AI recruiting, with the receipts.
What actually works in AI-assisted hiring — screening, interviews, fraud detection, pricing, and compliance — written by the people building an AI interviewer, with named sources on every stat.
Fake Candidates & Interview Fraud: How to Detect Them in 2026
Fake candidates are the #1 hiring threat of 2026 — deepfake interview fraud grew 1,300% in two years. A practical detection playbook: identity verification, liveness checks, integrity signals, and structured live probing.
Read the article →AI Interview Software Pricing 2026: What HireVue, Karat & the Alternatives Actually Cost
Real 2026 prices for AI interview software: HireVue ~$35K+/yr, Karat $300–450 per interview, Ribbon from $499/mo, Micro1 from $89/mo — and what a fair price looks like for startups, SMEs, and agencies.
Read the article →38% of Candidates Have Walked Away From AI Interviews. Here’s How Not to Lose Yours
Greenhouse’s 2026 survey of 2,950 job seekers: 38% have quit a hiring process over an AI interview — but only 19% want less AI. The difference is disclosure, a human decision-maker, and feedback. The fix, step by step.
Read the article →Is AI Sourcing Worth It in 2026? An Honest Verdict From the Recruiters Using It
Practitioner consensus is blunt: AI sourcing tools still don’t beat LinkedIn Recruiter, and “AI does sourcing” wastes more review time than it saves. Where AI genuinely repays recruiters — screening, scorecards, admin — and a realistic stack.
Read the article →EU AI Act & Recruiting: The High-Risk Deadline Just Moved to December 2027 — What To Do Now
The EU’s Digital Omnibus (adopted June 2026) pushed high-risk employment-AI obligations from August 2026 to 2 December 2027. What the rules require for AI recruiting tools, who’s liable, and the five-step preparation checklist.
Read the article →From Interview Notes to Scorecard: The Workflow Recruiters Automate First
Turning interview notes into hiring-manager-ready scorecards is the #1 AI win recruiters report. The manual ChatGPT workflow (with its privacy traps), and the structured-by-design alternative that scores every candidate the same way.
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