technology to misrepresent yourself has never been more accessible. It’s not paranoia to double-check your hiring process—it’s due diligence.” — Henry Praw, Co-Founder of Crossbridge
What’s fueling talent fraud?
According to a 2025 EY study, employment fraud rose significantly in tech and consulting sectors, with one of the main drivers being over-reliance on virtual processes and speed-to-hire pressure. (Source)
Meanwhile, Checkr’s recent survey revealed that 59% of hiring managers suspect candidates have used AI to misrepresent themselves during recruitment processes.
Combine that with globally distributed teams, overloaded internal recruiters, and templated assessments, and you’ve got the perfect storm for sophisticated fraud to slip through.
Real-World Case
In 2023, Atento experienced a wave of fraudulent job applicants who passed initial screenings using AI-generated resumes and deepfake video interviews.
• These candidates were flagged only after onboarding, when skills and credentials didn’t align with performance expectations.
• The issue sparked internal reviews, resulting in more stringent verification protocols and the adoption of third-party fraud detection tools.
The case was reported by multiple business outlets, including Reuters and TechRepublic, and cited in various HR and compliance analyses in 2024 and 2025.
What Hiring Leaders Should Do Right Now
Fraud isn’t always easy to spot. But it leaves patterns:
1. Reassess your screening process.
Generic technical tests are easily gamed. Use live technical interviews, behavioral questions, and validated assessments.
2. Add a layer of human context.
Over-automating vetting leaves gaps. Hiring is still about trust, communication, and culture fit. Make space for conversations that reveal depth.
3. Use verification tech with discernment.
Tools like Validia use behavioral science and AI to detect deception cues in interviews. It’s not a silver bullet, but it’s a strong shield.
4. Know your partner.
If you’re working with a hiring partner, make sure they:
- Interview every candidate thoroughly, not just screen resumes
- Use fraud-prevention tech
- Have a people-first, human-led vetting approach
A trusted nearshore partner will make talent fraud less likely. With the right structure, remote and LATAM-based hiring is an asset, not a risk.
✅ Green Flags in a Hiring Partner
- In-depth behavioral interviews
- Transparent screening criteria
- Candidate insights beyond the resume
- Fraud detection tools integrated in the process
At Crossbridge, we do all of the above, because hiring is too important to fake.
If you’re unsure where to start, we’re happy to talk. Tell us what you’re hiring for, and we’ll share what a smart, fraud-resistant process looks like.
FAQ: How common is talent fraud in nearshore hiring?
Fraud is not more common in nearshore hiring, but when companies skip proper vetting, it’s easier for bad actors to get through. That’s why the process matters more than location.
FAQ: Can AI help detect hiring fraud?
Yes. Tools like Validia use micro-behavioral signals to spot deception. But AI only works well when paired with human intuition and context.
FAQ: What roles are most at risk?
Technical roles (engineering, DevOps, QA) are common targets due to test-based screening. Senior roles are also at risk because of resume inflation.