Verification touches people's identities during one of the more vulnerable moments of their lives. This page states plainly what we do, what we refuse to do, and where the legal responsibility sits.
No check begins before the candidate has read what will happen and actively agreed to it.
Each consent is a separate, empty checkbox. Bundled or implied consent is not consent, and we do not accept it.
One to verify the number against mobile carrier records. One to receive a single text message containing the verification link. A candidate can give the first and refuse the second.
We store the timestamp, the IP address, and the exact version of the language shown, so the consent can be evidenced later.
Where the line falls between our service and a consumer report.
Identity verification results are not consumer reports. They may not lawfully be used as the sole basis for denying employment, and our Terms of Service prohibit that use.
The partner agency is the consumer reporting agency of record. That agency, not VeriAxis, is responsible for the accuracy of the report, for dispute handling, and for the consumer's rights under the FCRA. Through the partner's own compliant flow, the candidate receives:
This surprises most employers, so we state it plainly. A credit check run for employment purposes returns a pared-down report: open accounts, balances, payment history, collections, and public records. It does not include a FICO or VantageScore number, and no reputable agency will supply one for a hiring decision. Any vendor offering an employer a candidate's credit score for hiring should be treated with suspicion. Ordering an employment credit report also does not affect the candidate's own score.
As the end user of a consumer report, the employer must certify a permissible purpose, use the report only for that purpose, and follow the two-step adverse action process: a pre-adverse action notice with a copy of the report and the summary of rights, a reasonable waiting period, and then a final adverse action notice. VeriAxis surfaces these steps in the dashboard and provides the partner agency's templates, but the legal obligation is the employer's.
An employer's right to consider credit history depends on where the candidate is and what the role involves.
Roughly a dozen states, along with several cities, limit or prohibit the use of credit history in employment decisions, generally with narrow exemptions for roles carrying genuine financial responsibility, fiduciary duty, or access to sensitive assets. States with such laws include California, Colorado, Connecticut, Hawaii, Illinois, Maryland, Nevada, Oregon, Vermont, and Washington. New York State's restriction took effect on 18 April 2026 and is among the broadest in the country. City-level rules exist in places including New York City, Chicago, and Philadelphia.
This page is not legal advice and the law keeps moving. Confirm the current rule for each candidate's jurisdiction and each role with your own counsel before ordering a credit check. Our dashboard raises a warning where a restriction is likely to apply, but the determination of permissible purpose is the employer's to make and to defend.
Credit bureaus require any business that orders employment credit reports to be credentialed first, which normally includes a third-party physical inspection of the premises where reports are ordered and reviewed, and typically takes two to three weeks. That applies to the employer, not only to us. We will tell you what is needed and coordinate with the partner agency, but nobody can switch this on the same day.
A candidate receives at most one transactional text message per verification request, and only after asking for it by ticking the SMS consent box. The message contains the verification link and nothing else. We never send marketing messages to a number collected for verification, we never share or sell these numbers for marketing, and any reply of STOP ends messaging to that number immediately. Standard message and data rates from the candidate's carrier may apply.
TLS 1.2 or better in transit, with HTTP Strict Transport Security. Encryption at rest for all stored records.
Verification records are deleted ninety days after a request closes. Shorter windows are available on request. Deletion is automated, not manual.
We ask for a name and a mobile number. We do not collect Social Security numbers, dates of birth, photographs, or identity documents for identity verification.
Results are visible only to users in the requesting workspace. Roles limit who can order screening. Administrative access uses multi-factor authentication.
Who created, viewed, exported, or deleted a record, and when. Logs are retained separately from candidate personal data.
Documented process for triage and containment, with notification to affected customers without undue delay and within applicable legal deadlines.
Categories of third parties that may process candidate data on our behalf.
| Category | Purpose | Data |
|---|---|---|
| Cloud hosting and network security | Serving the application, storing records, blocking abuse | All service data |
| Phone identity network | Confirming number possession and name match against carrier records | Name, mobile number |
| Consumer reporting agencies | Credit and background screening ordered by an employer | Data the candidate provides directly to the agency |
| Transactional messaging | Delivering verification links and result notifications | Name, email address, mobile number |
| Payment processing | Invoicing and collecting payment from employers | Employer billing data only, never candidate data |
A current list of named subprocessors, our data processing addendum, and security documentation are available to customers and prospects on request at [email protected]. We give notice before adding a subprocessor that processes candidate personal data.
Wherever they live, any candidate may ask us what we hold about them, ask for a correction, or ask for deletion. We respond within thirty days. Residents of California and other states with comprehensive privacy laws additionally have the rights described in our Privacy Policy, including the right not to be discriminated against for exercising them.
We do not sell personal information and we do not share it for cross-context behavioural advertising.
Write to [email protected] or use the form on our candidate page. Where an employer is the controller of the record, we forward the request to them and support them in answering it.
Email [email protected] with steps to reproduce. We acknowledge within two business days. Please give us a reasonable window to fix an issue before disclosing it, and do not access data belonging to anyone but yourself while testing. We will not pursue legal action against good-faith research conducted under these terms.
Questions about this page, our data practices, or a vendor security review:
VeriAxis Group LLC
926 Stevens Dr, Cheyenne, WY 82001
[email protected]
Last updated September 13, 2026.