Build a role-specific background verification checklist, a candidate consent form and a status tracker, ready to use and easy to adapt to your country’s rules, in about a minute. Free to start, no sign-up to try.
Tell us about the hire, the AI builds the pack:
Your result appears here
Turn a role and a level of scrutiny into a clean, consent-based verification pack, in about a minute.
Enter the position and how thorough the check should be, a standard hire versus a finance, leadership or high-trust role.
Choose the components that matter: identity, employment history, education, references and any role-specific checks.
The tool produces a candidate consent form, a role-specific verification checklist and a status tracker in one go.
Collect consent, work through the checklist and log each result in the tracker so you have a clean, auditable record.
Every candidate checked the same way, with consent, and a record you can defend later.
A candidate authorisation form is part of the pack, because verification without written permission is a liability, not a process.
A standard hire and a senior finance hire get appropriately different checklists, so the scrutiny fits the risk of the actual role.
Records what was verified, the source, the date and the outcome for every item, so nothing gets missed or improvised.
Works across 190+ countries with neutral language you adapt to local privacy and employment rules before you use it.
Who need a repeatable, documented screening process that treats every candidate consistently and fairly.
Making early, high-stakes hires who want to verify claims without building a process from scratch.
Bringing on people for trust-sensitive roles: finance, access to customer data, on-site responsibility.
A good check confirms that the candidate is who they say they are and can be trusted with the role. Hiring on trust alone is a gamble no growing company can afford, but a sloppy, inconsistent check is its own risk. These are the components that make up a solid pack:
| Component | What it confirms |
|---|---|
| Identity | The candidate is who they claim to be, using accepted identification. |
| Employment history | Past roles, titles and dates, verified with previous employers. |
| Education & credentials | Degrees, certifications or licences the role genuinely requires. |
| References | Structured questions for people who have actually worked with the candidate. |
| Role-specific checks | For example financial or regulatory checks for money-handling roles, where local law permits. |
First, proportionality: only verify what is genuinely relevant to the job, so a standard hire gets a lighter check than a senior finance or leadership role. Second, consent and transparency: candidates should know what is being checked and agree to it in writing before you begin, which is why a consent and authorisation form is built into the pack. Screening that skips consent, digs into irrelevant history, or applies different standards to different candidates is not thorough, it is a liability.
What you may lawfully verify, how consent must be obtained, how long records can be kept and how personal data must be protected vary enormously by country and state. The pack ships with global-neutral wording and is fully editable, so you tune the components and language to the employment and privacy laws that apply where your candidate is based before you use it.
The rest of the hiring & onboarding toolkit.
Please note: Outputs are AI-generated and can contain errors. Use them as a starting point and check anything important before you act on it.
Part of the HRTailor HR OS
Everything you create here auto-saves to your Document Vault, ready for e-signature, your employee records and automated workflows. One login runs your whole HR.
What does the Background Verification Pack (BGV) include?
A role-calibrated checklist of the checks an employer should run before a final offer, identity, employment history, references, criminal record and credential checks, scaled to the seniority of the role.
Is it country-specific?
Yes. It reflects the legal requirements and common practice for the country you select.
Does it run the checks for me?
No. It produces the plan and document set; the actual verification is carried out by you or your screening vendor.
Do I need candidate consent?
Usually yes. Background verification typically requires the candidate's explicit consent, the pack flags where consent is required.
