Hiring Faster—but Smarter: What Tech Leaders Often Miss in Scaling Talent
Hiring Faster—but Smarter: What Tech Leaders Often Miss in Scaling Talent
In today's tech landscape, the race to secure top talent is more intense than ever. Companies are expanding into new markets, launching innovative products, and scaling operations at unprecedented rates. Amid this growth, the pressure to hire swiftly is palpable. However, speed without due diligence can lead to costly missteps.
The real cost of poor hires isn't always financial
When we talk about bad hires, we often default to financial terms—lost productivity, onboarding costs, eventual severance. But these are surface symptoms. The deeper cost is momentum.
A single hire in a strategic team can stall a product roadmap. A misstep in a new market or region can undermine internal confidence in expansion plans. In roles tied to compliance, infrastructure, or security, the risks multiply, especially when hiring across multiple jurisdictions with different regulatory and compliance needs. And in today’s candidate-driven environment, even a slow or disjointed process can push the right people into the arms of competitors. According to the U.S. Department of Labor, a bad hire can cost up to 30% of the employee's first-year earnings. For a mid-level tech role, this translates to significant financial loss, not to mention the intangible costs like diminished team morale and productivity disruptions.
A poorly designed hiring experience can leave candidates confused about timelines, frustrated by opaque requirements, or simply disengaged. When it takes on average 44 days to appoint someone in a role, it’s unsurprising that having a positive candidate experience should be at the forefront of any HR professional’s mind.
And once a company earns a reputation for inefficiency or inconsistency, it lingers—particularly in tight-knit industry circles such as tech, where there is typically a lot of cross-over in staff. Studies reveal that 72% of candidates share negative hiring experiences online or with their networks, potentially deterring future applicants and affecting the employer brand.
Compliance ≠ confidence
A common misconception is that due diligence in hiring is about legal coverage. In reality, it’s about decision-making confidence. Legal compliance is the baseline. What hiring managers, HR leads, and business heads really need is enough information to make the right decision—quickly and without ambiguity.
That becomes more difficult when you’re hiring in unfamiliar markets, where norms around employment verification, criminal record checks, or reference standards differ dramatically. A practice that’s expected in one region may be impermissible in another. A document that looks legitimate to one team may mean little to another.
This is where fragmented systems and inconsistent workflows create vulnerability. A hiring manager can’t be expected to track the regulatory nuances of every country they hire into. Nor should recruiters spend hours manually verifying each candidate's history when those hours could be spent engaging with talent. What’s needed is a system that bridges this gap: something that preserves compliance but serves decision-making. Not more paperwork—but better signals.
What good looks like
The most effective hiring organisations aren’t focused on speed for its own sake. They focus on consistency, clarity, and the ability to make informed decisions under pressure.
They build processes that take into account local requirements across different jurisdictions. They ensure that hiring managers receive verified information that’s relevant, timely, and easy to interpret. And they make sure the candidate experience isn’t compromised in the process—because a disjointed workflow can lose good candidates, even before the offer stage.
This is where tools like Veremark come in—not to replace human oversight, but to simplify what’s complex and standardise what’s often inconsistent.
The platform lets hiring teams run role and country-specific checks without needing deep in-house knowledge of every region’s rules, therefore mitigating cross-border complications that hiring teams often run into, which can delay hiring. Candidate data is securely stored on the blockchain and is easily accessible and secure, so there’s no need to chase documents across different systems. Reports are structured and easy to scan, reducing back-and-forth and helping hiring managers understand what matters without delay.
It reduces manual work, adds guardrails around compliance, and makes the overall process more reliable and secure—especially when the volume of hiring increases.
The goal isn’t to take decisions away from people. It’s to give them the right information, at the right time, so they can act with confidence.
But the broader principle holds, regardless of platform: if your hiring process can't scale for trust, it's not built for growth.
Read More
%20(1).webp)
.webp)
.webp)
FAQs
FAQs
This depends on the industry and type of role you are recruiting for. To determine whether you need reference checks, identity checks, bankruptcy checks, civil background checks, credit checks for employment or any of the other background checks we offer, chat to our team of dedicated account managers.
Many industries have compliance-related employment check requirements. And even if your industry doesn’t, remember that your staff have access to assets and data that must be protected. When you employ a new staff member you need to be certain that they have the best interests of your business at heart. Carrying out comprehensive background checking helps mitigate risk and ensures a safer hiring decision.
Again, this depends on the type of checks you need. Simple identity checks can be carried out in as little as a few hours but a worldwide criminal background check for instance might take several weeks. A simple pre-employment check package takes around a week. Our account managers are specialists and can provide detailed information into which checks you need and how long they will take.
All Veremark checks are carried out online and digitally. This eliminates the need to collect, store and manage paper documents and information making the process faster, more efficient and ensures complete safety of candidate data and documents.
In a competitive marketplace, making the right hiring decisions is key to the success of your company. Employment background checks enables you to understand more about your candidates before making crucial decisions which can have either beneficial or catastrophic effects on your business.
Background checks not only provide useful insights into a candidate’s work history, skills and education, but they can also offer richer detail into someone’s personality and character traits. This gives you a huge advantage when considering who to hire. Background checking also ensures that candidates are legally allowed to carry out certain roles, failed criminal and credit checks could prevent them from working with vulnerable people or in a financial function.
Trusted by the world's best workplaces
APPROVED BY INDUSTRY EXPERTS
.png)
.png)
and Loved by reviewers
Transform your hiring process
Request a discovery session with one of our background screening experts today.
