Hire the real résumé.
Kavuka KYA confirms who the applicant is and what they declared — identity, education, professional credentials, experience consistency and conflict of interest — in minutes, integrated into your funnel, with the proportionality Brazilian labor courts require.
- Minutes
- validation inside the ATS
- At the source
- diplomas and credentials confirmed
- Per role
- profiles proportional to the role
- Pre-offer
- conflict of interest checked
Validation running inside the hiring funnel of high-volume, healthcare and technology companies — diplomas and professional credentials confirmed at the source, with results in minutes and legal proportionality per role.
You are about to send an offer. How much of the résumé that justified it is true?
The résumé that lies
69% of recruiters have already eliminated candidates for falsifications; inflated technical skills and fabricated experience are the No. 1 and No. 2 frauds — and the interview detects none of them.
The wrong hire
It costs 30% to 200% of the role’s annual salary — severance, replacement and lost productivity — and the critical role stays open while the mistake is undone.
The credential that does not exist
A fake diploma or professional license is the applicant’s crime and your risk: an unlicensed professional acts in your company’s name — direct civil and reputational liability.
Cost 75% of Brazilians admit inaccuracies in their résumé about education and experience (DNA Outplacement). Without validation, your next offer is a gamble — and the statistic hires for you.
Validation as a funnel stage, not parallel bureaucracy.
- 01
Integrate
KYA becomes a stage in your ATS (Gupy, Greenhouse and similar), triggered automatically at the process stage you define.
- 02
Validate
Identity with document, tax ID and biometrics; diplomas, professional councils and history cross-checked at the source — in minutes, not days.
- 03
Flag
Inconsistencies and conflicts of interest reach the recruiter before the offer, with the candidate able to contextualize each finding.
- 04
Document
Per-process audit trail, with role-level proportionality and the legal basis recorded in every decision.
Every validation layer, proportional to the role
The candidate is treated as a user, not a suspect. A single pipeline confirms what they declared and returns a structured result inside the ATS itself.
Identity and tax ID
Document + federal registry + biometrics in the flow
Ghost candidate
Biometrics with liveness in remote hiring
Diplomas and education
Authenticity confirmed with institutions
Professional credentials
Bar, medical, nursing and engineering councils at the source
Work history
Consistency of employment, roles and periods
Conflict of interest
Applicant’s holdings × competitors and suppliers
Legitimate background
Only under the labor-court doctrine
Native ATS stage
Stage-triggered, results back in the funnel
Who validates with Kavuka KYA
High volume
Retail, logistics, facilities and BPO: identity and consistency screening at scale, integrated into the ATS; drivers under the explicit labor-court exception.
Healthcare & Regulated professions
Credential validation (medical, nursing, bar, accounting, engineering councils) — the layer where fraud is a crime and the risk is to third parties.
Technology & Remote work
Identity in fully digital hiring (ghost candidate) and consistency of declared technical experience.
Finance & Fiduciary roles
Deep layers legitimized by the nature of the role; a natural bridge to KYE post-hire.
The proportionality labor courts require, codified in the product
KYA fully inherits the legal pillar of KYE: the labor-court proportionality doctrine, anti-discrimination law and data-protection law. Identity, education and credentials are validations of the truth of what the candidate declared; deep layers follow legal criteria per role. No national player has turned this ruler into a product configuration — KYA has.
- Proportionality per role: validation profiles tuned to the position, per the labor-court doctrine (legal provision, nature of the job or special fiduciary duty).
- Compliance with anti-discrimination law in hiring.
- Processing of applicant data on a legal basis and informed consent, per data-protection law.
- Respectful experience: the candidate is informed and can contextualize any finding before the decision.
- Per-hiring-process audit trail: every decision with rationale, source, date and legal basis.
The lie that used to surface only at onboarding now reaches the recruiter before the offer. We stopped finding out too late.
We validate medical registration and diploma at the source, in minutes, inside our ATS. In healthcare, that stopped being optional.
In remote hiring, biometrics ensure the person interviewed is the one who takes the job. We closed the ghost-candidate door.
Your next offer, without gambling.
See the validation running inside your ATS in 15 minutes, with a real role.
- For businesses only. No purchase commitment.
- Data used solely for commercial contact.
- Enterprise leads answered within 1 business day.
What KYA is and how to validate candidates without slowing the funnel
KYA (Know Your Applicant) is the structured validation of candidates during the hiring process: identity confirmation, authenticity of diplomas and professional credentials, consistency of declared history and, where legitimate, background checks — all inside the recruiting funnel, integrated into the ATS, before the offer. It is the pre-employment sibling of KYE: while KYE manages the human risk of the existing workforce, KYA acts before the hire, at the speed and volume of selection, tackling the number-one problem of Brazilian recruiting: the résumé that lies.
Résumé lying is endemic. In the Robert Half Confidence Index, more than 69% of Brazilian recruiters admitted having eliminated candidates for inconsistencies or falsifications — concentrated precisely where it matters: about 51% identified exaggeration of technical skills and 48% found falsification of professional experience, including fabricated roles. A DNA Outplacement survey indicates that 75% of Brazilians do not tell the truth on their résumé about education and experience. And there is the criminal frontier: forging a diploma or professional credential is a crime and grounds for dismissal for misconduct. The interview detects none of this; structured validation does.
A complete KYA operates in layers, always proportional to the role. Identity confirms the candidate is who they claim — document, tax ID at the federal registry and biometrics when the flow is digital, blocking the ghost candidate of remote hiring. Education and credentials verify the authenticity of diplomas and the validity of professional councils — the layer where the crime lives. Work history cross-checks declared employment, roles and periods against objective sources. Conflict of interest matches the applicant’s corporate holdings with competitors and suppliers, before the offer. And background checks enter only under the labor-court doctrine — legal provision, nature of the job or special fiduciary duty. All triggered by ATS stage, with results in minutes.
The ATS integration is not a feature — it is the product: validation outside the funnel dies, and the candidate experience is simultaneously an employer-brand differentiator and legal protection. Good validation attracts serious candidates, who prefer serious processes. Combined with the psychometric layer of the Kavuka HR portfolio (Big Five, DISC, GUÉP Human Score), the picture is complete: KYA confirms the declared past, the assessment predicts future fit, and KYE assumes human risk after the hire. The takeaway is direct: hire what was promised. The offer goes out with identity, education, credentials and history confirmed — at funnel speed, with the proportionality the law requires.
What is the difference between KYA, KYE and Background Check?
Background Check is the records-investigation engine. KYA applies that engine to the hiring process — identity, education, credentials and history, before the offer, inside the ATS. KYE takes over after the hire: workforce risk, ongoing conflict of interest and monitoring of sensitive roles. Together they cover the full lifecycle of a person at the company.
Is it legal to verify candidates in Brazil?
Yes, with proportionality. Identity, education and professional credentials are validations of the truth of what the candidate declared. Deep layers (such as background checks) follow the labor-court doctrine: only with a legal provision or when the nature of the role and special fiduciary duty justify it. KYA codifies this ruler into per-role profiles.
Does validation slow down the hiring process?
No. Integrated into the ATS, it runs in minutes at the stage you define — replacing days of manual diploma and reference checking. In practice, time-to-hire drops.
How does diploma and professional credential validation work?
Education is confirmed against the institutions’ databases and credentials (bar, medical, nursing, engineering, accounting and other councils) are checked at the source, with active status and good standing — the layer where fraud constitutes a crime and the company’s risk is greatest.
What about the candidate experience during validation?
Transparent and respectful: the candidate is informed, consents per data-protection law and can contextualize any finding before the decision. Good validation improves the employer brand — serious candidates prefer serious processes.
Does KYA detect the ghost candidate in remote hiring?
Yes. The identity layer — document, tax ID and biometrics with liveness in the digital flow — ensures the person interviewed is the person hired, closing the growing fraud of remote recruiting.
How does KYA integrate with my ATS?
Via API and native integrations with the main recruiting platforms (Gupy, Greenhouse and similar). Validation becomes a funnel stage, triggered automatically by stage, with results back in the ATS itself. Implementation in a few days, with dedicated Customer Success.
Related solutions
Know Your Customer
Customer identification and validation: confirms identity, validates documents, assesses risk and prevents fraud and money laundering.
Know Your Business
Business validation: tax ID, ownership structure, revenue, activity code, address, fiscal status and ultimate beneficial owners.
Know Your Employee
Employee analysis for hiring, internal compliance, investigation and corporate security.
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