EmployDB for recruiters: verifying candidates in minutes

For recruiters, EmployDB replaces the slowest, least reliable step of hiring — chasing past employers for confirmation — with a consent-based read of records those employers already issued. The result is employment verification in minutes instead of days, from sources you can trust because they were verified before they could write a single record. Here is how the flow works and where it fits in a hiring process.

The access-request flow

• You request — from your company’s recruiter account (a registered company on a Premium plan), you send an access request identifying the candidate and the purpose.
• The candidate decides — they see who is asking and what a grant would reveal, and approve or decline. No grant, no access, ever; there is no back door, including for EmployDB itself.
• You read — a granted view shows the candidate’s verified history: employers, positions, dates, promotions, training, certifications, with attached evidence where issuers included it.
• Everything is logged — the candidate sees that you viewed, and your access ends when the grant is revoked or expires. The audit trail protects you too: your diligence is provable.

What you see — and what you never will

The granted view is the factual career layer only. You will never see salaries, disciplinary records, evaluations, absence history, or any subjective content — the platform stores no reviews or ratings of people at all, so there is nothing of that kind to request. This constraint is not a limitation to work around; it is why the data is trustworthy: employers issue records candidly because records are facts with evidence, and candidates grant access freely because a grant cannot expose opinions or private matters. You get exactly what a diligent reference check was always supposed to produce — confirmed facts — without the week of phone tag or the medium of memory.

Fitting it into your process

The efficient sequence: request access at the finalist stage, in parallel with final interviews — verified facts arrive before the offer decision, exactly where verification belongs (see our hiring-process guide). Compare the granted history against the resume; honest noise (slight title wording differences) is normal, material divergence is a conversation. For history outside the network — employers not on EmployDB — the manual verification playbook still applies, and the granted view tells you precisely where that remaining effort should focus. Candidates without any EmployDB history are simply candidates you verify the traditional way; the platform shortens the path where it can and never penalizes anyone for where it cannot.

What you need to start

Recruiter access runs through a registered, verified company with a Premium plan — there are no per-request fees, and candidates never pay anything. In-house recruiters use their company’s account; agencies register their own firm. Setup details are on our pricing page, and the network mechanics are described on the network page. The habit that compounds: the more your own company records its employees’ careers on EmployDB, the more of the next recruiter’s work your records have already done — verification is infrastructure everyone builds together.