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 pay per check, and only after the person has agreed to it.
Who this is for
HR teams, founders and recruitment agencies hiring in India, particularly those without an in-house compliance function.
The problem it solves
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
- Raise a check, or upload a CSV of candidates for a hiring round.
- Each candidate is emailed their own consent request, confirms with a one-time code, and sees exactly what will be checked.
- Checks run and produce a report with confidence scoring, plus an assessment that separates findings from gaps.
- Every consent is evidenced by a certificate with a reference anyone can verify.
What you get, and what you do not
Stated with equal weight. A background check that quietly leaves something out is worse than one that names its limits.
Included
- PAN structure validation, which catches fabricated identity numbers
- Corporate register lookup on any company identifier the candidate supplies
- 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
Not included
- 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, which is not offered.
Where each answer comes from
| Check | Source | Limit |
|---|---|---|
| PANFormat test | Published PAN structure rules, computed offline | A well-formed PAN is not a verified one. Nothing confirms it belongs to this person. |
| Sanctions and watchlistsLive | Didit AML screening, with UN and EU lists as fallback | International designations only. It does not cover Indian criminal records. |
| News mentionsLive | GDELT global news index | Name-based, so it can include unrelated people with the same name. Every mention needs reading, not counting. |
| Corporate registerLive | GLEIF global LEI register | The register holds about 382,000 Indian entities, mostly those active in financial markets. Not being found is not evidence of not existing. |
| DigiLocker identityLive | DigiLocker (MeriPehchaan) | Runs only when the subject chooses DigiLocker. Many people, domestic staff among them, do not use it. |
| MCA directorshipsNot connected | MCA21 via a licensed provider | Not connected. Reports mark it NOT AVAILABLE rather than clear. |
| Court recordsNot connected | eCourts data via a licensed provider | Not connected. A clear report from us says nothing about court cases or criminal history. |
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 something is wrong, they can raise a concern with us from the See my data page, and a named person reviews it and answers them in writing. You can also dispute a finding on your own report.
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.
Related services
Available in every state and union territory, because the sources are national. Verification by state.