GVS - Genuine Verification Services
Talk to sales
GVS - Genuine Verification Services
Talk to sales

Background verification for IT and ITeS

IT and ITeS hiring moves fast, often for people who never see an office. GVS confirms identity, education and employment at source, so a remote or contract hire carries the same evidence as anyone at a desk.

Talk to salesSee the moonlighting check
Trusted by 500+ companies
Canara BankChannelplayTata AIG InsuranceMacgenceIndiaMARTOlive Green ConsultingPunjab & Sind BankZee MediaJobkartKazamAvalon Information SystemsMeruBTCQuytechGreat Eastern Energy CorporationGiginBharat BhushanPilot IndustriesShipex IndiaKW GroupWise FinServPTC NetworkOrcapodadaanSouthern TravelsElectricaBaby & Mom RetailSyscomLarkRoots DevelopersGMSCircleRightRudra ShieldEssential EnergyAviaxpert

Where IT and ITeS hiring goes wrong

The risk rarely shows up as a bad reference. It shows up as a CV built to survive a quick read: an inflated title, a second job, a degree nobody checked.

Fabricated experience

Invented employers and inflated titles are the most common false claim on an IT CV. Previous employment verification checks the employer against MCA records as well as the dates.

Dual employment

A second full-time role held alongside the first, on someone else's payroll. UAN cross-checks surface overlapping employment periods a reference call alone would miss.

Degree verification at volume

Bulk hiring does not lower the bar. Every degree is confirmed with the issuing institution, one candidate at a time, whether you are hiring one engineer or fifty.

Offshore client security requirements

Client contracts increasingly name their own background-check standard before staff can touch the account. Evidence annexed to every finding is what that review is usually looking for.

Contractor churn

Contract and bench staff move between vendors and engagements quickly. A verification standard that holds up across that churn matters more than one built for a single permanent hire.

Client-mandated checks

Many end clients require a vendor's staff to be background-checked before deployment, on the client's own terms. GVS reports are built to stand up to that review.

Who gets verified

What a role needs checked follows from what it can access: code, client data, production systems or a company's own standing with an offshore client.

01
Software developers and engineersIdentity, education and employment history confirmed before code access or client credentials are issued.
02
QA and test engineersChecked to the same standard as development staff, since testers often carry the same client-system access.
03
DevOps and cloud infrastructure staffRoot and production access makes identity and address verification the baseline, not an extra.
04
Database and network administratorsAccess to production data raises the bar on identity and court record checks.
05
Contract and offshore delivery staffVerified to the same standard as permanent hires, regardless of which entity runs payroll.
06
Project and delivery managersEmployment history and directorship checked, since managers are also the staff most likely to hold an outside directorship.

The check package

The checks IT and ITeS employers run most, individually or as one package.

Identity Highest education Previous employment UAN Directorship and DIN Permanent address Court record Global database

Concurrent employment leaves a record

A candidate can choose not to mention a second job. It is harder to keep it out of the statutory record. Previous employment verification cross-checks employment dates against UAN, which is where overlapping tenures surface.

A directorship check catches the incorporated version, where a candidate runs a registered company alongside a full-time role. Neither depends on the candidate disclosing it first, and both are run on consent already given for the wider check.

IT and ITeS team at work

Checks run on the candidate's written consent under India's DPDP Act, the same standard whether the hire is permanent, contract or bench staff. Where an offshore client sets its own verification requirement, ask us to confirm what a GVS report already covers before commissioning a separate check.

Questions we get asked

How do you catch dual employment or moonlighting?
Previous employment verification cross-checks UAN and EPFO records, which is where overlapping employment periods surface. A directorship check catches the incorporated version, where a candidate runs a registered company alongside a full-time role. Most concurrent employment shows up in a record rather than in a declaration.
Can education verification run at the volume IT hiring needs?
Yes. Each degree is confirmed with the issuing university or board, one candidate at a time, and the process scales to batch hiring without changing the standard. Recognition status is checked before the certificate is, so an unrecognised institution is flagged regardless of how genuine the document looks.
We hire engineers who never visit an office. Does that change what gets checked?
No. Identity, education and employment are confirmed against records, not a physical presence, so a fully remote hire carries the same evidence as anyone at a desk. Address verification can run as a digital, geo-tagged capture where a field visit is not practical.
Our offshore client has its own background-check requirement before we can staff their account. Does a GVS report satisfy that?
Most client security requirements ask for evidence, not a specific vendor. Every GVS finding is annexed with the source document or record it came from, which is what an external review usually asks for. Tell us the client's requirement and we will confirm what it covers.
Does frequent job-switching count against a candidate?
Not by default. Tenure length is reported as fact, not judged. What matters is whether each employer confirms the dates, title and exit status the candidate declared. A pattern of short tenures is something you weigh yourself; an employer who cannot be confirmed at all is a different, more serious finding.
What happens if a contractor leaves before the check completes?
The check continues on the consent already given and the result is reported either way. A candidate who exits before joining is itself worth knowing, particularly if you would otherwise backfill the role from the same pipeline.

Related checks and solutions

Previous employment

Dates, title and exit status confirmed with the employer and cross-checked against UAN.

Employment verification Moonlighting check

A package built specifically to surface concurrent employment before it becomes the client's problem.

Moonlighting check Education verification

Degree and institution confirmed at the source, recognition status checked first.

Education verification

Verify your next hire

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

Talk to sales