Direct answer
Do not reject, rank down or accuse a candidate from a detector result alone. Use any signal as a prompt to review the original material and ask a consistent, job-relevant follow-up question.
Recruitment review workflow
Review applications.
Do not automate judgment.
A detector can help a recruiter decide what to inspect next in a written application. It cannot establish authorship, intent, truthfulness, skill or suitability for a role.
Open the free checkerScope before score.
Every result is a warning signal. The evidence and limitations below define what this route can and cannot support.
What to record
Keep the submitted version, the checker lane and version, the result, the reviewer rationale and any later correction together. This makes a review repeatable without turning a score into a verdict.
What to verify
For a written role, test the capability the application is meant to show: discuss one concrete claim, request a role-relevant work sample, or use a structured interview with the same standard for every candidate.
Do not infer more than the lane measured.
- A score cannot prove that a person used a particular tool or wrote a document.
- Formulaic CVs, editing, translation and short passages can be poor inputs for a writing-style signal.
- Employment decisions require a policy, human oversight and applicable legal and fairness review.