In 2026, the biggest hurdle to finding a job isn't always a lack of open roles, it's inadvertently triggering the fraud detection in applications and the Applicant Tracking Systems (ATS). These systems are using AI to combat a surge in bot-submitted applications, but legitimate job seekers are being flagged as fake candidates for using old-school resume tactics. 

I still remember the first time this issue of fraudulent candidates came up. Just months after everyone learned what ChatGPT was, I got a call while driving home from a speaking event in Atlanta. If you’ve been to the city any time recently, you know that’s code for sitting in traffic. A friend was working at a new mission-driven organization with just 150 employees. She was hiring a Grant Writer and she personally reviewed every resume that came in. She was looking for someone who was particularly motivated by their mission so she sent every applicant a form with 1 question to answer. It was very straightforward. “Why is our mission important to you?” 

I was nodding my head. “So what’s your question?” I asked. “35 of the 50 submitted the exact same answer to the question,” she said. “I think they used AI. Do I reject them all?” As much as it was a logistical question, it was an ethical one, too. On one hand, if you don’t care about the mission enough to even write 4 sentences, should you get an interview? Alternatively, you can also make the case they do care, they’re just trying to use all the tools provided to them. If recruiters can use AI, why can’t candidates? But now, there’s one more consideration: could they be fraudulent candidates? 

How Recruiters Deal With Candidate Fraud (And How It’s Hurting Your Chances)

This conversation is happening behind the scenes of workplaces everywhere as they get more fake applicants and resumes that all sound the same. Sure, it’s manageable to look at them all when there are 50 total. What about when you have 500? Or 5,000? Then what? How do we know what’s fake and what’s real? What happens if we mark a real one as fake? The list goes on. 

The Applicant Tracking System (ATS) companies (aka the tool that job seekers use to apply and companies use to manage the database of applicants) are trying to figure out how to flag which of these candidates might be fake. Most I’ve seen are using screening criteria they call AI to sort and score your resume, but it’s not actually AI. It’s really basic stuff like flagging IP addresses, social media verifications, and AI content alerts. 

The problem? Many of these features create a column to sort these candidates by the “fake” flag. This incentivizes bad behavior by allowing recruiters to sort resumes by fake vs real and auto-reject the fake candidates without forcing the recruiter to review the resumes. Recruiters think they’re working faster, but really they’re just working someone’s codified bias. The AI still isn’t always right about which candidates are fake and real people are getting chopped. 

Key Takeaways For The 2026 Job Seeker

The scariest part of all to me? Advice that gave job seekers a big advantage just 2 years ago is now the reason your resume could be flagged as fraud. Even if you are a 100% real person, certain technical "fingerprints" or content patterns can accidentally trigger a fraud alert, moving your application to the "low-trust" pile or a manual review flag.

Here are five reasons I have recently seen recruiters and their ATS flag a legitimate resume as fraudulent: 

• Job Keywords In White Text. Applicant tracking systems like Ashby and Lever convert all resumes to plain text. That means those keywords are viewable and suddenly your resume is 50 pages. Will get flagged. Avoid all invisible text, hidden layers, or keywords in white font. 
• Funky Formatting. No 3 column formats or any weird stuff. Simple as possible. No tables or columns. If the ATS can't parse your work history properly, it might flag the data as corrupt or unreadable. Making the column purple is a silly reason not to get a job. 
• LLM Resumes. Tools are monitoring for a “human probability.” If your resume is exactly like the default output of ChatGPT, it may be flagged as a Bot Application, even if the experience listed is real. Use AI for structure and editing, but rewrite the bullets with specific, non-generic numbers (e.g., "Reduced time to fill by 4 weeks” vs. "Improved speed").
• AI-Generated Headshots. Skip the AI generated headshot for LinkedIn. If the recruiter does their due diligence to go look you up because you were flagged as fraud, that headshot could be the final confirmation that you don’t seem real to them. 
• No Digital Footprint. If your resume claims you are a Senior Social Media Manager at a major technology company, but your LinkedIn URL leads to a 404 page or a profile with zero connections? There’s a chance you get flagged as fraud. 

Behind every ATS is a person who, just like my friend, is desperately searching for a candidate who cares enough to show up completely. Authenticity is still a competitive advantage when humans are making decisions about hiring other humans. 

Want help making sure your resume sounds human? Book a job search strategy session with me. Get more information here.