Detect workforce impersonation across Workday hiring and enrollment.
imper.ai connects with Workday Recruiting and new-hire data to add low-friction impersonation detection from the application stage, across live interviews, and before corporate access is issued. Talent Acquisition and IT stay in the workflows they already use.
From application to enrollment
The normal Workday application workflow stays in place.
Surface suspicious candidates before more TA time is committed.
Recruiters schedule and manage interviews as usual.
Evaluate the environment and correlate changes across rounds.
Approved employee data initiates the access handoff.
Evaluate the person and environment before access is issued.
One Workday journey. Three places to reduce risk.
Find high-risk candidates earlier, protect every interview, then secure the handoff to access.
The value is not only security. Catching suspicious candidates before they consume recruiter and hiring-manager time helps Talent Acquisition focus on real candidates while preserving continuity through the rest of the hiring process.
Start before the first interview.
Workday remains the hiring system of record. imper.ai can add a first verification and risk touchpoint at application review or immediately afterward, then continue protecting the candidate as they move into live interviews.
- 01Application enters the normal Workday Recruiting workflow.
- 02An early imper.ai touchpoint can surface impersonation risk before recruiter screens and interviews consume more time.
- 03Live interview checks evaluate device, network, location, environment, tooling and behavior.
- 04Later rounds add continuity and change detection to the candidate risk history.
Carry confidence into the access handoff.
When the hiring decision is complete, Workday can provide the new-hire contact data needed to initiate enrollment. imper.ai evaluates the person and operating environment again before credentials or corporate access are issued.
- 01Workday provides the approved new-hire record and contact details used for enrollment.
- 02imper.ai evaluates the first enrollment interaction independently, even without hiring history.
- 03When hiring history exists, imper.ai can surface material changes between interviews and enrollment.
The TA business case
Candidate fraud is becoming a TA capacity problem too.
Finding impersonation risk before a recruiter screen or interview does more than reduce security exposure. It keeps suspicious candidates from consuming recruiter and hiring-manager time as hiring teams deal with more AI-assisted applications and harder-to-validate candidate identities.
Translate earlier detection into hours your team gets back.
The economics depend on your own funnel. The arithmetic is simple: every suspicious candidate removed before a human touchpoint avoids the time that touchpoint would have consumed.
What imper.ai evaluates
The identity can look right while the operating environment does not.
imper.ai does not treat one unusual observation as proof of impersonation. It combines signals into impersonation-specific detections, correlates what changes across interactions, and produces a risk score that can drive workflow policy.
VPN and proxy infrastructure, location inconsistencies, latency and network-path anomalies.
Device fingerprint integrity, browser changes, virtual machines and unusual hardware conditions.
Remote-control tooling, virtual audio, automation and other signs of an operator behind the expected user.
Material changes from the first touchpoint through interviews and into the enrollment handoff.
imper.ai threat research
The later you find the fraud, the more it has already cost.
Across 600 remote interviews, imper.ai identified four candidates exhibiting combinations that included Astrill VPN, AnyDesk, layered proxy routing and location inconsistency. Moving the first risk touchpoint earlier creates the opportunity to investigate that kind of candidate before additional recruiter and hiring-manager time is spent.
For DPRK IT worker schemes, the downstream business risk also includes security exposure and potential sanctions risk, not only wasted recruiting effort.
Built into the Workday workflow
Add security without making Workday users run a second process.
The goal of the integration is simple: keep the decision in the workflow that already owns it. Workday remains the system of record for recruiting and new-hire data. imper.ai adds the impersonation risk layer around the human interaction.
An early candidate touchpoint can surface impersonation risk before recruiter screens and hiring-manager interviews, helping TA focus time on candidates worth advancing.
Protection follows the candidate and interview workflow rather than asking Talent Acquisition to operate a separate security tool.
Signals and impersonation detections contribute to a risk decision that can be reviewed when something meaningful changes.
A first enrollment interaction can be evaluated on its own. When prior hiring history exists, it adds continuity at the moment corporate access is issued.
Use a document or biometric proofing step where the organization requires formal real-world identity proof. imper.ai focuses on whether the expected human is actually behind the live interaction.
Workday integration FAQ
Workday identity verification and impersonation detection
Can imper.ai help before the first interview?
Yes. The Workday hiring story includes an early candidate verification and risk touchpoint during application review or immediately afterward, before interview time is committed. imper.ai can then continue evaluating the candidate across protected live interviews.
Does imper.ai replace applicant screening or candidate ranking?
No. imper.ai is focused on candidate impersonation and workforce identity risk, not deciding whether a resume is qualified for the role. The goal is to help recruiting and security teams spend their time on real candidates while existing recruiting tools continue to handle fit and selection.
What does imper.ai integrate with in Workday?
imper.ai supports Workday Recruiting for candidate and interview protection, and a separate Workday integration can retrieve new-hire contact data to initiate secure enrollment. The workflows can be used independently or together.
Does imper.ai change how recruiters schedule interviews in Workday?
No. Talent Acquisition continues to schedule and manage interviews in Workday while imper.ai adds protection around the candidate interaction and preserves risk history across protected stages.
Does imper.ai replace identity verification in Workday?
No. Formal identity verification is useful when an organization needs document or biometric proof of a real-world identity. imper.ai focuses on impersonation detection during live and repeated workforce interactions. The controls can coexist, and formal proofing can remain a policy-driven step where required.
See how imper.ai fits into your Workday hiring flow.
Add early candidate risk detection, protect live interviews, and carry that context into enrollment without changing the way Talent Acquisition works in Workday.