What's in an Integrity Report — And How to Read One

What an integrity report is

When a candidate completes an assessment on ClarityHire, the platform produces an integrity report — a structured timeline of everything observable about how the assessment was taken. It is not a pass/fail. It is data, so a human can make a better decision.

The five sections

1. Session summary

Top-level stats: duration, questions completed, language used, browser and OS. The boring section, but useful for spotting "they took the test on a phone" anomalies.

2. Authorship signals

• Keystroke fingerprint stability — did the typing pattern stay consistent throughout?
• Paste events — count and size of any clipboard pastes.
• Time-to-first-keystroke per question — how long they thought before starting.

3. Visual signals

• Face continuity — was the same face in frame the whole time?
• Off-frame events — number and total duration of times the candidate was not visible.
• Multi-face events — moments when more than one face appeared.

4. Audio signals

• Off-camera voice events — speech detected that did not come from the candidate.
• Audio gaps — periods of unusual silence.

5. Code coherence (for coding tasks)

• LLM-judge score on whether the submission reads as one author.
• Specific inconsistencies the judge identified.

How to read it

The single biggest mistake is to look at one yellow flag and reject. Almost every assessment has something — a paste from the problem statement, a 30-second glance off-screen, a typing burst when the candidate finally figures it out. Yellow flags are normal.

What you are looking for is clusters. A 200-character paste at minute 12, followed by a typing-fingerprint shift at minute 14, followed by an off-camera voice at minute 17 — that is a story.

How to use it in a debrief

Open the report in the debrief, scroll to anything flagged, and ask: "anything we should follow up on?" If yes, schedule a 20-minute live followup focused on the candidate walking through their work. If no, move on. The report is a prompt for review, not a substitute for one.

What it is not

It is not a guarantee. It is not a legal finding. It is not a justification for rejecting a candidate without a human review. Treat it accordingly.