Screening, Vetting & Verification
Before you appoint.
Know what checks out.
A CV, reference or declaration should support a decision with information that can be checked. Cybareti helps organisations verify relevant facts before appointment, access or deployment, using a scope matched to the role, its responsibilities and the decision being made.
WHO THIS IS FOR
For employers, recruiters, boards and contractor managers.
WHEN TO ENGAGE CYBARETI
Start with the question
that needs an answer.
01
Checking the essentials
Verify identity, qualifications, professional standing, employment history or references where relevant and within the agreed scope.
02
Assessing a sensitive appointment
Examine role-related information and declared interests where authority, access, influence or responsibility warrants closer review.
03
Managing multiple checks
Use a consistent, role-appropriate check schedule and status reporting for recruitment, contractor onboarding or programme deployment.
04
Resolving an inconsistency
Clarify discrepancies or incomplete information before they are treated as the basis for an adverse decision.
THE DELIVERABLES
Work you can
put to use.
The assignment selects the outputs relevant to your decision. Scope, timing and fees are agreed before work begins.
01
Role-based check schedule
An agreed list of checks aligned to the appointment or access decision, with required information and authorisations.
02
Individual verification report
Commissioned results with source context and a clear distinction between confirmed information, discrepancies and outstanding items.
03
Clarification record
Material questions, available responses and remaining limitations to consider before making a decision.
04
Cohort or management summary
An overview of progress and unresolved issues when multiple people are screened, with reporting access agreed in advance.
HOW THE WORK TAKES SHAPE
Defined scope.
Clear next steps.
We define what needs to be verified and why it matters to the role. The process includes appropriate authorisation and candidate arrangements, source checking and fair clarification of material discrepancies. Incomplete information stays visible.
01
Describe the role
Share the responsibilities, access involved, number of people, relevant jurisdictions and required completion date.
02
Agree the checks
Confirm purpose, check schedule, candidate information, authorisations, reporting recipients and dependencies.
03
Review the results
Consider confirmed facts and unresolved questions, seek clarification and record the organisation’s decision.
Criminal record, credit and other specialist checks are considered where appropriate, available and authorised, including through suitable providers. Screening informs a decision; the appointing organisation retains responsibility for it.
DISCUSS YOUR REQUIREMENTS
What needs to be verified?
Tell us the roles involved, the number of people and your deadline. We will help define a proportionate verification scope before records are collected.
Please do not send sensitive case, identity or candidate documents with an initial enquiry.