Cantfool gives recruiters a clear read on every applicant — corroborating identity, employment, and online presence before the first conversation. Evidence-based briefs that fit your existing workflow.
We sit upstream of your background-check vendor — verifying identity, employment, and digital presence in seconds, so recruiters spend their time on real candidates.
Cantfool fits alongside your ATS, answering the questions recruiters were already asking.
Upload a resume, paste a LinkedIn URL, or let cantfool screen automatically as candidates land in Ashby or Greenhouse.
We corroborate identity, employment history, and online presence against 90+ signals. Your data stays in your tenant.
A short, evidence-based read with a recommended next step — proceed, ask a follow-up question, or loop in your TA lead.
Briefs describe what we observed in plain, neutral language — “same device used across multiple applications,” not subjective adjectives. Recruiters see the facts; legal and risk get an audit-ready trail.
Every candidate is checked against all of them. The deeper your scan, the more outside data we pull in.
Cantfool quietly notices when applicants share a device, a resume author, or a phone — the kind of overlap a single recruiter would never catch. Strong matches are linked, uncertain ones are flagged for a closer look. No one is ever auto-rejected.
A 0–100 read on how well the candidate corroborates.
Helps recruiters prioritize — never used to auto-reject.
When companies opt in, cantfool can tell you if the same candidate — or the same resume, device, or phone — has shown up at another company. That helps you spot mass-applied resumes, duplicates, and anything that warrants a second look.
We never share names, emails, phone numbers, or resumes — only one-way cryptographic fingerprints. Other companies see “match” or “no match.” They never see who.
Add the whole recruiting team, the hiring manager, and your risk reviewer without scaling cost with headcount.
Get a feel for cantfool, no commitment.
For recruiting teams running a steady pipeline.
For high-volume hiring and regulated industries.
Start with 100 credits, no card required — enough for a real evaluation on your actual pipeline. Most teams see results inside an afternoon.