Employer and employee trust
Safer hiring with verified workforce signals
Help employers verify candidates and help employees prove identity, trust status, and profile authenticity without exposing private documents publicly.
Workforce report preview
Identity
Verified depth
Risk
Moderated score
Evidence
Privacy masked
Action
Review path
Designed for hiring, onboarding, staffing, gig work, marketplaces, field teams, and contractor verification.
Candidate trust search
Check phone, email, social profile, UPI, public identifiers, and repeated complaint patterns before sensitive hiring decisions.
Employment identity signals
Review masked identity, liveness, email, mobile, and profile consistency without exposing private document numbers.
Fraud and misconduct context
See moderated risk signals around impersonation, fake employment claims, payment fraud, mule activity, and evidence quality.
Dispute-ready hiring notes
Use audit-friendly safety summaries with correction paths, human review, and privacy boundaries for every sensitive signal.
Employee side
Give employees a private way to prove trust
A good verification workflow should protect candidates from over-sharing while giving employers enough confidence to reduce impersonation, fake profiles, and onboarding fraud.
Start Employee VerificationBuild a verified trust profile for recruiters and platforms
Show mobile, email, liveness, and social verification depth
Keep Aadhaar, PAN, passport, and private documents masked
Dispute incorrect reports or outdated risk signals
Share trust status without handing over raw identity files
Separate real work history from impersonation and fake profiles
Employer workflow
Check risk without turning hiring into public shaming
Reports should be evidence-aware, privacy-safe, and used as decision support. Employers should verify context and give candidates a path to respond before making high-impact calls.
Privacy first
Raw identity documents, full document numbers, OTPs, passwords, and unrelated personal data should never be exposed in reports.
Human review
High-impact employment decisions should include recruiter judgment, direct verification, and candidate explanation.
Appeal ready
Candidates must have a correction, masking, or dispute route when a signal is inaccurate, outdated, or unsupported.
Invite or search
Employer starts with a candidate identifier or sends a verification request.
Candidate consents
Employee completes selected mobile, email, liveness, profile, or masked KYC layers.
Signals are moderated
Risk matches, reports, duplicate identities, and evidence are reviewed before surfacing.
Decision support
Employer receives a privacy-aware report with score, flags, confidence, and review path.
Ready for hiring checks?