1. Complex financial situation (liens, legal claims, and the like)
2. Problematic behavior in previous workplaces
3. A candidate who provides false information at any stage in the recruitment process, regardless of whether this is regarding education, work experience, etc.
4. Criminal record or connection to criminal elements
5. A direct or indirect connection to competing companies

The validity and quality of these tests is seriously in doubt.  In the professional literature, there’s a lot of research to demonstrate that integrity testing can’t successfully predict, in a clear way, inappropriate work behavior, and for this reason, it’s important to combine them with additional background testing.

In addition, these questionnaires will never be able to determine if the candidate is bankrupt, involved with criminal offenders, frequently sues employers, or has lied about previous work experience.

Absolutely.  Our company operates completely in accordance with Israel’s Protection of Privacy Law 1981 and any amendments to it.  In addition, our law firm, among the largest in the country, counsels us in all matters concerning legal aspects connected with the process of background checks which require a thorough grasp of both privacy laws and labor laws.

Our clients include large organizations (local and international, public and private), start-up companies and Israeli and foreign investment funds, who have used our services as part of the due diligence process prior to investment.

Bragging about our clients and displaying their names on our site could probably help us greatly in terms of marketing ourselves, however, our overall professional approach is one where the principle of discretion represents a central component of the process.  Therefore, we will never reveal the details of organizations using our services.

Our company employs former members of the intelligence community such as Unit 8200, former members of the anti-espionage and sabotage prevention unit of the Shin-Bet as well as former members of the national security compliance determination unit with the Israel Security Agency (Shin-Bet).

Testing and periodic risk assessment are occasionally necessary when the behavior of an employee changes, possibly influenced by life circumstances such as financial pressure, involvement with various elements, resentment due to work conditions, lack of a promotion or salary raise, etc. This testing provides advance information regarding these circumstances and offers additional attention in tracking the activities of that employee.

Yes. We are capable of carrying out background checks in almost every country in the world. Our clients include companies which employ engineers from Ukraine, Romania, and Belarus, business development and sales people from the U.S., and more.

Yes. Our company has developed unique, advanced high-tech tools which are a necessary and inseparable part of the background check process.

We commit to provide the report within three business days.

The service is appropriate and recommended as a required service for every business whatsoever. Damage from within is serious damage in every industry, and the consequences could be devastating for the business as well as third parties.
Additionally, with the passage into law of privacy protection regulations (information security), organizations with any type of databases are required as part of the reliability testing process of candidates and existing employees, according to regulation 7(a):

A database controller will not grant access to information stored in the database and will not change the scope of authorization granted, unless he took reasonable measures, commonly used in the processes for screening and placing employees, to ensure that there is no concern that the authorized user is not suitable to be granted access to information stored in the database; such measures will be taken in accordance with the sensitivity of the information in the database and the scope of access permissions attached to the role proposed to the relevant person.