Beyond volume, fraud poses an increasing threat. In January, the Justice Department announced indictments in a scheme to place North Korean nationals in remote IT roles at US companies. Research firm Gartner says that fake identity cases are growing rapidly, with the company estimating that by 2028, about 1 in 4 job applicants could be fraudulent. And as we have previously reported, security researchers have also discovered that AI systems can hide invisible text in applications, potentially allowing candidates to game screening systems using prompt injections in ways human reviewers can’t detect.
And that’s not all. Even when AI screening tools work as intended, they exhibit similar biases to human recruiters, preferring white male names on résumés—raising legal concerns about discrimination. The European Union’s AI Act already classifies hiring under its high-risk category with stringent restrictions. Although no US federal law specifically addresses AI use in hiring, general anti-discrimination laws still apply.
So perhaps résumés as a meaningful signal of candidate interest and qualification are becoming obsolete. And maybe that’s OK. When anyone can generate hundreds of tailored applications with a few prompts, the document that once demonstrated effort and genuine interest in a position has devolved into noise.
Instead, the future of hiring may require abandoning the résumé altogether in favor of methods that AI can’t easily replicate—live problem-solving sessions, portfolio reviews, or trial work periods, just to name a few ideas. For now, employers and job seekers remain locked in an escalating technological arms race where machines screen the output of other machines, while the humans they’re meant to serve struggle to make authentic connections in an increasingly inauthentic world.
Perhaps the endgame is robots interviewing other robots for jobs performed by robots, while humans sit on the beach drinking daiquiris and playing vintage video games. Well, one can dream.
