Run a clean BGV report on a candidate before the offer letter.
Identity, EPFO employment history, court records + FIR, education, address, salary-account match — chained into one BGV decisioning call. Built for HR, talent ops, and BGV platforms.
One Workflow, Every Hire Shape
Full-time, contract, gig worker, sensitive-role, executive — the BGV chain is the same shape. Deepvue gives you that chain as a single API call, configurable per role tier and per category.
Three reasons HR teams collapse BGV into one call.
Background verification in India breaks across three axes — turnaround time, depth of signal (especially court records + EPFO), and DPDP-aligned audit. Deepvue's BGV chain is built around all three, configurable per role tier.
Manual BGV — emailed forms, follow-ups, college calls — takes 2-4 weeks. Parallel API chains return verified results in days, with court records and education async-pulled.
Fake employment claims, fabricated tenures, fraudulent degrees, undisclosed criminal cases — each leaves a signature in a registry your BGV stack should be querying.
Candidates have privacy rights. When a candidate disputes a rejection or your DPO asks for the data-handling trail, you have a timestamped, exportable record per candidate.
Manual BGV with email-and-phone follow-ups takes 2-4 weeks per candidate and misses signals like undisclosed court cases. Deepvue's parallel chain returns verified results in days, with court records and education async-pulled.
Why manual BGV breaks down at scale.
If your funnel is leaking 25%+ between "Apply" and "Approved" — or your audit team is rebuilding decision history from logs — here's where the breakage usually starts.
The BGV chain — six primitives, one call.
Every primitive a candidate-BGV chain needs, wired to call in parallel — configurable per role tier.
How the BGV chain runs.
From a candidate consenting to BGV to a verified report ready for the offer letter.
End-to-end median: days, not weeks. Compare against your current BGV flow side-by-side in a 15-min walkthrough.
A BGV decision, end-to-end.
What a single candidate-BGV call looks like — parallel + async checks, structured report, DPDP audit trail.
// Parallel + async, webhook-driven 1. POST /v1/identity/digilocker 2. POST /v1/bgv/epfo-history 3. POST /v1/banking/salary-account-match 4. POST /v1/bgv/court-record-search // async 5. POST /v1/bgv/education-verify // async 6. POST /v1/bgv/address-verify 7. POST /v1/decision/bgv-report
{
"candidate_id": "cd_8a4f2b9e",
"verdict": "CLEAR",
"checks": {
"identity": "PASS",
"epfo_employment": "VERIFIED · 2 employers",
"court_record": "NO_MATCH",
"education": "VERIFIED",
"address": "VERIFIED",
"salary_account": "NAME_MATCH"
},
"audit_trail_id": "at_2026_04_29_17_42_19",
"compliance_format": "DPDP_v2",
"data_residency": "IN"
} Compliance map for hiring + BGV.
The frameworks BGV chains get challenged on — DPDP, candidate consent, IT Act, sectoral hiring rules — and which Deepvue capabilities map to each.
Where BGV funnels break down — and where Deepvue plugs the holes.
From candidate consent to clean BGV report — funnels usually break in one of these five places.
Wire it in over a coffee.
Most HR teams drop the Deepvue BGV chain into their HRIS / ATS in under a week. One sandbox key, one chained endpoint, webhooks back to your hiring system.
What you get out of the box.
Capabilities every candidate BGV chain needs — without coordinating five separate verification vendors.
One workflow, configured per role tier.
Five role configurations — same chain, different primitive depth per tier.
Built for DPDP-aligned BGV.
DPDP candidate consent, IT Act sensitive-data rules, sectoral hiring obligations — overlapping requirements per role. Deepvue's audit trail satisfies all of them out of the box.
Deepvue is not a regulator and does not represent itself as RBI, SEBI, UIDAI, or any government authority. HR and BGV teams retain full responsibility for hiring decisions and adverse-action communication to candidates. Deepvue provides the verification infrastructure and structured audit trail; the hiring decision is yours.
All API interactions are protected using encryption, role-based access controls, and audit logging.
Volume pricing per BGV report.
BGV bundles tier with monthly hire volume. Pay per chained report, not per individual check. INR-first invoicing.
Most HR teams running 500-50k BGV reports per month land in a per-report range materially under stitching individual verification vendors. No per-source surcharges.
Common questions from compliance and product leads.
Real questions, asked in evaluation calls. If yours isn't here, book a 15-min walkthrough — we'll answer it live.
We already use a BGV agency. Why switch to an API chain?
Can we tier the chain by role?
How is candidate consent captured?
Where is candidate data stored?
What about candidate disputes on a verification finding?
How long does integration take?
How does Deepvue's "Hire an employee" workflow compare to a manual BGV agency?
Deepvue's BGV chain runs identity (DigiLocker), EPFO/UAN employment history, court records + FIR signal lookup, education record verification, address verification, and salary-account ownership match in one API call — parallel where possible, async-webhook for slow sources. Manual BGV agencies take 2-4 weeks per candidate; the API chain returns verified results in days. Tiered per role (full-time, contract, sensitive, gig, executive). DPDP-aligned per-candidate audit trail with deletion-on-request.
Run a clean BGV report in
days, not weeks.
India-Stack-native. DPDP-aligned. One workflow, every role tier.