The Interview Security Summit 2025 brought together global leaders, technologists, and talent innovators to address one urgent challenge: the rapid rise of AI-driven interview fraud. For those who missed the event, this recap consolidates the essential discussions and insights shared across all sessions.
Speaker: Sanjoe Jose, Founder & CEO, Talview
Sanjoe Jose set the stage by outlining why interview integrity is now a business-critical priority. As AI progresses, fraudsters can impersonate candidates with unprecedented ease, pushing organisations to rethink trust, verification, and candidate authenticity.
Sanjoe emphasized that interviews—once the most human touchpoint of hiring—are now vulnerable to manipulation. AI tools that enhance productivity can also be used unethically to cheat assessments, distort identity, or bypass screening processes. Organisations must adopt modern security measures without compromising candidate experience.
Interview fraud has moved from isolated incidents to an industry-wide problem.
AI should modernize—not replace—trust frameworks in hiring.
Candidate experience and security must be treated as equally important.
Integrity failures now pose compliance, delivery, and reputational risks.
The future of hiring requires combining identity, behavior, and AI-driven signals.
Speakers: Aditee Rele (Microsoft), Sarosh Shahbuddin (Pindrop), Sayan Gupta (Talview)
This session examined how GenAI is enabling synthetic identities, deepfake candidates, and real-time impersonation—making traditional interview processes increasingly insufficient.
Experts explained that AI has dramatically lowered the barrier to committing fraud. Candidates can now use voice modulation, AI-generated video likenesses, and automated responses to appear more qualified—or entirely different—than they really are. This shift has made identity verification a top priority for enterprise hiring teams.
Synthetic identities and AI-generated personas are rising across industries.
Voice and video deepfakes can now bypass basic verification checks.
Traditional point-in-time authentication is obsolete; continuity is essential.
Fraud prevention must be integrated early in the screening funnel.
Proactive, multi-layered verification is the only sustainable approach.
Speakers: Jonathan (AMS), Vikas Dua (Weber Shandwick)
Recruiters shared real-world experiences from the front lines—highlighting how fraud shows up in day-to-day hiring activities.
Fraud has become common enough that recruiters now routinely encounter mismatched identities, AI-scripted responses, and external “proxies” attempting to interview on behalf of candidates. This creates emotional overload and increases recruiter responsibility, as they must balance talent advising with fraud detection.
Recruiters report fraud in nearly every hiring cycle.
Interview authenticity issues now span resumes, assessments, and live interviews.
Relying solely on recruiter intuition is no longer practical or fair.
Organisations need clear playbooks and tools to support fraud detection.
Verification must become a shared responsibility across hiring teams.
Speakers: Varun Gautam (Persistent), Vikas Singh Baghel (HCLTech), Daniel Callahan (Veremark)
This session focused on how leading enterprises are already deploying AI to secure interviews at scale—transforming both processes and outcomes.
HCLTech explained that with 500,000+ annual candidates, manual verification is impossible. They use multi-stage authentication—checking identity at multiple interview rounds and again during onboarding. Vikas emphasized that technology must support, not replace, human judgment.
Persistent Systems shared how AI supports global consistency, candidate authenticity, panel governance, and risk reduction. Varun noted that interview integrity is now part of their delivery strategy, not just hiring operations.
Veremark showcased global trends: identity checks, adverse media screening, multi-job fraud detection, and post-hire monitoring. Daniel stressed that fraud prevention must continue beyond the offer letter, especially for remote workers.
High-scale hiring requires a hybrid model of AI + human verification.
Multi-stage and continuous authentication help prevent impersonation.
AI can flag anomalies early, protecting delivery and client commitments.
Post-hire monitoring is now common, especially in remote environments.
Integrated hiring stacks outperform fragmented tools in fraud detection.
Speakers: M Kalaa (TCS), Harjoth Singh (Talview)
The summit concluded with a frank look at how enterprises are adapting to AI-enabled fraud—and what the next wave of challenges will look like.
Kalaa noted that interview fraud is now discussed at board levels due to its operational impact. Harjoth stressed the importance of distinguishing ethical AI augmentation from impersonation. Both agreed that clients will soon demand standardised interview integrity protocols, similar to data privacy requirements today.
Interview fraud is now an enterprise governance and client risk issue.
Ethical AI use will be encouraged, but impersonation must be eliminated.
Hybrid (virtual + in-person) interviewing will remain critical for verification.
Organisations must prepare for stricter client expectations around security.
Balancing speed, scale, and security will define the next era of hiring.
The Interview Security Summit 2025 reinforced a powerful message:
the future of hiring belongs to organisations that treat interview security as a strategic imperative not a reactive measure.
As AI continues reshaping candidate behavior and fraud sophistication, companies must build hiring systems rooted in trust, verification, and resilience.