Questions we get before the first call
Grouped by where you are in the process: getting started, how a check runs, consent and data, and working with us day to day.
Trusted by 500+ companies
Getting started
How do we begin?
Talk to sales and tell us the roles and checks you need. We scope a package and, if you want, start with a pilot batch before any volume commitment.
What do you need from us?
Candidate names and contact details, the checks you want run for each role, and consent from each candidate before we start. We send the consent request directly to the candidate, you do not have to build that flow.
Can we start with a small batch?
Yes. A pilot batch is the usual way to start, so you can judge the report before committing to volume.
Do you work with companies our size?
500+ companies run checks through GVS, from single-hire teams to volume hiring. The package scales to the role, not to how big you are.
How is pricing worked out?
Quote-only, scoped to the checks and volume you need. A single identity check and a full pre-employment set cost different amounts to run, so there is no public price list. Talk to sales for a quote against your roles.
How checks run
What is verified at source?
Employment, education, address, court records and identity documents are confirmed with the organisation or authority that holds the original record, not inferred from an aggregated database alone. Database screening supplements a source check, it does not replace one.
What happens on a discrepancy?
It is raised as a flagged finding, with what the candidate declared and what the source said shown side by side. We do not silently correct it or decide what it means. That is your call.
What does the report contain?
A case summary with per-check status, and an annexure for every finding showing the source response it came from.
Can we run a single check?
Yes. Identity on its own is common for a fast first pass. Most employers add employment, education or address depending on the role.
What if a source will not respond?
We follow up through the channels available for that source and tell you if a case is taking longer than expected, rather than leaving it open with no update.
How do you handle a candidate with no digital footprint?
The checks that matter do not depend on one. Employment is confirmed with the employer directly, education with the institution, address with a field visit. A thin online presence does not slow any of those down.
Consent, candidates and data
How is consent taken?
The candidate gives consent before a check starts, naming which checks are authorised. Full detail is on the Trust Centre.
Do candidates pay?
No, never. GVS does not charge candidates for a check. Anyone asking a candidate to pay is not us.
Can a candidate see their own report?
They can ask what was found about them and dispute a finding. The route is on the candidate page.
How long is data kept?
For the period agreed with the client or required by law, whichever is longer, then deleted. Detail is in the privacy policy.
What is your DPDP position?
Checks run on recorded consent, data is used only for the purpose it was collected for, and candidates can exercise their rights under the Act. The Trust Centre sets out the full position.
Working with GVS
Who do we talk to?
Sales for a new account and a quote, support for anything about a live case or a candidate query.
How do we submit cases?
Through the client portal, once you are an active client.
Are you certified?
ISO 9001:2015 for quality management and ISO 27001 for information security, both independently audited. Detail is on the Trust Centre.