Background check & screening company in Singapore
PDPA-compliant checks for Singapore employers.
VERIS helps Singapore employers verify candidates’ identity, qualifications, employment history and integrity before hiring, with written consent and checks carried out at the source, here and wherever the candidate studied or worked.
Discuss your requirementsA diverse workforce needs checks that cross borders
Many Singapore hires studied or worked in other countries, which makes their credentials harder to verify from here. VERIS checks each qualification and job in the country where it was earned, in the local language, and reports country by country.
Banks, insurers and other regulated employers also need integrity checks for sensitive roles: criminal records, litigation, sanctions, regulatory history and adverse media, scoped to the role.
VERIS has worked with Singapore employers since 2010 and runs its Singapore work from its office at Centro Bianco, Upper Paya Lebar Road.
What we find
About 28% of VERIS screening cases since 2010 surfaced a discrepancy or concern, most often falsified qualifications, degree-mill certificates or inflated employment history.
What we verify
Identity & right to work
Identity, address and right to work confirmed against official documents and records. Identity checks.
Education & employment
Degrees confirmed with the institution, employment with HR or the last supervisor, licences with the issuing body. Credential checks.
Integrity & compliance
Criminal, litigation, credit, bankruptcy, directorships, sanctions, regulatory and adverse-media checks. Integrity checks.
Pre-employment packages
Standard, Enhanced and Executive screening, or a scope built around your policies. Pre-employment screening.
Screening that respects the PDPA
Singapore’s Personal Data Protection Act (PDPA) governs how organisations collect, use and disclose personal data. Every VERIS check is built around it:
- Written consent from the candidate before any check starts.
- A clear purpose for each check, tied to the role.
- Only the checks the role needs, not a blanket search.
- Screening independent of the hiring decision itself.
- Secure handling and a full record in VERISChecks.
- Findings supported by verified sources and documented research.
Qualifications for Employment Pass applications
Since 1 September 2023, employers claiming points for a candidate’s qualifications in an Employment Pass application must submit verification proof with it. The Ministry of Manpower sets out which kinds of proof it accepts.
Separately from the application, VERIS verifies overseas degrees and employment at the source for your own hiring decision, so you know what you are relying on before the offer.
Tip
Check the MOM requirements for the specific pass early in the process, and tell candidates in advance that their qualifications will be verified.
From consent to final report
Every case follows the same five steps, so you always know where a check stands.
Scope and consent
We agree the checks with you, based on the role and its risk. The candidate gives written consent and their details before anything starts.
Verification at the source
Universities, former employers, courts and registries are contacted directly, in the country where the record sits and in the local language.
Quality review
Every finding is reviewed internally before release. Where a source cannot confirm something, the report says so plainly instead of guessing.
Interim and final report
You receive an interim report while slower checks are still running, then the final report. Serious findings are flagged to you as soon as they are confirmed.
After the hire
For sensitive roles, existing employees can be re-screened periodically for litigation, adverse media and other integrity changes.
A report your hiring team can act on
Reports are built to be read in minutes, with the detail behind every finding when you need it.
The answer on page one
An overall result, the number of findings that need your attention, and each concern summarised with a suggested follow-up.
A clear rating for every check
Green (no issue), Amber (follow-up needed), Red (serious concern), Blue (research ongoing) or Black (cancelled). A report is only as clear as its most serious finding.
Candidate's statement next to our finding
Each item shows what the candidate declared and what the source confirmed, marked Verified, Discrepancy, Not available or Pending.
Sources you can trace
Who confirmed each record and when, the jurisdictions searched, and written confirmations attached in the appendix.
How long screening takes
Our standard reporting time is an interim report within 5 working days and a final report within 10 working days, subject to how quickly universities, employers and other third parties respond.
Requests are started on the day they arrive. Singapore checks are usually quick; most of the time goes on candidates who studied or worked in several countries, because each record is verified where it was issued.
Checks in other countries depend on the local process. As a working assumption, allow 20 to 25 working days for overseas criminal and credit checks; we tell you up front where a check is unavailable or must be obtained by the candidate.
If a source stays unresponsive after repeated attempts, the check is closed as unverified and reported as such, so your decision is never held up indefinitely.
Avoid delays
Ask candidates for exact degree titles, student ID numbers and current HR contacts for past employers at the offer stage. Wrong details are the most common reason a check has to be repeated.
Due diligence and investigations
The degree that was really a short course
A company listed in Singapore was close to appointing a senior legal counsel whose CV listed a master’s degree in international law from a well-known US university. With the candidate’s consent, Veris contacted the university’s registrar directly. The university confirmed that the candidate had attended a short executive course there, but had not been awarded the master’s degree. The explanation the candidate gave did not resolve the discrepancy, and the client stopped negotiations.
Attending a course at a university is not the same as holding its degree, and only the university can confirm what it awarded.
What clients ask before engaging
Are background checks allowed in Singapore?+
What checks do Singapore employers usually run?+
How long does background screening take in Singapore?+
Can you verify qualifications from overseas universities?+
Do you screen candidates from Indonesia?+
Do you also check companies and business partners?+
Screening a candidate in Singapore?
Tell us about the role and where the candidate has studied and worked, and we’ll scope the right checks.
Discuss your requirements