White-collar verification
A CV states dates, titles and a degree. This confirms them with the employer, the institution and the court, so an inflated title or a hidden exit does not surface after the offer is signed.
What goes wrong without it
A polished CV and a clean interview rule out none of these. Only a check run at the source does.
A gap covered by stretching the previous job a few months at each end, rounded in the candidate's favour.
Senior Associate on the CV, Associate on the employer's own record. Only the source settles which one is real.
Two jobs held at once and described as sequential. UAN service history shows the overlap a CV will not.
A certificate from an institution no regulator recognises looks identical to a real one until recognition is checked, not the paper.
Terminated for cause, described as resigned. The former employer's own account of the exit is the only way to know.
A friend presented as a reporting manager. We confirm who the referee actually is before we ask them anything.
What is in a white-collar check
Five checks cover the risks above. Each runs at the source that can actually confirm it, not against a purchased database.
This is the default pack for a salaried, professional hire. Identity comes first, in about an hour, because every other result is read against it. Court record and reference scale with seniority and access: a wider address history or a second referee gets added where the role carries more exposure, not as a blanket upgrade.
How it runs
Four steps. Nothing here waits on the candidate more than once.
- 01 Consent and history collected The candidate consents and gives the employment and education history to be checked.
- 02 Identity confirmed first Aadhaar and PAN matched in about an hour, so everything that follows is read against a confirmed identity, not a claimed one.
- 03 Employer, institution and court approached Each check runs at its own source: HR at the former employer, the registrar at the institution, the court for the relevant jurisdiction.
- 04 Report published Findings, discrepancies and the source behind each one land in your dashboard as they close, not all at once at the end.
Every check here runs on the candidate's written consent, and a discrepancy is put to them before it is treated as a finding. Retention, purpose limitation and the grievance route are set out in the Trust Centre. Candidates are never charged for a check.
Database screening is not this
An aggregated database returns a name match in seconds. It cannot call a candidate's former manager or read a registrar's reply, which is where a fabrication actually gets caught.
Aggregated screening
A search across purchased and scraped data, returned as a name match.
- Coverage depends on what the database happened to collect, which is uneven for Indian employers and institutions.
- A match is a resemblance, not a confirmation. Nobody at the source has been asked anything.
- A fabricated employer or a degree mill can look clean if it was never flagged in the underlying data.
- Fast, and quiet about what it missed.
GVS verification
Each fact confirmed with the person or body that can actually confirm it.
- The former employer, the institution and the court are each asked directly, and their response is annexed.
- A discrepancy is raised as a discrepancy, with both versions shown, not resolved either way on your behalf.
- Slower than a database pull, and the version that holds up when a finding is disputed later.
- The identity check that anchors it returns in about an hour. The source-confirmed checks take longer because a person has to answer.
Related solutions
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