AI and Automation: Shaping the Remote Work Landscape
There’s no doubt that AI and automation are changing the way we work. These powerful tools in our remote work toolbox help us get more done while also raising questions about ethics, authenticity, and security. In this article, we’re diving into how these technologies are transforming remote work, from speeding up the hiring process to making life a bit too interesting for both candidates and hiring managers alike.
AI in Hiring: Superpower or Saboteur?
Let’s start with the good news: AI has revolutionized hiring operations. According to Insight Global’s 2025 AI in Hiring Survey Report:
- 99% of companies use AI in some part of the hiring process
- 98% say it’s improved efficiency—especially for screening and scheduling
For recruiters drowning in resumes, AI is a lifeline. It scans CVs for keywords, filters out unqualified applicants, and automates time-consuming tasks like calendar coordination.
But here’s the catch: efficiency isn’t the same as effectiveness.
Recently, we reviewed resumes for a senior backend role. Everything looked great—clean formatting, strong experience, perfect grammar.
Except… something felt off. Upon closer inspection, five resumes were nearly identical. Different names, same content.
They’d all used the same AI resume generator.
It looked good. But it also erased their individuality—and raised serious red flags.
And here’s the kicker: According to Insight Global’s 2025 AI in Hiring Survey Report, 88% of hiring managers now say they can tell when candidates are using AI to write their applications. It’s not just “too polished”—it’s impersonal. It removes the human fingerprint that gives resumes authenticity.
When AI Talk to AI: The Authenticity Crisis
Have you ever sat through an interview where you were unsure if you were speaking to a person or a machine? A client recently adopted an AI-powered interview tool for first-round screenings. The tool analyzed candidates’ voice tone, eye contact, and response quality. The goal? Standardization, fairness, and speed.
Meanwhile, candidates are using AI, too—feeding common interview questions into tools that help them prep or even whispering real-time answers through a virtual assistant.
The result? A surreal feedback loop:
AI asking questions. AI generating answers. AI scoring the interaction.
At one point, a candidate aced a behavioral interview… but couldn’t explain a follow-up about their own resume.
Because it wasn’t their story. It was ChatGPT’s.
What started as a helpful tool became a performance. And no one was really evaluating the person behind it.
The Fraud Factor: From Polished to Problematic
Let’s talk about identity fraud—because it’s happening more than people realize.
We once interviewed a candidate who claimed to be in Chicago. Everything checked out: local phone number, resume tailored to Midwest roles, timezone-aligned availability.
But something didn’t feel right. On a hunch, we casually asked, “What’s it like out there today?”
They froze. Then deflected. We asked to see the view outside their window.
What we saw didn’t match the weather—or anything near the Midwest.
Turns out, the candidate was thousands of miles away. Using someone else’s identity. Their resume, LinkedIn, even their bank info had been “borrowed” to appear legitimate. There are experienced professionals who rent their identities to multiple inexperienced workers.
It sounds wild, but it’s happened. Had we not caught it mid-interview, they might’ve had access to sensitive systems within a week. Cybersecurity Ventures estimates that by 2025, cybercrime will cost over $10 trillion annually—with a growing chunk of that tied to AI misuse.
The Knowledge That Wasn’t
Another client brought us in to validate a promising hire. On paper, the candidate had everything: strong GitHub, excellent interview performance, glowing references.
But our senior engineer noticed something odd during onboarding.
The new developer could answer what they’d done—but not why. They couldn’t explain key architectural decisions. They froze when asked to think beyond memorized answers.
Eventually, we discovered they’d used AI to prep extensively—and even consulted tools during live interviews. They didn’t actually have the depth of experience required. They were just great at sounding like they did.
It didn’t move forward. But the cost—interviews, negotiations, onboarding prep—was already sunk.
AI Makes It Easier… to Fake It
AI doesn’t just make life easier for hiring teams—it makes it easier for bad actors, too.
We’re seeing real cases of:
- Resume fraud: Candidates borrowing job descriptions and feeding them into ChatGPT to generate tailored resumes
- Live impersonation: Multiple people “sharing” a single LinkedIn identity and bank account to apply to jobs
- Deep fakes: Video manipulation tools used during interviews to obscure a candidate’s real appearance or location
In the interview for one of our clients, we even discovered mid-interview that the candidate was lip-syncing—someone else was answering through a whisper mic, off-screen.
It was as absurd as it sounds. But it’s real. And without experienced eyes on the process, it’s surprisingly easy to miss.
Automation Without Oversight = Risk
Let’s be clear: AI is incredibly useful.
It can:
- Streamline workflows
- Schedule meetings
- Transcribe interviews
- Detect cybersecurity threats
- Improve hiring speed
According to a recent Gartner report, by 2026, there will be more than a 30% increase in demand for API will come from artificial intelligence and tools such as large language models. That’s a clear sign of how central AI is becoming in our daily workflows.
But it can’t do the one thing that matters most: discern what’s real.
AI won’t know when a response is too perfect.
It won’t catch subtle inconsistencies.
It won’t ask for the window view that cracks the case.
It won’t replace human instincts.
The Bottom Line: Either keep up, or you’re done.
We’re not anti-AI. In fact, we use smart tools in our hiring stack every day. But we never outsource judgment to an algorithm. Because hiring isn’t just about matching keywords or parsing resumes. It’s about evaluating integrity. Authenticity. Curiosity. It’s about hiring humans.
AI is evolving faster than anything we’ve seen in recent years. The pace is relentless, and if your organization isn’t adapting, you risk getting left behind. From automated screenings to AI-powered interviews, these tools are transforming the recruitment landscape at lightning speed. If your organization isn’t adapting, the message is clear: either keep up with these rapid advancements, or you’re done.
In today’s fast-paced digital world, the key isn’t just to adopt AI—it’s to do so smartly and quickly. Be aware of the risks and loopholes, protect security, and use this life-changing technology to accelerate your progress faster than ever. Staying on top of these advancements and understanding how to use them effectively is no longer optional—they’re essential for survival.
At Mirigos, we help our clients do just that.
We combine smart tech with high-touch vetting, live verification, and seasoned engineering insight. We catch fraud before it becomes a problem. We spot the difference between a great candidate and a great AI prompt.
So you don’t hire a robot.
You hire someone real.
Someone who’s ready to build, grow, and stick around.
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