Gaming the Recruiting Process
The rise of AI-enhanced candidates is forcing earlier diligence in hiring.
We run an extensive recruiting process, where we deeply interview all candidates, before they get introduced to the CEO or hiring leader. Reference checks are essential, and because our interview process is so deep, by the time we are talking to references, surprises are rare.
But the landscape is shifting. With AI accelerating résumé building and interview prep, candidates’ résumés are stronger, and their interview prep is better. Small wins are inflated into big ones, and in some cases, career histories are fabricated. We’ve seen fake résumés, fake profiles, even fake people enter ATS systems looking like the “perfect candidate.” The recruiting systems are getting gamed, and hiring teams need to get much more diligent about the interview process, reference checks, and how they hire.
You’d think this would be limited to junior candidates, but while meeting with a top Silicon Valley VC firm this week, the lead recruiter shared with me a story about an executive-level applicant, who came through their ATS system, and completely manufactured their background. The recruiter uncovered this because she was smart enough to do backdoor references, learning that the applicant was not known in many of the companies he listed.
We’re operating in an exciting time where AI is accelerating and automating many tasks—but we’re also facing a reality where not everyone is honest. AI is empowering bad actors—thieves, liars, and opportunists—to game systems and exploit the hiring process. Because of this, reference checks are becoming more important, earlier in the process.
Backdoor References vs. Formal References
There are two types of references in recruiting—backdoor and formal. Backdoor references, when handled correctly, offer unfiltered insight. Formal references are curated, and handpicked by the candidate. Both are essential, especially in an era where résumés can be polished by AI and performance can be oversold.
Backdoor References: Background references are sourced through your network and not provided by the candidate. They must be handled with care and discretion, especially at the executive level. When done ethically, legally, and at the right stage, backdoor references offer a candid view of how a candidate operated across the org, not just upward.
Formal References: These are people the candidate selects and, of course, skew positive. They are typically the people your candidate worked closest with and, if done correctly, can be incredibly insightful and valuable.
How to Responsibly Conduct Backdoor References
Backdoor references are a very important part of the recruiting process when hiring senior talent but they require tact, timing, and a clear understanding of the legal and ethical lines. Done right, you can gain great insight about a candidate. Done wrong, you can miss out on a great hire and damage relationships.
Be transparent when appropriate. At Shine Talent, we let candidates know that informal references may be part of the process. We tell candidates when we know their former board members, past peers, etc., and let them know that it is our job to have these conversations on behalf of the CEOs we work with. This builds trust with our candidates while also getting the information we need.
Only backchannel when serious about a candidate. Confidentiality is key when hiring. Backdoor references should only be done once the candidate is in serious consideration and it should never be exposed that they are interviewing for a position. If we choose to do background checks earlier, we sometimes will say “I just met this person, not for a specific job, but in passing. Do you know them?” This usually gives us starting insight on the candidate and their reputation.
Keep it tight and relevant. Only reach out to people who directly worked with the candidate, ideally in adjacent roles or cross-functional teams. Avoid fishing through second-degree contacts or relying on gossip. You won’t get the answers you need and it will only confuse the process.
Avoid bias. Sometimes people simply don’t get along or they have bias. Make sure you are asking specific questions about performance, results, and team dynamics. Personality preferences differ with individuals and you need to be thoughtful about this when talking with others.
Know the law. While it’s legal to speak to people not listed as references, you must be clear about what you are asking. Never probe into protected areas like age, health, or family status and always document every aspect of the conversation.
How to Conduct Formal References That Unpack the Truth
When conducting formal references, have a smart list of questions prepared, that go beyond achievements. Here is a good start:
Start with context, not praise. Instead of asking, “How did they perform?”, begin with “What was the business context when they joined?” This grounds their impact in reality and helps you understand if they candidate operated with tailwinds or was a true innovator during a time of disruption, transformation or growth.
Dig into outcomes they owned, not just participated in. Ask, “What specifically were they accountable for, and how did they move the needle?” You’re separating leading from supporting and getting more specific about areas of responsibility and impact.
Ask about the trade-offs. Every leader brings strengths and limitations. Ask, “What trade-offs came with their leadership?” This opens space for honest dialogue and reveals what may not show up in the résumé.
Test for adaptability. Ask, “How did they respond when things didn’t go to plan?” You’re looking for composure, decision-making, and how they handled ambiguity during challenging moments.
Explore how they influenced others. Ask, “Who pushed back on them internally?” Try to understand the influence they had across the organization and how they were able to move the needle on initiatives.
Ask what surprised them. “What surprised you most—positively or negatively?” This tends to surface unscripted insights that go beyond the polished, reference-safe answers.
References have always been a critical part of the hiring process but in today’s world, where AI is gaming everything, it is more important than ever to verify all that a candidate is saying and to deeply understand the impact they made in the past, and where they may stumble in the future. In the fast-paced world we are operating in, make reference checks a “must-have” part of your recruiting process.
Talent + Tech
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WHAT TO READ:
Fake Job Seekers Are Exploiting AI To Scam Job Hunters And Businesses How fake job hunters are clogging ATS systems, faking out employers, and taking jobs away from real applicants.
WHO TO FOLLOW:
Jaron Lanier Jaron Lanier is a computer scientist, musician, and author, known for his pioneering work in the field of virtual reality and his insightful commentary on the impact of technology on society. You won’t find Jaron on social because he refuses to be manipulated by the algorithm but he is a “must follow” if you are interested in the intersection of art, technology, and human existence.
START TO LISTEN:
How to Prepare for the AI Takeover: Economist and Free Press columnist Tyler Cowen and Anthropic chief of staff Avital Balwit talk about how we, as humans, need to prepare for what will happen to our lives with AI. It is a refreshing take on the good and bad but ultimately tells us to find the joys in the freedoms we will all gain. A person who is multifaceted, curious, and embraces life will thrive in this new era.