Textio has introduced two new capabilities for Lavalier, its interview intelligence platform, designed to help recruiting teams gather stronger candidate insights earlier in the hiring process while identifying potential fraud risks. The new AI Interviewer and Integrity Signals features address growing challenges for employers as application volumes rise and traditional resumes provide an increasingly limited view of candidates’ actual skills and experience.
“Applications per job have doubled in three years, and resumes are becoming unreliable narrators of what a candidate can actually do,” said Colleen Gallagher, CEO of Textio. “Our AI Interviewer is built to have a real conversation about the work, so recruiting teams get clear hiring signal earlier in the process and candidates get to share their experience in their own words. Integrity Signals works across every interview stage to detect trust and risk signals across a hiring journey.”
Lavalier’s AI Interviewer conducts structured first-round interviews based on role requirements, allowing recruiters to screen more applicants without being constrained by scheduling. Candidates receive consistent, job-relevant questions and can demonstrate their skills and experiences directly rather than relying solely on resume alignment.
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Textio cited a field experiment involving approximately 70,000 applicants in which candidates interviewed by a voice AI agent received 12% more job offers and were 18% more likely to remain employed after 30 days. Humans continued to make the hiring decisions, with researchers attributing the results partly to the AI interviewer’s consistency in covering interview questions.
“At the American Heart Association, we need to hire great people who truly align to our mission and values, and we care deeply about the overall experience candidates have with us,” said John Whalin, National Vice President of Talent Acquisition at the American Heart Association. “What stood out about Lavalier’s AI interviewer is that it gives candidates more opportunities to share their unique skills and experiences, while giving our recruiting team better evidence to make hiring decisions with.”
Meanwhile, Integrity Signals evaluates consistency across a candidate’s interviews, claimed skills, experiences, and work history. The feature uses probing questions to assess the depth of candidates’ claims and compare interview responses with resume information.
“The industry’s response to fraud has been to fortify the hiring front door with biometric ID matching and deepfake scans, which inspects the least informative moment in the entire process and is riddled with bias,” said Mykel Rangel, VP of Engineering at Textio. “Identity checks confirm that a person exists. They can’t tell you whether their experience and skills do. Talent acquisition teams need the ability to detect fraud across the hiring process. We built Lavalier’s Integrity Signals to make this easy to do.”
The company said Integrity Signals does not collect facial recognition data or voiceprints, and its signals do not automatically disqualify candidates. Human recruiters remain responsible for final hiring decisions.
