From CV verification and document checks to identity, image, reference and external-source checks, Norphluchs coordinates the complete screening process in one platform — not across multiple disconnected tools. Compare what candidates state, what their documents confirm, what identity and image checks verify, what references confirm and what relevant external sources reveal.
One candidate caseSix coordinated checksResults as they become available
CANDIDATE CASECASE 0248
Candidate screeningSenior role / EU
67%
01CV
02Docs
03ID
04Image
05Refs
06OSINT
Results appear as each check completes4 / 6
A complete screening process — completed step by step
Pre-employment screening rarely happens all at once. Automated research may return within minutes. Identity verification requires action from the candidate. Reference checks depend on third-party responses. Document and image verification may require additional review.
Norphluchs coordinates every selected check within one candidate case, allowing HR to follow progress, review completed findings and see what is still outstanding.
01
Initiate the required checks from one platform
Start the selected modules from one connected candidate case.
02
Guide candidates through identity verification
Keep candidate-led verification visible within the same workflow.
03
Review submitted documents and images
Bring supporting records and image-analysis findings into the case.
04
Track pending references
See which third-party responses are complete and which remain outstanding.
05
Review open-source and compliance findings as they become available
Access external findings without waiting for every other module to finish.
06
Identify discrepancies requiring clarification
Surface inconsistencies for professional review rather than automatic conclusions.
One candidate. Six coordinated checks. One case.
The Complete Candidate Screening Workflow
Interactive workflow overview
Browse the six screening modules
Select a module to explore its scope and typical findings.
01
06
01
CV Verification
Check what the candidate states.
Professional history
What this module reviews
The candidate’s employment history, education, job titles and timelines are reviewed for plausibility, completeness and consistency. Where appropriate and available, information is compared with selected public professional sources and company or commercial registers.
Use this module to highlight discrepancies that may require clarification before the hiring process continues.
Potential findings
Unexplained employment gaps
Differences in job titles
Educational institutions requiring clarification
Employers or positions requiring clarification
Overlapping professional timelines
02
Document Verification
Check what the documents support.
Submitted records
What this module reviews
Submitted diplomas, degrees, certificates, employment records and reference letters are examined for authenticity and plausibility. Indicators of alteration, inconsistency, manipulation or possible AI generation can be flagged for human review.
Documents can be assessed independently from the other checks while remaining attached to the same candidate case.
Documents may include
Academic degrees and diplomas
Professional qualifications
Employment certificates
Reference letters
Training certificates
Other role-relevant supporting documents
03
Identity Verification
Confirm the person behind the application.
Candidate-led check
What this module reviews
The candidate completes a separate identity-verification process using an accepted government-issued document, such as a passport, national identity card or residence permit. This module confirms the person participating in the process.
Identity verification requires action from the candidate and may complete on a different timeline than automated research.
Verification may include
Identity-document validation
Data extraction and consistency checks
Live-photo capture
Face matching
Liveness verification
04
Image Verification
Check whether an image is authentic, manipulated or already in use elsewhere.
Forensic indicators
What this module reviews
Submitted images can be examined for indicators of manipulation, alteration or possible AI generation. Where the specific use case and applicable requirements allow, Norphluchs can also conduct reverse-image research to determine whether the same or similar image appears elsewhere across the web.
Image-analysis results are presented as indicators for professional review and should not be treated as automatic conclusions.
Depending on the selected scope
Manipulation or alteration indicators
Possible AI-generated images
Image consistency and plausibility checks
Metadata analysis where available
Reverse-image searches
Identical or similar online images
Contextual review
05
Reference Check
Verify professional information with the people who can confirm it.
Third-party response
What this module reviews
Professional references can be invited to respond through a separate, structured process. Their responses are added to the candidate case when they become available and can be compared with the candidate’s CV.
Reference checks depend on third-party responses and can remain pending while other modules are already completed.
The reference process may cover
Employment period
Position and responsibilities
Performance-related questions
Eligibility for rehire
Questions defined by the hiring organization
06
OSINT and Compliance Check
Review what relevant external sources reveal.
External intelligence
What this module reviews
Norphluchs draws on high-quality public, official and intelligence sources used in professional law-enforcement and security investigations worldwide. The screening scope can be adapted to the position, level of responsibility and organizational requirements.
Automated research can provide an initial basis within minutes, depending on the selected modules and source availability.
Depending on the selected scope
Clear-web research
Deep-web research
Media coverage
Company and register information
Sanctions and watchlists
Politically exposed person screening
Selected dark-web exposure indicators
Designed to support human decisions
Norphluchs provides findings — not hiring decisions.
Norphluchs verifies information, coordinates screening modules and highlights matters requiring further review. It does not determine whether a candidate should be hired. The hiring organization remains responsible for applying the findings appropriately and making the final decision.
Purpose-definedDefine the reason and proportionate scope of the screening.
Human reviewReview findings for accuracy, relevance and necessary clarification.
Final decisionThe hiring organization remains responsible for the outcome.
Defining the purpose of the screening
Selecting an appropriate and proportionate scope
Informing the candidate as required
Reviewing findings for accuracy and relevance
Allowing relevant discrepancies to be clarified
Making the final hiring decision
Final legal wording concerning candidate notice, legal basis and automated decision-making should be reviewed by counsel for each relevant jurisdiction.
Every screening module is also available individually
Select only what the role requires. Organizations can choose individual screening modules according to the role, level of responsibility, jurisdiction and documented purpose.
CV Verification
Review professional history, education and timelines for plausibility and consistency.
Document Verification
Examine submitted documents for inconsistencies and indicators of manipulation.
Identity Verification
Confirm the identity of the person completing the application process.
Image Verification
Check submitted images for manipulation, possible AI generation and web reuse where the use case allows.
Reference Checks
Collect and document structured responses from nominated professional references.
OSINT and Compliance Check
Review selected public, official, media, register, sanctions, watchlist and other relevant intelligence sources.
Related use cases
Background intelligence beyond the initial hire
Extend the same person-focused intelligence approach to exposure awareness, documented concerns and broader investigative workflows.