About Symhas

Symhas is a US-based cloud consulting and staffing company supporting clients across technology, cloud, AI, data, ERP, and other enterprise technology areas. As we scale our staffing business, we are strengthening our candidate verification and compliance function to ensure that every candidate submitted to a client has been thoroughly screened, documented, and independently verified.

Who This Role Is For

This is a specialist verification and risk role for someone with deep, hands-on expertise in three areas: (1) US background checks, (2) immigration and work-authorization verification, and (3) detection of employment, education, and identity fraud. If your career has been spent catching fabricated resumes, forged documents, fake references, and questionable work-authorization claims — and standing firm on them under pressure — this role is built for you.

Position Details

- Location: Chennai, Tamil Nadu, India
- Employment Type: Full-Time
- Experience: 10+ years required, with deep experience across background checks, immigration/work authorization, and employment/education fraud detection
- Reports To: Head of HR / Operations

Role Overview

The US Staffing Compliance & Verification Manager will own the final candidate verification and clearance process before any candidate is submitted to a Symhas client. This is an independent quality-control and risk-management role. The person will work closely with recruiters and account managers but will operate independently from recruiting to ensure that candidates are not submitted based solely on recruiter representations.

The primary objective is simple: no candidate should reach a client until Symhas has reasonable, documented evidence that the candidate is who they claim to be, their employment and qualifications are legitimate, their work authorization is valid, their documentation is consistent, and all required compliance checks have been completed.

Key Responsibilities

1. Candidate Credential Verification

- Review candidate resumes, applications, and supporting documentation.
- Reconcile information across resume, application, LinkedIn/profile information, and interview records.
- Verify employment history, including employer, dates of employment, and job titles.
- Verify educational qualifications and professional certifications.
- Identify unexplained employment gaps and material inconsistencies.
- Independently validate references rather than relying solely on contact information provided by the candidate.

2. Immigration & Work-Authorization Verification

- Independently verify US work-authorization status and supporting documentation across visa and status categories (e.g., H-1B, L-1, OPT/CPT/STEM OPT, EAD, Green Card, TN, US Citizen).
- Review right-to-represent, work-authorization letters, and status documents for authenticity, validity dates, and internal consistency.
- Detect altered, expired, mismatched, or fraudulent immigration and identity documents (e.g., forged EADs, inconsistent SSN/authorization, altered I-20s or visa stamps).
- Coordinate I-9 and E-Verify processes where applicable and escalate complex work-authorization questions to appropriate legal/HR resources.
- Ensure work-authorization representations by recruiters or candidates are independently confirmed before submission.

3.



Fraud Detection & Investigation

- Act as the organization's expert in identifying employment, education, and identity fraud in candidate submissions.
- Detect fabricated employers, "paper" companies, and shell references created to inflate experience.
- Identify forged or altered documents — degrees, certifications, offer letters, pay stubs, work-authorization documents, and IDs.
- Uncover misrepresented job titles, exaggerated tenure, overlapping/impossible timelines, and duplicated or "borrowed" resumes.
- Independently validate references and detect coached, fake, or self-referential references.
- Investigate identity discrepancies and possible candidate substitution (e.g., proxy interviews, mismatched identities).
- Document findings clearly and escalate suspected fraud with supporting evidence.

4. Background & Compliance Checks

- Coordinate and review US background checks through approved third-party screening providers.
- Coordinate employment and education verification.
- Manage drug screening and other client-required checks where applicable.
- Ensure required candidate disclosures, authorizations, and documentation are completed.
- Maintain compliance with applicable US employment and background-screening requirements, including FCRA-aligned processes.
- Ensure client-specific compliance requirements are completed before submission or onboarding.

5. Candidate Document Quality Control

The Manager will act as the final document-quality gate before client submission, reviewing for resume accuracy and consistency; employment dates, job titles, and employer names; education and certifications; work authorization and background-check status; references and candidate identification; and required onboarding and client/VMS-specific documentation. The Manager must be able to spot obvious and subtle signs of resume manipulation, fabricated experience, altered documents, inconsistent employment history, questionable references, identity discrepancies, and misrepresentation of certifications or qualifications.

6. Candidate Clearance

- Establish and maintain a formal CLEARED / HOLD / REJECT process. A candidate should only be released for client submission after all mandatory checks are completed.
- Authority to place a candidate on HOLD when information cannot be independently verified, material discrepancies exist or required documentation is missing, background or credential verification is incomplete, candidate information or documents appear potentially fraudulent, work authorization requires further review, or client-specific requirements have not been satisfied.
- Recruiting or sales pressure should not override a compliance hold.

7. Audit & Record Keeping

- Maintain a complete candidate verification file and ensure results are properly recorded.
- Maintain audit trails showing who performed each verification and when.
- Maintain candidate compliance status within the ATS/HRIS or designated system.




- Conduct periodic audits of previously submitted candidates.
- Develop and improve standardized verification checklists and procedures.
- Report recurring fraud patterns or recruiter/process issues to management.

8. Staffing & VMS Compliance

Experience with US staffing environments is strongly preferred. The candidate should be comfortable working with VMS/MSP environments, staffing vendors, and prime vendors; client onboarding portals and contractor onboarding; and US staffing documentation and client-specific compliance requirements. Experience with platforms such as Fieldglass, Beeline, or similar VMS systems is a plus.

Required Experience

- 10+ years in US HR, staffing compliance, candidate onboarding, credentialing, background verification, or related functions.
- Deep, hands-on experience conducting US background checks and coordinating third-party screening, employment, and education verification.
- Strong immigration and work-authorization verification experience, including reviewing visa/status documents (H-1B, L-1, OPT/CPT/STEM OPT, EAD, Green Card, TN) and I-9/E-Verify.
- Proven fraud-detection experience — identifying fabricated employers, forged or altered documents, fake references, misrepresented experience, and identity discrepancies.
- Strong documentation and audit skills, with the ability to build evidence for HOLD/REJECT decisions.
- Excellent attention to detail, with the ability to work independently and challenge information when necessary.
- Solid written and verbal communication skills.

Preferred Experience

- Staffing agency or IT staffing experience.
- MSP/VMS experience, particularly managing candidate compliance for technology consultants.
- Experience with background screening vendors, employment/education verification, and investigating candidate discrepancies or fraud.
- Familiarity with FCRA and US employment screening requirements.
- Experience working with US clients and enterprise staffing programs.
- Experience with ATS/HRIS systems.

Important Behavioral Requirement

This is not a traditional recruiting position. The successful candidate must be comfortable saying: "We cannot submit this candidate until this discrepancy is resolved," even when the recruiter or account manager is under pressure to fill a client requirement. The person must be objective, detail-oriented, and willing to challenge information rather than simply process paperwork.

Success Metrics

- Percentage of candidates fully verified before submission and verification turnaround time.
- Documentation accuracy and the number of discrepancies and fraud cases identified before client submission.
- Background/credentialing completion rate and compliance audit performance.
- Reduction in client-reported candidate discrepancies, fraud, and misrepresentation incidents.
- Zero preventable compliance failures caused by incomplete verification.

Core Principle

Recruiter finds → Compliance verifies → Technical capability is validated → Compliance clears → Account Manager submits → Client interviews. The objective is to protect Symhas's clients, reputation, contracts, and long-term relationships by ensuring that every candidate submitted represents a credible, properly authorized, and properly documented professional.

📌 US Staffing Compliance & Verification Manager – Background, Immigration & Fraud (Freelance) (India)
🏢 Symhas
📍 India