If you’re in the recruitment world, you’ve probably come across a resume that feels a little too perfect or too good to be true candidate. Fluent in six coding languages. Led global teams by age 26. Built two SaaS platforms. Never missed a deadline.
It’s impressive. But something about it just doesn’t sit right. You don’t want to be cynical. But you also don’t want to get burned.
Because in today’s world of AI-crafted resumes, faked GitHub histories, and interview proxies, you might be looking at more fiction than fact.
At Crossbridge, we’ve seen this more often than you’d think. That’s why we created this guide, to help you spot a “too good to be true candidate” before it becomes a costly mistake.
1. Their resume sounds like ChatGPT wrote it (because it probably did)
You’ll notice phrases like “cross-functional leadership” or “proven track record” without anything concrete to back them up. It’s like they copied the job description… and called it a CV.
Tip: Ask them to walk you through one specific achievement. Who was involved? What failed? What would they do differently today?
2. They’re flawless—until you go off-script
They ace the technical questions. But when you ask, “Tell me about a conflict with a coworker,” the energy shifts. Suddenly, it’s vague answers. Safe phrases. No real emotion.
Tip: Real people have real scars. Don’t just listen for wins—listen for lessons.
3. References are vague or oddly formal
If every reference sounds like it was written by ChatGPT, or you can’t get a hold of anyone they worked with directly, that’s a flag.
Tip: Ask for a peer or direct manager. Use LinkedIn to triangulate their story. Look for friction, not just polish.
4. Their online presence doesn’t match the paper
The resume says they built a viral app. But there’s no GitHub history. No product links. LinkedIn is half-filled. Something’s missing.
Tip: Candidates don’t need a perfect online trail, but they should have a footprint that reflects their story.
5. They don’t ask questions
Maybe the biggest red flag: They’re not curious. They don’t ask about your team, your tech stack, or your culture. They’re just… eager. Too eager.
Tip: Real talent wants to know what they’re walking into.
Here’s the takeaway:
When it feels too easy, dig deeper.
The strongest candidates don’t come across as perfect. They come across as real. Honest. Human.
Want more insight on spotting red flags in AI-driven hiring? Check out:
The rise of talent fraud in the AI era
➡️ Talk to our team about how we vet talent beyond the resume