We built the verification partner we wanted to hire

What we do

ClearBGV runs employment, education, criminal, court, address, identity and reference checks for hiring teams — across India and, through vetted local partners, internationally. Every check runs under a single case ID, against one SLA, and lands in one report.

We work with in-house talent acquisition teams, staffing firms running high-volume pipelines, and compliance functions in regulated sectors where an unverified hire is a reportable risk.

How we think about the work

• Evidence, not assertions

  Every verified field carries its source and the date it was confirmed. A report you cannot audit is a report you cannot defend.

• Sourced at origin

  Employment goes to the HR of record. Education goes to the registrar. We do not resell scraped aggregator data as a verification.

• Candidates are people

  Consent is explicit, the candidate can see what is being checked, and a discrepancy gets a right of reply before it reaches your inbox.

• Honest turnaround

  We publish a median, not a best case. When a check will be slow, you hear it on day one rather than day nine.

The company

ClearBGV operates from Pegasus Tower, Block-A, Sector 68, Noida, Uttar Pradesh - 201309.

We started ClearBGV from the other side of the problem. Working as a hiring team in the staffing industry, we kept receiving verification reports that were wrong, and reports that arrived too late to be useful. Offers went out on facts that did not hold up. Joining dates slipped while a single unresolved check held everything else in place. Good candidates walked away waiting.

We could not find a provider treating accuracy and turnaround as the same problem rather than a trade-off between them, so we built one. ClearBGV exists so that no hiring team has to make a decision on a report it cannot trust.

Where we are going

We want hiring to be a decision made with confidence rather than crossed fingers — a market where every report is genuine. No fabricated verifications, no manufactured misconduct findings, no quietly guessed answers. Just what the source actually said, and when it said it.

That is what we are building toward: wider first-hand coverage so fewer checks depend on intermediaries, faster resolution on the checks that hold offers up, and evidence attached to every verified field so any finding can be traced back to where it came from. If genuine reporting becomes the industry default, hiring gets better for everyone — the companies making the decision, and the candidates being decided about.