Why ORPECT exists
Employment history often sits in separate spreadsheets, inboxes and reference calls. ORPECT brings employer contributions into a connected chronology so an authorized hiring team can understand where someone worked, when they worked there, and which source supplied the information. The aim is less repetitive administration and clearer evidence, while keeping decisions with people.
Who it serves
The platform connects three perspectives without giving them the same access.
- Companies maintain their own current employees, former employees and non-joining records.
- Verified, eligible hiring teams request employment context for a specific authorized purpose.
- Individuals can seek access, corrections, restrictions or review of disputed information through the privacy workflows.
ORPECT and ORPECT Verify
ORPECT Free provides a company workspace for records and eligible employer reviews. ORPECT Verify extends the profile-unlock allowance for teams performing authorized background checks. Plan access and company verification are separate: purchasing or redeeming a plan never replaces permission to see an individual’s information.
How the connected career record works
Adding an employee indexes identifiers and source records. Exact government-identifier matches are the strongest signal; email and phone provide supporting evidence. Country and identifier type matter. Ambiguous or conflicting signals need review rather than an unsafe automatic merge. Linking a record does not publish it or authorize a search.
- Employer contributions keep their original company, dates and record status.
- The shared timeline can include all eligible linked employment chapters and non-joining events.
- Missing, unverified, disputed or restricted information is not presented as an established fact.
Facts, feedback and salary context
A career timeline distinguishes employment dates and roles from subjective feedback. Eligible former employees can receive one active review per company, using five star-rated factors. Companies can edit or delete their own review. Starting and departure salary records retain currency, pay period, dates and evidence status; salary disclosure requires separate permission.
Non-joining events, with context
An accepted offer followed by non-joining is a recruitment event, not employment experience. It can appear in an authorized timeline with company, dates and an eligible factual remark. It never receives performance stars. A non-joining event alone does not establish motive, dishonesty or suitability for a future job.
Transparency works both ways
The source, review status and dispute status matter as much as the record itself. ORPECT does not produce automatic hiring or rejection decisions. Employers remain responsible for lawful, fair use, and individuals need a meaningful route to question inaccurate or incomplete information.
Where we are going
ORPECT focuses first on the United States, European markets and India, with Australia, Canada, Japan and South Korea on its expansion roadmap. Regional search availability follows applicable policy and authorization requirements. Explore the sample workspace to see these workflows in action.