One flow for your recruiter, one flow for the candidate. Nothing is checked without the candidate's explicit agreement.
Four actions in your dashboard, no engineering work required.
Enter the candidate's name and the role you are hiring for. Optionally add their email or mobile number so we can deliver the link for you.
Copy the secure link into your own message, or let VeriAxis send it. Each link is single-use, tied to one request, and expires after seven days.
Requests move from Sent to Opened to Completed. Resend or cancel at any time. You are notified by email when a result is ready.
Open the result card, export a PDF for your file, and if the role calls for it, order a credit check from a partner agency.
What the person on the other end actually sees. About sixty seconds on a phone.
The page names the company that requested the check, the role, exactly what will be verified, what data is collected, and how long it is kept.
Their full legal name and their mobile number. Nothing else. No Social Security number, no date of birth, no photo, no ID upload.
Two separate checkboxes: one to verify the number against mobile carrier records, one to receive a single text message with a verification link. Neither is pre-ticked.
They tap a one-time link sent by text, or on a mobile data connection the check completes silently. Either way it proves they hold the phone.
The name they typed is compared with the identity on record for that number, and a match result is produced.
A plain-language confirmation screen, plus how to contact us with a question or a deletion request. They keep a copy of what they agreed to.
The exact wording the candidate agrees to is published on our Candidate Consent and Notice page.
Four outcomes, each with a recommended next step. None of them is a hiring recommendation.
The candidate controls the number and the name matches the identity linked to it. Proceed with your normal process.
The number is confirmed, but the name does not match records. Common innocent causes: a family plan, a recent marriage or name change, a nickname. Ask, do not assume.
Carrier data was unavailable. Typically a landline, an internet calling number, or some prepaid plans. This is not evidence of fraud. Offer another number or a different check.
The link timed out after seven days, or the candidate chose not to consent. Consent is voluntary, and declining is their right.
Use results as one signal among several. An unverified or mismatched result is a prompt to ask a question, not a reason on its own to reject someone. Treat every candidate consistently.
Optional, role-appropriate, and always run by a licensed partner agency, never by us.
Criminal, employment, and education checks can be ordered as soon as your account is connected to a partner agency. Nothing special is required of you beyond the agency’s standard onboarding.
Credit history is different. The credit bureaus require any business that orders employment credit reports to be credentialed first, which includes an inspection of the premises where reports are ordered and reviewed. It is also restricted or banned in a growing number of states and cities, with New York State’s restriction in force since April 2026.
Our dashboard flags when a credit check may not be permitted, but the legal responsibility for permissible purpose stays with you as the employer.
You will not receive a credit score. An employment credit report shows accounts, balances, payment history, and public records, never a FICO or VantageScore number. Credentialing your company to order these reports takes two to three weeks and usually includes a site inspection. Detail on our compliance page.
We will run you through the candidate flow yourself, so you know exactly what your applicants will see before you send a single link.
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