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Recruitment support
A bad hire is costly and often comes to light late: after the probation period, after access to files, sometimes after the person has left. A made-up degree, embellished experience or an undisclosed conflict of interest easily slips through interviews and references. Screening a candidate before signing means hiring with certainty.
Degrees, employers, dates and positions actually held, professional publications: what the CV claims is checked against public sources.
Inconsistencies in the background, ties to a foreign country, conflicts of interest with your organisation, etc.
Every screening is carried out within the limits of the law and the GDPR. The report keeps only information directly related to the position, each item with its source. Anything touching on private life or a legally protected criterion is left out.
Your hiring decision rests on verifiable facts, and you can justify it if it is ever challenged.
Cybersecurity vendor KnowBe4 hires a remote engineer. After four video interviews and a quick background and reference check, everything seems in order.
As soon as he starts, the new hire tries to install malware on the company's network. He was in fact a North Korean operative, using a stolen US identity and a photo edited with AI.
We check the stated background against public sources and flag inconsistencies and conflicts of interest with your organisation. Report delivered within 5 working days.
Who is it for?Any company wishing to clear up a doubt about a specific hire.
We extend the investigation to assess the individual's digital hygiene. Report delivered within 8 working days.
Who is it for?Executive committees, finance departments, companies or departments giving access to sensitive data or sites.
We set up an ongoing working framework for organisations that recruit regularly: priority handling, a single point of contact and consolidated monthly invoicing.
Who is it for?Any company with a regular screening need (recruitment, internal audit campaigns).
The employer is responsible for informing the candidate that a screening is part of the recruitment process. Skrinit only starts the assignment after written confirmation that this information has been given. Skrinit works exclusively from open sources, in accordance with Articles L.1221-6 to L.1221-9 of the French Labour Code; no legally protected criterion is collected or reported.
Every request is handled in strict confidence.