Integrity checks
What CVs and interviews don't show, integrity checks do.
Integrity checks identify legal, financial, regulatory, reputational and adverse media indicators before an appointment is confirmed. VERIS verifies directly against court records, sanctions lists, regulatory registers and media sources.
Discuss your requirements- Records
- Interests
- Court & criminal
- No records
- Directorships
- 2 identified
- Sanctions & media
- Clear
The risk that CVs and interviews don't show
Candidates can look qualified on paper while carrying undisclosed conflicts of interest, litigation, financial pressure or associations that expose your organisation to fraud, compliance failure and reputational damage.
VERIS integrity checks go beyond a basic background review. We search court records, sanctions and watchlists, regulatory registers and media in English and Bahasa Indonesia, and check directorships and business interests, so red flags surface before the appointment rather than after.
In Indonesia, name-only court matches are common. We confirm a match with identifiers such as date of birth and ID number before anything is reported as a finding.
Sixteen years of screening, on the record
Source: VERIS screening case records, 2010–2026.
Nine checks, scoped to the role's risk
Choose the checks that match the role. Sensitive and senior roles usually need most of them.
Criminal record check
Identifies criminal records to assess potential legal risk.
Civil litigation check
Identifies involvement in civil litigation or legal disputes.
Credit check
Assesses financial risk indicators through credit history review.
Bankruptcy & insolvency check
Identifies records of bankruptcy or insolvency proceedings.
Directorship & business interest check
Identifies business interests and potential conflicts of interest.
Conflict of interest check
Identifies interests that could affect objectivity or governance.
Sanctions & watchlist screening
Screens the individual against sanctions lists and watchlists.
Regulatory & compliance check
Identifies regulatory actions or professional misconduct.
Adverse media screening
Identifies negative media and reputational concerns, in English and local languages.
When clients bring us in
- Finance, procurement and treasury roles
- Senior leadership and board appointments
- Roles in banks, insurers and other regulated firms
- Staff who will deal with government or suppliers
- Hires with existing business interests
- Re-screening staff after promotion or a red flag
What screening turns up
Conflicts of interest substantiated
Substantiated conflicts of interest and conduct that would have created serious governance risk.
The degree that was really a short course
The candidate's CV listed a master's in international law from a well-known US university. With consent, VERIS contacted the registrar directly: the candidate had attended a short executive course, but was never awarded the degree. The client stopped negotiations.
Selected VERIS cases, anonymised. Integrity findings are reported with their source, and name-only matches are never reported as findings.
Every finding is sourced and dated, and anything we could not verify is shown as unverified, never left out.
Results appear in VERISChecks as green, amber or red, with the source behind each check, so HR can decide quickly and defend the decision later. Every report passes internal quality control before release. VERIS reports facts; the hiring decision stays with you.
Often part of a bigger picture
Integrity checks sit within the VERIS employee screening framework. When the concern is a company rather than a person, clients use our due diligence team.
What clients ask before engaging
What does an integrity check include?
A combination of checks scoped to the role's risk profile, drawn from nine categories: criminal record, civil litigation, credit, bankruptcy and insolvency, directorship and business interest, sanctions and watchlist, regulatory and compliance, adverse media, and conflict of interest.
How is this different from a credential check?
Credential checks verify education, employment history and professional qualifications. Integrity checks focus on legal, financial, regulatory and reputational risk indicators. Most engagements combine both, calibrated to the role.
Is candidate consent required?
Always. Every VERIS screening engagement runs on the candidate's signed consent, in line with the PDPA in Singapore and the PDP Law in Indonesia.
How do you handle name matches in Indonesian court records?
Many records carry only a name. We confirm a match with other identifiers, such as date of birth and ID number, before reporting it, so a common name does not cost a candidate the job.
Do you check business interests and directorships?
Yes. We search company records for directorships and shareholdings that could create a conflict of interest with the role.
How long do integrity checks take?
Usually part of a 5–10 working day screening package; court searches in some jurisdictions take longer. Progress is visible in VERISChecks.
Ready to check what the CV doesn't show?
Tell us about the role and its risk, and we'll scope integrity checks that run on the candidate's consent.
Discuss your requirements