Screen Digital Footprints for Toxic Behavior & Compliance Risks.

Our standard screening covers the "Big Four" platforms: LinkedIn, Facebook, Instagram, and Twitter/X. Additionally, we can screen YouTube (for public comments and uploads), TikTok, Reddit, and regional platforms like ShareChat or Koo based on your requirements. We focus on platforms where professional conduct and public behavior intersect. We do not check private messaging apps (WhatsApp, Telegram) unless specifically requested and legally authorized. The screening depth can be customized based on role sensitivity—entry-level roles might get basic screening while C-suite or client-facing roles receive comprehensive analysis across all platforms.

We maintain historical data partnerships with web archiving services that allow us to access deleted content that was publicly posted within the last 7 years. However, if an account was deleted long ago or was always private, we report "Insufficient Public Data" rather than a clean bill. We also flag "account scrubbing" behavior—mass deletion of content just before job applications—as a potential yellow flag requiring discussion with the candidate. Our AI can detect gaps in posting history that suggest deletion. For critical roles, we recommend combining social media checks with traditional reference verification to compensate for digitally invisible candidates.

Every AI flag is reviewed by trained human analysts before inclusion in the final report. We understand context matters—a historical quote from a movie, academic discussion of violence, or advocacy for social justice might trigger AI but be completely benign. Our analysts review the original post, thread context, date, and surrounding conversation before confirming a flag. We also categorize severity: "Explicit Threat" vs. "Questionable Humor" vs. "Political Opinion." Candidates are given the opportunity to explain flagged content through our "Right to Context" process, where they can provide clarifying information that we append to the report as an addendum.

Yes, but with additional legal safeguards. For existing employees, continuous monitoring or periodic re-screening must be disclosed in employment contracts and employee handbooks. We recommend annual or bi-annual rescreening for high-risk roles (finance, executives, public-facing positions). The process differs from pre-employment screening in that we focus on new content posted since hiring rather than historical review. Any adverse findings should be handled through HR policy frameworks rather than immediate termination, giving employees opportunity to explain or correct behavior. We provide anonymous aggregate reporting for existing workforce risk assessment without individual targeting unless specific red flags (violence, IP theft) are detected.

All scraped social media data is encrypted using AES-256 and stored on Indian servers (for domestic candidates) or EU servers (for GDPR-covered candidates) for a maximum of 90 days post-verification, after which it is permanently deleted. We operate on a "collection limitation" principle—only collecting data relevant to risk assessment rather than entire profiles. Candidates have the right to request their data, request deletion (where not legally required for retention), and dispute findings. We never share social media findings with third parties or sell data to advertisers. Our algorithms are regularly audited for bias to ensure we don't disproportionately flag content from specific demographic groups.