Verified
Evidence has been checked against the agreed scope.
Verified humans. Evidence-led hiring. Less recruitment theatre.
HumanVerified.cv helps hiring teams and candidates move beyond self-certified CVs, shallow screening and recruitment noise.
We verify identity, claims and role-relevant evidence before decision-makers waste time interviewing the wrong people.
No CV harvesting. No black-box rejection. No pretending a keyword match is due diligence.
- No CV harvesting
- No black-box rejection
- No keyword-match due diligence
- Evidence before interview
- Human review where judgement matters
- Candidate-declared and verified claims separated
What work was actually done for the fee?
A recruitment fee can be fair when it buys briefing, sourcing, screening, verification, judgement and risk reduction. It is not fair when it buys a forwarded CV, a shallow call and a confident email.
HumanVerified.cv makes the work visible: what was checked, what was candidate-declared, what remains uncertain and what the employer should probe before relying on it.
Who actually verified the human?
Verification is only useful when someone can explain the scope, evidence and caveats. HumanVerified.cv separates workflow support from human judgement, then records the status of each claim in plain language.
Partially verified
Some evidence exists, but the claim is not fully closed.
Candidate-declared
The candidate has stated it, but it has not been independently checked.
Not verified
No suitable evidence has been reviewed yet.
Conflicting evidence
The reviewed evidence does not line up cleanly.
Requires follow-up
The hiring team should probe this before relying on it.
For employers
Pay for evidence, not CV forwarding. See role-relevant checks, candidate-declared claims, unresolved points and interview probes before hiring-manager time is spent.
For candidates
Be represented by evidence rather than a database profile. You get role-specific handling, human review and clearer boundaries around what is shared.
For sensitive roles
Senior, confidential and trusted-access roles need proportionate assurance. Verification reduces uncertainty, but it does not replace formal clearance or employer legal duties.
How it works
Define the role or candidate goal, gather proportionate evidence, review it with humans, produce a pack, then decide with fewer unknowns.