The incident never asks if they were a full-time employee.
Kavuka Workforce Screening screens the entire workforce — internal and third-party — in three modes: at entry (pre-hire, any contract type), in cycle (periodic re-verification by criticality) and continuous (event-based monitoring). All on the legal framework inherited from KYE: proportionality of Brazilian labor-court doctrine codified by role, with data-protection law and a full audit trail.
- Employees + contractors
- in a single pipeline
- Thousands
- of screenings per month
- By criticality
- periodic re-verification
- Event-based
- continuous monitoring
Pipeline in production screening extended workforces — employees, contractors and temps — for facilities, retail and logistics operations: thousands of screenings per month, with a per-screening audit trail and per-contract coverage reporting.
A verified payroll with the extended workforce in the dark is protection by half — and the unprotected half is precisely the one with the highest turnover.
The uniformed contractor nobody screened
The contractor at the client site, the promoter in the store, the temp in the warehouse carry your brand just like a full employee — and Brazilian labor law assigns the hiring company liabilities that only evidence-based management can mitigate.
The check that aged out with turnover
In the country with the highest turnover in the world (sectors above 80% a year), the workforce churns so fast that a pre-hire check becomes a snapshot of a team that has already left.
The client asking for evidence on the allocated team
The corporate client demands evidence that the allocated team was screened — and an inconsistent standard across contract types has no ready answer, putting the contract and its renewal at risk.
Cost In the country of record-breaking turnover, a check that does not renew is a photograph of a team that has already changed. The extended workforce — contractors, third parties and temps — concentrates most of the risk and churn, yet remains unaddressed in a Brazilian screening market still stuck on pre-hire checks centered on full-time staff.
From policy to the entire workforce, at operational speed.
- 01
Standardize
The per-role and per-contract policy, inherited from the KYE matrix: proportionality of labor-court doctrine codified — proportional and defensible.
- 02
Screen
The pre-hire pipeline extended to any contract type — identity, records and proportional history — at a scale of thousands per month, integrated with your ATS.
- 03
Re-verify
The scheduled cycle by criticality: sensitive roles re-assessed in a shorter window, showing only the delta — what changed since the last screening.
- 04
Monitor
A relevant new fact becomes an alert proportional to the role and grounded in law — instead of the company finding out at annual renewal, or in the incident.
The pipeline that covers every badge
A single operation processes employees, contractors, third parties and temps across all three modes — pre-hire, periodic and continuous — and returns demonstrable coverage by role, contract type and contract.
Pre-hire screening
Any contract: employee, contractor, third party, temp
Periodic re-verification
Cycle by role criticality, with the delta
Continuous monitoring
Event-based alert, proportional and lawful
Extended workforce
Contractor and third party on the same standard
Per-role standard
Labor-court proportionality codified
Relationship graph
The graph data-lookup players lack
Per-contract evidence
Coverage report for the allocated team
Operational scale
Batches of thousands with results in hours
Who operates with Kavuka Workforce Screening
Facilities, Security & Cleaning
The workforce allocated to clients — the screening evidence the contract demands, by team and by contract.
Retail & Logistics
Turnover above 80% and seasonal waves — mass screening at campaign speed, integrated with your ATS.
Healthcare & Education
Care roles (explicit cases under labor-court doctrine) with periodic re-verification by criticality.
Industry, Shutdowns & Sites
The surge of third parties mobilized in weeks — supplier liability managed with data, not faith in the vendor.
The protection that covers the entire workforce
Workforce Screening inherits the legal framework from KYE: proportionality of labor-court doctrine codified by role, handled for data-protection law from the first screening. Screening those who operate in your name — employee or not — is defensible because it is proportional, documented and renewed.
- Labor-court proportionality by role: screening tuned to the criticality of the position (avoiding risk in both directions — too little and too much).
- Brazilian supplier-liability doctrine: the hiring company’s responsibility over outsourced labor managed with evidence, not faith in the vendor.
- Lawful basis for continuous monitoring: the documentable legitimate interest of the hiring company over those acting on its behalf, with purpose and proportionality.
- Per-contract evidence: a coverage report on the allocated team, ready for the corporate client who requires it.
- Per-screening audit trail: every decision with rationale, source and date — a demonstrable program.
We had employees verified and contractors in the dark. Now the entire workforce goes through the same standard — and the per-contract coverage report is already part of our client proposal.
The workforce churned 50% a year and the pre-hire check could not keep up. With criticality-based re-verification and continuous monitoring, coverage stopped aging out.
The seasonal peak was ungovernable with manual screening. The pipeline processed thousands in one campaign, integrated with our ATS, without sinking the HR team.
How much of your extended workforce is verified — and current?
In 15 minutes you discover the real coverage of your entire workforce, by contract type and by contract, and see the three-mode pipeline running on your scenario.
- For businesses only. No purchase commitment.
- Data used solely for commercial contact.
- Enterprise leads answered within 1 business day.
What Workforce Screening is and why to extend it
Workforce Screening is the at-scale screening of the extended workforce: not just full-time staff, but the complete organism operating under the company’s badge — contractors, third parties, temps, promoters, last-mile partners and the gig workforce. The incident never asks the contract type: the contractor at the client, the promoter in the store, the temp in the distribution center carry the company’s brand exactly like an internal employee. Screening only full-time staff, then, is protection by half — and the unprotected half is usually the one with the highest turnover and the greatest exposure.
In the Kavuka portfolio, three solutions are distinguished by function: KYE is the program — the human-risk policy, proportionality and governance; KYA is the door — the candidate in the hiring funnel; and Workforce Screening is the at-scale operation — the pipeline processing thousands of screenings per month. It operates in the three modes established by the global category: pre-hire (entry, for any contract type), periodic (scheduled re-verification by role criticality) and continuous (event-based monitoring — the alert when something changes). All under the legal framework inherited from KYE: labor-court proportionality codified by role, with data-protection law and a full audit trail.
The global category was redefined by the shift from pre-hire to post-hire. Players like First Advantage and Sterling built, on top of hundreds of millions of annual checks, the thesis of continuous screening — monitoring the workforce as a recurring subscription, on the premise that a pre-hire check is a photograph, not a film. Checkr took that model to gig work at platform scale. In Brazil, however, screening remains pre-hire and centered on full-time staff: the extended workforce — most of the risk and churn — has no product. Kavuka enters precisely this blue ocean, with the three-mode pipeline on the legal framework it already codified in KYE, and with relationship-graph reading (corporate and relational links) that mere data-lookup players do not offer.
Extending screening is not surveilling people: it is managing the risk of those acting on the company’s behalf, with proportionality and a lawful basis. The service buyer has a documentable legitimate interest in screening whoever wears its uniform, and Brazilian supplier-liability doctrine assigns it responsibilities that only evidence-based management can mitigate. The synthesis for the operation is direct: whoever wears your badge — employee or not — goes through the same standard, always current. The result is zero blind spots across contract types, a workforce kept renewed despite churn, and the per-contract evidence the corporate client and legal team expect to find.
What is the difference between Workforce Screening, KYE and KYA?
KYA screens the candidate in the hiring funnel; KYE is the human-risk program for the workforce (policy, proportionality, governance); Workforce Screening is the at-scale operation across the three modes — pre-hire, periodic and continuous — extended to every contract type: employee, contractor, third party and temp.
Can I screen contractors and third parties?
Yes — with a standard proportional to the role (the same legal matrix as KYE) and an adequate contractual basis. The hiring company has a documentable legitimate interest in screening those operating in its name, and Brazilian supplier-liability doctrine assigns responsibilities that only evidence-based management can mitigate.
What is continuous screening?
It is event-based monitoring of the workforce: when a relevant new fact arises for the role (always within proportional limits), the alert arrives — instead of the company finding out at annual renewal, or in the incident. It is the model the global category established and the product’s recurring revenue.
How does periodic re-verification work?
By criticality: each role has its own cycle (sensitive roles, shorter), and the re-verification shows the delta — what changed since the last one — instead of redoing everything. It is efficiency with coverage.
Can it handle the volume of a seasonal campaign?
Yes — the pipeline processes batches of thousands with results in hours, integrated with the ATS and third-party management systems. Retail and logistics seasonality is the solution’s original use case.
How does Workforce Screening integrate with my current operation?
Via a documented REST API and integration with the ATS and third-party management systems, or in batch by spreadsheet for the existing base. The per-role policy is configured once and governs all contract types, with dedicated Customer Success.
What is the difference between Workforce Screening and Background Check?
Background Check is the structured investigation of records at a specific point in time. Workforce Screening is the continuous operation that extends that investigation to the entire workforce — internal and third-party — across the three modes: pre-hire, periodic and continuous. The solutions complement each other on the Kavuka platform.
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