March, 14th 2017


Like any start-up, we have all sorts of pains and gains over the course of any given day. Primary and prominent in these pains is fulfilling our human resource needs and requirements; or, to put it another way, hiring, firing and managing our own people. This is a considerable task for any organization, but for us, there is an ironic component to it considering our focus - to simplify the hiring process. Simply stated, our goal is to verify individual jobs and experiences in order to provide a credibility score to the hiring company. We look for patterns on a resume, assess data points for accuracy, and examine gaps in start and end dates as well as many other data components.

Over the past 4 months we have been hiring for a number of roles here at Empty Cubicle. For these roles, we have received well over 400 resumes and applications, which amounts to 3 or 4 received per day if you include weekend submissions. This seems busy, but it's actually only slightly over the average received by a typical company. In some cases, this is far below the number of resumes received; such as a company we know of that received over 100,000 resumes in 2014. That works out to well over 300 resumes received each day - now that's a lot of content to review, and patterns to recognize!

What never ceases to amaze me is the content people put into their resumes. When we are out having conversations with the public and other companies about Empty Cubicle, what we are building and the problem we're solving, the response is mixed. Some love the concept while others don't see the viability. Then we lay out the situation differently using our own experiences. For example, what if you learned that an applicant lied about the duration of their previous employment? What would that say about the character of the candidate? Does one lie on a resume lead to another? Who's responsibility is it to detect this credibility deficiency? Is the candidate liable for the lie if it is never detected?

To us, one lie on a resume leads to the next, and that's why Empty Cubicle is so valuable. It isn't just about detecting a lie, of course, it's about assessing a credibility score overall, and matched to the job description of the hiring organization, your organization. If you found out that your new all-star hire had a brief stint with another firm prior to joining yours, would it change your thoughts about them? To us, the answer is yes. There are many reasons to take this approach; not only is it an ethical dilemma, but it can also be seen as a systemic character trait by the individual. If they did it to one company, they will likely do it to another, perhaps yours.

Organizations spend considerable time, money and effort bringing on new talent, and having a quick start and stop is both disruptive and can actually put the company farther backward than forward. If you consider the typical hiring lifecycle, it looks like this (roughly stated, and only considers one person completing these tasks): create job post - begin resume intake - review resumes - select candidates for interview - begin interview process - select final interview candidates - complete interviews - prepare offer - present offer - negotiate - complete reference checks - offer signed - prepare "first day" necessities; the process is comprehensive and involves dozens and dozens of hours. We all know that time is money, so when someone quickly starts and stops, it is not only disruptive to the team and role the individual was filling, it also means that HR has to begin this process over.

Unfortunately, it is unlikely that you will be able to sense something like this out during an interview. For this reason, as well as others, Empty Cubicle is committed to creating ground-breaking technology to create the world's first job search and recruitment platform based on verified data.


May, 14th 2017


Picture yourself back in time. You recently finished college, and you're looking to enter the job market for the first time. The hottest sector is technology with several start-up companies hiring young recruits. Competition is fierce but this is where you want to be. You are keen to impress and you quickly realize, as most young people starting their career, that your resume is short on experience. Strike one. Furthermore, your major in college was accounting. This would be excellent if you were applying to KPMG, however, it's not the focus of a typical tech candidate. Strike two. The thought of being jobless is unbearable.

You prepare your resume and decide that a little white lie won't hurt anyone but it just might help you land that coveted interview. Your degree is no longer in accounting. Now, you are a freshly minted candidate with a computer science degree from a better-than-average stateside school. Sounds much better.

You ace the interview process and land a job at a small tech company. Life is good.

Years go by. Your star is rising. You've been promoted on a few occasions and now you are on track to become an executive of a soon-to-be public company. It's everything you wanted. Until one day it all comes crashing down.

As your company begins capturing news headlines and accolades, someone from within your company stumbles over that little white lie from your resume. Public embarrassment for you and the company is imminent. To save face, the company is forced to fire you. Strike Three.

If this story sounds familiar, it's because scenarios similar to this have played out in companies you may have heard of: Yahoo, Walmart, and IBM. One time executives at these companies were fired because they lied on their resumes and it was ultimately exposed.

Now, you might think the lesson to be learned here is to be truthful. No question, that is true. But it also speaks to a need for resume verification. If the companies mentioned above had done their 'homework' or had taken the steps to verify a candidates major in college, two things would have happened. The shamed individual may never have won the job interview in the first place and these companies would have avoided the embarrassment of having to fire an executive for lying on their resume.


June 9th, 2017


Verification is a part of our daily lives. Whether it is verifying your shipping address on Amazon, or answering bank security questions, verification is everywhere. Why is there a need to confirm these daily occurrences, but not as much on verifying candidate resumes?

The job market can be a competitive place. To help get an edge over the competition, candidates may embellish their resumes. Unfortunately this can have negative ramifications on the employer and the candidate. The new employee may not be able to live up to the standards they created for themselves on their resume. The time between rehiring for unqualified staff can cause a domino effect. The remaining team members are left to pick up the slack and have the added task of filling the empty role, leaving the company with a great deal of lost productivity.

As technology has advanced, many aspects of our daily lives have adapted. As a society, we want to feel secure in knowing as much as we can, as fast as we can. More apartment and condo buildings now have video screening, so when someone wants to come to your unit, you can visualize who it is. You know in an instant if you want to let this person through the door, or refuse them entry.

Verification in the job place should be as common place as in all other aspects of life. Following hiring standards should not be a surprise to employers or candidates. From ensuring the building code criteria is met, to meeting the graduation requirements for university, adapting hiring practices that are standard across the board should be encouraged. If employers focus on ensuring resume accuracy, whether it be a skills test, or taking advantage of third party services, less time would be spent filling the same positions over and over. With Empty Cubicle, the time you gain from hiring people with verified resumes can be spent focused on other aspects of the company.