DUE DILIGENCE GUIDE
Which check do I need?
Each of our seven checks answers one narrow question. Set them side by side, pick the ones that match your decision and leave out the rest.
Last reviewed
What are you trying to find out?
Before choosing a check, write down the decision in front of you and the doubt that worries you. A check is useful only if it speaks to that doubt. Ordering every check "just in case" costs time and money, and on individuals it collects more personal data than you need.
- Is this person really who they say they are? That is identity verification.
- Did they earn the qualification on their CV? That is academic verification.
- Did they hold the jobs they describe, for the dates they give? That is employment verification.
- Is there a police or court history relevant to the role? That is a criminal record check.
- Is the person or company named on a sanctions list, or politically exposed? That is a global sanctions check.
- Who owns and runs this company, and has it been in court? That is corporate due diligence.
- What are the people behind it like, and what else are they involved in? That is integrity due diligence.
The seven checks side by side
| Check | What it covers | Consent needed | What you receive |
|---|---|---|---|
| Identity Verification | Identity documents examined for security features, internal consistency and signs of alteration | Yes, the individual's | A signed verification certificate, with a note of any irregularities found |
| Academic Verification | Degrees, diplomas and professional qualifications, confirmed with the body that issued them | Yes, the candidate's | A report confirming the award, its conferral date and the period of study |
| Employment Verification | Past job titles, dates of service and stated responsibilities, confirmed with former employers | Yes, the candidate's | A report of confirmed roles and tenures, with the answers referees gave |
| Criminal Record Check | PCC and litigation-history searches through official channels, with consent | Yes, the candidate's, before any search | A confidential screening report |
| Global Sanctions Check | People or companies checked against the UN, AU, EU and OFAC sanctions lists, plus PEP screening and adverse media review | Discuss with us | A report naming the lists checked, any possible matches and how each one was resolved |
| Corporate Due Diligence | A company's standing, shareholders, beneficial owners and directors, its litigation history and its press coverage | Discuss with us | A report on corporate status, the ownership structure and risk indicators |
| Integrity Due Diligence | The individuals behind a company or deal: careers, directorships, other business interests, possible conflicts and reputation | Discuss with us | A confidential assessment of background, interests and public reputation |
Checks on individuals are handled in line with Kenya's Data Protection Act 2019. Where the table says "Discuss with us", the answer depends on who is being checked and why, so raise it when you first speak to us.
Choosing checks for a hire
Match the checks to the role, not to the candidate. Decide the set for each type of position in advance and apply it to everyone shortlisted for that position. That keeps screening consistent and easier to defend.
- Most roles: identity verification, so you know the rest of the file belongs to the right person.
- Roles that depend on a qualification or a professional title: add academic verification.
- Roles hired on the strength of past experience: add employment verification.
- Roles involving money, security, vulnerable people or sensitive information: add a criminal record check, with the candidate's consent.
- Board seats and senior appointments: consider integrity due diligence, and a sanctions and PEP check where that exposure matters to you.
Choosing checks for a deal or a partner
When the other side is a company, you are dealing with its owners, its managers and its history as much as with its brand. The checks below look at each of those in turn.
- A new supplier or distributor: corporate due diligence and a global sanctions check on the company.
- An investor, joint-venture partner or acquisition target: corporate due diligence, integrity due diligence on the principals, and sanctions and PEP screening on both.
- A new client you must screen for compliance reasons: a global sanctions check, with identity verification for the individuals you deal with.
How do checks work together?
Name the decision
A hire, a contract, an investment or an appointment. This sets the scope.
List the risks
Write down what would go wrong if the person or company is not as presented.
Match risks to checks
Use the table above. One risk may need two checks; some risks need none.
Order them sensibly
Consent-based checks begin once consent is given. Sanctions lists change, so run that check close to the decision.
Read the results together
An employment date that conflicts with a qualification date only shows up when both reports sit side by side.
No single check gives a full picture of a person or a company. Each answers its own question, and a gap between two results is a reason to ask, not a verdict.
Terms in this guide
Questions
What is the difference between corporate and integrity due diligence?
Corporate due diligence looks at the company itself: its standing, owners, directors and litigation history. Integrity due diligence looks at the people behind it: their careers, other interests and reputation. Larger deals often use both.
Do I need a candidate's consent for background checks?
For identity, academic and employment verification and for a criminal record check, yes. We handle the personal data in line with Kenya's Data Protection Act 2019.
Is a sanctions check the same as a criminal record check?
No. A sanctions check looks for a name on international sanctions lists and for political exposure. A criminal record check covers police clearance and litigation history, and needs the candidate's consent.
How long do background checks take?
Timing varies with the checks you choose and how quickly institutions, former employers and official channels respond. It depends on the case; we give an estimate before work begins.