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Background checks, compliance screening, due diligence, data privacy, turnaround times, pricing, and the Philippine regulatory requirements that affect how we work. If you cannot find your answer here, our team is one message away.

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About Vanguard (5)

Who we are, what we do, and why Philippine and APAC organizations work with us.
What is Vanguard Screening Solutions?
Vanguard Screening Solutions is one of Asia-Pacific’s largest background verification and employment screening providers. Founded in the Philippines in 2010, we help organizations across banking, BPO, healthcare, government, and other industries make safe, compliant, and confident hiring decisions. We are ISO 27001:2013 certified, a member of the Professional Background Screeners Association (PBSA), and have processed over one million background checks across 180 countries.
Three things set us apart. First, we are one of only a handful of background screening companies worldwide certified to ISO 27001:2013, meaning your candidate data is protected by the same security standards used by global financial institutions. Second, we have genuine on-the-ground expertise in the Philippines — we understand NBI clearances, PRC registries, TESDA records, Philippine court systems, and the manual database realities that make local verification harder than it looks. Third, every client gets a dedicated account specialist, not a ticketing queue. You work with a named person who knows your account, your roles, and your timelines.
We serve organizations across banking and financial services, BPO and outsourcing, healthcare and pharmaceuticals, education, government, SMEs, multinationals, and professional services and law firms. Each industry has different compliance requirements and risk profiles. We build screening packages around your specific regulatory environment rather than applying a one-size-fits-all checklist.
Yes. Vanguard was founded in the Philippines in 2010 by a team with backgrounds in risk management, intelligence, HR, and information technology. Our headquarters is at 10F The Belvedere Tower, 15 San Miguel Avenue, Pasig City. We also have a presence in Singapore. We are an active member of IBPAP, PMAP, CMAP, and SHRI, in addition to the global PBSA.
Reach out through our Contact page or click Request a Quote on any service page. A dedicated account specialist will contact you within one business day to understand your hiring volume, industry, and the roles you are screening for. We will recommend the right package, walk you through requirements, and handle the setup. Most clients are ready to place their first order within three to five business days of initial contact.

About Vanguard (5)

Who we are, what we do, and why Philippine and APAC organizations work with us.
What is Vanguard Screening Solutions?
Vanguard Screening Solutions is one of Asia-Pacific’s largest background verification and employment screening providers. Founded in the Philippines in 2010, we help organizations across banking, BPO, healthcare, government, and other industries make safe, compliant, and confident hiring decisions. We are ISO 27001:2013 certified, a member of the Professional Background Screeners Association (PBSA), and have processed over one million background checks across 180 countries.
Three things set us apart. First, we are one of only a handful of background screening companies worldwide certified to ISO 27001:2013, meaning your candidate data is protected by the same security standards used by global financial institutions. Second, we have genuine on-the-ground expertise in the Philippines — we understand NBI clearances, PRC registries, TESDA records, Philippine court systems, and the manual database realities that make local verification harder than it looks. Third, every client gets a dedicated account specialist, not a ticketing queue. You work with a named person who knows your account, your roles, and your timelines.
We serve organizations across banking and financial services, BPO and outsourcing, healthcare and pharmaceuticals, education, government, SMEs, multinationals, and professional services and law firms. Each industry has different compliance requirements and risk profiles. We build screening packages around your specific regulatory environment rather than applying a one-size-fits-all checklist.
Yes. Vanguard was founded in the Philippines in 2010 by a team with backgrounds in risk management, intelligence, HR, and information technology. Our headquarters is at 10F The Belvedere Tower, 15 San Miguel Avenue, Pasig City. We also have a presence in Singapore. We are an active member of IBPAP, PMAP, CMAP, and SHRI, in addition to the global PBSA.
Reach out through our Contact page or click Request a Quote on any service page. A dedicated account specialist will contact you within one business day to understand your hiring volume, industry, and the roles you are screening for. We will recommend the right package, walk you through requirements, and handle the setup. Most clients are ready to place their first order within three to five business days of initial contact.

background checks (7)

What we verify, how we verify it, and what to expect from your reports.
What does a background check include?
Our background checks are role-based and customizable, but typically include some combination of the following: employment history verification with previous employers, education and credential verification directly with institutions, professional license verification with PRC and TESDA where applicable, criminal record checks including NBI context and court records where relevant, identity verification, reference checks focused on performance and conduct, address verification, and public records and global database search. We recommend checks based on the role’s risk profile, not a fixed checklist.
Standard pre-employment background checks for most roles complete in three to five business days. Checks requiring multiple sources, overseas verification, or court records research may take seven to ten business days. We set a clear turnaround expectation before every order so your hiring timeline is not disrupted.
Yes, and we recommend it for most roles. An NBI clearance confirms that no current derogatory record exists in the NBI database at the time of issuance. It does not cover Regional Trial Court or Municipal Trial Court records, dismissed cases, or cases filed after the clearance date. For roles with higher access, compliance, or safety requirements, we supplement NBI clearance with court records searches, employment verification, and credential checks that surface what the NBI alone cannot.
Yes. We verify professional licenses directly with the Professional Regulation Commission and, where applicable, TESDA. We confirm license status, license number accuracy, and validity period. This is particularly relevant for healthcare, engineering, accounting, and other licensed professions where credential misrepresentation is a real hiring risk.
Yes. We cover 180 countries. For candidates with international work or education history, we verify directly with institutions and employers in those countries through our international partner network. Turnaround times for overseas checks may be longer, and we communicate these expectations upfront.
We verify the employment periods we can confirm and flag unexplained gaps in our report. We do not interpret or adjudicate findings for you. Our reports present verified facts and source documentation. Your team makes the hiring decision based on the complete picture, including any gaps, with our findings as the evidence base.
Our reports are structured for decision-makers, not just compliance files. Each section covers what was checked, what was found, and the source and date of the finding. Look for three things: consistency between the report and the candidate’s stated history, relevance of any finding to the specific role’s risk, and clear source documentation that makes the result defensible if questioned. If you need help interpreting a specific finding, your dedicated account specialist is available to walk through it with you.

compliance screening (6)

AML, sanctions, PEP, adverse media, and regulatory database checks.
What is compliance screening and who needs it?
Compliance screening checks individuals and entities against global financial crime databases, sanctions lists, watchlists, and adverse media sources. It is required by regulators for onboarding in banking and financial services, and is increasingly expected by multinational clients from BPOs, healthcare providers, and professional services firms. In the Philippines, BSP AML and KYC requirements, AMLC reporting obligations, and SEC-related obligations all create compliance screening requirements for regulated organizations.
We check against OFAC, Interpol, UN consolidated sanctions lists, EU sanctions registers, AMLC lists, Politically Exposed Persons registers, adverse media databases, and other global and local compliance datasets. All databases are updated continuously. Every search result includes the database version and timestamp so your compliance records are always traceable and auditable.
A Politically Exposed Person, or PEP, is an individual who holds or has held a prominent public position, such as a government official, senior executive of a state-owned enterprise, or senior military or judicial official, as well as their close family members and associates. PEPs carry elevated financial crime risk under BSP and international AML standards because of their potential influence and access. We identify PEP status, family and associate connections, and related entity exposure, then provide enhanced due diligence documentation that meets your regulatory requirements for high-risk onboarding.
Yes. Compliance screening is not limited to employees. We screen business partners, vendors, suppliers, contractors, board members, and key personnel at partner organizations. For organizations with third-party risk management requirements, we can build ongoing monitoring programs so that compliance status is reviewed continuously, not just at onboarding.
Yes. Every compliance report includes the subject’s details, the databases checked, the results with source citations, the date and version of the database searched, and a complete decision trail. Reports are formatted to meet the documentation requirements of Philippine regulators, international auditors, and client compliance review teams.
The global watchlists and sanctions databases we check against are updated continuously. OFAC and UN lists are refreshed daily. Adverse media sources are monitored in near real-time. Philippine-specific databases including AMLC and local court records are updated on the schedules set by those agencies.

due diligence (5)

Vetting business partners, vendors, and key personnel before you commit.
What is due diligence and when do I need it?
Due diligence is an investigation into the background, ownership, financial stability, legal history, and affiliations of a business entity or individual before you enter a significant relationship with them. You need it when onboarding a new supplier, signing a franchise or joint venture agreement, approving a major vendor, acquiring a company, or investing in a business. In the Philippines, due diligence is increasingly expected by banks under BSP third-party risk requirements and by multinational clients with anti-bribery and anti-corruption obligations.
Our due diligence investigations can include public records and legal checks including court filings, litigation history, and regulatory actions; business registration and permit verification with SEC, DTI, or relevant government bodies; financial and ownership analysis including ultimate beneficial owners and solvency flags; affiliation and group checks to identify hidden relationships and conflicts of interest; and reputation and adverse media screening across global and Philippine-language sources. We also conduct custom investigations for complex transactions requiring discreet source inquiries or multi-jurisdictional research.
A standard due diligence check on a Philippine business entity typically takes five to ten business days. Complex multi-jurisdiction investigations involving international ownership structures or discreet inquiries may take two to four weeks. We set a clear timeline at the scoping stage so your deal or onboarding schedule is not disrupted.
Yes. Every finding in a Vanguard due diligence report is sourced from verifiable records, official databases, or documented inquiries. We cite the source, the access date, and the database version for every finding. Reports are structured to meet the documentation standards expected by Philippine and international legal and regulatory reviewers. If a finding is later disputed, the source trail is complete and retrievable.
All engagements are conducted under strict confidentiality protocols. Subject information is shared only with Vanguard personnel assigned to your case. Discreet inquiries are conducted without revealing the identity of the requesting party. All data is handled under our ISO 27001:2013 certified information security system and in compliance with the Philippine Data Privacy Act.

Workforce Support (5)

Visa processing, relocation, and HR support for international hires.
What does Workforce Support cover?
Our Workforce Support services handle the operational complexity of bringing people into the Philippines or relocating them across Asia-Pacific. This includes inbound and outbound visa and work permit processing including AEP and 9(g) applications, home search and school search for expat families, inbound and outbound freight and logistics, airport welcome and settling-in support, and end-to-end employee lifecycle management from onboarding to offboarding. We also offer business travel documentation support and allied HR services through our partner network.
We handle Alien Employment Permit (AEP) applications, 9(g) pre-arranged employment visa applications, Special Work Permits, and other relevant Philippine Bureau of Immigration and DOLE requirements. For outbound moves, we coordinate with partner networks in the destination country to manage local visa and work authorization requirements.
Yes. Dependent visa processing, school search for children, home search, and settling-in support for spouses and family members are core parts of our relocation service. A badly managed family relocation affects whether a key employee stays, regardless of how smooth the professional transition was. We treat family support as essential, not optional.
We support relocations to and from 180 countries, with the deepest expertise in Asia-Pacific destinations including the Philippines, Singapore, Malaysia, Indonesia, Japan, and Australia. For Philippine-based companies bringing in expats, we specialize in Bureau of Immigration and DOLE requirements. For relocations out of the Philippines, we coordinate with established partner networks in the destination country.
It happens. Philippine immigration requirements can change with relatively short notice, and individual circumstances such as a change in role, employer, or family status can affect documentation requirements mid-process. Because we maintain continuous oversight of each case, we identify changes early and adapt quickly. You will hear from us before the change creates a problem, not after.

Process & Turnaround (6)

How we work, what we need from you, and what to expect at each stage.
What information do I need to provide to start a check?
We need the candidate’s full name, date of birth, contact details, and documented consent. For employment and education verification, we also need the candidate to provide their previous employer and institution details. We guide candidates through the requirements with clear instructions so your HR team does not have to chase them.
Under Republic Act 10173, the Philippine Data Privacy Act, documented candidate consent is required before any check can begin. We collect this consent as part of our standard intake process and provide consent templates for your team to use. Consent is collected before any personal data is processed. We do not begin verification until proper consent documentation is in place.
Once we receive your order and all required candidate information, your dedicated account specialist confirms receipt and sets a turnaround expectation. Our verification team contacts sources directly. You receive status updates proactively and a completed report when verification is finalized. If anything requires clarification during the process, your specialist contacts you directly rather than waiting for the report.
We send candidates clear instructions and follow up on your behalf for a reasonable period. If a candidate consistently fails to submit required documents, we notify you so you can decide how to proceed with the hiring decision. We do not hold your order open indefinitely without communication.
Yes. We handle individual orders and bulk submissions. For high-volume clients, we can set up a streamlined intake process, including structured data templates, to reduce submission time and minimize errors. Contact your account specialist to discuss the most efficient workflow for your hiring volume.
Our reports are structured by check type, with a summary section and detailed findings per verification category. Each finding includes the source, the date the check was conducted, and the result. Reports are designed to be readable by HR managers and defensible to compliance officers and auditors. If you have a specific format requirement, let us know during onboarding.

Privacy & Security (6)

How we protect candidate data and how we comply with Philippine and international law.
Are you ISO 27001:2013 certified?
Yes. Vanguard is one of only a handful of background screening companies worldwide to hold ISO 27001:2013 certification for Information Security Management. This means our data handling processes are independently audited and verified to meet the leading global standard for information security. Your candidate data and company records are protected by the same framework used by global financial institutions.
Yes. All background checks are conducted in full compliance with Republic Act 10173. We collect documented candidate consent before initiating any check, process data only for the stated verification purpose, and handle all records in accordance with RA 10173 requirements. Candidates have the right to access their own data and to challenge inaccurate information under the law, and we support this process.
For clients who process EU citizen data, our procedures are consistent with GDPR principles including lawful basis for processing, data minimization, purpose limitation, and subject access rights. We are happy to discuss our data handling practices with your legal or compliance team if GDPR compliance documentation is required for your organization.
Results are shared only with your designated authorized contacts within your organization, such as your HR Manager, Talent Acquisition Lead, or Compliance Officer. We do not share results with the candidate’s current employer, third parties, or other clients. Unauthorized access requests are not fulfilled regardless of how they are framed.
Data retention periods are set in accordance with our ISO 27001:2013 certified data retention policy and RA 10173 requirements. Records are retained for the period necessary for the stated purpose and disposed of securely thereafter. Specific retention periods can be discussed with your account specialist during onboarding.
Our ISO 27001:2013 certified processes include incident response and breach notification procedures in accordance with NPC requirements under RA 10173 and applicable international standards. In the event of a confirmed breach affecting your data, we notify you promptly and follow the required notification and remediation protocols.

Pricing & Billing (5)

How our pricing works and what to expect when you get started.
How is pricing determined?
Pricing depends on the type of check, the scope of verification, and your hiring volume. Standard pre-employment background check packages are priced per candidate, with tiering for higher volumes. Compliance screening and due diligence investigations are priced based on scope and jurisdictions involved. We do not publish a fixed price list because packages are built around your specific roles and requirements. Contact us for a custom quote. Most clients receive a proposal within one to two business days.
Yes. We offer volume pricing for clients with ongoing hiring needs, including BPO companies with high-volume intake, healthcare providers with continuous credentialing requirements, and financial institutions with regular compliance screening obligations. Pricing is based on estimated monthly or annual volume and package scope. Contact us to discuss your volume and we will build a pricing structure that fits your budget and process.
We work with corporate clients on a standard invoicing basis. Payment terms are agreed during account setup and are typically net 15 or net 30 days. For clients requiring a formal purchase order process, we accommodate this within our standard billing workflow. Contact your dedicated account specialist to discuss billing arrangements specific to your organization.
Yes. We provide a written proposal at no cost before any commitment is made. Reach out through our Contact page or click Request a Quote on any service page. Your dedicated account specialist will discuss your needs, recommend the right package, and provide a detailed proposal. There is no obligation to proceed after receiving the quote.
We review pricing regularly with clients whose volumes change significantly, either upward or downward. If your hiring volume increases substantially, we will work with you to update your pricing tier accordingly. If your volume decreases, contact your account specialist to discuss your current usage and whether your package still fits your needs.

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Asia-Pacific’s trusted partner for secure, compliant, and fast background screening.

Quick Links

Philippines

Singapore

© 2026 Vanguard Screening Solutions, Inc. All rights reserved.

Privacy Policy   Terms of Service   Cookie Policy