Which one do I need?
Pick whichever is closest to where you are right now.
Post a role and manage who applies
The part you'd expect: you write a job post, it goes live, people apply. What's different is what arrives with the application — applicants come with a verified skill record and an iOPC score attached, so you're reading evidence rather than adjectives.
Senior Backend Engineer
Bengaluru · Hybrid · Live
Every applicant arrives with verified skills already attached.
What actually happens
- 1
Write the post
Title, location, remote or not, and the skills that actually matter. Skill tags are what candidates get matched on, so be specific.
- 2
Applications arrive
Each one carries the candidate's verified skills, proof count and iOPC score alongside whatever they wrote to you.
- 3
Shortlist
Mark people viewed, shortlisted or rejected as you read. Anyone still marked new is someone nobody has looked at.
- 4
Track on the board
Move candidates between your own stages in Pipelines — screening, interview, offer, whatever you actually use.
SCOUT finds the people who never applied
The best person for a role is usually employed elsewhere and not reading job boards. Describe them as you would to a colleague, and SCOUT searches your past applicants, insiderOne's verified members and public sources, then drafts the first email.
Describe the role…
The dots fill in as SCOUT recognises each part of what you typed.
What actually happens
- 1
Describe the role
One sentence in your own words. As you type, SCOUT lights up the five things it looks for, so you can see what it still needs.
- 2
It expands the search
It works out the adjacent titles and near-equivalent skills a keyword search would miss, then searches on all of them at once.
- 3
You save who's worth keeping
Promising people go to a list in your Library. Group related lists into a Project when you're running a real search.
- 4
Or hand it a brief
Approve a brief once and SCOUT runs it: it searches daily, emails within your cap, answers candidates' questions, sends the screening interview to whoever applies and hands you a ranked shortlist.
Worth knowing: public sources are strongest for technical and research roles. For other roles SCOUT leans on your past applicants, insiderOne's members and a licensed people index when you connect one.
VERA tells you what's actually true about an applicant
Ask about anyone who applied. VERA reads their evidence against the role's requirements, says what is verified, only claimed or unknown, and prepares the quickest way to find out. You confirm every step; it never decides for you.
One thing to reconcile: her passbook starts at Infosys in June 2020, not 2019. She says she was a contractor first. Worth one question, not a red flag.
A flag names the discrepancy — it doesn't deliver a verdict.
What actually happens
- 1
Ask about someone
“What don't we know about Priya?” Or “who needs attention?” to start from the applicants waiting on you.
- 2
See the evidence
Each requirement of the role, marked verified, rated by your interview panel, only claimed, or unknown.
- 3
Confirm the next step
VERA prepares the quickest one: ask them to prove a skill, a screening, the panel's free times, or a background check. You press send.
- 4
Background checks wait for consent
The candidate agrees on their own page before anything runs. Results are simulated until a licensed provider is connected, and say so. Every check keeps its type, date and outcome.
Background checks VERA can request
Identity
Confirm the person is who they say they are
Employment
Titles, dates and how a role actually ended
Education
Institution, dates and the qualification itself
CriminalRegulated
Court and police records, plus sanctions screening
Credit historyRegulated
Financial history, where the role justifies it
Driving recordRegulated
Licence status and driving history
Licence & certification
Professional credentials, checked at source
InternationalRegulated
Cross-border criminal, employment and education
Regulated means the check needs more than the candidate's consent — a permissible purpose, a licensed requester, or country-specific authorisation. VERA tells you which applies before you rely on a result.
Simulated today. No licensed background-check provider is connected yet, so checks run only on your own test applications and every result is labelled simulated. The evidence VERA reads from applications is real.
Side by side
The same three areas, for anyone who'd rather scan than read.
| Hiring | SCOUT | VERA | |
|---|---|---|---|
| What it does | Publishes a role and collects applicants | Searches for people who haven't applied | Shows what's verified, claimed or unknown about an applicant |
| You give it | A job description | A sentence describing who you want | An applicant's name, or a question |
| You get back | Applicants with verified skills attached | Named people, plus a drafted first email | The evidence per requirement, and the next step to confirm |
| Typical moment | Day one | Week two, when nobody good has applied | Before an interview, and before an offer |
| Effort from you | ~5 minutes to post | One sentence | One sentence |
| Availability | Included with every account | Early access — request it from your home screen | Early access — results are simulated until a licensed provider is connected |
Common questions
Do I have to use SCOUT and VERA?
No. They're separate areas precisely so you can ignore them. Posting a role works completely on its own, and nothing about it degrades if you never open the other two.
Can I use SCOUT without posting a job first?
Yes. SCOUT doesn't need a job post to exist — describe the role to it directly and it will search. Plenty of teams source first and only write the post once they know what they're actually looking for.
When should I run a background check?
Late. Checks cost money and take a candidate's time, so most teams run them at offer stage rather than on everyone who applies.
Will candidates know I checked them?
Yes — verification requires the candidate's consent, and the regulated checks require more than that. VERA is not a way to look into someone quietly, and it isn't built to be.
Can my colleagues see all this?
Everyone you add to your company sees the same roles, lists, projects and checks. The workspace belongs to the company, not to whoever happened to create the account.
Why are these three kept in separate areas?
Because they're three different jobs, and putting them on one screen means always doing two things you didn't come here to do. Each area's sidebar shows only its own tools — the way back out is the switcher at the top.
That's the whole product.
Post a role when you want people to come to you. Use SCOUT when you want to go to them. Use VERA once you have someone you're serious about.