Workforce & HR · Background verification automation
Your BGV queue is where job offers go to wait
Banao builds background verification workflows that trigger on offer acceptance, track vendor responses, escalate stalls, and route exceptions — without a recruiter manually chasing anything.
Every candidate status is visible to HR and compliance in one place. Adverse results route to the right adjudicator. Compliant hires clear straight to onboarding. The queue empties itself.
The first call is free · 45 minutes · no obligation
What we build
What a Banao BGV automation deployment covers
BGV automation is not a vendor portal. It is the workflow, the integrations, and the exception logic that sits between your ATS and your first day.
Check triggering on offer acceptance
The moment an offer is accepted in your ATS, the right check package fires automatically — identity, address, employment history, education, criminal — matched to role type and jurisdiction. No recruiter needs to open a portal.
Vendor status tracking and escalation
Checks that have not returned within SLA get flagged and escalated without manual follow-up. The system knows which vendor holds which check, what the SLA is, and who to contact — and it acts on that.
Candidate self-service and consent capture
Consent forms, document uploads, and status notifications go to the candidate directly. Re-requests for missing documents happen automatically. HR does not chase the candidate; the system does.
Adverse-action adjudication workflow
When a check returns adverse, the system routes it to the right person with the full record, timing, and any jurisdiction-specific notice requirements flagged. Nothing sits in an inbox unacted on.
Real-time BGV dashboard for HR and compliance
Every candidate's check status — pending, returned, cleared, adverse, escalated — is visible in one dashboard. Compliance and HR see where every offer stands without asking a recruiter.
HRMS, ATS, and onboarding integration
Cleared status writes back to your ATS or HRMS automatically and triggers onboarding provisioning. BGV becomes a handoff rather than a wall between your hiring pipeline and day one.
Receipts
Where this is already running
Metrics shown dotted (··) are being finalised in our case-study metrics pack — published only once verified.
BGV automation replaced a manual vendor-chasing process
Recruiter time was going into daily vendor status calls and candidate document chasing. Banao automated check triggering, candidate communication, vendor escalation, and status reporting — clearing the queue without adding headcount.
Dogfooding
We run hiring AI on our own operation first
Banao screens every engineering hire through InterviewGod — our own AI interview tool — before any candidate reaches a human interviewer. That hire then moves through onboarding and compliance workflows we built and run ourselves on a 300-person team.
We are not describing background verification automation from the outside. Every recruiter-hour we save at Banao is the same hour we are trying to return to yours.
Screens Banao's own engineering candidates each week, end to end.
Runs Banao's own demand-gen pipeline — the same production standard we hold client work to.
The honest version
When BGV automation is not worth building
Not every background check operation has enough volume or complexity to pay back a workflow build. We will tell you before you commission one:
- Low hiring volume: below a few dozen checks a month, manual portal use is cheaper and faster than custom orchestration. Automation earns its cost at scale.
- Single jurisdiction, simple checks: if every hire takes the same two checks and your vendor already has a clean API, you may not need orchestration logic — just a direct integration.
- Vendor-side delays you cannot influence: workflow automation speeds the process around a slow vendor, but does not fix the vendor. The Discovery Sprint separates process delay from vendor delay so you know what you are actually solving.
How we start
How we start — map the queue before you build the pipe
BGV workflows look simple until you see the edge cases. We audit your actual process before quoting anything.
- 01
AI Discovery Sprint
2 weeks · fixed price
We walk every step of your current BGV process — offer letter to cleared status — map the exception types, measure the manual hours, and return a workflow design and automation ROI estimate. Yours to keep regardless of next steps. Sprint cost credited if you proceed.
- 02
Build
Implement check triggering, vendor integrations, candidate communication, exception routing, and the HR dashboard. ATS and HRMS integrations are part of the deliverable.
- 03
Production and optimisation
Go live with monitoring on SLA adherence and exception rates. We tune escalation logic against your real vendor behaviour in the first 60 days and hand over operational runbooks to your team.
FAQ
Frequently asked questions
Which background check types can you automate?
Identity verification, address history, employment verification, education verification, criminal and court record checks, reference checks, and professional licence verification — subject to jurisdiction rules. The Discovery Sprint maps which types your roles require and which vendors cover them.
How does it connect to our ATS and HRMS?
Banao builds integrations to your ATS (offer acceptance triggers the check) and your HRMS (cleared status writes back and triggers onboarding). We have built against Greenhouse, Lever, Workday, SAP SuccessFactors, and others. If your platform has an API, we can integrate it.
What happens when a check returns adverse?
The system routes the result to your designated adjudicator with the full record, timing, and any jurisdiction-specific adverse-action notice requirements flagged. Nothing sits unrouted. The adjudicator's decision is logged for your compliance audit trail.
How is candidate consent and data privacy handled?
Consent capture, document collection, and candidate-facing communications are built into the workflow, not added on afterward. Data residency and retention rules are configured per jurisdiction during the build. Candidate PII is not retained beyond your stated retention policy.
What is a realistic BGV turnaround improvement?
Turnaround improvement depends on where your delay lives — vendor SLA, candidate document response time, or adjudicator queue. The Discovery Sprint measures your current state and models the realistic impact of automation on each. We publish verified numbers only once confirmed in production.
Get started
Walk us through your last BGV delay
Tell us about the last offer that sat in BGV for two weeks. In 45 minutes we will map the process, identify the manual hours, and tell you what automation is worth building.
Book a Discovery Sprint