We’re proud members of the Professional Background Screening Association (PBSA), where our GM, Laura Rosianu, has chaired the Board of the European Council since 2020.
Membership in PBSA isn’t decorative. It’s a working obligation to run screening to a defined standard, and that’s worth explaining, because most people never see what sits underneath a background check report.
What a background check actually is
A professional screening isn’t a single search. It’s a structured verification of the facts a candidate presents, built only from the areas the employer needs for the role and the candidate has agreed to. Depending on the position, that can include identity and right to work, employment history, education and professional qualifications, criminal record where the law permits it, and, for regulated roles in banking or finance, sanctions, PEP and adverse media checks. The point isn’t to gather everything. It’s to verify what’s relevant, and nothing more.
That restraint is the difference between screening and surveillance, and it’s where the standards below come from.
1. Transparency and proportionality
Every candidate knows in advance which checks we’ll run, and why. Under Romania’s Labour Code, an employer has a legitimate interest in verifying a candidate’s suitability for a role, but that interest has limits. We only verify what’s proportionate to the job, which is why a warehouse hire and a CFO hire don’t get the same report. Agreeing the scope up front protects the employer legally, gives the candidate a clear picture of the process, and is the only way to produce a report that’s genuinely objective rather than a fishing expedition.
2. Compliance and lawful basis
We operate within Romanian and EU law and align each process to international requirements when we work with multinational employers. In practice that means a few non-negotiables. We proceed only on the candidate’s written, informed consent specifying the areas to be verified. We apply GDPR’s core principles, including data minimisation and purpose limitation, so the data we collect is tied to a stated reason and nothing else. Special categories of data, including criminal record information, carry stricter conditions and are handled accordingly. And every piece of data is treated as confidential, used solely in the report delivered to the prospective employer, then retained no longer than the law and the purpose allow.
3. Accuracy and the candidate’s right to respond
Our network of institutional partners is what lets us stand behind our reports. Each inquiry is made with the candidate’s prior consent, and together they build a reliable picture of the person the employer is about to hire. Accuracy also means fairness: if a check surfaces something that could affect a hiring decision, good practice gives the candidate a chance to review and explain it before the employer acts. A discrepancy often has an innocent explanation, and a credible screening process accounts for that.
4. Speed without cutting corners
We work fast. Our standard turnaround is 5 to 10 business days, with an average around 7, depending on the scope of the check and the sources involved. That’s typically quicker than an internal HR function can manage, so employers can decide without the process stalling. Speed never comes at the expense of the consent, verification and data-handling steps above. Those are the process, not an add-on to it.
5. Value, measured honestly
Running checks in-house carries a real cost in HR hours, partner access and specialist knowledge, and that’s before you weigh the far larger cost of a hire that turns out wrong. A professional service delivers a high standard of accuracy and legal defensibility at a predictable price. Think of it as insurance for your team and your business, one that also keeps you on the right side of the law.
At Mindit, this is simply how we screen. If you’d like to see what a compliant, role-appropriate check looks like for your roles, we’re happy to walk you through it.
