Candidate verification and fraud detection for recruiting teams
Superveil cuts through the flood of AI-generated applications, checks every resume claim against open web data before you spend time on a screen, and flags the candidates who aren’t who they say they are.
The problem
Your Job Postings Are Drowning in AI Slop
Buried in one-click applies
Between “Easy Apply” bots, auto-apply extensions, and mass resume spam, your high-performing talent team has been reduced to full-time spam filters. You're burning 20 hours a week sifting through low-intent noise just to find the 5% of applicants who are actually qualified.
Perfect on paper, empty on the phone
Every applicant looks like a rockstar on paper because everyone is running the exact same prompt through ChatGPT. The resumes are keyword-stuffed to beat your ATS. The breaking point hits on the phone screen: 10 minutes in, it’s painfully obvious the candidate can’t speak to their own bullet points.
Some applicants aren't people at all
Beyond the AI polish lies a dangerous new reality: proxy interviewers, real-time audio overlays, fabricated identities, and deepfakes. Remote hiring has turned the interview loop into a cybersecurity vulnerability.
1 in 4
candidate profiles worldwide are projected to be fake by 2028.
Gartner
#1
anticipated hiring challenge for 2026 is candidate fraud.
GoodTime
31%
of hiring managers have interviewed a candidate they suspected was a deepfake.
Greenhouse survey
How we work
Four steps to a shortlist you can trust
- 01
We audit your funnel
A 30-minute deep dive into your current hiring workflow, ATS setup, and recent applicant surges. We analyze where your team loses the most screening hours and identify the specific AI-slop and fraud patterns slipping into your interview loops.
- 02
You get the blueprint
We design a bespoke screening architecture tailored to your open roles and tech stack. You receive a fixed-scope blueprint detailing how we’ll hook into your ATS, cross-check candidate claims across open web sources, and flag high-risk applicants before anyone schedules a call.
- 03
We build and calibrate
Our team builds, tests, and deploys the pre-screening engine directly behind your existing application flow. We calibrate detection thresholds against your historical applicant data to eliminate false positives and ensure high-intent, legitimate talent floats straight to the top.
- 04
We keep it tuned
We launch the system silently alongside your live reqs. As new auto-apply bots, resume generators, and deepfake tactics evolve, we continuously tune your verification rules so your recruiters only spend calendar time with verified, real human talent.
Integrates with 20+ ATS
Greenhouse
Lever
Ashby
Bullhorn
Workday
Workable
iCIMS
SmartRecruiters
BambooHR
JazzHR
Jobvite+ 13 moreTalk to real candidates again
We’ll find where your week is going, show you which applicants were never real, and map the system that keeps them out for good.
FAQ
Frequently asked questions
- Will this screen out good candidates?
- No. Nothing gets auto-rejected. Applicants come back ranked, and anything questionable is flagged for a human to review. We also tune the system against your past applicants before it touches a live req.
- Is this compliant with hiring regulations?
- The system doesn’t make hiring decisions and doesn’t look at protected characteristics. It checks whether public claims hold up, then hands the judgment back to your team. Your process and your policies stay in charge.
- Do our recruiters have to learn new software?
- No. It runs behind the ATS you already use, and results land where your recruiters already look.
- What happens to candidate data?
- It stays in your systems. We don’t sell it, pool it, or reuse it for anyone else.
- Our ATS already has AI screening. How is this different?
- ATS screening only looks at the resume, and the resume is the easiest thing to fake. We look at everything else. Does the person exist? Are the employers real? Does anything outside the PDF back up the claims?
- Will candidates know they’re being screened?
- No. They apply the same way they always have, and we only look at information that’s already public. A real candidate never notices anything happened.