Employee background verification
A bad hire is expensive; a hire you checked unlawfully is worse. This does the checking with the candidate’s explicit agreement, and leaves you able to prove it.
No subscription. You are charged per check, and only after the subject has consented.
Who this is for
HR teams, founders and recruitment agencies hiring in India, particularly those without an in-house compliance function.
The problem
Most pre-employment screening in India happens on a spreadsheet and a phone call. Candidates supply their own documents, verification is inconsistent between hires, and there is usually no record of the candidate having agreed to any of it. If a rejected applicant ever asks under what authority you processed their data, most employers cannot answer.
How it works
- 1Raise a check, or upload a CSV of candidates for a hiring round.
- 2Each candidate is emailed their own consent request, confirms with a one-time code, and sees exactly what will be checked.
- 3Checks run and produce a report with confidence scoring, plus an assessment that separates findings from gaps.
- 4Every consent is evidenced by a certificate with a reference anyone can verify.
What is included
- PAN structure validation, which catches fabricated identity numbers
- Corporate registry verification for directorships and company identifiers
- Sanctions, politically exposed persons and adverse media screening
- Bulk upload for a hiring round, with each candidate consenting individually
- An audit trail showing who was checked, when, and under what consent
What is not included
Said plainly, because a background check that quietly omits something is worse than one that names its limits.
- Indian criminal and court record search. We are not connected to a provider for this, and say so on every report rather than leaving a gap that reads as a clean result.
- Employment history and reference verification, which remain a manual process.
- Education certificate verification, pending DigiLocker access.
Common questions
Is employee background verification legal in India?
Yes, with the candidate’s consent. The Digital Personal Data Protection Act, 2023 requires that consent be specific, informed and demonstrable. A tick box in your own database is none of those things once it is challenged, because the only evidence is a row you control. This produces a consent record the candidate signed and a third party can verify.
Can I check a candidate before making an offer?
Yes. Many employers check at the offer stage. The candidate still has to consent, and the stated purpose is shown to them verbatim, so write something you would be content for them to read.
What about bulk hiring?
Upload a CSV of up to 100 candidates. Each one receives their own consent request and signs individually. Bulk changes how requests are created, never what is permitted: no check runs for anyone who has not agreed.
Does a candidate see the results?
They see what they consented to and can verify that record independently. The findings go to you. If they believe a finding is wrong, they can raise a dispute, which a named person reviews and answers in writing.
How is this different from a large screening agency?
Agencies have broader data coverage than we currently do, and we would rather say that than pretend otherwise. What they do not typically give a candidate is an independently verifiable record of what they agreed to. If demonstrable consent matters to you, that is the difference.
Run your first check
Raise a request in under a minute. The subject consents on their own phone, and nothing is looked up until they do.
Related
Available across India
The consent framework and DPDP obligations apply nationwide, and the sources we check are national rather than state-specific.