At South Geeks, we believe that building high-performing tech teams doesn’t start with technology, it starts with people.
That’s why we’re relentlessly rigorous in how we select our talent. Every profile we evaluate represents not only a potential teammate but also a trust relationship with our clients, one that we take very seriously.
In a world where AI-generated profiles are increasingly common, Fake Candidates have become a real challenge in the recruiting landscape.
And it’s not just about hiring accuracy, it’s about protecting confidential information, intellectual property, and business continuity.
For us, detecting fake profiles isn’t just a best practice.
👉 It’s part of our DNA, one of the ways we care for our clients and uphold the integrity of our partnerships.
Every candidate who makes it to a South Geeks interview has gone through a multi-layered, human-led validation process.
Our mission is simple: to ensure every engineer we recommend is real, skilled, and reliable, someone who will add value from day one.
Here’s what that looks like in practice:
✅ Digital authenticity checks – We verify online presence, career consistency, and real professional connections.
✅ Live, contextual interviews – We include technical and situational challenges to spot inconsistencies.
✅ Language & cultural verification – We ensure fluency and real-world familiarity with the region or role claimed.
✅ Behavioral cues – Over time, experience teaches us to recognize robotic, overly polished, or AI-assisted responses that simply don’t sound human.
Some patterns may look small — but combined, they reveal much more:
🚩 No photo, unclear facial images, or overly generic stock photos
🚩 Profiles created recently, but listing years of experience
🚩 Employment at “global” companies with no digital footprint
🚩 Perfect yet emotionless answers during interviews
🚩 Inability to respond naturally to casual or local questions about the country where they claim to live
🚩 Claiming to have lived or studied for years in a country, yet not speaking the local language at all
🚩 Mass applications to multiple open roles using completely different tech stacks, no one can realistically master all technologies at once
🚩 CVs that seem “too perfect”, listing every technology imaginable or combining unrelated stacks in the same project
🚩 Reluctance to turn on the camera during interviews, lack of face-to-face presence can be suspicious
🚩 Very vague answers without specific examples, or inability to explain the decision-making process behind a project
It’s important to clarify that none of these points alone constitute a red flag. Rather, it’s the combination of several of these indicators, or multiple patterns together, that may raise suspicion of a fake candidate. We do not assume a candidate is fake based on a single signal.
We take this very seriously, which is why we conduct a thorough analysis of each profile before making any determination about whether it may be fake.
Fake Candidates aren’t just an inconvenience. They can represent a security and ethical risk, especially for clients in industries like Fintech and Biotech, where sensitive data and compliance are non-negotiable.
That’s why we combine our ISO 27001-certified practices with hands-on recruitment expertise to ensure every engagement is safe, compliant, and value-driven.
From identity verification to hardware provisioning and secure onboarding, we take ownership of every step, because our clients deserve absolute confidence in who joins their teams.
At South Geeks, precision isn’t a slogan, it’s how we operate.
We know that every great project begins with genuine people, not perfect résumés.
By being thorough in how we vet talent, we’re not only preventing risks, we’re also building the foundation for long-term success, trust, and partnership.
Because protecting our clients starts with protecting the integrity of their teams.