Employee screening that reduces hiring risks from day one

Turnaround depends on which checks are included and how quickly candidates and sources respond. Digital checks such as identity and database screening complete quickly, while employment, education and on-ground address checks depend on third parties. Our automated workflows and follow-up processes are designed to compress this without cutting corners. 

The most commonly opted checks are identity, employment, education, address, reference and criminal records verification. Organisations with higher risk exposure add global database screening, credit and financial checks, social media screening and reputation or adverse media screening. Most clients define two or three packages mapped to role seniority and risk, rather than running every check on every candidate. We help you decide what is proportionate for each role.

There is no single law making background verification mandatory for all employers in India. However, several sectors — including banking and financial services, IT-ITES serving global clients, healthcare and aviation — operate under client or regulatory requirements that effectively require it. 

India's Digital Personal Data Protection Act places clear obligations around notice, consent, purpose limitation and data security when handling personal data. In practice this means candidate consent must be properly captured and recorded, screening should collect only what is relevant to the role, and data must be stored and shared securely. Our workflows are built with these principles in mind and maintain an audit-ready record. Your legal team should still confirm how DPDPA applies to your specific hiring processes.

Not every discrepancy is a red flag — dates can be misremembered and institutions can hold incomplete records. Our analysts review the finding, assess its materiality and present it with context rather than just marking a case as failed. Where appropriate, the candidate is given an opportunity to clarify or provide supporting evidence. The final hiring decision always stays with you; our role is to make sure it is an informed one.

Yes. Screening can be triggered directly from your existing ATS or HRMS so recruiters never leave their normal workflow, with status and results flowing back automatically. If you would prefer not to integrate, our dashboard gives your team end-to-end visibility of every case. We will walk through the options in a demo and recommend what fits your stack and volume.

Cost depends on which checks are included, hiring volume and the locations involved. A core identity and employment package is considerably less expensive than a senior-level check with credit, media and global database screening. Most clients find per-candidate pricing improves significantly at volume. Book a demo and we will build an indicative package and price around your actual hiring plan.