September 2025 updates: speed and clarity for your teams

This month we focused on two things that matter every day: making the app easier to use and removing stalls that slow hiring down. You will see a refreshed client experience, automatic nudges that keep candidates moving, simpler choices in the candidate forms, and more flexible Global Sanctions options so you only run what you need.

Client app rebrand

The update
The client app now has a cleaner visual system aligned to our website. Typography, spacing, and contrast have been tuned for readability, and high-traffic screens such as case lists and onboarding have been streamlined.

Where you will see it

• Clearer navigation labels and more predictable button placement
• Tighter page layouts that surface the most-used actions first
• Faster feel in common flows like creating an order and reviewing results

The benefit
Lower cognitive load and fewer misclicks. Teams pick up the right action faster without relearning where things live.

Good to know
Nothing changes about your permissions or data. It is the same app with a more legible coat of paint.

Client notifications for unresponsive candidates

The update
If a candidate has not started their form, clients now receive automatic reminders at 7, 14, and 21 days before a request expires.

Where you will see it

• Email notifications to the client user who initiated the request
• Wording adjusts to the time remaining, with a clear call to follow up or resend

The benefit
Fewer expiries and steadier throughput. Because charges occur after form submission, this also protects revenue timing.

Example
A request at risk of expiring in 7 days triggers a “last-week” reminder so your team can nudge the candidate or resend the link without waiting for support.

Simpler “skip employment” choice for candidates

The update
We replaced three similar “skip” options with one clear choice: “I have no additional employment history to provide.” It covers fresh graduates and candidates with fewer years of history than requested.

Where you will see it

• Employment history step in the candidate flow
• The single choice replaces “Not employed,” “Prefer not to say,” and other look-alike options

The benefit
Fewer Missing Information (MI) loops caused by the wrong skip reason. Recruiters stop chasing candidates for details that are not required.

Example
If you ask for five years of history and the candidate only has three, they can submit confidently with the single option and the case moves forward without MI.

Clearer academic-check questions

The update
We tightened the wording and logic so candidates give the right education information the first time:

• The question now asks, “Have you completed any education after secondary/high school (for example university, college)?”
• A tooltip explains that vocational courses are separate from formal academic qualifications
• If the answer is “No,” the section auto-completes with a clear note for auditors
• If “Yes,” we collect only the highest completed level and require the transcript or certificate upload where applicable
• Removed the “lost or stolen” document option that caused dead ends

The benefit
Better first-time accuracy and fewer MI requests. This step was a high contributor to MI, so clarifying it removes a frequent source of delay.

Example
A candidate with a diploma and a degree now uploads only the degree certificate or transcript. The app enforces the upload so Ops does not need to request it later.

Global Sanctions options you can tailor

The update
Global Sanctions is now three distinct choices, all fully automated, so you can align checks to role risk and policy:

1. Global Sanctions and PEP — sanctions, watchlists, and politically exposed persons ($23/credits)
2. Global Sanctions and Watchlists — sanctions and watchlists only ($15/credits)
3. Global Politically Exposed Persons — PEP only ($8/credits)

Where you will see it

• Three clearly named options in the check picker
• Pricing shown per option for easier approval and audit trails

How to choose

• Use Sanctions and Watchlists for lower-risk roles that do not require PEP screening
• Use PEP only when you already cover sanctions elsewhere but need PEP visibility
• Use Sanctions and PEP for higher-risk or regulated roles where full coverage is expected

The benefit
You run only what is needed per role or jurisdiction, keep reports focused, and control cost without any extra manual work.

Need a hand

If you want a quick walkthrough of these changes or help mapping the right Global Sanctions option to your roles, reach out to your respective customer success managers for help.

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