Candidate Risk Intelligence

The Problem

Standard checks tell you what a candidate hasn't been convicted of.

Standard background checks tell you what a candidate has not been formally convicted of, and that the references they nominated will say complimentary things. They do not tell you who the person actually is. Most of the meaningful risk in a senior or trust-critical hire sits entirely outside what compliance-tier screening surfaces: fabricated employment history, undisclosed business interests, social media behaviour incompatible with the role, hidden disciplinary records, or conduct on prior teams that quietly led to departure.

What You Receive

A single, comprehensive investigation: identity verified, criminal history checked across jurisdictions, employment history documented and authenticated, corporate and financial interests mapped, digital presence swept and analytically assessed, and behavioural intelligence applied to produce a risk-scored picture of who you are actually hiring.

Identity document verification, right-to-work confirmation, and document authentication (academic certificates, employment letters, professional qualifications)
UK and country-of-origin criminal record checks, sex offender register checks, and civil litigation history
PEP and sanctions screening across UK, EU, US and UN registers
Employment and education verification, professional licence and registration checks, and reference authentication
Directorship history, undisclosed business interests, and financial distress indicators (CCJs, insolvency)
Full digital footprint sweep: social media audit, adverse media screening, reverse image search, and a Digital Behaviour Intelligence Report

Methodology

Conducted entirely by an assigned analyst — no automated tools, no outsourced components. Every finding is sourced, dated and risk-scored, and the lead analyst reviews the complete picture in context before the report is finalised, rather than as a compliance checklist.

Typical turnaround: 10–14 business days from completed candidate intake, plus a 60-minute debrief call with the lead analyst.

Frequently Asked

Questions we're asked most

What roles is this built for?

Senior, trust-critical and exposure-significant appointments — C-suite, finance leadership, partner-level legal and accounting roles, household and personal staff for HNW families, regulated-firm hires, and any role where a wrong hire is expensive.

Is output filtered for employment-law compliance?

Yes. Output sent to the instructing employer is filtered to remove protected-characteristic information that is not role-relevant, per our Equality Act 2010 principle — who someone is on a protected basis is not the employer's business unless the role specifically requires it.

Do you handle volume hiring programmes?

Yes — for organisations commissioning multiple reports a month, submit an inquiry before instructing so we can scope a volume arrangement, including embedded intake and dedicated account handling.