Employment Verification

EMPLOYMENT VERIFICATION

Before You Hire On The Story,
Verify The Experience.

Independently verify relevant employment claims before they influence a hiring or professional decision.

Have a résumé or profile you want checked? Start with what you already know.

THE UNCERTAINTY

A Résumé Can Tell You Where Someone Says They've Worked.
It Doesn't Independently Establish It.

Employment history often influences hiring decisions. When an important claim cannot be independently confirmed, a small uncertainty can become a larger hiring risk.

Employment History

You need to confirm whether a claimed role or employer relationship can be established.

Role & Responsibilities

The position described may need to be checked against available information.

Dates & Tenure

Employment timelines or periods may need independent verification.

Qualifications & Claims

Important professional claims may need to be examined alongside the employment history.

Verification does not assume a candidate is dishonest. It establishes which important claims can be supported.

THE SCOPE

What Can SPYTIK Help You Verify?

The scope is tailored to the employment claims that matter to your decision. Not every case requires every check.

Six verification areas

01 — Employer & Employment

Whether the claimed employment relationship can be independently established.

02 — Role & Designation

Relevant information concerning the position, title or responsibilities claimed.

03 — Employment Dates

Relevant joining, tenure and departure information where it can reasonably be established.

04 — Career History

Consistency across important roles, employers and professional timelines.

05 — Qualifications & Professional Claims

Relevant educational, professional or credential claims connected to the role.

06 — Material Inconsistencies

Important differences between the candidate’s claims and information that can be independently established.

The objective is not to challenge every detail of a résumé.

It is to identify and verify the claims that matter to the decision.

The exact scope depends on the position, the candidate’s claims and the level of verification required.

THE PROCESS

You Give Us The Claims.
We Help Establish What Can Be Verified.

The investigation begins with the information available and the specific employment questions that matter to your decision.

01 — TELL US
Provide the candidate information, relevant employment claims and what you need to establish.

02 — WE INVESTIGATE
We examine appropriate information and verify relevant employment claims within the agreed scope and lawful boundaries.

03 — WE REPORT
We present what was established, what could not be verified and any material inconsistencies identified.

THE RESULT

Know What Was Verified
Before It Influences The Decision.

The findings are organised around the employment claims that were relevant to the assignment.

VERIFIED

Employment information that could be reasonably established.

SUPPORTED

Information supported by credible evidence but not sufficient for complete certainty.

UNVERIFIED

Claims that could not be sufficiently established through the available investigation.

INCONSISTENT

Material differences between relevant claims and information that could be established.

A verification result should tell you not only what matched — but also what could not be established.

OUR APPROACH

We Verify Employment Claims.
We Don't Manufacture Red Flags.

The purpose of employment verification is to reduce decision risk through evidence — not to turn minor discrepancies into accusations.

MATERIALITY FIRST

We focus on discrepancies and claims that are relevant to the employment decision.

EVIDENCE BEFORE CONCLUSIONS

A discrepancy is examined in context rather than automatically treated as deception.

UNCERTAINTY IS REPORTED

If a claim cannot be verified, we distinguish “unverified” from “false.”

A responsible verification process protects the employer without unfairly prejudging the candidate.

START HERE

You Don't Need To Know
Which Claims Need Checking Yet.

Tell us about the candidate, the position, the employment claims that matter and the decision you are preparing to make. We'll help determine the appropriate verification scope.

Start Your Confidential Assessment

Private consultation. Scope confirmed before the investigation begins.

Before a résumé becomes a decision, make sure the information behind it has been examined.

A Résumé Can Tell You Where Someone Says They've Worked. It Doesn't Independently Establish It.