Pre-employment vetting that goes meaningfully beyond compliance-tier screening, identity, criminal, employment, digital footprint and behavioural intelligence in a single risk-scored report.
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.
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
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. A Senior Hire & Board Appointment tier is available on the same backbone, adding deeper reputational exposure analysis, board-level conflict-of-interest mapping, and reporting formatted for a board or nominations committee, for appointments where the cost of an undisclosed conflict or a reputational surprise is highest.
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.
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.
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.
A stronger focus on reputational exposure, undisclosed conflicts of interest, competing business relationships, and public statements or history that could become a problem after the appointment is announced, formatted for a board or nominations committee rather than an HR file.
A reference check relies on referees the candidate has chosen. This tier independently verifies employment and directorship history and screens for undisclosed conflicts and adverse media that references would not surface, conducted discreetly ahead of an offer being made.
Every enquiry is reviewed by an analyst and routed to a scoping call, a fixed fee is confirmed in writing before any work begins.