Recruitment Agency Verification
Verified employment history for recruiters and staffing agencies.
Trustory helps recruitment agencies verify candidate work history through portable employment records, verified institutions, and worker-controlled consent before shortlisting, placement, or client deployment.
Built for recruiters, staffing firms, outsourcing companies, and workforce placement teams.
Recruitment verification problem
Recruiters need trusted proof before presenting candidates.
Agencies often operate under pressure to fill roles quickly. Trustory helps add a verified employment-history layer without exposing worker data without consent.
Verification
Candidate history
Trust
Client confidence
Privacy
Worker consent
Sector
Recruitment agencies
Need
Verified candidates
Model
Consent-led access
Outcome
Stronger client confidence
Why recruitment verification matters
Recruitment agencies succeed when clients trust the candidates they present.
Recruiters and staffing agencies frequently screen candidates across sectors where experience, reliability, and trust matter. Trustory helps agencies request verified history with worker consent and improve confidence before placement.
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High-volume candidate screening
Recruitment agencies handle many candidates across sectors and need faster ways to confirm work history before shortlisting or placement.
📞
Slow manual reference checks
Calling referees is time-consuming and inconsistent, especially when previous employers are hard to reach.
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Client trust and placement risk
Agencies need stronger verification evidence when presenting candidates to employers, clients, and institutions.
What Trustory helps agencies verify
Previous employment: Institution-stamped work history from verified employers.
Role and sector: Job title, department, employment type, and sector context.
Employment status: Active, resigned, contract ended, completed successfully, or other verified status.
Candidate consent: Workers approve access before full history is released.
Disputes and corrections: Transparent record challenge and rectification trail.
Built for client-ready verification
Trustory gives recruitment teams a consent-based way to verify candidate employment history before shortlisting, placement, or client presentation.
Trustory does not replace interviews, professional credential checks, or legal screening. It strengthens verified work-history evidence.
Workflow
A simple verification process for recruitment and staffing teams.
1
Agency becomes verified
The recruitment agency or staffing firm registers and completes institution verification.
2
Candidate is identified
Recruiters search by TRU-ID, phone, or National ID where permitted by the workflow.
3
Consent request is sent
The candidate sees the agency, purpose, message, and access duration.
4
Candidate approves or denies
Full employment history remains private until the candidate approves access.
5
Recruiter reviews verified history
After approval, the agency reviews verified employment records and trust signals.
Recruitment use cases
Useful across permanent, temporary, contract, and sector-specific placements.
Permanent recruitment
Verify candidate employment history before recommending them to clients.
Temporary staffing
Request consent and review verified history before client deployment.
Bulk candidate verification
Use consent workflows for multiple candidates during campaigns.
Sector-specific hiring
Support security, healthcare, manufacturing, hospitality, logistics, and construction placements.
Worker reputation
Help candidates carry portable proof of work across opportunities.
Client due diligence
Provide stronger confidence to employers receiving shortlisted workers.
Teams supported
Help recruiters build trusted candidate pipelines.
RecruitersHR agenciesStaffing firmsOutsourcing companiesTalent consultantsTemp agenciesField recruitersPlacement officersCandidate screenersWorkforce operators
Recruitment trust layer
Add verified work-history evidence to your candidate pipeline.
Register your recruitment agency, become a verified institution, request candidate consent, and review approved employment records before placement.