Every hire is load-bearing at this size
A startup does not have a bad hire to spare. Run the checks a role needs without building a process first or committing to a volume you do not have yet.
Why this comes up now
Verification usually stops being optional at a specific moment, not on a schedule.
A funding round's diligence checklist asks how you screen who you hire. This is how you answer with something on file.
A prospect's security review asks about background checks before they will sign. Waiting until then costs you the deal's timeline.
At ten people, a new hire has access to your codebase, your cap table or your customers' data from day one, not after a probation period.
No process to build first
You describe the role. We run the checks and hand back a finished report, not a tool to configure.
Describe the role and what it has access to. We recommend the checks it needs, not a fixed package.
A link goes to the candidate. They consent and upload documents from their phone, in a few minutes.
Findings and their evidence appear as each check completes, ready to read.
Checks run on the candidate's written consent under India's DPDP Act. GVS never charges a candidate for a check.
Start at the size you are
The same evidence standard applies whether this is your third hire or your three hundredth.
The same evidence standard
Every finding is annexed with the document or response it came from, whether you send one case or fifty.
Identity in about an hour
The one number we commit to. The rest of the report follows without a status you have to chase.
A report your auditor can read
Hand over the same file a diligence process or a customer's security team would ask for.
Where to go next
What changes once hiring is steady and you are past the first ten roles.
Small businesses IT & ITeSEducation, employment and address checks built for engineers hired on-site or remote.
IT & ITeS Identity verificationThe fastest check on the list, and the one every other check depends on.
Identity verification