How Incode Identity Verification works across your hiring stack

A background screening confirms that a record matches a name, but it doesn’t confirm whether the identity on the application is real. That’s a big leap of faith to take for a screening that typically runs after an offer, by which point a candidate has already sat through interviews and met the team.

Additionally, most background screenings cannot catch stolen or synthetic identities. That’s becoming a bigger problem by the day. Of 3,000 job candidates Gartner surveyed in the second quarter of 2025, 6% admitted to interview fraud, meaning they either posed as someone else or arranged for someone to pose as them.

A fraudulent hire into a seasonal support role is an expensive mistake. A fraudulent hire into a backend engineering, finance, or IT administration role holds credentials to production systems, customer records, or payroll inside the first week, and can lead to catastrophic damage, both financially and in terms of long-term reputation.

Identity verification provides the peace-of-mind that a background screening skips: whether the applicant is a real person, and whether they are who the application says they are. That means checking a government ID, matching it to a live selfie, and running the whole thing inside the pipeline recruiters already work in, early enough that the answer arrives before anyone spends interview time.

Screen applicants for risk before anyone spends time

The first thing I tell customers is that a full document check on every applicant is the wrong shape for most pipelines. It's slow at the top of the funnel and it spends effort on people who will never reach an interview.

Incode can run a Non-Doc Verification (KYC) check on the email address and phone number already sitting on the application. The approach comes from banking and compliance, and it works the same way in hiring: it looks for a history of fraud, synthetic activity, mismatched identity data, or an absence of history altogether. The check returns a score of low, medium, or high, and that score decides who needs a full verification and when. In your applicant tracking system (ATS) of choice, it can fire the moment a candidate record is created.

Verify the candidate at the stage you choose

A document and selfie check confirms that the person you interviewed is the person on the application. You decide when it happens: at the offer, before the final interview, or immediately for anyone the risk check scores high.

Incode attaches that check to a step your pipeline already includes. In Workday Recruiting, verification sits inside the hiring business process, and you pick the point: Assessment, Background Check, Offer, or Pre-Hire. In Lever, it fires when a candidate reaches the pipeline stage you designate, commonly background check or offer. In Greenhouse, it fires on stage change. Recruiters move a candidate the way they always have, and the check follows.

Write the result onto the candidate record

Results go back into the hiring system, so recruiters read them where they already work.

Workday Recruiting receives verification outcomes, risk categorization, document authenticity and tampering indicators, face match scores, and liveness checks as custom objects on an Incode Details tab on the candidate, and those feed Workday reports, dashboards, and audits like any other Workday data. Greenhouse receives custom candidate fields you define, such as verification status and risk score. Lever gets a biometric-verified tag on the opportunity plus a structured note carrying the outcome and timestamp.

That timestamped record doubles as the audit artifact. If you need a documented identity step for I-9, sanctions screening, or a sector regulator, it accumulates on the candidate record without anyone maintaining a spreadsheet.

Send the request from a system candidates trust

Candidates complete verification on their browser.

Where the request comes from matters as much as how quick it is. A verification email arriving from an unfamiliar domain looks like phishing, and strong candidates hesitate before clicking it. Workday Recruiting sends the link through Workday's own notification framework, using your templates and your branding, so the message arrives from the system the candidate has been corresponding with all along.

Carry the verified identity past the hire date

An identity confirmed during hiring can anchor workforce identity afterward, which is what connects a verified candidate to the employee who calls the help desk 18 months later asking for a password reset.

Getting started

Candidate verification requires an active Incode Workforce account.

Workday Recruiting deploys through a prebuilt Workday Studio package that a Workday administrator places inside your hiring business processes. Greenhouse and Lever run through Tines, an automation platform, using prebuilt stories your team configures rather than builds. Both paths need admin access to the hiring system and API credentials from your Incode solutions engineer, and your Incode team will walk you through the setup.

Full documentation lives at developer.incode.com for Workday Recruiting, Greenhouse, and Lever, and the Incode Integrations Marketplace lists the other tools verification plugs into.

Ready to see what an end-to-end candidate verification flow looks like? Request a demo today.