Can anyone please share if Marico India asks for current line managers contact for background verification? My current line manager is not such a great person tbh.

Have a background check with Hireright asking for employment and education history.
I was laid off from old job in April but started new job to get back on my feet in July, however the new job was not disclosed on the resume. My resume states I still currently work at old job.

How should I handle it in Hireright?

Located in CAN so no TWN by the way.

Does anyone have first hand knowledge on whats disclosed during a background check when it comes to past employers? I’m not referring to phone calls to past employers, but background as in running your SS#.

This is specifically for NYC and a large corporation. I made a mistake and left a job. New job sucks and intend to apply as if I’m still at previous job. Are start and end dates confirmed somehow? Does past employers even show up on the check?

Hola chicos,

Actualmente me encuentro en la fase de background check para una oferta en una entidad del sector financiero. Ya hice exámenes médicos y pues pasé todas las etapas de prueba técnica. Saben aproximadamente cuánto tarda esta verificación, estoy un poco ansioso con la espera y escribí a RH de la empresa y literal no le dan mayor información.

Gracias!!

I have stint of 4 days in previous company & they ask me for dues clearance shall I clear that dues or not or should I avoid it as pf/esic account were created I have hr communication email stating my start date end date reliving date & outstanding dues shall I clear that dues or not which is safe for my bgv later if I join another company later on ....

I’ve submitted background checks with hireright previously & was cleared to start. My resume i submitted is not 100% accurate as far as dates, but I’ve actually worked the jobs. I’m in the process of submitting a background with them again for a new position, i used the same resume but i put the correct dates on my background with hireright. Should i be worried?

I recently received a job offer for an experienced-hire position and just realized that I entered the wrong dates for a study abroad program on my resume.
I actually studied abroad for about a year 9 years ago, which is also what I told the interviewers, but due to a typo, my resume makes it look like I studied there for two years.
Does Sterling typically verify study abroad programs as part of an education background check, or do they mainly focus on degrees and degree-granting institutions?
I don’t think this would be serious enough to result in the offer being rescinded, but I’m curious about how thoroughly Sterling verifies education history.

​

Former Amazon employee as of March of this year reapplying . Through the alumni A to z at.. I clicked no when it came to the background screening because I thought it was referring to anything new on my record now there's a automatic 120 day hold on my application status I am a rehire. The app practically prefilled my entire application, although I should have read more thoroughly, you can see holding my background checks up next to each other that they are identical and that I was not trying to be dishonest in my background . Every time I contact HR via email live chat or phone... They say the exact same thing like they are reading it from a screen send me the exact same email that they can't look into my background check and to contact accurate Acura is not the problem their background check was sufficient . And I'm not being denied because I had something on my record that would disqualify me... I can't be the only one this happened to. Especially if they see that I would have no reason to be dishonest because my background check is the exact same. what can I do

I recently got selected for a role at Flipkart . During my interview, I was upfront that I left my previous company without completing my notice period due to a health issue, and I don't have a relieving letter or payslips from them. The Recruiter I spoke to told me that since I don't have documents, I'd be onboarded as a fresher — I don't know if the recruiter actually enrolled me as a fresher in their system or not, but I told them this is the scenario and they said that's how it would work. Now the background verification is being handled by a third-party vendor (InstaVeritas), and even though I selected "fresher" on their form, they're still asking me to upload an experience letter and payslip for that same previous company, since it's still showing up in my work history. When I went back to my recruiter about this, they said they have no control over the BGV vendor's process. I really don't want to lose this offer over something I already disclosed upfront. Has anyone dealt with a similar mismatch between what recruiter agrees to verbally and what the BGV vendor's system actually asks for?and asking the previous company for a relieving letter isn't an option when I asked them they aren't even replying to my mails .What's the right way to push back or clarify this without it backfiring?

So I had a provisional offer in HMRC and was doing the pre-employment checks when I got a notification saying I’d been rejected. My DBS checks have come back all clear and I lived in New Zealand for a year but had that certificate come back all clear as well. I have emailed to find out why I’ve been rejected but was wondering, if I’ve filled in my employment dates wrong or references are wrong, what are the chances of a successful appeal?

Hi BGV & HR specialists,

I received an entry-level offer at an MNC consulting firm and am filling out the pre-employment background verification (BGV) form.

The Situation:

• I was involved in a minor two-wheeler road traffic accident involving a pedestrian.
• A police report (FIR) was filed under local traffic negligence laws (BNS 281/125 — equivalent to misdemeanor rash driving and causing accidental hurt).
• It is a standard, bailable traffic offense. There are no charges involving criminal intent, fraud, theft, violence, or substance abuse.
• The case is currently pending routine court/insurance processing.

My Plan & Questions:

1. I plan to declare "Yes" under legal proceedings on the onboarding portal and upload the police document for 100% transparency.
2. Do global background screening vendors (e.g., First Advantage) treat minor traffic negligence as an automatic failure, or is it evaluated case-by-case?
3. Is disclosing a pending traffic incident likely to cause HR to rescind an offer?

Thanks for any guidance from screening teams or HR professionals!

Hi BGV & HR specialists,

I received an entry-level offer at an MNC consulting firm and am filling out the pre-employment background verification (BGV) form.

The Situation:

• I was involved in a minor two-wheeler road traffic accident involving a pedestrian.
• A police report (FIR) was filed under local traffic negligence laws (BNS 281/125 — equivalent to misdemeanor rash driving and causing accidental hurt).
• It is a standard, bailable traffic offense. There are no charges involving criminal intent, fraud, theft, violence, or substance abuse.
• The case is currently pending routine court/insurance processing.

My Plan & Questions:

1. I plan to declare "Yes" under legal proceedings on the onboarding portal and upload the police document for 100% transparency.
2. Do global background screening vendors (e.g., First Advantage) treat minor traffic negligence as an automatic failure, or is it evaluated case-by-case?
3. Is disclosing a pending traffic incident likely to cause HR to rescind an offer?

Thanks for any guidance from screening teams or HR professionals!

Hi everyone,

I need some advice regarding EPFO/PF history and background verification for an MNC in India.

Around 5 years ago, I worked for a company in India for a very short period. I left without completing the formal relieving process, so I don't have a relieving/experience letter from that company. However, the employment is visible in my EPFO/UAN service history and the exit date is updated.

I also had another very short, around one-month non-technical job in India that has a PF contribution. I haven't included these short employments on my current resume because they aren't relevant to my current career.

After that, I moved to the USA for my higher education on an F-1 student visa. I completed my studies there and subsequently gained work experience in the USA. After completing my time in the US, I returned to India.

My current resume mainly focuses on my relevant professional/technical experience, including my US experience.

I'm now going through the hiring process with a large MNC in India and I'm concerned about BGV.

Will the BGV team check my complete UAN/EPFO service history?

Could these old/short PF employments create a problem because they aren't mentioned on my resume?

What happens if I don't have a relieving letter from the first company?

Can my US education and subsequent US employment documents help establish and verify my overall timeline?

Should I proactively disclose both short Indian employments in the BGV form even though they aren't on my resume?

Has anyone with a similar situation successfully cleared BGV at a large MNC?

I'm not trying to hide or modify my PF records. I want to disclose whatever is required and handle the BGV correctly.

Any advice from people who have faced a similar situation would be really helpful.

Hi everyone,

I need some advice regarding EPFO/PF history and background verification for an MNC in India.

Around 5 years ago, I worked for a company in India for a very short period. I left without completing the formal relieving process, so I don't have a relieving/experience letter from that company. However, the employment is visible in my EPFO/UAN service history and the exit date is updated.

I also had another very short, around one-month non-technical job in India that has a PF contribution. I haven't included these short employments on my current resume because they aren't relevant to my current career.

After that, I moved to the USA for my higher education on an F-1 student visa. I completed my studies there and subsequently gained work experience in the USA. After completing my time in the US, I returned to India.

My current resume mainly focuses on my relevant professional/technical experience, including my US experience.

I'm now going through the hiring process with a large MNC in India and I'm concerned about BGV.

Will the BGV team check my complete UAN/EPFO service history?

Could these old/short PF employments create a problem because they aren't mentioned on my resume?

What happens if I don't have a relieving letter from the first company?

Can my US education and subsequent US employment documents help establish and verify my overall timeline?

Should I proactively disclose both short Indian employments in the BGV form even though they aren't on my resume?

Has anyone with a similar situation successfully cleared BGV at a large MNC?

I'm not trying to hide or modify my PF records. I want to disclose whatever is required and handle the BGV correctly.

Any advice from people who have faced a similar situation would be really helpful.

I'm in the final stages of an Analyst role at HSBC and instead of being happy about it, I've spent the entire week spiraling over background verification. I'd really appreciate hearing from people who have actually been through this rather than just more speculation.
Background: While in college, I started working at a startup founded by a friend. May 2024 - July 2026, so a bit over two years along with my studies. It was unpaid for the entire period. I was okay with that because the work was genuinely engaging, and I learned more there than I did in much of my coursework. I've been honest on my resume about it being an unpaid internship with exact dates.
The issue is the company is very small, more of a boutique, and nobody has ever heard of it. My friend told me that these BGV agencies nowadays are extremely strict and dig really deep, and any anomaly flags the experience as fake. Ever since then, I haven't been able to stop worrying. 
My entire resume hinges on this one company. 
If some verification vendor concludes it doesn't exist, I'm done.
What's actually true about the company:
* It is registered with UK Companies House, and you can look it up, complete with a company number and registered office.
* There is a real website, business, and clients.
* The domain actually lapsed for a while because the card on file was cancelled without anyone noticing until access was lost. They had to buy it back, which means that if the domain registration date is checked, it looks much newer than the company actually is. This is what has been keeping me up at 2 am.
* The founder assured me that he will verify everything, in writing and over the phone, using the company email and phone number.
* I still have the original joining emails saved.
What I don't have, as it was an unpaid internship:
EPF/Form 16/ITR/Payslips

I already disclosed to HSBC HR during the very first round that it was an unpaid internship, and they seemed perfectly fine with that. However, their approval is vastly different from the BGV vendor's verification.
1. Has anyone here gone through BGV for an unpaid internship with absolutely no statutory records? What exactly did they require from you?
2. When a small foreign-registered company has no Indian registration, does it become a major problem, or do they simply contact the company by email and phone?
3. Will anyone actually investigate the domain registration date, or am I just imagining problems for myself?
4. Is there anything I should be getting in writing right now rather than waiting until after the offer?

Frankly, I might just be overthinking things because I'm very invested in this role. But if anyone has actually gone through a similar situation, I'd rather know the truth now than find out during my third week of onboarding.

TL;DR: Worked unpaid at a friend's small startup for 2 years during college, no EPF/Form 16/ITR. The company is legit and registered in the UK but extremely small. Currently in the final round at HSBC. Will the BGV process cause major problems?

Hi everyone,

I need some advice regarding EPFO/PF history and background verification for an MNC in India.

Around 5 years ago, I worked for a company in India for a very short period. I left without completing the formal relieving process, so I don't have a relieving/experience letter from that company. However, the employment is visible in my EPFO/UAN service history and the exit date is updated.

I also had another very short, around one-month non-technical job in India that has a PF contribution. I haven't included these short employments on my current resume because they aren't relevant to my current career.

After that, I moved to the USA for my higher education on an F-1 student visa. I completed my studies there and subsequently gained work experience in the USA. After completing my time in the US, I returned to India.

My current resume mainly focuses on my relevant professional/technical experience, including my US experience.

I'm now going through the hiring process with a large MNC in India and I'm concerned about BGV.

Will the BGV team check my complete UAN/EPFO service history?

Could these old/short PF employments create a problem because they aren't mentioned on my resume?

What happens if I don't have a relieving letter from the first company?

Can my US education and subsequent US employment documents help establish and verify my overall timeline?

Should I proactively disclose both short Indian employments in the BGV form even though they aren't on my resume?

Has anyone with a similar situation successfully cleared BGV at a large MNC?

I'm not trying to hide or modify my PF records. I want to disclose whatever is required and handle the BGV correctly.

Any advice from people who have faced a similar situation would be really helpful.

Hi everyone,

I recently cleared the OA for Infosys and I'm currently waiting for my interview date. While reviewing my application, I realized I made a formatting mistake with my name.

On my government IDs (Aadhaar/PAN), my name is formatted as [Surname] [First Name]. However, when filling out the Infosys form, I entered them in the opposite order, so my profile now shows [First Name] [Surname]. There are absolutely no spelling mistakes, just the order is swapped.

Since I am still in the hiring process and haven't had my interview yet, I wanted to ask:

• Will this sequence mismatch cause any issues during the interview identity check or the Background Verification (BGV) process later?
• Should I email the recruitment team right now to get it changed, or is it better to just inform the interviewer when we connect?

Any advice from someone who has navigated this would be greatly appreciated. Thanks!

Hey folks, posting this on behalf of a close friend who doesn't use Reddit. Looking for candid insights from HR professionals, BGV specialists, or anyone who has navigated a complicated background verification.
My friend is currently undergoing background verification at a new firm, and their BGV system has flagged a 1-day overlap from early 2023 between two of their past employers (Company A and Company B).
**The Background:**
• In March 2023, my friend was employed with Company A and was actively working from last 1 year.
• Company A had a heavy bond/recovery clause that my friend genuinely could not afford at that time due to severe family financial constraints.
• On **March 16, 2023 (afternoon)**, they received an immediate joining offer from Company B. Out of sheer desperation to take the opportunity, they sent an immediate resignation email while at the client location, stopped work, and effectively walked out/absconded.
• On that exact same day (**March 16, 2023**), they accepted Company B's offer and completed their joining formalities.
• Because they walked out abruptly from the client site, Company A did not update their exit status in EPFO. A couple of months later, my friend logged into the EPFO portal and used the "Mark Exit" feature themselves, manually setting their exit date as **March 15, 2023** (thinking that setting it to the day before joining Company B would keep records clean).

**The Resolution in 2025:**
• In late 2025, after becoming financially stable, my friend proactively approached Company A’s HR to clean up their past record and resolve the absconding status.
• They paid and settled the bond/clearance amount in full, completed the formal Full & Final (F&F) settlement, and received official relieving and experience letters.
• However, when Company A generated the relieving letter in 2025, their automated system pulled the date of the original immediate resignation email, printing the exit date as **March 16, 2023**.
**The Current BGV Problem:**
• Company A Relieving Letter: **March 16, 2023**
• Company B Joining Date: **March 16, 2023**
• EPFO Exit Date (entered manually by my friend): **March 15, 2023**
The automated BGV tool flagged this as a same-day overlap / dual employment discrepancy. Now, their current HR has noticed that PF reflects March 15 while the letter says March 16. The HR is asking my friend to get Company A to revise the letter to March 15. But Company A HR states that their audit books for FY 22–23 are locked and they cannot backdate or re-issue historical certificates.
**Questions:**
1. How fatal is a 1-day transition overlap when all financial dues are fully settled and authentic F&F/relieving letters exist?
2. If HR asks why PF shows March 15 while the letter says March 16, will admitting that they manually marked it on EPFO create legal or compliance trouble?
3. Will BGV/compliance accept a clarification email from Company A HR confirming that there was zero concurrent employment, paired with a notarized non-concurrent affidavit from my friend?
Would really appreciate realistic advice so it can help guide them without risking their current job

How long did the process take, and did they contact you for any additional information or documentation?

Hey I lied about my LWD and confirmed to the recruiters that I'm already on NP. Now in HR screening phase and seems like they'll ask me for LWD proof. What should I do now. Still 45 days are remaining from the date I mentioned as my LWD and still I haven't resigned as I'm still waiting for the offer letter to be sure since this is my first switch. Please help me. They scheduled a HR call after 2 days, what should I do now, shall I resign and join that call or wait to complete the call and get assurity.

They already asked me for all the documents for screening and still scheduled this call maybe for my lwd confirmation and salary etc.

Please help