GVS - Genuine Verification Services
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GVS - Genuine Verification Services
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Blue-collar verification

Drivers, delivery, security, factory and floor staff rarely leave the paper trail a corporate hire does. This is built around that, not around an inbox that does not exist.

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Built for the floor, not the boardroom

Frontline hiring does not look like corporate hiring, and a check built for one does not fit the other.

01
No email requiredA link by SMS, a call from an associate, or a visit at the address. Consent and documents move without an inbox.
02
Address carries the weightWhere employment history is informal or unverifiable, a confirmed address is often the strongest signal you get.
03
Built for shift-by-shift volumeBatches move together instead of one candidate at a time, so a hiring surge does not turn into a backlog.
04
Field verification, not a databaseAn associate at the door, not a phone call to a number the candidate happened to provide.

What goes wrong without it

Frontline roles often get less scrutiny than a corporate hire, and carry access to cash, stock, customers and vehicles from day one.

No digital footprint

No email, sometimes no smartphone. A check built around a portal link and a document upload does not reach this candidate.

Address is the real risk

A previous employer may be too informal to confirm anything. Where the candidate actually lives is often the only fact worth confirming.

Volume outruns depth

Seasonal and shift hiring moves fast enough that checks get skipped rather than slowed down.

What is in a blue-collar check

Five checks, chosen for candidates who may not have an email address or a formal employment record.

Identity Permanent address Digital address Court record Previous employment

Identity and address anchor the pack, because they hold even where an employer record does not. Digital or physical address depends on whether the candidate has a smartphone; the finding is the same either way. Court record is added for roles with access to cash, stock or a customer's home.

How it runs

Built to move in batches, because that is how frontline hiring actually happens.

Consent collected without an inbox

By SMS, a call, or in person at the point of hiring. No email address needed to start.

Batch submitted, not one at a time

A shift's worth of candidates moves through as one submission, tracked together in your dashboard.

Address confirmed at the door or by capture

A field associate visits, or the candidate captures their own address with GPS on, depending on what the role needs.

Report published per candidate

Each finding lands as it closes, so a hiring decision does not wait on the slowest case in the batch.

Consent is collected in whatever channel actually reaches the candidate, not only by email, and it still has to be given before anything runs. Retention, purpose limitation and the grievance route are set out in the Trust Centre. Candidates are never charged for a check.

Related solutions

Gig worker verification

The same speed and volume problem for riders, drivers and platform workers on a re-verification schedule.

Gig worker verification Retail

Protecting the floor and the till during peak and seasonal hiring.

Retail Permanent address

The home address on file, confirmed by a field associate rather than a document.

Permanent address

Questions we get asked

The candidate has no email. How does this work?
Consent and instructions go by SMS or a phone call, and a field associate can collect what is needed in person. An inbox is not a requirement.
What if a previous employer cannot be reached or never existed formally?
We record what we tried and what came back rather than reporting a guess as a confirmation. Address and identity carry more weight in the finding where employment cannot be confirmed.
Can you handle a hiring surge?
Batches move as batches. A hundred candidates hired for a launch or a season are submitted and tracked together, not queued one behind the other.
Do you cover small towns, not just metro addresses?
Yes. The field network reaches beyond the metros, which is where a large share of frontline hiring draws from.
Is a criminal record check standard for these roles?
It depends on access. Cash handling, stock rooms, deliveries and customer premises usually justify it. A back-office role without that access may not need it.

Verify your next hire

Send us a pilot batch and judge us on the first report.

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