What enhanced screening covers
- Adverse media — UK and international media archives going back at least a decade, surfaced material reviewed for relevance to the role;
- Directorship and business-association history — current and dissolved companies, related-party patterns, undisclosed interests;
- Litigation history — claimant and defendant, civil and criminal, in jurisdictions where court records are publicly accessible;
- Sanctions, PEP, and watchlist screening — current snapshot plus historic listings;
- Regulatory action — checks against UK regulators (FCA, SRA, GMC, GDC, ICAEW, etc.) and equivalents in jurisdictions relevant to the role;
- Educational and professional credential verification through direct enquiry to issuing institutions.
When employers engage us
- A board, C-suite, or senior regulated appointment is being made;
- An MLRO, head of compliance, or other regulated-role appointment is being considered;
- A candidate has lived or worked across multiple jurisdictions and standard checks return little;
- The role carries access to large sums, sensitive data, or vulnerable people, and the cost of a wrong hire is significant.
For roles that do not carry that level of risk, our guide to pre-employment checks sets out what an employer can verify lawfully without instructing anyone.
How we screen lawfully
The work is conducted lawfully and in accordance with the UK GDPR and the Data Protection Act 2018, with documented legitimate-interest assessments for each engagement. Candidate permission to release a record is distinct from the data protection basis for using it. Special category and criminal offence information require additional conditions; public availability does not remove those obligations. The ICO’s vetting guidance explains the limits.
Reports are graded — material findings are flagged with a confidence level and the underlying source. We do not bury concerns, and we do not invent them either. Where a finding is ambiguous, we say so. For our full process, see how we work.
Background screening or a DBS check?
Our enhanced background work examines the records and associations relevant to a role; it is not a substitute for a DBS check where one is needed. At scoping, explain the appointment, the responsibilities involved, and the countries relevant to the candidate’s history. We agree which checks are appropriate before work begins.
Our guide to pre-employment checks explains the different kinds of verification. If the question concerns a supplier, investment, or business partner, corporate due diligence may be the better starting point.
Common questions
Does the candidate need to consent?
Some institutions require the candidate’s permission before releasing verification records. That permission is distinct from the lawful basis for processing personal data. We agree the checks, transparency requirements, and lawful basis at scoping; legitimate interests must be assessed, not assumed.Which regulators do you check against?
The UK regulators relevant to the role, such as the FCA, SRA, GMC, GDC, and ICAEW, plus their equivalents in any jurisdiction the candidate has lived or worked in.What if a finding is unclear?
We say so. Material findings are flagged with a confidence level and the underlying source. We do not bury concerns and we do not invent them.More general questions about cost, timescales, and evidence are answered on our FAQs page.