"Our financial regulator asked for a complete vetting trail on every new hire. EU Presence delivered auditable packets in under a week — every one of them."
Yara Haddad
Head of People · Regulated fintech · Frankfurt
GDPR-compliant · 27 EU states + UK · $100 per person
Pre-hire checks that stand up to a GDPR audit.
Identity, right-to-work, criminal record, credit, sanctions, reference, employment, and education — verified against local registries, consented to by the candidate, and retained only as long as your lawful basis allows. Results in 3 business days. $100 per person, every check included.
Which checks do I need?
Tick what's true for this role — we'll build the check set.
Every role starts with identity, right-to-work, and criminal record. The rest depends on what the person will actually do. Tick to add checks — price stays flat at $100 per person.
Recommended checks
3 includedThe 8 check types
Every common vetting signal, on one rate card.
01
Identity verification
Government-issued ID matched to a live selfie. Tamper detection, PAD (passport-attack-detection) liveness, and cross-reference against the ID database.
Included · 24 hours
02
Right-to-work
Work-authorization documents verified against national registries. UK RTW share-code check, EU residency proof, visa / permit validation.
Included · 1–3 days
03
Criminal record
Local criminal registry per country (Führungszeugnis, DBS, Certificat de bonne vie, etc.). Run with candidate consent under the GDPR lawful basis for employment.
Included · 3–10 days
04
Credit check
For roles handling money. Respects national restrictions — allowed in UK, IE, DE for specific roles; restricted in FR and others. We flag eligibility per country.
Included · 1–3 days
05
Sanctions & PEP
OFAC, EU consolidated list, UK HM Treasury, UN sanctions, and politically-exposed-persons screening. Ongoing monitoring available.
Included · Instant
06
Employment verification
Direct contact with previous employers to verify dates, role, and reason for leaving. Localised contact scripts, multi-language.
Included · 3–7 days
07
Reference checks
Structured interview with 2–3 professional references. Standardised questions, recorded output, written summary for your hiring team.
Included · 5 days
08
Education verification
Degree / diploma / certification verified directly with the issuing institution. Handles institutions in the EU, UK, US, and most OECD countries.
Included · 5–10 days
Coverage
27 member states plus the UK. Same rate, different turnaround.
Criminal-record turnaround varies wildly by jurisdiction — 24 hours in some, 10 days in others. We quote the typical window per country and run checks in parallel where possible.
DEGermany
FRFrance
ESSpain
ITItaly
NLNetherlands
PLPoland
IEIreland
PTPortugal
SESweden
DKDenmark
FIFinland
BEBelgium
ATAustria
CZCzech Rep.
RORomania
GRGreece
HUHungary
BGBulgaria
EEEstonia
LTLithuania
LVLatvia
HRCroatia
SISlovenia
SKSlovakia
CYCyprus
MTMalta
LULuxembourg
UKUnited Kingdom
How it works
Candidate consent to results — 3 business days.
Day 0
Invite the candidate
You send a role and check set; we email the candidate a branded portal link. They consent, upload ID, and submit once — all checks kick off in parallel.
Day 1–3
We verify
Instant checks (identity, sanctions) complete in minutes. Criminal / credit / employment / reference checks run against live registries and verifiers per country.
Day 3
Report delivered
Structured report in your hiring portal (or via API / webhook). The candidate sees the same result — GDPR-native transparency. Retention set by your lawful-basis policy.
Proof
Teams vetting across Europe, compliantly.
From regulated fintech to enterprise SaaS to creative agencies — pre-hire vetting that holds up in a GDPR audit and closes hires fast.
"We used to run background checks through three different vendors per country. Now it's one portal, one invoice, same candidate experience."
Beata Tomas
Talent Ops · Enterprise SaaS
"Candidates actually liked it. They got a clean portal, saw their own results, and the consent flow made sense. Zero complaints, faster closes."
Isabella Rocha
Recruiting Lead · D2C brand
"$100 per person, every check included — the sanest pricing I've seen in this category. No per-check upcharges, no platform fees, no minimums."
Kostas Nikolaidis
COO · 60-person agency · Athens
18,000+Checks completed
27 + UKJurisdictions covered
3 daysMedian turnaround
100%GDPR-audit pass rate
Pricing
One flat rate. Any check, any country.
Most chosen
Per person
$100/ person, flat
All 8 check types · 27 EU states + UK
One flat rate per candidate. Run one check or all eight — the price is the same. No per-check upcharges, no platform fees, no minimums.
Every check included per person
- GDPR-native consent flow
- Candidate-branded portal
- Structured report + API / webhook
- Retention policy aligned to your lawful basis
- Candidate transparency · same result, same time
- Multi-language (24 EU languages)
Enterprise
Custom
100+ hires / yr · regulated
For high-volume hiring benches, regulated sectors, or clients needing SOC 2 audit-trail exports and ongoing sanctions monitoring.
Everything in Per-person, plus
- Volume discount on 100+ hires / yr
- Ongoing sanctions & adverse-media monitoring
- SOC 2 audit-trail export
- Dedicated ops lead
- ATS integration (Greenhouse, Lever, Ashby, Workday)
- Custom MSA + retention policy
Often purchased together
The hiring stack for non-EU companies.
Workforce Bundle
Check, hire, represent — 15% off.
The shape most clients take when their first EU hire lands: run pre-hire checks, onboard to EOR, wire up the GDPR Representative that hiring in Europe triggers.
You save ~$1,010 / yr
THIS PAGE
Background Checks
GDPR-compliant pre-hire vetting. One price per person, all checks included.
Per person$100 flat
ADD
Employer of Record
Legal employer in 27 EU states + UK. Payroll, benefits, contracts.
Flat$427 / FTE / mo
ADD
GDPR Representative
Hiring = EU personal data processing. Art. 27 rep mandatory.
Flat$127 / mo
Common questions
What hiring & legal ask us first.
Are background checks legal under GDPR?
Yes — with the right lawful basis. For employment, it's usually "necessary for entering into a contract" (Art. 6(1)(b)) or legitimate interest (Art. 6(1)(f)), plus Art. 10 protections for criminal-record data. We set the correct basis per check and country at intake, and candidate consent is always captured as a belt-and-braces signal.
Do candidates see their results?
Yes. They see the same report you see, in real time. This isn't optional — Art. 15 GDPR gives data subjects a right of access and Art. 22 provides transparency around automated decisions. Transparency also reduces complaints and improves the hiring experience.
Can we run credit checks in every country?
No. Credit checks are restricted in several EU countries — France bans them outright for most employment; Denmark bans them for non-finance roles; others allow them only for specific positions. We flag eligibility per country and skip the check (no charge) if the role isn't eligible.
How long is data retained?
By default, we follow the minimum necessary principle — check data is retained for the duration of your employment relationship plus any statutory window (commonly 6 years for regulated industries). You set the policy; we enforce it. Hard-delete on demand.
Can it integrate with our ATS?
Yes. Native integrations with Greenhouse, Lever, Ashby, and Workday on Enterprise; REST API + webhooks on Per-person. Create requisition → we invite the candidate → result posts back to your ATS on completion.
What if a check returns a hit?
We deliver the raw result with context — e.g. "criminal record flagged: speeding offense, 2019, unrelated to role". Decisions stay with your hiring team; we don't adjudicate. Most hits are low-severity and don't block the hire.
Vetted by Friday.
Invite your candidate Monday. Every check runs in parallel. Structured report in your hiring portal by end of week. $100 per person — every check included.