One of the largest multinational financial institutions faced rising levels of candidate fraud during its remote technical bank recruiting drives. In partnership with Pontoon and Glider AI, the bank reimagined its recruiting process with AI-powered skill assessments, proctoring, and identity verification. The new skills-based hiring model cut fraudulent applicants by nearly a quarter, saved recruiters and managers hundreds of hours, and restored confidence in the integrity of bank recruiting at scale.
The Challenge: Candidate Fraud in Bank Recruiting
Banks rely on a steady flow of skilled technical contractors to keep critical systems running—from cybersecurity to customer platforms. But as this client shifted to remote hiring, fraud emerged as a growing threat.
Recruiters and managers encountered:
Stand-ins: Someone other than the applicant showing up for interviews.
Unauthorized support: Candidates receiving hidden help during assessments.
Misrepresentation: Inflated skills or falsified credentials on resumes.
These behaviors drained time and resources from already stretched recruiting teams. More importantly, they introduced security and compliance risks—serious concerns in one of the world’s most heavily regulated industries. In the context of bank recruiting, a single fraudulent hire could lead to data exposure, compliance violations, or millions in operational costs, making the need for reliable fraud prevention urgent.
The Solution: AI-Powered, Skills-Based Hiring for Banks
To tackle the problem, Pontoon and Glider AI built a fraud-resistant recruiting process designed specifically for high-volume banking needs.
The program introduced:
AI-powered skill assessments at the pre-submittal stage, ensuring only candidates with proven technical ability advanced. This was critical in bank recruiting, where unqualified hires could put sensitive systems and customer data at risk.
AI proctoring and facial recognition to confirm candidate identity and flag behaviors like screen sharing, copy/pasting, or web browsing. Each test generated a cheating probability score, helping recruiters separate genuine applicants from fraudulent ones.
Supplier alignment through town halls and training, ensuring all staffing partners followed the same fraud-prevention process. This consistency across vendors reduced weak links in the recruiting supply chain.
On-demand video interviews that gave managers flexibility to review structured responses anytime—removing scheduling bottlenecks and preventing no-shows from slowing hiring cycles.
By weaving these safeguards into one connected workflow, the bank established a skills-based hiring strategy that delivered both speed and security. Fraudulent candidates were filtered out early, while legitimate applicants advanced with confidence.
The Results: More Secure and Efficient Bank Recruiting
The new process delivered clear results across fraud prevention and efficiency:
23% of applicants flagged for fraudulent behavior were removed before interviews.
Hundreds of recruiter and manager hours saved, eliminating wasted time on fraudulent candidates.
Improved hiring confidence, with managers seeing verified skills and validated identities.
Supplier consistency ensured every candidate was screened to the same standard.
Streamlined experience for legitimate candidates, who advanced on merit alone.
By preventing candidate fraud in bank recruiting, the institution shifted focus back to what mattered most: hiring top talent quickly and securely.
Client Feedback
By applying Glider AI technology, we successfully identified and prevented nearly a quarter of interested candidates from advancing due to fraudulent activity. With fewer fraudulent applicants, we were able to dedicate more time and resources toward screening and interviewing candidates who were qualified and ready to contribute.
— Sr. Supervisor, Customer Care, Multinational Financial Institution
The Takeaway: Building Trust in Bank Recruiting
As fraud tactics evolve, large financial institutions can no longer rely on resumes and unproctored interviews to guide hiring decisions. This case proves that bank recruiting can be both fast and fraud-resistant when powered by skills-based hiring technology.
By embedding skill assessments, AI proctoring, and supplier alignment into the recruiting process, banks can:
Eliminate fraudulent candidates before they waste manager time.
Protect compliance and reduce security risks.
Improve retention by hiring verified, capable talent.
For financial services leaders, this approach provides a scalable blueprint: stop fraud early, move faster, and make every hiring decision with confidence.
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