02 Screening & due diligence
Identity Verification & Vetting
Documents can be forged and histories are routinely embellished. Verification is the difference between a claim and a fact.
Start a pilotRemote hiring, contractor networks and cross-border partnerships have made identity a genuinely difficult problem. A convincing CV, a plausible LinkedIn history and a scanned passport are inexpensive to produce; the cost lands later, when the person holds credentials, signing authority or access to client data.
We verify identity, qualifications, employment record and right to work against primary sources — awarding bodies, registries, former employers, official records — and report precisely what reconciles and what does not. Where something cannot be verified we say so rather than treating absence of contradiction as confirmation.
01 What you receive
Deliverables.
Every engagement produces a written, sourced deliverable — not a dashboard login you will never open.
- Identity confirmation
- Documentary identity checked against issuing records where available.
- Qualification verification
- Named awards confirmed with the awarding institution.
- Employment history
- Claimed roles and dates checked against former employers and records.
- Discrepancy report
- What reconciled, what did not, and what could not be established.
02 Method
How it runs.
- 01
Consent
Vetting proceeds on documented consent from the subject. We confirm this is in place first.
- 02
Verify
Each claim is checked against the primary source rather than a secondary aggregator.
- 03
Reconcile
Gaps, overlaps and inconsistencies are identified and, where possible, resolved.
- 04
Report
A clear statement of verified, unverified and contradicted claims.
04 Common questions
Do you need the candidate’s consent?
Yes. Vetting an individual requires their documented, informed consent, and we confirm it is in place before we begin. This is both a legal requirement and a practical one — much of the verification depends on releases the subject has to grant.
How is this different from a standard pre-employment check?
A standard check confirms documents look right. We confirm the underlying claims with the bodies that issued them, and we investigate the discrepancies that a tick-box process records but does not pursue.
Can you vet contractors and third-party staff?
Yes, and it is often where the exposure is greatest — contractors frequently receive comparable access with markedly less scrutiny than employees.
Tell us what you would want watched. We will scope a pilot on it, in writing, before anything is agreed.