Bringing clarity to hiring decisions.
We help employers make informed appointments through relevant background checks and credential verification.
What we do
Most appointments are exactly what they appear to be. Screening is not about suspicion — it is about giving a decision the evidence it deserves, and treating every candidate fairly in the process.
What we check depends entirely on the role. A driving position, a finance position and a position with access to children each call for different checks, and we will tell you which are relevant rather than selling you the longest list.
Standard checks answer standard questions. Senior, regulated and high-trust appointments often raise questions the standard list does not reach — an undisclosed directorship, a conflicting shareholding, a public record of conduct. We scope specialised checks for those roles, each one justified by the role and consented to by the candidate.
Beyond the checks listed here we also scope credit and financial-conduct checks for roles handling funds, professional body membership and disciplinary standing, sanctions and politically exposed person screening, and director disqualification records. Tell us what the role carries and we will tell you what is relevant, what is lawful and what it will cost.
Where you already have a vetting standard of your own — a group policy, a client contract requirement, an industry rule, a question you always ask a referee — we will run it to your specification and report it in the format your team already works with, rather than asking you to adopt ours. Some checks are constrained by law regardless of who asks for them, and we will say so plainly rather than quietly leaving them out of the report.
How we help
Identity verification
Confirming a candidate is who they say they are.
Qualification verification
Confirming qualifications directly with the awarding institution.
Employment history verification
Confirming roles, dates and reasons for leaving with previous employers.
Reference checks
Structured conversations with referees, recorded and reported consistently.
Role-appropriate criminal-record checks
Where the role and the applicable requirements make them relevant.
Company interests and directorships
Registered directorships, shareholdings and business interests, so conflicts with your suppliers, competitors or tender processes surface before an appointment does.
Online presence and adverse media
Public social media and open-source screening, scoped to what is relevant to the role and reported on conduct, never on private life or protected characteristics.
Client-directed checks
Your own vetting standard, policy requirement or industry rule, run to your specification and reported in your format.
When organisations call us
- A finance or procurement role with access to funds
- A position requiring a professional qualification
- A driving role requiring a valid, current licence
- A role with access to vulnerable people
- A senior appointment where the cost of getting it wrong is high
- A role where undisclosed business interests would be a conflict
- An internal vetting policy or industry rule you need applied consistently
A clear process
Agree the scope
Which checks are relevant to this role, and why each one is justified.
Obtain candidate consent
Nothing is checked without the candidate's informed, documented consent.
Verify at source
Directly with institutions, employers and authorised information sources.
Report clearly
What was confirmed, what could not be confirmed, and what remains outstanding.
Support the decision
Context on findings, so a discrepancy is understood rather than assumed.
Request a screening quote
Tell us about the role and we will tell you which checks are relevant and what they cost.