Automate Background Verification for Your Hiring Team
Bring candidate documents, supported source checks and reviewer decisions into one background verification workflow. Help HR, staffing and BGV teams compare records, investigate discrepancies and prepare evidence for onboarding.
Less record chasing.
More focused reviews.
Organize candidate documents, compare records and give your team a clear path for exceptions.
Explore the verification checksHR operations
Keep candidate records and evidence together, with a consistent checklist before onboarding.
Focus: reviewer readinessStaffing teams
Repeat the document workflow across hiring batches and adapt checks to each client.
Focus: consistent deliveryBGV agencies
Explore supported APIs and batch processing for your client verification workflow.
Focus: integration and volumeChoose the checks.
Keep the reviewer in control.
Build around your hiring policy. Expand each review note to see the coverage or follow-up to consider.
Employment history
Compare declared employment with available UAN-linked records.
Review considerations
Coverage depends on the source and candidate record. Gaps require follow-up.
Identity documents
Extract identity fields and run supported PAN, Aadhaar or other source checks.
Review considerations
Confirm the inputs, candidate authorization and source coverage required for each check.
Education records
Compare marksheet and certificate fields with supported DigiLocker or QR checks.
Review considerations
Confirm issuer coverage and review name differences or unavailable records.
Bank details
Validate supported bank-account and IFSC details for onboarding.
Review considerations
Bank validation alone does not establish employment history.
Cross-document matching
Find name differences, missing fields and date conflicts across records.
Review considerations
Route discrepancies to a reviewer for context and candidate follow-up.
Document integrity
Surface supported tampering and consistency signals for investigation.
Review considerations
A flag is a reason to review evidence, not an automatic rejection.
Confirm available sources and returned fields for your workflow during the demo.
View the employment API guidePlan Your BGV Workflow
Discuss your hiring volume, required checks and review process.
From candidate records to a documented review
Illustrative workflow · configure for your process
Collect & authorize
Gather the required documents and candidate authorization for the selected checks.
Extract & compare
Read key fields, call supported sources and compare the returned records with submitted information.
Review & record
Investigate missing or conflicting results, record the evidence and hand the case to your onboarding team.
Your team owns the hiring decision. An unavailable record does not establish fraud. A date mismatch needs context. Set clear rules for alternate evidence and candidate follow-up.
Education checks: screen first, escalate exceptions
Sending every degree to the issuing university means a fee per request and a wait that can run into weeks. A two-tier model keeps university confirmation for the cases that actually need it.
Screen every document
Extract marksheet and certificate fields, compare them with the application and run tampering and consistency checks on the uploaded file.
Confirm at source where possible
Where the issuer is on DigiLocker or prints a verifiable QR code, check the record directly with candidate authorization.
Escalate only the rest
Send flagged or unverifiable records to the university or your established confirmation route. Clear cases move on to onboarding.
See how to detect fake marksheets and AI-edited certificates.
What document forensics can and cannot tell you
Tampering checks read the file itself: how it was produced, edited and assembled. That makes them strong at some questions and blind to others.
Can surface
- Edits made after issue, such as changed marks, dates or salary figures
- Text or images pasted in from another source
- Missing or broken digital signatures
- Editing-software traces and metadata that do not fit the claimed issuer
Cannot establish
- That a document built from scratch was ever issued
- That the issuer holds a matching record
- That a clean-looking scan is genuine
- A hiring decision on its own
Use it for triage
- Altered file: investigate with the candidate
- Clean file, source record matches: proceed
- Clean file, no source record: confirm with the issuer
Pair forensics with a source check. Forensics tells you whether a file was altered. Only the issuer, DigiLocker or another source record tells you whether it was issued. Try the free document tampering checker on a sample file. For salary claims, see how to cross-check salary slips with bank statements.
Make your first pilot specific.
Choose the starting point that fits your team. Use the demo to map the workflow and agree on what success looks like.
Enterprise employers
Start with one hiring cohort and a shared review checklist.
- Hiring volume
- Required checks
- Reviewer roles
Staffing & recruitment
Map candidate intake and exception handling to client requirements.
- Client requirements
- Candidate follow-up
- Review ownership
BGV service providers
Validate API usage, client workspaces and reporting needs.
- Checks per month
- Account separation
- Report format
Plan Your BGV Workflow
Discuss your hiring volume, required checks and review process.
Measure the value on your own hiring workload
Compare a representative candidate batch with your current process. Agree on a baseline before estimating savings.
Reviewer effort
Track minutes spent collecting documents, entering fields and reconciling exceptions per candidate.
Coverage & completion
Measure which checks return usable evidence, how often follow-up is required and how long cases remain open.
Cost per completed case
Include selected source checks, document processing, integration and reviewer effort. Token consumption varies by workflow.
Use the demo to scope a pilot: candidate volume, required checks, expected outputs and success measures. End-to-end turnaround depends on source availability, document quality and reviewer follow-up.
Plan the connection.
Then scale the workflow.
Use the pilot to agree on three practical setup decisions with your operations and technical teams.
Map inputs & outputs
Match your document formats and required fields to the available APIs and your HRMS, ATS or case-management system.
Agree on: field mapping and result delivery
Assign review & access
Define workspace access, reviewer responsibilities and how exceptions reach the right team.
Agree on: review ownership and audit evidence
Confirm deployment & data handling
Review supported hosting, retention settings and security documentation. External source checks require connectivity.
Agree on: deployment and data requirements
Questions from HR and BGV teams
Does automation replace the entire BGV process?
DocuExprt supports document extraction, selected source checks and review workflows. Checks outside the supported scope, candidate follow-up and hiring decisions remain with your team or service provider.
What if UAN records are missing or incomplete?
Treat the result as incomplete evidence. Request alternate documents or use your established employer-confirmation process. A missing record does not prove an employment claim is false.
Can we connect our HRMS or ATS?
Discuss the available APIs and your system requirements during the demo. Validate field mapping, authentication, error handling and result delivery before committing to an integration.
How is pricing determined?
DocuExprt uses token-based pricing. Your document volume, selected checks and workflow affect consumption. Share expected candidates and checks per month to scope an estimate.
What should we prepare for a demo?
Bring your candidate volume, required checks, current process and HRMS or ATS name. Describe the document types and review exceptions; use synthetic or appropriately redacted examples.
How are consent and data handling configured?
Define candidate authorization, permitted checks, access roles and retention requirements with your organization. Review the supported configuration and relevant security documentation as part of the pilot.
Can DocuExprt replace a university verification letter?
No. DocuExprt screens education documents and checks supported sources such as DigiLocker. Where your client or regulator requires confirmation from the university itself, keep that step; the screen shows which cases need it first.
What if the candidate's degree is not on DigiLocker?
Older records and some private universities are not available there. Run tampering and consistency checks on the uploaded document, and route flagged or high-risk cases to the university or your established confirmation route.
See a BGV Workflow Built Around Your Hiring Process
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