Less invasive. More precise.
Verification touches personal and sometimes biometric data. We collect only what a check needs, say exactly what it proves, and keep a person in the loop.
Notice and consent
Candidates see who requested the check, its purpose and what's required before anything starts, and authorisation is recorded where applicable.
Data protection
Access limited by role, sensitive data encrypted, collection minimised, and retention and deletion rules applied to every record.
Audit trail
Who requested and reviewed each check, key events, candidate authorisation and provider references — recorded with timestamps.
Human review
Review required routes to an authorised person at the agency. Know-M never silently rejects a candidate or makes a hiring decision.
Vetted providers
Providers are selected for coverage, accuracy, accessibility, candidate experience, data handling and support.
Accessible flow
A mobile-friendly flow with clear instructions, status and help, and a defined path for candidates who can't complete a document or selfie check.
Compliance shapes the architecture.
Employment-related verification can bring Know-M and its customers under the Fair Credit Reporting Act, EEOC guidance and state rules on disclosure, authorisation, accuracy, disputes, adverse action, privacy and biometric information.
That's why we design notices, contracts, retention and access controls from the advice of U.S. employment-screening counsel — and why employment and MVR modules are only added after their own review.
Data and compliance.
How is candidate data protected?
Access is limited by role, sensitive data is encrypted, collection is kept to what the check needs, and retention and deletion follow an agreed policy. Every request, consent, result and reviewer action is recorded in the audit trail.
What about the FCRA and state rules?
Employment-related verification can raise Fair Credit Reporting Act, biometric-privacy and state requirements. Know-M's notices, contracts, retention and access controls are designed from the advice of U.S. employment-screening counsel, and new modules only launch after their own compliance review.
Know who you're representing.
Pilot places are open for small and midsize U.S. recruiting and staffing firms.