Services
Background screening
Decision material for recruitment and business relationships
Background screening supports decisions on employment, assignments and business relationships. It must be proportionate to the role and built on verified information, not loose search hits.
We gather and verify information from open and available sources, compile the result and point out what is actually relevant to the decision.
When is it needed?
- Before recruiting to positions of trust or key roles
- Before assignments with access to sensitive information or assets
- Before new supplier or partner relationships
- On suspicion of undisclosed conflicts of interest
- As a complement to personnel security vetting
How it works
- 01
Scope
We match the depth of screening to the role's risk and responsibility.
- 02
Collection
We gather identity, corporate engagements, financial and public-source data.
- 03
Verification
We verify CV claims and look for contradictions in the material.
- 04
Assessment
We compile relevant observations and clarify what they mean.
Proportionate and lawful
Screening must be proportionate to the position and handled under data protection rules. We work with consent, clear purpose, limited access and deletion.
We deliver observations and assessment – the decision is always yours.
Difference from security vetting
Security vetting is a regulated process for security-sensitive activities with mandatory interview and documentation.
Background screening is broader in use but not subject to that regulation. We help you choose the right level per role.
What you get
- A screening report matched to the role's risk
- Verified information rather than loose search hits
- Observations on conflicts of interest and engagements
- A clear assessment of what is relevant
- Compliant data handling and deletion
Part of Analysis
Background screening is often combined with security vetting and risk assessment.
Frequently asked questions
- Is background screening allowed?
- Yes, when it is proportionate, has a clear purpose and personal data is handled under data protection rules.
- Must the candidate be informed?
- Yes. Information and consent are a standard part of our process.