Know Your Employee™ Candidate document verification system
Verify a candidate's diploma, ID, criminal record and social security documents at the source. The consent flow is built around Turkey's data-protection law (KVKK); the report is sealed and can be checked on a public verification page.
Checks never run without candidate consent · no e-Devlet password required.▶See the 60-second verification process
The résumé and reality don't always line up
Inconsistency isn't always intentional — but every unexplained inconsistency is a question. Six seemingly small discrepancies can turn into a major cost in a key role.
Application documents that can't be verified
Identity, diploma or certificate can't be confirmed at the source.
Misleading references
The person or organisation named doesn't reflect reality.
Employment history inconsistencies
Title, role or dates don't match the employer's own records.
Concealed reasons for leaving
The circumstances of departure are incomplete or misrepresented.
Overstated authority and responsibilities
The declared scope of the role doesn't match reality.
Open-source risk indicators
Digital findings that could be critical to corporate reputation.
Most of these six indicators close before the offer letter once the document is checked at its source. How Know Your Employee™ works →
Verification is the first checkpoint against employee-driven risk
Inconsistency is the norm, not the exception. Most employers encountered at least one inconsistency in candidate screening in the past year — most often in employment history, education and undisclosed criminal records. The data:
75%+
Share of employers who found at least one inconsistency in candidate screening in the last 12 months.
~40%
Employers who encounter at least one inconsistency in roughly every 20 candidates on average.
47%
Education records in EMEA — one of the areas where inconsistencies appear most often.
13%
Employers who report finding an inconsistency in one of every five candidates.
Source: HireRight 2025 Global Benchmark Report, June 2025. The survey ran 11 February – 9 March 2025; 1,114 responses from HR, risk and talent-acquisition professionals across North America, EMEA and APAC. The 47% figure is the EMEA breakout only.
A bad hire costs more than verification does.
A bad hire brings re-hiring, retraining and fraud risk together; every extra month in a key role adds to that cost. The first step isn't an expensive mistake — it's a verification completed in 1–7 business days before hiring. For claims that surface after hiring, the second checkpoint: Fraud Investigation →
Know Your Employee™ Personelini Tanı
Four steps, one screen
The only thing HR does is open the request and read the report; getting consent, collecting documents and checking the source is the system's job.
01 · HR
Opens the request
02 · Candidate
Confirms and uploads
03 · System
Verifies at the source
04 · Specialist
Signs off on the result
Request a demo → See the scope →
✓Checks never run without candidate consent · no e-Devlet password · sealed report
Priced per credit; no fixed package. For key roles, beyond document verification: expert investigation →
How are documents verified?
HR opens the request; the candidate uploads documents from their own account; the system checks each document against its primary source. Any check the system can't be certain about is automatically routed to a specialist.
1 · Candidate uploads documents
Archived Criminal Record Certificate
UploadedPopulation Registry Extract
UploadedResidence History Record
UploadedDiploma / YÖK Graduation Certificate
UploadingSocial Security (SGK) Service Record
PendingFindeks Risk Report
PendingWhy does the candidate submit it themselves?
Accessing someone's official records on their behalf calls for far greater authority than the verification itself. When the candidate retrieves the document from their own account, data stays minimal and the process's legitimacy is beyond question.
Why isn't scanning the barcode enough?
A valid barcode alone isn't enough. The system checks the document against its source and compares the name and ID number on it with the application — because the most common form of fraud is a genuine document that belongs to someone else.
2 · System verifies at the source
Archived Criminal Record Certificate
VerifiedPopulation Registry Extract
VerifiedResidence History Record
VerifiedDiploma / YÖK Graduation Certificate
Specialist reviewSocial Security (SGK) Service Record
VerifiedFindeks Risk Report
Specialist reviewThe barcode and verification code are checked against the primary source; name and ID number are compared with the application. Any check the system can't be certain about goes to a specialist.
What happens if something's off?
If the document isn't found at the source
If the barcode isn't registered with the relevant authority, the report states this plainly: the document may be fraudulent, or the number may have been misread. The system doesn't pass judgment on its own — it reports the finding to you.
If the document belongs to someone else
The barcode is valid, but if the identity on the document doesn't match the candidate, a mismatch flag is raised. This is the most common form of fraud: a genuine document — belonging to someone else.
If the system can't be certain
If the QR code can't be read or the document type isn't recognised, the check is automatically routed to a Prosecure operator; a specialist reviews the document and closes it out with their own note.
Where does responsibility sit?
Roles are the part of this process most often misunderstood. Here is how it actually works, and how it's written into the contract.
Data controller
You're the party that makes the hiring decision and determines the purpose of processing the data. The disclosure obligation and the choice of retention period are yours.
Data processor
We process data only on your instructions and on your behalf. We cannot use it for our own purposes or transfer it to another party.
Safeguards built into the system
Explicit consent
No verification runs without the candidate's consent.
Separate explicit consent
Special-category data, such as criminal records, requires its own separate consent.
No e-Devlet password
The candidate downloads the document from their own account and submits it themselves.
Authorised access
Only the authorised users who opened the request can see the results.
Audit trail
Who did what, and when, is logged.
Retention and deletion
Documents are destroyed once the set retention period ends.
By default, candidate data is destroyed after 90 days; raw documents are deleted 30 days after the report. That 90-day figure isn't a legal minimum — KVKK simply requires "as long as necessary for the purpose"; it can be changed to match your organisation's own policy.
In the demo call, we also share disclosure-notice and data-processing-addendum templates for your own KVKK documentation.
Which documents we verify
You choose the checks you want for each request. Some run fully automatically; others are inherently specialist work carried out by a Prosecure operator.
| Check |
|---|
| Population Registry ExtractIdentity & Population — NVİ |
| Residence (İkametgah) and Other Address RecordIdentity & Population — NVİ |
| Residence History and Other Address RecordIdentity & Population — NVİ |
| Household Members RecordIdentity & Population — NVİ |
| Diploma / YÖK Graduation CertificateEducation & Social Security |
| Social Security (SGK) Service RecordEducation & Social Security |
| Criminal Record CertificateJudicial |
| Check |
|---|
| Findeks Credit Score / Risk ReportFinancial — KKB / Findeks |
| Employment History Confirmation (last employer)Employment History & References |
| Reference Check (per person)Employment History & References |
The unit price per credit is defined in your contract. Key-role investigations aren't part of this table; their scope is built around the role.
Pay for what you use
No fixed package or monthly commitment; cost is based only on the checks you select for that request.
Reserved first, finalised after
When a request is opened, the relevant amount is reserved from your balance; it's finalised once the check completes. Your remaining balance is always visible in the panel.
Inconclusive checks are refunded
You don't pay for a check that couldn't be completed due to a technical obstacle, or that's cancelled. A document turning out to be fraudulent, on the other hand, is a result.
Let's build the check list together for your role: Request a quote → · Download the brochure →
Verification results, in a single report
The report doesn't hand down a score or a verdict; it lays out each check's source, result and verification code side by side. You make the decision.
What's in the report
- Report header — requesting organisation, masked candidate details, date and number of checks
- Proof of consent — how consent was obtained and with what identity assurance
- Every check, individually — check, source, result, verification code, verified by, and date
- Overall result and QR code — how many checks were verified; a QR code that lets anyone check the report on the public page
Sample report — Know Your Employee™ panel output; organisation and candidate details are illustrative.
The report is sealed — anyone can verify it
Anyone holding the report can check on a public page that it was issued by Prosecure. The page only confirms the report's authenticity — it doesn't display candidate details.
Enter the report code.
The public page only confirms the report was issued by Prosecure — it doesn't display candidate details.
Report is valid
Issued by Prosecure.
Sample display. Report verification goes live once the Know Your Employee™ panel is connected.
prosecure.com.tr/belge-dogrulama
The QR code on the report also leads here. A report whose content is altered afterwards will show as invalid on this page — it grounds the document's authenticity in an independent record, not your word.
Key Personnel Background Investigations
General managers, finance and procurement heads, signatories, partners, or key personnel ahead of an investment — here the risk isn't a date error on a résumé, it's a history that never made it onto any document. For roles like these, beyond the credit-based product, we run a comprehensive investigation led end-to-end by a specialist.
How is this different from Know Your Employee™?
The product verifies documents at the source: ID, diploma, criminal record, social security. Automatic, fast, priced per credit. A comprehensive investigation isn't limited to documents — it looks for what wasn't disclosed, and a specialist runs it from start to finish.
When is it needed?
For appointments with high authority or signing power, ahead of a partnership or investment, for roles that will represent the company externally, for candidates with a cross-border history — in short, anywhere reversing the decision would be costly.
What's added to the scope
Depth on employment history and references
Title, scope of role and the circumstances of departure are confirmed by speaking with former employers — the part that never shows up on paper comes out here.
Commercial ties
The candidate's companies, partnerships and relationships in Turkey and abroad that could create a conflict of interest.
Open source and reputation
Findings in public sources that could matter to corporate reputation — not rumour, but data with a traceable record.
Global risk screening
Searches against international lists and public risk records — often decisive for candidates with a cross-border history.
Executive-level review
An executive background check approach: the depth the role requires is defined together upfront, and scope is built around it.
A specialist runs it, a specialist writes it
The process is run by Prosecure's investigations-background team; the report presents each finding with its rationale and source.
Scope is built around the role, and price follows from it.
This investigation isn't part of the credit table. We discuss the role, the depth required and whether the candidate has a cross-border history, define the scope together, and prepare a tailored quote. Delivery takes 1–7 business days, depending on scope.
Request a quote for key personnel investigation → The full executive service: Employment Background Check →
The party doing the verifying should be accountable too
Prosecure isn't a software company; it comes from a background in fraud investigation and risk advisory — the founding firm that turned background verification into an independent, defined service in Turkey. Know Your Employee™ is the end-to-end solution built on that experience. The value of a verification service is measured by how checkable its result is.
A system that can say "I'm not sure"
When the system hesitates, the case is automatically routed to a specialist; the result is never left to a guess.
Consent declaration built into the system
The consent declaration isn't a form signed off to the side — it's the operating condition of the process. No consent, no check; withdraw it, and the check stops.
A checkable output
The report is sealed and publicly verifiable. You don't have to trust us to trust the result.
International partnerships
For cross-border history, we rely on reciprocal partnerships with foreign verification providers and HR technology companies — using their network for candidates based abroad.
Every report is completed under the founder's oversight. Meet the founder →
Verification is the first step; personnel risk management doesn't end here
Pre-hire document verification is the starting point. It continues with expert-led investigation for key appointments, independent review when a claim surfaces after hiring, and third-party research for business partners.
Employment Background Check
Beyond document verification for key roles: an expert-led investigation that looks for what wasn't disclosed.
See the service →
Fraud Investigation
Investigate a report or allegation that surfaces after hiring with confidentiality and impartiality; base your decision on defensible findings.
See the service →
Third-Party Risk Management
Verify risks tied to companies, partners and key individuals before you decide.
See the service →Measure your fraud risk in ~5 minutes: Fraud Risk Simulator · About Prosecure: About Us · Founder
Questions about verification
The most common questions about e-Devlet, consent, the barcode difference, report assurance and retention periods.
What is background verification?
Does the candidate share their e-Devlet password with us?
Can a check start without the candidate's consent?
Barcode checks already exist — what's the difference?
What happens if the result isn't conclusive?
Can the report be altered afterwards?
How long is the data retained?
Is there a fixed package or a monthly commitment?
What do you do for candidates with a history abroad?
A live demo on your own screen
We open a demo account for you with sample data: you open the request yourself, see the candidate screen, and read the report. The initial call is confidential and without obligation; we get back to you within one business day.
The call takes 20 minutes
- 1 · Call — We discuss your roles and your annual hiring volume.
- 2 · Live panel — You open the request; we look at the candidate screen and the report together.
- 3 · Check list — We put together your tailored check list and the credit cost per role.
Also in the demo: sample data in the real panel (no setup required) · disclosure-notice and data-processing-addendum templates for your own KVKK documentation.
Not ready for a demo yet? We're happy to email you the brochure describing the product — just mention it in the message field.
Get in touch
Tell us what you need — a demo, a quote, or the brochure.