Solutions
HR / Hiring
Protect hiring end to end — make sure the person you interview is the person you hire, not a deepfake stand-in or a proxy.
1 in 4
candidate profiles worldwide projected to be fake by 2028Source: Gartner
- In-interview deepfake detection
- Catches face swaps and lip-sync
- Verify identity at onboarding
The threat
Remote hiring has a new fraud: a real interviewee replaced by a deepfake, or a proxy standing in for the candidate who was screened. It is a growing vector for insider risk and sanctioned-actor infiltration.
From first interview to first day
Detection covers the two points where identity can be swapped: Halo flags a swapped or lip-synced face live in the interview, and the REST API confirms at onboarding that the hire matches who interviewed. Flagged interviews follow a set path of re-interview, escalation, or withdrawal, while genuine candidates notice nothing.
How the fake candidate actually gets through
The usual pattern is a real person interviewing behind a real-time face swap, or a proxy answering off-screen while someone else shows up to work. The stakes reach sanctioned-actor infiltration with code and payroll access, and the interview is the last moment the fraud must perform live (Gartner projects one in four candidates will be fake by 2028).
/ROI
What this is worth
- Loss avoidance: a fraudulent hire arrives with credentials, source-code access, and payroll on day one — catching the deepfake in the interview is cheap; unwinding an insider incident is not.
- Recruiter time: risk signals surface during the interview, so a flagged candidate follows a defined path — repeat interview under verification, escalation, or withdrawal — not a post-offer investigation.
- One integration: Halo covers live interviews and the REST API covers onboarding identity checks — one vendor from first screen to first day.
Common questions
How do fake candidates use deepfakes in remote job interviews?
Fake candidates run real-time face-swap software fed into the call through a virtual camera, so the interviewer sees a fabricated face that moves naturally — driven by a real person who is not who they claim to be. Variants include lip-sync overlays and proxy setups where an off-screen expert supplies answers. The goal is to pass assessment as one identity and place a different person, or a sanctioned actor, into the role. Detection during the interview flags the swap mid-conversation.
How can recruiters verify a remote candidate is real?
Recruiter-level checks — asking the candidate to turn their head, wave a hand across their face, or adjust the lighting — can disrupt some older face swaps, but current tools handle these prompts well, and the checks make interviews adversarial for genuine candidates. Reliable verification pairs the interview with on-device detection: Halo analyzes the candidate's video continuously and flags swapped or rendered faces without the choreography. Identity verification at onboarding then confirms the new hire matches the person who interviewed.
Why is hiring fraud a security problem and not just an HR problem?
A fraudulent hire is an insider threat with a badge: day one brings credentials, source code access, customer data, and a paycheck that can flow to a sanctioned entity. Documented cases include remote IT workers placed by hostile states inside Western companies this way. So the response spans recruiting and security together — screening interviews for deepfakes, verifying identity at onboarding, and treating a flagged candidate as a security event with an escalation path, not merely a rejected application.
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