Personal Vetting& Screening
Discreet background screening for individuals entrusted with access to your family, home, sensitive information, and private affairs.
Confidence in the People Closest to You
Personal appointments often involve a high level of trust. Household staff, personal assistants, carers, drivers, tutors, estate personnel and others may have access to private residences, family members, travel arrangements, sensitive information or valuable assets. GTS provides discreet personal vetting and screening for private clients, family offices and professional advisers across the United Kingdom, tailored to the role, level of access and client’s concerns.
Our work helps clients make informed decisions while treating candidates fairly and handling personal information responsibly. Each check is selected for a clear purpose and conducted in line with applicable UK legal, regulatory and data-protection requirements.
A Proportionate, Role-Specific Review
Every assignment begins with the role, not a standard checklist. We establish what the individual will be trusted with, identify the checks that are relevant and lawful, and provide a clear report that distinguishes verified facts from matters requiring further consideration.
Define the Exposure
Understand the role, duties and working environment.
Verify the Individual
Check relevant history, qualifications and professional claims.
Assess & Report
Distinguish verified facts from matters requiring consideration.
How We Work
Every GTS engagement follows a proven methodology - from initial threat assessment through ongoing operations.
Initial Consultation and Role Assessment
We establish the appointment, responsibilities, access and concerns that the screening should address.
Scope, Consent and Information Requirements
We agree a relevant and proportionate scope, including the lawful basis and information required from the client and candidate.
Verification and Research
Investigators conduct the agreed checks using appropriate records, direct verification and open-source research.
Review of Inconsistencies or Risk Indicators
Material discrepancies and risk indicators are assessed in context and corroborated where appropriate.
Confidential Findings Report
The client receives a clear, confidential report distinguishing verified facts from matters requiring further consideration.
Discreet. Professional.
Effective.
A conventional employment check may confirm the basic facts of a candidate's history. Personal vetting considers those facts in the context of trust, access and exposure. GTS develops a proportionate scope for each assignment so relevant concerns are examined without collecting information that has no legitimate connection to the role.
Business Insider recently featured GTS in a profile on elite private security - a recognition of the training programme and operational culture that CEO Kenneth Bombace has built since founding the firm.
Speak to a SpecialistOperations Without Borders
GTS supports private clients, family offices and professional advisers across the United Kingdom, with international screening considered where a candidate has a relevant overseas history.
Frequently Asked Questions
Personal vetting and screening is a proportionate review of an individual's identity, history, qualifications, references and other relevant information before they are placed in a position of trust. The precise checks depend on the role, the access involved and the lawful purpose for carrying out the review.
Private individuals, families, family offices, estate managers and professional advisers may use personal vetting when appointing household staff, personal assistants, carers, drivers, tutors, security personnel, contractors or others who will have trusted access to people, property, information or finances.
The services overlap, but personal vetting is shaped by the trust and access associated with a private appointment. It may consider household, family-office, reputational, international or personal-security factors that fall outside a routine employment verification process. Every check must still be relevant, lawful and proportionate.
Criminal-record checks must be requested through the appropriate process, and the level of DBS check available depends on the role and its legal eligibility. Where a check is relevant, GTS will explain the appropriate route and any information or participation required from the client and candidate. A higher-level check cannot be requested solely because a client would prefer one.
Yes. International screening can be considered when a candidate has a relevant overseas history. The information available, permitted checks and completion times vary by country, so GTS will set out the practical scope and any limitations before work begins.
The screening scope should have a defined purpose and lawful basis, and candidates should receive appropriate information about how their data will be used. GTS limits collection to relevant information, applies appropriate safeguards and reports findings confidentially in line with applicable requirements.
An inconsistency is not automatically evidence of wrongdoing. Where appropriate, GTS seeks corroborating information, records the reliability and source of findings, and explains what has and has not been verified. The client can then consider the result alongside the role, context and any employment or legal advice.
Timing depends on the agreed checks, the candidate's history, the countries involved and the responsiveness of employers, institutions or referees. GTS provides an expected timeframe once the scope is confirmed and communicates material delays during the engagement.
Make Trusted Appointments with Greater Confidence
Speak with GTS about a discreet, proportionate vetting programme tailored to the role and level of access involved.