How it connects

Where trust checks fit in your hiring process

Put each check at the step where it costs least: junk emails stopped at apply, a phone check and location signals during the journey, one trust score to review, references and documents in the flow, and license lookups before the offer.

7 min read · Updated · For recruiters and hr leads worried about fake or misrepresented applicants

The short version

Spread checks across the process instead of piling them at the end, and let a person decide every flag. Problems surface early, while they are cheap to handle.

Check early, decide with a person

A check at the end of the process is expensive: by then you have spent interview time and maybe made an offer. Light checks early, and deeper ones just before the offer, catch problems when they are cheap to handle.

Ground rules

  • A flag is a reason to look, never an automatic rejection.
  • Tell candidates what you collect and why.
  • Run the deepest checks only on people you plan to hire.
  • Record what you checked and what you decided.

At apply

  1. 1

    Junk email blocked at apply

    Disposable email addresses are stopped on the application form.

    In Vouch

During the journey

  1. 1

    Device, VPN and location signals

    See where and how each journey was taken, including visits from places too far apart to travel between.

    In Vouch
  2. 2

    Basic identity check

    Candidates confirm their phone with a text code, and you see what kind of line it is. They can always skip it.

    In Vouch
  3. 3

    Integrity signals on assessments

    See integrity signals while people answer skills questions.

    In Journeys
  4. 4

    One trust score, one review queue

    The signals roll into one low, medium or high risk level per candidate with its reasons, and anything that needs a second look lands in one list.

    In Vouch

References and documents in the flow

  1. 1

    A references step

    Ask for references, each with their relationship and contact details.

    In Journeys
  2. 2

    Documents in the same flow

    Collect licenses and certificates in the journey, then review them in one place.

    In Journeys

Before the offer

  1. 1

    Contact and employer checks

    Email, phone, identity match and current employer, checked against outside sources.

    In Vouch
  2. 2

    License lookups

    Look up professional licenses against state boards and the NPI registry.

    In Vouch

The products in this playbook

VouchBasic identity checks, one trust score per candidate, job previews, reference collection, contact and license cross-checks, and the signals that predict good hires.Explore VouchJourneysA short, scored pre-interview every applicant takes on their phone, ranked against your criteria.Explore JourneysOffers & onboardingOffer letters, built-in e-signature, counter-offers and onboarding plans on one candidate record.Explore Offers & onboarding

Questions, answered

Does a flag reject the applicant?

No. Flags put the application in a review queue for a person to look at and decide.

Will honest applicants notice the checks?

Mostly not. Email and session signals run in the background, the phone check takes a few seconds, and references and documents are ordinary steps in the journey.

Is Vouch included in every plan?

Vouch is an add-on. The references and document steps are part of Journeys; trust signals and lookups come with Vouch.

Keep reading

All playbooks
How it connects10 min readHow InsightHire connects: from first search to first yearFollow one hire end to end: sourcing with Scout, a scored journey, ranked review, structured interviews, the offer and onboarding, then Grow, with Vouch checks along the way.Read the playbookHow it connects8 min readRoll out InsightHire on your first roleSet up one open role end to end, from the job and its journey to interview kits, the offer template and the onboarding plan, so you see the whole flow work before you add more.Read the playbookHealthcare & licensed roles8 min readHiring licensed healthcare roles: a verification-first playbookFor clinics, dental groups and home health teams: confirm licenses early, collect documents and references in the journey, cross-check before the offer and start onboarding on hire.Read the playbook

Put this playbook to work.

Bring one real role and we'll set it up with you in InsightHire.

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