Verified
Evidence has been checked against the agreed scope.
How HumanVerified.cv works
The process is designed to show what has been checked, what remains uncertain and who actually verified the human.
1. Define the role or candidate goal
We agree what matters, what risk needs reducing, and what evidence is proportionate.
2. Gather evidence
CV, documents, work samples, certification links, structured answers and relevant context are collected only for the agreed purpose.
3. Human review
Technology may help with workflow and consistency. Suitability judgement is not handed to a black box.
4. Produce the evidence pack
The output separates verified, partially verified, candidate-declared, unverified, conflicting and follow-up-required claims.
5. Decide with fewer unknowns
Employers get better evidence before interview. Candidates get fairer representation than a self-certified CV.
Evidence status labels
These labels are used on verification packs and sample outputs. They are not decorative badges; they tell the hiring team what can and cannot be relied on.
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.
Limitations
Verification reduces uncertainty. It does not guarantee future performance, cultural fit, formal clearance, statutory right-to-work status or the truth of any claim beyond the evidence actually reviewed.