Frequently Asked Questions

Candidate Due Diligence is an independent, evidence-based assessment of a candidate’s professional background. It combines employment verification, qualification verification, professional certification verification, professional reference assessments, candidate documentation review, candidate identity review, and consistency analysis to help employers make informed hiring decisions with greater confidence.

Every Factum Candidate Due Diligence engagement follows the same standardized methodology and includes:

• Executive Summary
• Employment Verification
• Qualification Verification
• Professional Certification Verification (where applicable)
• Professional Reference Assessment
• Candidate Documentation Review
• Candidate Identity Review
• Candidate Information Consistency Assessment
• Factum Risk Rating™
• Due Diligence Findings
• Verification Limitations (where applicable)

The selected service tier reflects the complexity and seniority of the candidate—not the quality or integrity of the assessment. Every engagement is conducted using the same professional methodology and quality standards.

Yes. Every Candidate Due Diligence engagement is conducted only after obtaining the candidate’s informed written consent. No verification activities begin until consent has been received. Our methodology is built on transparency, professionalism, and respect for candidate privacy.

Delivery timelines depend on the complexity of the candidate’s background and the responsiveness of former employers, educational institutions, certification bodies, and professional referees. Estimated turnaround times are confirmed before each engagement begins, with most assessments completed within a few business days after candidate consent has been obtained.

Every Factum Candidate Due Diligence engagement includes the same standardized verification methodology and core assessment categories. The service tiers reflect the complexity and seniority of the candidate being assessed. For example, executive-level candidates often have longer employment histories, additional qualifications, international experience, and greater professional responsibilities, requiring a more comprehensive assessment.

Our primary market is the United Arab Emirates. Where candidates have employment or educational history in other countries, we assess the feasibility of completing the required verifications on a case-by-case basis and communicate any limitations before the engagement begins.

Confidentiality is a fundamental principle of every Factum HR engagement. All client and candidate information is handled securely and used solely for the purpose of conducting the requested Candidate Due Diligence assessment. Information is never shared with unauthorized third parties.

If information cannot be independently verified, or if verified information differs from the information provided by the candidate, our findings are documented objectively within the final report together with any supporting evidence, observations, and verification limitations. Factum HR does not interpret or exaggerate findings. We present independently verified information so our clients can make informed hiring decisions.

Factum HR partners with organizations that value informed hiring decisions, including:

• Employers
• Recruitment Agencies
• Executive Search Firms
• Startups
• Small & Medium-Sized Enterprises (SMEs)
• Enterprise Organizations

Our services are designed for organizations seeking independent Candidate Due Diligence before making employment decisions.

Internal verification processes often vary between recruiters, hiring managers, and business units. Factum HR provides an independent, structured, and standardized Candidate Due Diligence methodology that improves consistency, saves valuable internal resources, and provides documented verification findings to support informed hiring decisions. Our role is not to replace HR teams—it is to strengthen their decision-making with independent, evidence-based insights.

No. Factum HR does not recommend whether a candidate should be hired or rejected. Our responsibility is to conduct an independent Candidate Due Diligence assessment and provide professionally documented findings based on verified information. The final hiring decision always remains with our client.

Candidate consent is an essential part of our methodology. It ensures transparency and authorizes Factum HR to verify professional information with former employers, educational institutions, certification bodies, and other relevant organizations. This protects the rights of all parties while maintaining the integrity of the due diligence process.

Getting started is simple. Contact Factum HR through our website or email and tell us about your hiring requirements. Our team will discuss your objectives, recommend the most appropriate service tier, explain the engagement process, and guide you through every stage—from candidate consent to the delivery of the final Candidate Due Diligence Report.

Yes. While every engagement follows our standardized methodology, we understand that organizations may have different hiring requirements. Where appropriate, we can discuss additional verification requirements or tailored engagement scopes to meet your organization’s specific needs.