Background screening, employment history and identity verification for organisations hiring into demanding markets.
Background screening
Every claim on a CV is an assertion until someone checks it. Dates get rounded. Titles get inflated. Qualifications get borrowed. Most of it is not malicious, and almost none of it is caught by a reference call to a number the candidate supplied.
True Source Verification goes to the primary record-holder — the former employer's HR department, the university registrar, the government registry, the official criminal record office — and confirms what the candidate has told you. Not a database scrape. Not a self-declaration. The true source.
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Why it matters
A bad hire is expensive. A bad hire in a safety-critical, security-cleared or client-facing role can be existential. Verification is the lowest-cost control available to a hiring organisation, and the one most often skipped under time pressure.
For organisations operating in energy, defence, industrial engineering and digital infrastructure, the bar is rarely set internally. It is set by the end client, the regulator, or the terms of the contract you are delivering against. Documented, source-verified screening is increasingly not a nice-to-have but a condition of being on site at all.
What we verify
We verify identity against government sources using biometric liveness and document authentication. We verify employment history by direct contact with the HR or payroll function of every previous employer, in whatever language that takes.
We verify education and professional qualifications with the awarding institution rather than accepting a certificate at face value. We screen against international sanctions, PEP and watchlist databases in real time. And for senior appointments, we search corporate registries for undeclared directorships and conflicts of interest, and official records for adverse financial history.
Checks are combined into three service levels — Essential Verification, Professional Diligence and Executive Assurance — scoped to the risk profile of the role rather than bundled as a fixed product. Nothing is included that the appointment does not warrant.
Consent and data protection
Verification is regulated activity. Every engagement runs on explicit, informed candidate consent captured before any check begins. Personal data is collected on the principle of minimum necessary, retained only for the agreed period, and processed in line with applicable data protection law in each jurisdiction. Where an adverse finding arises, the candidate is given the opportunity to respond before the file is closed.