Fraud-Resistant Talent Intelligence
46% of candidates contain material misrepresentations. Your ATS won't catch it. Your phone screen won't catch it. VOR will — automatically, before you make an offer.
14-day free trial • No credit card • Setup in under 2 minutes
The Hiring Risk You're Missing
Traditional hiring assumes good faith. Résumés go unchecked. Reference calls are coached. LinkedIn profiles are curated fictions. VOR surfaces the truth automatically — before the offer letter is signed.
0%
of resumes contain material discrepancies.
VOR cross-references stated credentials, employment dates, and titles against public records and LinkedIn data — flagging gaps before they become liabilities.
$240K
average cost of a single bad executive hire.
Recruiting fees, onboarding, severance, team disruption, and lost revenue compound fast. VOR's findings report gives your team an evidence layer that traditional screening never could.
1 in 5
remote candidates misrepresent their location.
From jurisdiction compliance to time-zone fraud, VOR's public-record location signals catch candidates who claim to be somewhere they're not — automatically, every run.
How It Works
No new workflow to learn. No integrations to maintain. VOR sits alongside your existing ATS and does the investigative work for you.
Define the role
Create a requisition and upload the job description — VOR uses it to score every candidate against the specific requirements of that role.
Add the candidate
Drop in a résumé, a LinkedIn URL, or a PDF export — VOR parses the profile automatically, no copy-paste required.
Run the intelligence
VOR cross-references the candidate's claims against LinkedIn data, public records, and the job description using Gemini-powered analysis — in minutes, not days.
Review the findings
Every flag is categorized by severity and evidence source. Your team confirms, dismisses, or escalates — building a defensible audit trail as they go.
Decide with confidence
Make the offer — or pass — knowing your decision is backed by evidence, not instinct. Every run produces a printable report your legal and HR teams can rely on.
Platform
Most hiring tools help you track candidates. VOR helps you understand them — surfacing the discrepancies your process was never designed to find.
Requisition Intelligence
Define the role once and every candidate is automatically evaluated against its specific requirements. JD match scoring runs on every analysis — no manual comparison needed.
Credibility Screening
VOR cross-references stated credentials, job titles, employment dates, and companies against LinkedIn data and resume text — flagging inflated claims before they reach an interview.
Public Signal Analysis
Pulls public-record data to verify identity, professional history, and biographical markers. Built-in severity calibration distinguishes noise from genuine red flags.
Location Plausibility
Validates whether a candidate's stated location is consistent with public records, LinkedIn signals, and time-zone behavior — critical for remote and hybrid roles with jurisdiction constraints.
Candidate Comparison
Run a side-by-side intelligence comparison across your finalist pool. A single structured report shows relative risk, JD alignment, and key differentiators across every candidate.
Intelligence Reports
Every analysis produces a print-ready report your legal, HR, and executive stakeholders can read — with evidence sources, severity ratings, and a clear adjudication summary built in.
Built for Accountability — Not Theater
VOR is designed for environments where the stakes are high and the paperwork is real. Every layer of the platform is built around your team's accountability — not just your team's convenience.
Evidence, not accusations
Every flag VOR surfaces is grounded in a specific source — a stated date that doesn't match, a credential that can't be verified, a location that doesn't add up. Nothing is asserted without a trail.
Calibrated severity
Not every discrepancy is a dealbreaker. VOR rates each finding from informational to critical so your team spends attention where it actually matters — and can justify that prioritization downstream.
Full audit trail
Every run, every reviewer action, every status change is logged with a timestamp and actor. If a hiring decision is ever questioned, you have a documented, defensible record — not a conversation in someone's head.
Human-in-the-loop, always
VOR surfaces findings — your team makes the call. Reviewers confirm, dismiss, or escalate each flag individually. No automated decisions. No black boxes. No liability exposure from AI acting unilaterally.
Explainable to stakeholders
VOR reports are written for people — not for engineers. Hiring managers, legal counsel, and executives can read a VOR intelligence report without a briefing and understand exactly what was found and why it matters.
Your data, your credentials
Candidate data is scoped to your organization and never used to train models or shared across tenants. Your runs, your findings, and your reports belong to you — and only you.
Start catching credential fraud, title inflation, and location spoofing before they become costly hiring mistakes.
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