The costliest fraud does not come from outside — and badly done prevention costs too.
Kavuka KYE structures the screening of employees, candidates and contractors with profiles proportional to each role, conflict-of-interest detection and continuous monitoring — compliant with data-protection law, labor-court precedent and Brazilian banking regulation.
- Per role
- proportional screening profiles
- Automatic
- employee × supplier conflict of interest
- Employees · contractors · third parties
- in one pipeline
- Defensible
- full audit trail
Pipeline in production screening employees and contractors across finance, logistics and healthcare — role-proportional profiles, with full audit trail and documented legal basis.
Every day your company hands the cash, the data and the brand to people who were never truly verified.
The silent 5%
Occupational fraud consumes an average 5% of annual revenue (ACFE) — and the higher the role, the bigger the loss. Most schemes are never detected.
The undeclared partner
The buyer who steers orders to the company where they are a hidden partner; the conflict of interest that only surfaces in the audit, years later.
Verifying wrong costs too
Indiscriminate candidate screening leads to moral-damage rulings. The labor court already set binding precedent — and six-figure penalties.
Cost 5% of annual revenue: that is what the average organization loses to internal fraud, per the largest global study on the subject (ACFE, Report to the Nations 2026, 2,402 cases across 143 countries). What is it worth to know, with method, who holds the keys to your operation?
From role to decision, with proportionality built in.
- 01
Configure
Screening profiles per role — each function checks only what the law and the degree of trust justify, with a documented legal basis.
- 02
Verify
Identity, declared history, professional registries and, in legitimate cases, deeper layers — for candidates, promotions and contractors.
- 03
Cross-reference
Workforce ownership stakes × supplier and competitor base — conflict of interest detected automatically (KYE × KYB).
- 04
Monitor
Sensitive roles continuously monitored, with alerts for relevant changes and an audit trail of every decision.
The engine behind every check
A single pipeline cross-references public and private sources and returns a structured result proportional to the role — defensible by design.
Identity and registry
Tax ID at the federal registry and document authenticity
Declared history
Education and professional registries (medical, bar, engineering)
Proportional profiles
Engine for labor-court precedent, per role
Conflict of interest
Employee ownership × suppliers and competitors
Legitimate background
Only in legal and special-trust cases
Restrictive lists and PEP
Sanctions and Politically Exposed Persons
Continuous monitoring
Proportional alerts for sensitive roles
Data-protection governance
Audit trail and legal basis per layer
Who trusts with method using Kavuka KYE
Finance & Payments
Direct obligation under Brazilian banking regulation: know employees, partners and contractors, with information kept for 10 years.
Logistics & Transport
Road cargo drivers are on the court’s explicit list — legitimate screening by nature of the role. Synergy with Driver Score.
Health, Education & Care
Carers of minors, the elderly and people with disabilities — an explicit case of legitimate screening in the precedent.
Technology & Data
Roles with access to confidential information and critical infrastructure — special trust that legitimizes deeper layers.
Screening that is defensible by design
Brazilian KYE lives between the force that demands (banking regulation, anti-corruption law) and the force that limits (anti-discrimination law and binding labor-court precedent). Kavuka KYE turns that case law into configuration: per-role profiles that check only what the function justifies, with legal as an ally of the deal.
- Labor-court proportionality encoded into profiles: deep layers only with legal grounds, nature of the role or special trust.
- Data-protection legal bases mapped per layer: legal obligation, legitimate interest with a documented test, and pre-contractual procedures.
- No discrimination in access to work (anti-discrimination law), with transparency to the data subject.
- Evidence retention per regulation, covering employees, partners and outsourced contractors.
- Per-employee audit trail: every decision with rationale, source, legal basis and date — ready for audits, regulators and labor courts.
We found two conflicts of interest in procurement in the first month. The return paid for years of contract.
For the first time legal approved the screening process without reservations — because proportionality is in the design.
Screening contractors before site access stopped being improvised and became policy — with evidence for the integrity program.
Trust with method.
In 15 minutes, see how to structure your workforce screening — proportional, continuous and defensible, from the front line to the C-suite.
- For businesses only. No purchase commitment.
- Data used solely for commercial contact.
- Enterprise leads answered within 1 business day.
What KYE is and when a company may screen background
KYE (Know Your Employee) is the structured analysis of risk, integrity and fit of employees and candidates for positions of trust — before hiring, in promotions to sensitive roles and during employment, through monitoring proportional to the role. KYE answers questions the interview cannot: is the declared history true? Is there an undeclared conflict of interest, such as a stake in a supplier or competitor? Are there objective risk signals incompatible with the function — especially in areas dealing with money, sensitive data, security and decision-making power?
It is important to distinguish KYE from Background Check. The Background Check is the structured investigation of records, applicable to any person or company — it is the query engine. KYE is the discipline of human risk: it uses the Background Check as its engine, but adds what makes it defensible and continuous — role-proportional screening profiles, conflict-of-interest management, monitoring during employment and documented governance. In the portfolio architecture, the Background Check is the entry product; KYE is the program.
The Brazilian market’s question is not "may I screen employees?", but "how do I screen without being sued?". On one side, banking regulation requires regulated institutions to know not only customers but also employees, partners and outsourced contractors, and integrity programs under anti-corruption law expect equivalent diligence. On the other, anti-discrimination law bars discriminatory practices in access to work, and the labor court ruled in binding precedent that requiring a criminal record is only legitimate with legal grounds, or when the nature of the role or a special degree of trust justifies it — citing cargo drivers, bank workers, carers of the vulnerable and roles with access to confidential information. Outside these cases, the demand constitutes presumed moral damage, and in 2025 the court ordered a company to pay R$ 100,000 for indiscriminate screening.
The answer is encoded proportionality — and it is also where conflict of interest lives. Kavuka KYE organizes screening into layers (identity, declared history, legal-financial risk, conflict of interest, background in legitimate cases and continuous monitoring), applied according to the role, with a documented legal basis and transparency to the data subject. Conflict-of-interest detection cross-references employees’ ownership stakes with the base of suppliers, customers and competitors: an undeclared stake in an active supplier triggers an immediate alert to compliance. The result is trusting with method: screening proportional to the role, legally defensible, continuous in the functions that matter — and documented for audits, regulators and labor courts.
Is it legal to screen employees and candidates in Brazil?
Yes, as long as it is proportional. The labor court ruled in binding precedent that deeper checks, such as criminal records, are only legitimate with legal grounds or when the nature of the role or a special degree of trust justifies it — for cargo drivers, bank workers, carers of the vulnerable and roles with access to confidential information, among others. Kavuka KYE encodes that proportionality into per-role profiles.
What is the difference between KYE and Background Check?
The Background Check is the structured investigation of records — the query engine. KYE is the human-risk program: role-proportional profiles, conflict-of-interest management, continuous monitoring of sensitive roles and documented governance. KYE uses the Background Check, but goes beyond it.
Does KYE replace the interview and selection process?
No — it complements them. The interview assesses competence and fit; KYE validates what was declared and reveals objective risks no conversation detects, such as ownership stakes in suppliers or inconsistencies in the declared history.
How does conflict-of-interest detection work?
The platform cross-references employees’ ownership stakes (and their ties) with the company’s base of suppliers, customers and competitors. An undeclared stake in an active supplier, for example, triggers an immediate alert to compliance.
Can I screen contractors and outsourced workers too?
Yes — and in regulated sectors, you must: banking regulation requires procedures to know employees, partners and outsourced service providers, with information kept for 10 years. The Kavuka KYE pipeline covers employees, contractors and third parties in the same flow.
Is this compliant with data-protection law?
Yes. Each screening layer has a mapped legal basis (legal obligation, legitimate interest with a documented test, pre-contractual procedures), purpose limitation, transparency to the data subject and an audit trail. DPA available for enterprise clients.
Isn’t continuous monitoring invasive?
No, when proportional: it applies only to sensitive roles defined in internal policy, queries public and legally permitted sources, and monitors objective facts — such as a new ownership stake in a supplier — not private life. Proportionality, purpose and transparency are design requirements.
Related solutions
Know Your Customer
Customer identification and validation: confirms identity, validates documents, assesses risk and prevents fraud and money laundering.
Know Your Business
Business validation: tax ID, ownership structure, revenue, activity code, address, fiscal status and ultimate beneficial owners.
Know Your Supplier
Supplier validation: due diligence, third-party compliance and reputational prevention.
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