Editor’s note
If you work in HR in India, you’ve probably felt this pain:
A background verification (BGV) that drags on for weeks
Confusing “Unable to verify” notes from vendors
Education checks stuck because a university won’t pick up the phone
Candidates almost losing offers because of careless reports
At HR Jobs Hub, we’ve seen this up close, not just from our community, but from Millow’s own story. One of Millow’s directors nearly lost a prestigious MNC job due to a faulty, careless background check done by a Big 4 firm.
That incident is a big reason Millow exists today, and why we pay attention when they challenge the way BGV is done in India.
In this guide, we’ll break down:
Why digital background verification is overtaking “phygital” checks in India
What makes Millow’s 12-hour digital BGV report and credit checks different
How Millow approaches senior management due diligence and discreet referencing
How their tech, document tampering checks and support help HR teams stay compliant and mitigate fraud
We’ll write this from HR Jobs Hub’s perspective as a curator and partner, not as Millow, so you can decide if they belong in your vendor shortlist.
TL;DR – Why We Like Millow for Digital Background Verification
From HR Jobs Hub’s vantage point:
Digital-first, not paperwork-first: Millow is built around digital background verification in India, using API-led checks, direct verification with authorities, and AI to cut turnaround time and errors vs traditional “phygital” (phone calls, paper, middlemen).
12-hour digital BGV report: For fast-turnaround cases, Millow offers a 12-hour digital BGV report that focuses on checks where digital data is reliable, ideal for pre-joining risk screens, early-stage offers, or mass hiring.
Profile Verification & doc tampering safeguards: Their Profile Verification Certificate (India) uses real-time digital verification of identity, employment and education with anti-forgery safeguards, designed to be tamper-proof and delivered in 48 hours.
Credit checks as a “better market” than phygital education checks: Millow leans into credit background checks (via bureaus like TransUnion, CRIF and Experian) because credit data is digital, auditable and highly relevant to fraud risk, especially versus manual or phone-based education checks that are often slow and unreliable in India.
Senior management due diligence & discreet referencing: For CXO and promoter-level hires, Millow runs C-Suite due diligence, enhanced litigation checks, financial & credit due diligence and discreet reference checks, along with on-ground field investigations.
Document tampering & authenticity: Between NAD/university checks for education, identity checks direct with issuing authorities, and anti-forgery protections, Millow is explicitly focused on fake document and tampering detection, not just ticking boxes.
Strong service & support: Their site emphasises user experience and fast TAT, and reviews on Trustpilot show a 4.8/5 rating with many 5-star reviews, highlighting responsiveness and clarity.
A mission grounded in lived experience: Millow’s founders and directors have personally faced tenant fraud and a botched Big 4 BGV, which explains their obsession with integrity and fairness in background checks.
If you’re searching for terms like background verification in India, digital background verification, background checks company in India, employee background screening or due diligence background checks, Millow is a serious contender you should know about.
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Table of Contents
The Problem with Traditional Background Verification in India
Most HR teams in India still think of background verification as:
Phone calls to HR contacts
Physical visits by field agents
Email chasers to universities and previous employers
PDF reports with vague lines like “Unable to verify”
This “phygital” (half-physical, half-digital) model is:
Slow – education and employment checks can take weeks if colleges or managers don’t respond
Opaque – you don’t always know how something was verified
Hard to audit – no clear digital trail if a candidate later disputes the findings
Easy to game – forged experience letters, fake degrees and manipulated mark sheets are rampant in India’s job market.
As Millow points out in its positioning as a background check company in India, the current process has “several loopholes” and needs an overhaul.
From an HR Jobs Hub perspective, that overhaul is happening through digital background verification.
Digital Background Verification vs “Phygital” Checks
Digital background verification in India replaces most manual steps with:
Direct integrations and API calls to official databases
Digital verification of identity and address (PAN, Aadhaar, voter ID, etc.)
Online verification of employment and education where possible
Automated validation and anti-forgery checks on uploaded documents
Compared to phygital checks, digital BGV is:
Faster – TAT measured in hours or 1–2 days instead of 1–2 weeks
More consistent – less dependent on whether an individual picks up the phone
More auditable – clear logs of which database or issuer confirmed what
Better for candidate experience – fewer intrusive calls, clearer consent flows and much fewer documents required
Millow leans into this model with:
A proprietary background check platform built for real-time digital checks
AI-enabled BGV designed to “uncover what others miss”
Packages that can be fully digital or hybrid, depending on your risk appetite and budget
From our vantage point, that’s exactly where the BGV market is heading—especially for employee background screening at scale.
Who Is Millow? A Background Checks Company Built from Painful BGV Stories
Millow is a background checks and due diligence company based in India, founded around 2017 and serving clients from 50+ countries.
They’ve:
Processed 1 million+ verifications for 1000+ companies with 99% report accuracy
Built an AI-enabled BGV engine that runs 100+ checks (criminal, court, employment, education, address, cybercrime, world-check, etc.)
Earned strong reviews on Trustpilot, with an overall 4.8/5 rating and many clients leaving 5-star feedback on speed and clarity.
But what stands out to us at HR Jobs Hub is why they exist.
On their About page, Millow shares how:
A close relative of the founder was cheated in business
A director experienced tenant fraud firsthand
Another director nearly lost a prestigious job because a Big 4 firm produced a faulty, careless BGV report that did not reflect the actual facts
Instead of just complaining, they built a company to fix the kind of BGV mistakes that almost derailed their own careers and finances.
That “we’ve lived this” factor is part of why we take their authenticity claims seriously.
Millow’s 12-Hour Digital BGV & Why It Matters for HR
From our conversations and partnership, one of the most compelling offerings is Millow’s 12-hour digital BGV report.
Think of it as:
A fast, high-confidence risk screen built on digital data sources that can be turned around in half a day.
Typical use cases:
Pre-joining checks when you need to roll out offers quickly but still want to reduce risk
Mass hiring (BPOs, gig platforms, delivery, sales) where you can’t wait weeks for full phygital BGV
Probation-period hiring where deeper checks can happen later, but you still want an early red-flag filter
Because it’s digital-first, Millow can focus this 12-hour BGV on:
Identity checks directly with issuing authorities
Basic address, employment, and education checks where digital sources exist
High-impact red-flag checks (court, sanctions, watchlists) where data is online
For HR teams that are used to hearing “TAT is 7–10 working days” from BGV vendors, this kind of 12-hour digital background verification is a meaningful shift.
Education Verification in India: Why Phygital Often Fails
Education is where phygital BGV shows its limitations most clearly.
Traditional education background verification in India often relies on:
Emails or phone calls to universities/colleges
Intermediaries or local agents “visiting” institutions
Manual cross-checking of marksheets and degrees
Problems:
Fake degrees & marksheets are widely available, and basic document checks can miss them.
Many colleges are slow to respond or maintain outdated records.
Intermediaries introduce extra layers where authenticity can break.
Modern education verification services in India increasingly depend on:
Digital repositories like NAD (National Academic Depository)
Direct online verification with universities/boards
Secure uploads and anti-forgery checks on documents
Millow’s own Education Check explicitly mentions verifying degrees or marksheets directly with universities/colleges or NAD, not just accepting documents at face value.
From an HR Jobs Hub standpoint, this is exactly why we’re wary of “phygital” education verification that leans heavily on:
Phone calls to “examination departments”
Third-party letters without a clean digital audit trail
Digital education background verification:
Leaves a clear log of which authority confirmed what
Is harder to game with forged letters
Scales better when you’re doing thousands of checks per year
Millow’s bias toward digital/NAD-based education checks fits the direction we see the market moving. Furthermore, they have just launched a potentially pathbreaking solution to lengthy education checks based on their data and research on education fraud - degree tampering check!
Credit Background Checks: A Stronger Digital Market
One area where we see digital background verification shine is credit background checks.
Millow’s Credit Check offering:
Pulls data from credit bureaus such as TransUnion, CRIF, or Experian
Provides a color-coded report with score, payment history, delinquencies and risk level
Helps companies assess financial risk before hiring or partnering with an individual or business
For certain roles (finance, credit, collections, senior management, vendor onboarding), credit checks:
Are fully digital and auditable
Have strong fraud-detection value (defaults, overleveraging, patterns of non-payment)
Can be turned around quickly
Compare this to phygital education checks in India, which are:
Slower
Less standardized
Sometimes less predictive of on-the-job fraud risk
From HR Jobs Hub’s perspective, it makes sense that Millow views credit background checks as a “better market” for digital BGV:
Clear data sources
High compliance value
Strong fit for their risk & fraud mitigation positioning
We’re not saying “don’t do education verification”—you should. But if you’re thinking about where to lean harder into digital BGV, credit checks are prime territory.
Senior Management Due Diligence & Discreet Referencing
Hiring a CXO or bringing on a founder/promoter is not the same as hiring a fresher.
Millow’s C-Suite & Leadership Due Diligence (CDD) and Integrity Due Diligence (IDD) are built for those high-stakes cases. Their due diligence services cover:
Conflict of interest checks
Field investigations (discreet on-ground visits)
Enhanced litigation checks (civil & criminal)
Discreet reference checks
Bankruptcy and financial distress checks
Global compliance database checks
Financial & credit due diligence
This is senior management due diligence, not just employee screening.
For HR and leadership teams, that matters because:
A wrong leadership hire can cost crores in value and reputation
Traditional employee background screening doesn’t go deep enough into litigation, financial and reputational risk
We like that Millow uses discreet referencing and field investigation here:
References are collected carefully and confidentially
On-ground checks validate whether a company or founder’s story lines up with reality
If your keyword lens is “due diligence background checks”, “senior management due diligence” or “discreet reference check”, this is the layer you’re talking about.
Document Tampering Checks & Anti-Forgery Safeguards
In an environment where:
Fake salary slips
Edited PDFs
Forged degrees and marksheets
are increasingly common, document tampering checks are no longer optional.
Millow addresses this in several ways:
Profile Verification Certificate (India & International)
Real-time digital verification of identity, employment and education
Anti-forgery safeguards and tamper-proof proof of credentials
Final reports within 48 hours of order completion
Identity checks direct with issuers
PAN, Aadhaar, driving licence, voter ID verified directly with issuing authorities
Reduces risk of fake or altered ID documents
Education via university/NAD
Verification with actual institutional records rather than trusting uploaded PDFs only
Combine that with general best practices for spotting document tampering (metadata checks, format inconsistencies, security features) and you get a BGV partner that’s actually trying to detect tampering, not just store documents.
From HR Jobs Hub’s point of view, this is critical if you’re hiring in high-risk domains (finance, fintech, security, trust & safety, etc.).
Service, TAT and Support: What HR Teams Can Expect
Millow talks a lot about user experience and brand impact, specifically that a bad BGV experience can push candidates to your competitors.
Some things we note:
They emphasize “quick TAT” and the goal of taking “days and even hours” out of the BGV process, especially through automation.
They highlight bulk BGV support and “set it and forget it” for HR—Millow collects documents directly from candidates via their proprietary platform.
Testimonials mention fast-tracking BGV for highly distributed organisations, including those serving Fortune 500 companies.
Trustpilot reviews show an “Excellent” 4.8/5 TrustScore with multiple 5-star reviews, praising responsiveness and thoroughness.
Put simply: if you’re searching for an employee background screening partner with near 5-star support, Millow is in that bracket.
Millow’s Own BGV Story: When a Big 4 Nearly Cost a Career
We think this story matters for HR.
Millow shares that one of their directors almost lost a prestigious job at a reputed company because a Big 4 firm submitted a faulty background check report.
That scenario is painfully familiar to many candidates and HR teams:
HR trusts a big-name BGV vendor
The report contains an error (wrong employer response, misread data, incorrect red flag)
HR is forced to rescind offers or start painful exception processes
Millow’s origin story tells us two things:
They’ve seen first-hand how devastating bad BGV can be for candidates and employers.
A big brand name doesn’t automatically mean authentic or reliable background checks.
This lived experience explains their commitment to:
Definitive reports, not vague “unable to verify” lines
Authenticity over box-ticking
Empathy for both the client and the candidate (their words, not ours)
For HR Jobs Hub, that alignment with fairness and authenticity is non-negotiable.
30-Day Plan to Move from Phygital to Digital BGV
If you’re an HR leader or People Ops owner, here’s a simple plan:
Week 1 – Audit your current BGV process
List all current checks: identity, education, employment, address, criminal, credit, etc.
Note TAT, failure rates (“unable to verify”), and candidate pain points.
Identify where phygital methods (calls, paper, unstructured email) dominate—especially in education verification.
Week 2 – Define a digital-first BGV blueprint
For each check, ask:
Can this be digitally verified (identity, credit, some education & employment, court records)?
Where do you want hybrid (e.g., employment + discreet referencing)?
Which roles need senior management due diligence, including litigation and financial checks?
Use that to define:
A 12-hour digital BGV package for quick screens
A full BGV package for standard hires
A C-suite due diligence package for senior leadership
Week 3 – Pilot with Millow
Run a pilot with Millow across a mix of hires (entry level, mid-level, senior).
Test:
12-hour digital background verification for fast TAT roles
Full BGV including education and credit checks
Senior management due diligence for at least one leadership hire
Evaluate:
Turnaround time vs your current vendor
Accuracy and clarity of reports
Candidate feedback on the BGV process
Support responsiveness (queries, escalations)
Week 4 – Roll Out and Tune
Decide which roles get which digital background verification package.
Set SLAs with Millow aligned to your hiring cycles.
Integrate their platform into your onboarding workflows (HRIS/ATS where possible).
From there, your BGV process becomes:
Faster
More digital
More defensible if a candidate disputes a finding
FAQs: Digital Background Verification, Education Checks & Millow
1. What is digital background verification in India?
Digital background verification in India uses secure data sources, online databases and APIs to verify identity, address, employment, education and other records instead of relying mainly on physical visits and phone calls. This makes checks faster, more reliable and easier to audit.
2. How is digital BGV different from phygital checks?
Phygital BGV = mix of manual phone calls, email, physical visits + some digital lookup
Digital BGV = primary reliance on verified digital sources (government databases, NAD, bureaus, court databases, OSINT) and automated validation
Digital BGV cuts turnaround time, reduces human error and leaves a much clearer audit trail.
3. Why are education verification processes in India tricky?
Education verification in India is challenging because:
Fake degrees and altered marksheets are common
Universities may be slow to respond or have fragmented records
Manual document checks can miss tampering
Modern education verification services in India therefore rely more on NAD and direct digital verification with institutions, plus anti-forgery checks.
4. What is Millow’s 12-hour digital BGV report?
Millow’s 12-hour digital BGV report is a fast-turnaround package focused on checks that can be reliably completed via digital sources (identity, basic address and employment, high-impact red-flag checks). It's designed as a rapid risk screen for pre-joining or mass hiring, with deeper checks layered later if needed.
5. What is senior management due diligence?
Senior management due diligence (also called executive or C-suite due diligence) goes beyond standard employee screening to include:
Litigation and court record checks
Financial and credit due diligence
Conflict of interest checks
Discreet referencing and field investigation
Global compliance and sanctions screening
Millow offers these as part of its Integrity and C-Suite Due Diligence offerings.
6. How does Millow handle credit checks?
Millow’s Credit Check:
Pulls reports from bureaus like TransUnion, CRIF or Experian
Summarises score, payment history, delinquencies and risk level in a color-coded format
Helps assess the financial risk of candidates or counterparties in a fully digital, auditable way
7. Does Millow help with document tampering checks?
Yes. Millow’s approach includes:
Direct identity checks with issuing authorities
Education checks via universities/NAD
Profile Verification Certificates with anti-forgery safeguards and tamper-proof outputs
These are specifically designed to catch fake or altered documents more reliably than simple visual inspection.
8. Is Millow only for employee background screening?
No. Millow covers:
Employee background verification (BGV)
Due diligence background checks on C-suite, founders and promoters
Tenant verification, self background checks and profile verification certificates
Vendor and franchise due diligence for risk & fraud mitigation
From HR Jobs Hub’s perspective, if you’re actively searching for:
background verification in India
digital background verification
background checks company in India
employee background screening
senior management due diligence
…Millow deserves a place in your shortlist, especially if you care about speed, authenticity, and not repeating the same BGV mistakes that almost cost their own director his career.
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Always click through from our deals page
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Until next time,
Kay, HR Jobs Hub