Remote work has opened a world of opportunity for law firms, but it has also opened the door to fraud. In the past year, federal agencies have warned about North Korean operatives posing as U.S. job applicants for remote positions. There are also credible reports of “interview bots” being used in the hiring process, fooling interviewers into thinking they are speaking to a real candidate.
For hiring lawyers, this is more than just a curiosity. If you end up hiring someone who isn’t who they say they are or who isn’t legally authorized to work in the United States, your firm could face serious compliance problems, client trust issues, and even security risks.
The good news is that there are practical steps you can take to protect your firm and make sure you are speaking with a genuine candidate.
Protecting Your Law Firm from Remote Hiring Fraud: 7 Essential Tips
Tip 1: Use video interviews as a baseline requirement
- Always require video for the interview. A request for audio-only should raise a red flag.
- Pay attention to lip sync. If the mouth movements don’t align with speech, you could be dealing with a deep fake or an AI tool.
- Ask the candidate to adjust their camera or hold up an object in the room. Simple, unscripted requests expose impostors quickly.
Tip 2: Test for spontaneity and natural interaction
- Bots and scripted impostors struggle with interruptions or unexpected changes. Try politely cutting in with a clarifying question mid-answer.
- Throw in a light, off-topic question such as “What’s your favorite restaurant in your city?” A genuine candidate will usually answer easily.
- Watch for long pauses after every question. This may suggest reliance on scripts or AI prompts.
- Use a standardized pre-screening step. Before scheduling a formal interview, send applicants a short questionnaire confirming work authorization visa needs.
- For attorneys, ask for confirmation of bar admission. Check state bar directories to confirm both identity and U.S. credentials.
- While Form I-9 will be required, early verification prevents wasted time on fraudulent candidates.
Tip 4: Check for consistency across platforms
- Compare the résumé, cover letter, and LinkedIn profile. Inconsistencies in dates, locations, or job titles are warning signs.
- If their LinkedIn page has few connections or was created recently, that is a red flag.
- A quick reverse image search of their profile photo can reveal stock images or different names on social media.
Tip 5: Add a simple skills or writing test
- Give a short, practical assignment. For legal roles, this might be a short memo or a research outline.
- Look for alignment between their spoken answers and written style. A mismatch may suggest someone else completed the task.
- Skills tests not only confirm authenticity but also show how candidates think and work under time pressure.
Tip 6: Use layered verification steps
- After the first interview, consider a short follow-up call at a different time of day. This helps confirm you’re speaking to the same person each time.
- Send a simple follow-up question by email. Make sure the tone and voice of the response match the person you interviewed.
- For remote hires, ask them to send a copy of their government-issued ID before the interview and verify it matches the individual.
Tip 7: Involve more than one interviewer
- Fraud is easier to spot when multiple people interact with the candidate.
- A second set of eyes and ears increases the chance someone will catch odd, vague answers, or technical glitches that don’t add up.
- Consider rotating interviewers between rounds so the candidate must show consistency across interactions.
Why this matters for law firms
Law firms handle sensitive client information. Hiring the wrong person isn’t just about wasting time — it could put client data, firm reputation, and even bar compliance at risk.
By adding just a few intentional checks into your process, you can dramatically reduce the odds of being fooled by a bot or a bad actor.
- Video as the default.
- Spontaneity tests in every conversation.
- Early confirmation of U.S. work eligibility.
- Cross-checking profiles and documents.
- Skills testing to confirm authenticity.
- Layered verification with calls and IDs.
- Multiple interviews for consistency.
These are not burdensome steps. They are straightforward habits that help keep your hiring secure, your team authentic, and your practice protected.
About the Author
John Tucker is a Past-President of the St. Petersburg Bar Association. In addition to his role as CEO of Tucker Disability Law, P.A., he is an Adjunct Practice Advisor with Atticus Advantage, where he coaches attorneys on the business of law. You may reach John at tucker@tuckerdisability.com
