Employment Checks

Employment checks are the pre-hire and pre-promotion work of verifying that the person on the application is the person you are about to trust with keys, customers, or a company vehicle. Investigations Plus goes deeper than a tick-box HR pack when the role is sensitive: identity, employment history, education, civil litigation, media, and open-source reputation. It is still a screening product, not a secret investigation of a current employee without a workplace-investigation mandate.

When this service is the right file

• A candidate’s résumé has gaps, inflated titles, or employers that no longer exist.
• The role has cash, inventory, children, vulnerable adults, or trade secrets attached.
• You are hiring a remote worker you will never meet in person.
• A contractor wants master keys or system admin rights on day one.
• A promotion into finance or loss prevention needs a second look.

How the investigation is done

With a lawful purpose and, where required, consent, we verify identity and walk the résumé backwards. We contact prior employers with questions that get more than a confirmation of dates. Education is checked at the source when the credential is material. We search Canadian court indices, bankruptcy and corporate records, and open-source material that a reasonable employer would be expected to notice. International education or employment is traced, not assumed. Findings that are irrelevant protected grounds stay out of the report.

What you receive

• Identity verification notes
• Employment and education confirmations or failures to confirm
• Public-record and media hits with sources
• Open-source reputation summary
• A hire / caution memo only if you ask for an opinion

Legal and ethical limits

Human-rights law, PIPEDA, and employment standards constrain what you may collect and how you may use it. We do not run checks for discriminatory purposes. Credit checks need a proper basis. We are not a substitute for a police vulnerable-sector check where one is legally required.

Who typically retains this work

HR, owners, and recruiting counsel. Private individuals checking a nanny should use family background checks, which are scoped differently.

Where we handle these files

Candidates may live anywhere in Canada or abroad. The employer client is typically Ontario-based. We follow the history, not a city landing page.

Related services

These investigations are often used together. Open any service to see how we handle it.

• Background Verification
• Workplace Theft Investigations
• WSIB Investigations

If the hire is expensive to unwind, spend on verification first. Send the résumé and the role description for a confidential quote.

Typical fact patterns

A candidate’s résumé has gaps, inflated titles, or employers that no longer exist. The role has cash, inventory, children, vulnerable adults, or trade secrets attached. You are hiring a remote worker you will never meet in person. A contractor wants master keys or system admin rights on day one. A promotion into finance or loss prevention needs a second look.

Deliverables in practice

Identity verification notes Employment and education confirmations or failures to confirm Public-record and media hits with sources Open-source reputation summary A hire / caution memo only if you ask for an opinion With a lawful purpose and, where required, consent, we verify identity and walk the résumé backwards. We contact prior employers with questions that get more than a confirmation of dates. Education is checked at the source when the credential is material. We search Canadian court indices, bankruptcy and corporate records, and open-source material that a reasonable employer would be expected to notice. International education or employment is traced, not assumed. Findings that are irrelevant protected grounds stay out of the report.

HR, owners, and recruiting counsel. Private individuals checking a nanny should use family background checks, which are scoped differently. Candidates may live anywhere in Canada or abroad. The employer client is typically Ontario-based. We follow the history, not a city landing page.

If the hire is expensive to unwind, spend on verification first. Send the résumé and the role description for a confidential quote. Human-rights law, PIPEDA, and employment standards constrain what you may collect and how you may use it. We do not run checks for discriminatory purposes. Credit checks need a proper basis. We are not a substitute for a police vulnerable-sector check where one is legally required.

Employment checks are the pre-hire and pre-promotion work of verifying that the person on the application is the person you are about to trust with keys, customers, or a company vehicle. Investigations Plus goes deeper than a tick-box HR pack when the role is sensitive: identity, employment history, education, civil litigation, media, and open-source reputation. It is still a screening product, not a secret investigation of a current employee without a workplace-investigation mandate. If the hire is expensive to unwind, spend on verification first. Send the résumé and the role description for a confidential quote.