Direct organisation use
For teams using DRS as part of hiring, onboarding, or access review.
For commercial and regulated organisations
What is your vetting process not designed to reach?
Digital Risk Screening helps organisations review relevant digital exposure signals before high-trust access decisions. Analyst-reviewed reports give HR, compliance and risk teams evidence to consider alongside hiring, onboarding and workforce-risk checks.
DECISION SUPPORT WORKFLOW
Review evidence before access is granted
1
Set scope
Candidate, role and access level.
2
Find signals
Online indicators standard checks miss.
3
Human review
Analysts validate relevance and context.
4
Decision pack
Evidence for HR, risk and compliance.
Your team owns the final decision.
Workforce riskRegulated rolesHigh-trust accessPartner workflows
Use cases
For roles where trust, access and exposure matter
Use DRS when a person is being given responsibility, sensitive access, influence, or a role where reputational, operational, or regulatory risk matters.
Best used alongside existing HR, compliance, vetting, or partner onboarding checks.
01
Financial & Legal Services
Support insider-risk, regulated-role, and reputational exposure review.02
Technology Companies
Review roles where access to systems, data, or infrastructure carries elevated risk.03
Partners and Platforms
Integrate DRS with complementary screening, recruitment, HR, compliance, or platform workflows.04
Executive and Senior Hire Review
Review relevant exposure signals before appointing leaders, board members, or senior decision-makers.Digital Risk Screening
Signals that may sit outside formal records
DRS searches for relevant digital exposure signals that may not appear in standard checks. Findings are reviewed by analysts before they are included in a report.
Access
Insider risk indicators
Signals relevant to trust, sensitive access, organisational integrity, or workplace exposure.Integrity
Fraud, credentials and identity misuse
Indicators of misrepresentation, credential exposure, leaked data, or undisclosed information relevant to the role.Conflicts
Undisclosed affiliations and conflicts
Signals that may indicate hidden commercial relationships, associations, or conflicts relevant to regulated roles.Safety
Harmful behaviour or high-risk associations
Relevant extremist, threatening, discriminatory, hacking-related, criminal crypto, or harmful online activity.* Search focus can be matched to the role, sector and risk context.
The report
Evidence and context for your team
Safehire reports are designed to show what was found, why it matters, and what your team should review next.
1
Clear summary
A concise summary of the review context and relevant findings.
2
Evidence and source context
Where a finding is included, the report shows the evidence and source context.
3
Human-validated findings
Every flagged result is reviewed by a human analyst before release.
4
Audit-friendly review record
Use the report as part of a documented review process alongside existing checks, HR workflows, compliance processes, and internal policies.
DRS supports review. It does not make the decision.
Enterprise and partners
Use DRS directly or through your workflow
Safehire can support direct organisation use, enterprise review programmes, or partner-led workflows where DRS needs to sit inside an existing screening, HR, risk, or compliance process.
For organisations with ESG, compliance, regulatory, or reputational-risk obligations, DRS provides a defensible review layer that can sit alongside existing governance workflows.
Enterprise review programmes
For larger organisations with higher volumes, multiple teams, or governance requirements.
Partner workflows
For screening providers, HR platforms, compliance partners, insurers, underwriting platforms, and channel partners that want to add DRS into their own offer.
Talk to us about DRS
Ready to strengthen your workforce-risk review?
Use Digital Risk Screening to review relevant exposure signals before high-trust access, regulated appointments, or sensitive roles are approved.
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