Find out in eight minutes whether a candidate can back up their own resume.
Candidates talk through their own work history in their own words. Provicio compares what they say to what their resume claims, and shows your team which claims hold up and which don't, so interview hours go to real people.
Built by an engineer who runs hiring loops. Currently onboarding a small group of founding customers.
3 of 7 resume claims not supported by the candidate's own account.
- Led migration of a monolith to services at a payments companyDescribed the service boundaries, the dual-write period, and what broke. Consistent with the claim.
- “Architected Kubernetes platform serving 40M requests/day”Spoke about deploying to a cluster someone else ran. No mention of platform ownership, scale, or on-call.
- “Reduced infrastructure cost 35%”Candidate did not reference cost work in any answer about impact or results.
- Go, Python, RustGo and Python discussed in depth. Rust not mentioned; may be real but unverified here.
Illustrative example of what a reviewer sees. Not a real candidate.
The resume stopped being evidence.
A resume used to be a rough but useful signal: the candidate wrote it, so it reflected what they'd done, embellished a bit. That's no longer a safe assumption. Resumes are generated to match job posts, bought from resume mills, borrowed from colleagues, or built to disguise who is actually applying.
Teams have responded with the only tools they had: longer phone screens, more take-homes, and in-person interview requirements. All of those spend your most expensive people's time on candidates who should never have reached them, and the in-person requirement quietly ends remote hiring.
Provicio adds one lightweight, asynchronous step wherever your process needs it, and replaces a hunch with evidence your team can check in two minutes.
Ask about the work. Never quote the resume.
The mechanism is simple: people who did the work can talk about it. People who didn't, can't, no matter how good the document looks.
You send the link
Upload a candidate's resume. Provicio parses it into specific, checkable claims. The candidate gets an email in your company's name with a clear consent screen explaining what's recorded and what happens to it.
They talk for eight minutes
Open-ended questions about their work, asked out loud, answered out loud, on their own time. The questions never reference the resume, so there is nothing to read back. Audio is transcribed and then deleted; the candidate reviews and can correct the transcript before submitting.
You see the comparison
Each resume claim is marked supported, unsupported, or unverified, with the reasoning shown. An overall high, medium, or low confidence level tells you where to look first. It's labeled for human review, because that's what it is.
What it catches, and what it doesn't.
Vendors that claim to “detect fraud” have burned a lot of hiring teams. We'd rather tell you the boundary up front.
Catches
- AI-inflated histories. A real career with invented scope, titles, or metrics layered on top.
- Resume-mill and template resumes. Documents the applicant didn't write and can't speak to.
- Borrowed experience. Work a teammate or former colleague did, presented as the applicant's own.
- Applicants who don't know the work they're claiming. Including many organized-fraud profiles, which lean on stolen or fabricated histories.
Doesn't catch (on its own)
- A fluent liar who memorized a fabrication. If someone can speak convincingly and consistently about work they didn't do, a spoken check won't expose that.
- A proxy. The person who records may not be the person who shows up to the interview. Your interviewers still need to confirm they're talking to the same person. (Comparing the two is where we're headed next.)
- Skill level. Owning your resume isn't the same as being good. That's what interviews, and our skills assessments, are for.
One link. You decide when to send it.
Provicio is a single asynchronous step, so it slots into the process you already run instead of replacing it. Nobody's calendar changes.
On everyone you're serious about
Some teams send the link to every candidate who clears a first screen, so the evidence is on file before anyone forms an opinion.
Only when something feels off
Others reserve it for the resume that reads a little too well, or the candidate whose story shifted between calls.
When someone asks for assurance
Agencies run it when a client wants more than a PDF; hiring managers run it before committing a panel's afternoon.
Volume varies with how you use it, which is why the product is priced flat rather than per candidate. Pricing is being set with founding customers.
Designed so your legal and security teams say yes.
A tool that influences who advances is an automated employment decision tool in New York City, Illinois, California, and soon Colorado. We built Provicio to sit inside those rules from day one, not to work around them.
- Consent before recording. Purpose, what's captured, retention period, all stated plainly.
- Audio deleted after transcription. Analysis is transcript-only. No voiceprints, no biometrics.
- Candidates review their transcript. Speech recognition makes more errors on accented speech. Correction at the source is the fairness feature.
- Labeled for human review. Provicio never auto-advances or auto-rejects. A person decides.
- Notice templates and a decision log. Employer-facing candidate notice for NYC and Illinois; exportable decision log retained four years for California.
Same eight minutes, different moment.
Engineering teams hiring remote
Stop burning engineer-hours on interview loops with someone who can't describe their own resume.
For engineering teams →Technical staffing agencies
Protect the placement, the guarantee, and the client relationship, with a report you can put in front of the client.
For staffing agencies →Be one of the first five founding customers.
We're onboarding a small group of teams that hire remote engineers or place technical talent. You get the product free while we learn from you.
Talking to the engineer who built it, not a sales team. If it's not a fit, you'll hear that on the call.