Service
Background Verification
Background checks are slow because they're mostly chasing: an HR department that doesn't answer, a registrar with a form, a former manager who's moved on. We run the chase as a tracked process with a status you can see, so a hire isn't held up by a check nobody has touched in four days.
What the team handles
Background Verification
- Employment history and tenure verification with previous employers
- Education and professional qualification confirmation
- Reference calls against a structured question set
- Address and identity document checks
- Criminal record and database checks through licensed providers, where your jurisdiction allows
- Discrepancy reporting with the evidence and the candidate's response attached
We confirm scope with you during the design stage and write it into the operating plan before the team goes live.
Measurement
Metrics usually agreed for this service
We set targets with you before launch. These are the measures the conversation usually starts from — the numbers attached to them are yours to define.
- 01
Turnaround time per check type
Target set per client
- 02
Checks closed within the agreed window
Target set per client
- 03
Share of checks completed without an unresolved gap
Target set per client
- 04
Discrepancy rate by check type
Target set per client
- 05
Candidate response time on requested documents
Target set per client
Reporting cadence, escalation thresholds and the review meeting rhythm are agreed alongside the targets themselves.
Before you commit
Practical questions about background verification
The questions buyers ask once the brochure stage is over.
- Do you run criminal record checks yourselves?
- No. Those go through licensed providers in the relevant jurisdiction. What the team does is manage the submission, chase the result and package it with the rest of the file. Anyone claiming to run these directly in every market is telling you something that isn't true.
- What happens when a check comes back with a discrepancy?
- It comes to you — what was claimed, what was confirmed, and the candidate's explanation where we've been able to get one. The hiring decision is yours. A verification team that quietly grades candidates has overstepped its job.
- How is candidate consent and data handled?
- Consent is captured before any check starts, in the form your legal team approves, and the candidate is told what's being checked. Files are held only for the retention period you set. The rules differ by market, so we follow yours rather than one global template.
- What if a previous employer simply won't respond?
- It happens more often than the SLA charts suggest, and the honest answer is that some checks close as unverifiable rather than confirmed. You'll see exactly that, with the contact attempts logged, instead of a green tick that implies confirmation we never got. Deciding what to do with an unverifiable check is a hiring decision, so it stays with you.
Where it fits
Sectors that most often run background verification as part of a dedicated team
Next step
Talk through background verification for your business.
Bring your current volume, your tools and your response targets. We'll tell you what a workable team looks like — including when that's a smaller one than you expected.