Executive Background Investigations

Evidence to inform a senior appointment

Falcone International conducts executive background investigations for organizations assessing senior hires, board appointments and other positions of responsibility. We examine relevant claims, records and relationships within an agreed scope, helping the decision-maker understand what is established and what remains uncertain.

The work begins with the role and the questions that could affect the appointment. We discuss the jurisdictions, sources, timetable and applicable requirements before deciding which inquiries are appropriate. The organization retains responsibility for the appointment decision.

What the investigation can examine

• Career and credentials: Material employment, qualification and professional-registration claims, including the responsibilities behind a claimed achievement.
• Business interests: Relevant directorships, ownership information and relationships that may require disclosure or further examination.
• Records and proceedings: Relevant regulatory and court material where access and use are lawful, with attention to identity, dates and procedural outcomes.
• References and reporting: Appropriately scoped interviews and relevant public information, distinguishing direct knowledge, opinion and unverified claims.

Source availability differs between jurisdictions. We assess what can be researched and identify limits in the evidence rather than promising that every part of a person's history can be established.

What you receive

The reporting scope should address the questions agreed at the outset and distinguish verified information from unresolved discrepancies or allegations. Findings need sufficient source context for the reader to understand their relevance to the proposed responsibilities.

The report should also explain material gaps: unavailable records, uncertain identity matches or matters requiring further verification. Where a candidate's response is appropriate, it should inform the assessment rather than being treated as a formality. An investigation cannot guarantee future conduct or certify that no undisclosed issue exists.

Agree a proportionate and lawful scope

Background work should address a defined need connected to the role. Relevant employment and privacy requirements, candidate notices or permissions, and any restrictions on records or source contact need to be considered before collection begins.

For US employment reports, the FTC and EEOC guidance explains disclosure, authorization and adverse-action requirements that may apply, alongside nondiscrimination rules. Our guide to scope, evidence and limits also links to UK guidance and explains why the jurisdiction and use of a report matter. Agree the requirements for your engagement with your employment or privacy advisers.

How the engagement runs

We agree the questions and scope, examine the relevant records and sources, and assess the findings before reporting. The available time, jurisdictions and source access determine what can be completed and what may remain open.

Questions about executive background checks

Can you confirm whether a candidate is suitable?

We provide investigative findings relevant to the agreed brief. Suitability and the hiring decision remain with the organization, informed by the role, the wider selection process and applicable requirements.

Can you investigate across borders?

We undertake domestic and international inquiries, with scope determined by lawful access, local records and source availability. A cross-border engagement needs a clear account of the jurisdictions covered and any remaining limitations.

Do interviews establish whether someone is being deceptive?

An interview can identify claims or discrepancies for further verification. Behavior alone does not establish deception, and an uncorroborated allegation should not be presented as a verified fact.

How long does an investigation take?

The timetable depends on the agreed scope, jurisdictions, records and source responses. Share the appointment deadline at the outset so we can discuss what is achievable and which questions might require more time.

What should we provide initially?

A description of the role, the decision timetable, relevant jurisdictions and the specific questions to resolve. We can agree how candidate information and supporting documents should be provided after the scope is understood.

For a practical checklist, read what an executive background investigation covers. If the appointment is part of an investment, our pre-investment due-diligence service can address the wider transaction.