Veremark

What it is

Veremark is a background screening company headquartered in London, with offices in the US, the Philippines, Australia, New Zealand, Singapore and Dubai. It runs reference checks, employment and education verification, criminal record checks, right-to-work, identity, adverse financial history, social media and global sanctions checks. The company says it covers more than 180 countries with 40+ check types. Everything is ordered through one web platform or its REST API, called Verelink.

It now sells itself as a “workplace trust” platform rather than a screener, and three products sit around the checks. Rescreening re-runs checks on current employees on a schedule and notifies both sides. Verepass is a credential wallet: once Veremark verifies an employment, education or criminal-record result, the candidate can hold it and share it with the next employer, who verifies it without paying for the same check again. Holding one is free for candidates and for Veremark customers. Whistleblower Technology Solutions is a speak-up channel with optional anonymity, encrypted two-way messaging and case workflows.

The question it answers: is there a modern, ATS-native screener for employers hiring across the UK, Europe and Asia-Pacific that also checks people after they are hired? That is the gap between Checkr, which is built around US hiring, and First Advantage or HireRight, which sell annual enterprise contracts.

Why it is on the shortlist now

Veremark is buying its way into new regions. It acquired Agenda Screening Services, a UK screener based in Hull, in August 2025. On February 3, 2026 it raised a $26M (£19M) Series B led by Gresham House Ventures, with Samaipata, ACF Investors and Stage 2 Capital following on and a debt facility from Salica Partners. The company reported 300% growth in revenue run rate in 2025; that figure is company-reported. Later in February it bought Risk Management Intelligence (RMI), a Singapore screener with about 70 staff and existing government and academic screening work. The Australian screener Employrite is now also part of Veremark.

For a buyer, that means a faster-growing vendor with real local fulfilment in the UK and Singapore, and an integration still in progress in both.

Pricing

Veremark publishes prices, which most international screeners do not. All prices on the platform are in US dollars, and one credit equals $1. Per-candidate packages, checked today:

• Essential — $42: two reference checks and an identity check.
• Professional — $144: Essential plus a three-year employment check and a social media check.
• Executive — $183: Professional plus the highest academic qualification check and a global sanctions check.

Single checks start at $14 for a character reference, $20 for an employment verification and $23 for a global sanctions check. The price of each check depends on the country it runs in; you see live prices in the platform’s criteria builder after creating a free account.

The published route is for employers hiring fewer than 50 candidates a year, who buy credit bundles at a discount. Above 50 a year, Veremark quotes a monthly invoiced contract, so what a mid-market buyer actually pays is negotiated. Pay-as-you-go accounts carry no lock-in.

For comparison, Checkr’s Basic report is $29.99 and its Essential is $59.99, but both are US criminal packages. Veremark’s $42 Essential is a reference-and-identity bundle with no criminal search. Compare packages check by check, not by headline price.

Best for

Talent acquisition and HR operations leads at companies of roughly 100-2,000 employees hiring across the UK, Europe, Singapore and Australia, who run Ashby, Greenhouse, HiBob, SmartRecruiters, Teamtailor, Workday or JobAdder, rely on references and employment history more than US county records, and want to rescreen staff in regulated or high-trust roles after hire.

It is the wrong pick for a US-only, high-volume hourly employer that needs automated adjudication and deep county coverage, and for a 10,000-person multinational that wants one global master contract with a publicly reporting vendor.

Versus the alternatives

First Advantage is the volume leader since buying Sterling in October 2024. Pick it when you need one global contract inside Workday or SuccessFactors at thousands of hires a year and can accept quote-only pricing.

HireRight is the other enterprise incumbent. Pick it for regulated hiring that needs UK FCA-regulated references or Latin America depth, where Veremark’s coverage is thinner.

Checkr is the US default. Pick Checkr when most hires are in the US and automated adjudication matters more than reference checks and international coverage. Its continuous criminal monitoring costs about $1.70 per person per month.

Certn is the closest like-for-like and the other fast-growing mid-market entrant. Pick Certn when Canada is a main hiring market, or when UK Enhanced DBS with certified digital identity verification decides the deal. Pick Veremark when Singapore and Asia-Pacific coverage, reference-heavy screening or post-hire rescreening matter more.

Yardstik is the pick for US gig and staffing platforms that need monitoring included and screening embedded in their own app.

Watch-outs

• Two acquisitions in six months means integration risk. Agenda and RMI customers and staff are being folded into one platform while the company expands. Guard: ask which fulfilment team and platform will process your checks in each country, and put turnaround times per country in the contract.
• The review base is small. Veremark has 4.3 out of 5 from 40 reviews on G2 and 4.8 from 13 on Capterra, far fewer than Checkr or HireRight. Guard: run a pilot on 20-30 real candidates across your top three countries and measure completion rate and days to completed report before rolling it out.
• US depth is not its core. The packages are built around references, employment and international checks. Guard: if more than a fifth of your hires are in the US, confirm county criminal coverage, FCRA adverse-action workflow and turnaround in writing, or keep Checkr for US hires.
• Rescreening needs a policy before it needs software. The company’s own 2026 benchmark says only 19% of employers include any continuous monitoring, and screening current staff without notice creates employee-relations and GDPR problems. Guard: define which roles are rescreened, how often and with what consent, and have legal sign off before switching it on. See candidate screening for where screening belongs in the funnel.
• Verepass only pays off if the next employer uses it. A credential is only free to verify inside the Veremark network. Guard: treat Verepass as a candidate-experience benefit, not as a cost reduction, until you see re-verified credentials on your own invoices.