Lavalier launches AI Interviewer and Integrity Signals to scale screening and detect fraud. Published at September 22nd 2026, 10:00 AM EDT via Business Wire i This article is third-party content and does not represent the views of this site. We make no guarantees regarding its accuracy or completeness. The expansion of Textio's interview intelligence platform gives recruiting teams the ability to screen more candidates, get hiring signals earlier in the process, and detect signs of fraud across the hiring funnel Textio today launched two new features on Lavalier, an interview intelligence platform: AI Interviewer and Integrity Signals. These features give recruiting teams the ability to screen more candidates and detect fraud earlier in the process. The expansion of Textio's interview intelligence platform, Lavalier, gives recruiting teams the ability to screen more candidates, get hiring signals earlier in the process, and detect signs of fraud across the hiring funnel. "Applications per job have doubled in three years, and resumes are becoming unreliable narrators of what a candidate can actually do," said Colleen Gallagher, CEO of Textio. "Our AI Interviewer is built to have a real conversation about the work, so recruiting teams get clear hiring signal earlier in the process and candidates get to share their experience in their own words. Integrity Signals works across every interview stage to detect trust and risk signals across a hiring journey." When companies use AI interviewers to conduct first-round screens, they get better evidence to make hiring decisions with. In a field experiment across roughly 70,000 applicants, candidates interviewed by a voice AI agent received 12% more job offers and were 18% more likely to still be in the job after 30 days - with humans making every hiring decision. The researchers attribute the gain not to better judgment but to consistency: the AI covered more of the interview guide and followed it more closely, producing more hiring-relevant information for a person to decide on. In other words, AI interviewers don't just improve efficiency for recruiting teams. They improve outcomes for candidates too. With Lavalier AI Interviewer, recruiting teams can: * Interview every candidate, not just the ones who fit the calendar: Lavalier's AI Interviewer conducts structured first-round conversations, generated from role requirements, so recruiting teams get hiring signals earlier and can save time for the highest value conversations. * Give every candidate a consistent and fair shot at the job: Every applicant answers the same role-relevant questions and advances by speaking to their own skills and experiences, rather than on how closely a resume matched the posting. "At the American Heart Association, we need to hire great people who truly align to our mission and values, and we care deeply about the overall experience candidates have with us," said John Whalin, National Vice President of Talent Acquisition at the American Heart Association. "What stood out about Lavalier's AI interviewer is that it gives candidates more opportunities to share their unique skills and experiences, while giving our recruiting team better evidence to make hiring decisions with." Candidate fraud has gone from occasional resume exaggeration to an organized operation. In 2026, the Justice Department sentenced two facilitators of a scheme that placed fraudulent remote workers inside more than 100 U.S. companies, using 80 stolen American identities. A recent study by Gartner found that 6% of candidates admit to interview fraud outright; the firm predicts one in four candidate profiles worldwide will be fake by 2028. "The industry's response to fraud has been to fortify the hiring front door with biometric ID matching and deepfake scans, which inspects the least informative moment in the entire process and is riddled with bias," said Mykel Rangel, VP of Engineering at Textio. "Identity checks confirm that a person exists. They can't tell you whether their experience and skills do. Talent acquisition teams need the ability to detect fraud across the hiring process. We built Lavalier's Integrity Signals to make this easy to do." With Integrity Signals, recruiting teams can: * Detect fraud at every stage, not just the front door: Lavalier's Integrity Signals looks across all of a candidate's interviews to assess consistency across things like the experiences they've cited and the skills they've claimed to have. * Verify the work history, not just the identity: Probing questions test the depth of what a candidate claims, and compare what they demonstrated in the conversation against what their resume says. * Assess fraud risk without putting real candidates at risk: No facial recognition or voiceprints are collected, and no candidate is ever rejected on a signal. Humans still make every decision. AI Interviewer and Integrity Signals are now available. See these features in action by visiting: lavalier.ai About Textio Textio is a leader in building tools that help high-growth companies recruit and give feedback to high-performing teams. The company's latest innovation is Lavalier, an interview intelligence platform that helps recruiting teams raise their hiring bar with structured interviews that gather hiring evidence. Founded in 2014, people leaders at companies like Bloomberg, Cisco, Johnson & Johnson, Samsung, Spotify, and more choose Textio to help them attract and develop top talent. Textio has been named to Fast Company's World's Most Innovative Companies list several times, in addition to TIME's Top WorkTech Companies, Fortune Impact 20, Forbes AI 50, and CNBC Disruptor 50. The expansion of Textio's interview intelligence platform, Lavalier, gives recruiting teams the ability to screen more candidates, get hiring signals earlier in the process, and detect signs of fraud across the hiring funnel. Contacts. Media Contact Rachel Fukaya VP of Marketing and Communications, Textio [email protected] (831) 229-5761 Report this content If you believe this article contains misleading, harmful, or spam content, please let us know.

Textio, a provider of AI-powered recruitment tools, has appointed Meg Bear to its board of directors. Bear, the former president of SAP SuccessFactors and a recognised leader in HR technology, brings over 30 years of experience in building enterprise businesses. The appointment comes as Textio scales Lavalier, its structured interview platform designed to help companies improve hiring consistency and quality. Bear previously helped define the Human Experience Management category during her tenure at SAP SuccessFactors. Bear was recently named to Human Resource Executive's Top 100 HR Tech Influencers for 2026. She currently serves on multiple boards, including Novaworks and Papaya Global, and co-hosts a podcast on AI transformation and the future of work.

Textio has launched Lavalier, an interview intelligence platform designed to help recruiting teams improve hiring decisions through structured interviews. The platform is free to start with scalable pricing. Lavalier uses AI to help teams define role-specific competencies, automatically generates structured interview guides with tailored questions, provides real-time guidance during interviews, and synthesizes evidence across candidates to support hiring decisions. The platform aims to address inconsistent interviews and subjective opinions that can result in missing high-quality candidates. Founded in 2014, Textio's clients include Bloomberg, Cisco, Johnson & Johnson, Samsung and Spotify. The company has been recognised on Fast Company's World's Most Innovative Companies list and other industry rankings. Lavalier is available now at lavalier.ai.