Leadership verification
A CXO or a board appointment can bind the company to a decision nobody else in the room can override. The scope goes deeper here, and fewer people at GVS see the file.
What a standard check misses at this level
Seniority changes the risk. A leadership hire can bind the company to a contract, sit on a board, or become the face of a regulatory filing, and a standard employment check was never built to catch any of that.
A company the candidate still directs, not mentioned at interview, sometimes a competitor.
A civil suit or a criminal matter tied to a previous company or role, not visible on a CV.
An enforcement order, a debarment, or a sanctions match under a similar name, missed by a check that never looked.
Reporting on a fraud or a regulatory action tied to the candidate, sitting in the open but never read.
Financial ties or relationships that compromise a decision the role will require the candidate to make.
At this level, the honest answer comes from a named peer, not a subordinate handed to HR.
Two different conversations
The added depth is not an upgrade for its own sake. It answers questions a standard pack does not ask.
Employment-level verification
Confirms what the CV asserts.
- Identity, previous employment and education, confirmed with the employer and institution.
- Court record where the role justifies it.
- Answers whether the candidate is who they say they are, and did what they say they did.
Leadership-level verification
Confirms what the CV does not say anything about.
- Directorship and DIN, litigation, global database and credit, added to the standard pack.
- Reference calls to named peers, not whoever the candidate submits.
- Answers whether anything undisclosed follows the candidate into the boardroom.
What is in a leadership check
Eight checks, run for a hire whose decisions the standard pack was never scoped to protect against.
The pack is wider, and it is chosen with the appointment, not applied by default. A CFO candidate gets credit and directorship scrutiny a head of engineering may not need; a board appointment gets all of it. Tell us the role and the exposure, and we will tell you what the scope should be.
How it runs
Lower volume, and handled by fewer people for it.
Which checks apply and who at GVS handles the case, decided before anything starts.
The candidate consents, and a single point of contact manages the file end to end.
MCA, courts, global databases and named referees, each approached by someone experienced in doing it discreetly.
A senior finding is talked through with you, not dropped into a dashboard for you to interpret alone.
A leadership check still runs on written consent, at the standard every hire gets, and a candidate at this level is entitled to the same explanation of a finding as anyone else. Retention, purpose limitation and the grievance route are set out in the Trust Centre. Candidates are never charged for a check.
Related solutions
The standard pack this scope builds on, for salaried professional hires below board level.
White-collar verification Directorship and DINWhat a candidate directs, and the standing of the number behind it, read from MCA records.
Directorship and DIN Vendor due diligenceThe same depth of scrutiny applied to the companies and contractors a leadership hire will engage.
Vendor due diligence