HOW EMPLOYEESCHECK WORKS
Source verification, contextual observations, human review, and employee control — built into the workflow.
Use a named business mailbox. The company’s legal identity and domain are checked separately from the person’s role. HR applicants provide authenticated role evidence; owners and directors use appropriate ownership or appointment records. Multifactor authentication is required.
The employee privately establishes identity and authorizes the relevant collection and sharing scopes. A name match or possession of a contract does not create permission. The employee can access their own record for free using a personal email.
Two different verified HR professionals, from two independent employers where the person worked, provide references. Each employment relationship requires its own verified contract evidence. Related companies and multiple accounts for one person do not satisfy independence.
Five anchored work dimensions allow “not observed.” At least four comparable dimensions and 60% structured agreement are required for review eligibility. All eligible pairs are considered. Human moderation, current evidence, notice, and employee permissions remain mandatory.
An authorized reference code can return “Maybe this profile,” with an approved first name, initials, and a generic avatar. It contains no ratings or review text. Independent identity confirmation and a final permission check happen before a credit is used.
Employees can respond, correct information, withdraw sharing, and raise disputes without subscribing. A dispute or withdrawal blocks further access while the case is handled. A paid grant never overrides those controls.
Upload only the necessary authenticated, redacted pages. Remove salary, bank details, addresses, unrelated clauses, and third-party information. Documents belong in the private verification workflow and are never sold or shown in buyer profiles. Real document collection is disabled in this preview.
Read the privacy approach