"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
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.
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.
Government-issued ID matched to a live selfie. Tamper detection, PAD (passport-attack-detection) liveness, and cross-reference against the ID database.
Work-authorization documents verified against national registries. UK RTW share-code check, EU residency proof, visa / permit validation.
Local criminal registry per country (Führungszeugnis, DBS, Certificat de bonne vie, etc.). Run with candidate consent under the GDPR lawful basis for employment.
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.
OFAC, EU consolidated list, UK HM Treasury, UN sanctions, and politically-exposed-persons screening. Ongoing monitoring available.
Direct contact with previous employers to verify dates, role, and reason for leaving. Localised contact scripts, multi-language.
Structured interview with 2–3 professional references. Standardised questions, recorded output, written summary for your hiring team.
Degree / diploma / certification verified directly with the issuing institution. Handles institutions in the EU, UK, US, and most OECD countries.
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.
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.
Instant checks (identity, sanctions) complete in minutes. Criminal / credit / employment / reference checks run against live registries and verifiers per country.
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.
From regulated fintech to enterprise SaaS to creative agencies — pre-hire vetting that holds up in a GDPR audit and closes hires fast.
"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."
"We used to run background checks through three different vendors per country. Now it's one portal, one invoice, same candidate experience."
"Candidates actually liked it. They got a clean portal, saw their own results, and the consent flow made sense. Zero complaints, faster closes."
"$100 per person, every check included — the sanest pricing I've seen in this category. No per-check upcharges, no platform fees, no minimums."
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.
For high-volume hiring benches, regulated sectors, or clients needing SOC 2 audit-trail exports and ongoing sanctions monitoring.
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.
GDPR-compliant pre-hire vetting. One price per person, all checks included.
Legal employer in 27 EU states + UK. Payroll, benefits, contracts.
Hiring = EU personal data processing. Art. 27 rep mandatory.
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.
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.
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.
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.
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.
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.
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.