In today’s remote-first world, hiring top engineering talent has become more accessible—and risky. With reports of sophisticated fake candidates, hiring managers need to be vigilant. Engineering roles, particularly those that allow remote work, are prime targets for fraudsters using tailored, highly credible resumes. According to LeadDev members and engineering managers, a troubling number of candidates applying for remote engineering roles are not who they claim to be.

Derek Binkley, an engineering manager at Localize, shared his experience: “The first one made it to the final interview before we figured it out.” Now, he estimates that about one-third of resumes submitted are fraudulent. This issue isn’t limited to Localize. Peter Berg, CEO of Forward, a hiring service, shares a similar concern, saying that vetting out fake candidates consumes about five hours of his team’s time every week.

Fake candidates in the tech sector come in various forms. Some might genuinely possess the skills but fail to meet location or visa requirements, while others are complete fabrications—created by outsourcing shops or individuals with fake credentials. One major trend involves scammers outsourcing the actual work once they land the job, a scheme where individuals in non-U.S. regions collaborate with local “front people.”

Identifying the Fakes: Red Flags to Watch For

1. Perfect Resumes
   If a candidate’s resume seems too good to be true, it might be. Fake candidates often submit tailored resumes that perfectly match your job description. They’ll list all the right skills and experiences, making them stand out on paper. Binkley noted that these candidates often perform "too well" in interviews and coding challenges, with rehearsed answers that raise suspicion.

2. Lack of Personal Connection
   Real candidates tend to talk about their interests, share their experiences, and engage in banter during interviews. But fake candidates avoid discussing anything unrelated to the job and try to stick strictly to technical subjects. If someone is evasive or overly guarded about non-technical topics, that’s a red flag.

3. Camera Off During Interviews
   If the candidate consistently refuses to turn on their video during interviews, claiming that their camera is “broken” or offering other excuses, this should raise alarms. While technical difficulties happen, a pattern of avoidance suggests they may not be who they claim to be.

4. VOIP Numbers or Disposable Phone Numbers
   Many scammers use VOIP or disposable phone numbers, often with area codes that don’t match their supposed location. Services exist to verify the legitimacy of phone numbers, which can be an invaluable tool in today’s remote hiring environment.

5. Inconsistencies Between LinkedIn and Resume
   A candidate’s LinkedIn profile should generally align with their resume. If a candidate doesn’t have a LinkedIn profile or the profile is newly created, this could be an indicator of fraud. Watch out for discrepancies between job dates or missing details on LinkedIn that are present in their resume.

6. Refusal of Background Checks
   One surefire way to identify a fake candidate is through a background check. If a candidate refuses to let you contact previous employers or educational institutions, they may be hiding something. In Binkley’s case, the candidate refused to allow any contact with past employers or schools, which led to the termination of their application.

Deceptive Techniques
The rise of AI-generated “deep fakes” and pre-recorded video interviews also poses significant challenges. Some candidates use these tools to pass video interviews without ever showing their real faces. The FBI has issued warnings about such techniques, particularly involving stolen personal information to bypass background checks.

The Broader Impact
Even if you catch the fake candidates before hiring, the time and resources spent vetting fraudulent applications are a drain on any recruitment team. Additionally, hiring a fake candidate could lead to poor performance, security breaches, or even legal consequences, especially if international sanctions, such as hiring workers from restricted countries, are violated.

Final Thoughts
As the digital hiring landscape evolves, so do the tactics of bad actors. But by keeping an eye out for these red flags, companies can mitigate risks and ensure they hire real, qualified engineers. Always conduct thorough background checks, ask for live demonstrations of technical skills, and be cautious of candidates who are too good to be true. Your next hire could be an imposter, so always stay vigilant.