Use case

Screen candidate documents before you hire

The problem

A hire rides on documents from a stranger: ID, qualifications, references, employment history. Fabricated credentials and edited employment letters are easy to produce and easy to miss in a fast hiring loop.

Background checks are slow and often skipped for high-volume or junior roles, so misrepresented candidates clear review on trust alone.

How Stipple helps

Stipple confirms the candidate pack is complete and the right document types are present, runs forensic checks on the documents that matter, and screens the candidate’s name for adverse media and sanctions/PEP exposure — same-name false matches filtered out, corroboration-gated.

Every output is a signal for a recruiter to weigh, with the reasoning attached — never an automated hire / no-hire call.

The call

bash

curl -X POST https://www.stipple.sh/v1/adverse-media \
  -H "Content-Type: application/json" \
  -d '{"name": "Jordan Sample", "country": "AU"}'
# → { "risk_flag": "review", "adverse_media": { ... }, "sanctions": { ... },
#     "headline": "..." }

Make it a step in the hiring workflow: complete packs with a clean screen move forward, and anything with a missing credential or a corroborated media hit reaches a human first.

Try adverse-media screening Read the docs