Employment records, professional feedback and the context behind them.
Bring roles, dates, salary evidence and employer perspective together.
Explore how ORPECT works, understand your rights and get in touch.
The platform, the plans, and the principles. Find the details that help you move forward with confidence.
From your first employee record to permission-based verification.
Open Support in the dashboard header and create a ticket with a subject, category and description. Your ticket is visible to your account and authorized ORPECT support administrators, not coworkers or other companies. If you cannot sign in, use the public Contact page. Do not include passwords, authenticator codes or raw government identifiers.
Yes. While the conversation is open and the browser tab is visible, it checks for new messages approximately every seven seconds. Scroll upward to load earlier messages automatically. You do not need to refresh or use a history button. Updates require an active session and internet connection. Current support conversations accept text, not attachments.
Open means the issue is active. In progress means Support is working on it. Waiting on company means Support needs a response from you; replying returns the ticket to Open. Resolved and Closed stop further replies until you reopen the ticket. You can close or reopen your own tickets. Closing preserves the conversation and does not delete it.
Link a case only when your support question concerns an existing privacy request. The optional selector lists eligible cases belonging to your account and company, and appears only when there are cases to choose from. Linking supplies context; it does not submit a new privacy request or authorize disclosure, correction or deletion. Use Privacy Center to submit a personal-data request.
Organizational Review Platform for Employment and Career Transparency. A shared foundation for employment facts, accountable employer feedback, and more informed conversations.
Yes. The interactive demo uses sample US company and employee records with USD salary examples. Explore current employees, former employees, non-joining events, reviews, verification, wallet and settings. Changes stay separate from real accounts and are temporary.
Use a corporate email associated with your company website domain. Generic and disposable email addresses are not accepted for company signup. Supply your company name, website, operating region and registration/verification details as requested. Confirm your email, prove company-domain control with a DNS TXT record, and secure your account with an authenticator before opening the workspace. Business verification is reviewed separately.
ORPECT administration reviews submitted business information before enabling cross-company search. While waiting, you can maintain your company’s permitted employee and non-joining records. Pending or rejected company verification does not permit employee background searches. A reserved paid-plan grant starts after successful approval.
ORPECT focuses first on the United States, European markets and India. Australia, Canada, Japan and South Korea are expansion priorities. Employment checks follow the applicable regional policy and authorization requirements. Country selection and identifier support are separate from disclosure eligibility.
Create departments in Company Settings first, then add a current employee with their role, joining date and relevant contact/identity details. The employee form captures starting salary with currency and pay period, or an explicit unavailable choice. An optional photograph and LinkedIn profile can help distinguish records.
Change the record to former employee and provide their leaving date and departure salary, including currency and pay period. The starting salary remains a separate historical entry. New salary evidence is not automatically verified or shared. Former records appear in Former Employees rather than the Current Employees list.
Record an accepted offer followed by non-joining as a separate recruitment event. Include accurate dates and an optional factual remark. It can appear in an eligible authorized career timeline, but there is no performance review or star rating. Do not infer motives or label someone dishonest from a non-joining event alone.
Exact government identifiers are the primary signal, considered with issuing country and identifier type. Email and phone provide supporting evidence under the matching rules. Compatible records can be linked automatically; conflicts or uncertain matches need review. Names alone never form a career chain. Linking does not authorize disclosure.
No. Supported countries can offer a tax identifier or national identifier where applicable, as well as passport options. Choose the correct issuing country and identifier type. PAN belongs to India only. The platform validates supported formats, but a valid format is not proof of government issuance or ownership.
Yes. Employee records support photographs and Company Settings supports a company logo. Use JPEG, PNG or WebP up to 2 MB and 16 megapixels. Images are validated and re-encoded by the server. Circular or square logos fit the sidebar slot without cropping. Profile photos in shared searches still require authorized access.
Company and employee LinkedIn profiles are optional. Authorized employee profiles can show the LinkedIn icon beside the name when contact disclosure is permitted. Links are supplied by the contributor; ORPECT does not scrape LinkedIn or verify that the person owns the profile.
Use Employment Verification and select an exact supported identifier such as email, international phone number or country-specific government identifier. Confirm the authorized employment verification purpose. A unique verified match opens automatically using the stored locations, without a separate administrator search approval. Company and DNS domain verification, regional eligibility and source-sharing permissions still apply.
The profile can show every eligible linked employment chapter, not just the most recent three. Records retain source company, roles, dates and eligible reviews. Non-joining events remain distinct. Verified salary evidence and contact details require their own disclosure permissions. Missing or withheld information is not evidence that an event never occurred.
An identifier may not match, the source may not be linked or reviewed, or permission may be absent, expired or withdrawn. Regional restrictions and disputes can also limit disclosure. Recheck the exact identifier and country; never try another person’s information or assume that no visible record proves no work history.
A credit is consumed when an authorized complete profile is unlocked. Permitted previews and empty results do not consume a credit. Included plan allowance is used before wallet credits. Access history records dates and consumption so a team can distinguish an original unlock from a free reopen.
Reopening an already unlocked profile within its 30-day access window does not charge another credit, provided authorization and all current access rules still hold. After expiry, a new eligible unlock can consume a credit. A prior payment cannot restore withdrawn or restricted sharing.
Free includes company employee records, eligible employer review submissions and 5 complete profile unlocks per calendar month after search access is approved. Company approval and individual authorization are still required.
Top-ups start at $10 for 20 additional unlocks. Included allowance is used first. Where enabled, verified companies can purchase credit packs in Billing & Wallet through Razorpay. Payment details are entered in its secure window. The wallet is updated only after the backend confirms a captured payment. Use Check status for a pending purchase and Receipt for a confirmed one. Test checkout does not collect real money.
An eligible coupon can reserve a plan benefit for an unverified company. The grant activates only after company approval. Days or calendar months start at benefit activation, not coupon creation. The same validity can apply to unused coupon-awarded credits; purchased credits are separate. Platform administrators manage coupon codes and can revoke grants; a coupon does not bypass verification or sharing permission.
Yes. In Billing & Wallet, choose Apply coupon and enter your code. A credit coupon adds the configured number of wallet credits without changing your plan or requiring payment. Each company can use a code once, subject to its availability and company redemption limit. Credits remain in the wallet until used and are spent after the included allowance. Company verification and search authorization still apply. Disabling a code prevents future redemption; it does not remove previously awarded credits.
A company can maintain one active review for the same linked person, with five factor star ratings and a server-calculated average. Reviews apply to eligible former employees. The company can edit or delete its review; edits return to moderation and historical changes remain accountable.
ORPECT platform administrators moderate reviews. Pending moderation is awaiting review; approved is eligible for publication only when other access rules permit it; restricted or disputed content is withheld from shared views. Approval is a publication status, not a guarantee that every statement is true.
Each review uses five factor ratings. The server calculates its overall score. Employee averages use approved, undisputed reviews that remain eligible under the applicable rules. The review popup updates its preview average as factors change. Non-joining events contribute no rating.
Describe the recruitment facts and relevant dates neutrally. Avoid speculation, personal attacks, unrelated sensitive information or claims of intent. Remarks need moderation before eligible sharing, can be challenged, and return to moderation when edited. They do not affect a performance rating.
The company hierarchy is Owner, CEO, CTO, Admin, HR Manager, then HR. Authorized users can manage only accounts below their own rank; junior users cannot change higher executives. Managers, recruiters and employee accounts have read-only team-list access. The backend checks these rules for each operation.
Open the authenticator setup when prompted, scan the QR code using your authenticator app and enter its current code to confirm enrollment. Keep recovery codes somewhere private. Privileged actions require the appropriate authenticator check. Do not share QR secrets, codes or recovery details with support.
Use the full link from the latest ORPECT email. Links expire and are single use. Request a new link if it has expired or already been used. Check your spam folder and confirm the email address you entered if no email arrives. Contact ORPECT if the problem continues. Never paste a live verification or reset token into a public support message.
Use the public Privacy Center and describe the record, source company and issue. A limited subject-portal flow and identity review protect disclosures. Correction, dispute, restriction, withdrawal and other applicable requests are assessed through cases; the outcome can depend on regional rights and retention obligations.
No. Private workspace salary records and internal information do not automatically become shared background information. Salary evidence needs the relevant verification status, case authorization and regional disclosure permission. Contact details and photographs also have separate access controls.
No. The platform organizes source records and employer feedback. It does not make automatic employment decisions. Hiring teams must evaluate context, disputed information and applicable notice, authorization, nondiscrimination and fair-process requirements before relying on any report.
Regional access follows the applicable country policy, company and domain verification, and purpose-specific authorization requirements. An available signup country or supported identifier does not automatically enable disclosure. Consult the Trust Center for access boundaries and contact ORPECT for the service scope applicable to your organization.
Enter the result of the displayed addition or subtraction before sending your inquiry. Use the refresh button for a new question. A question expires after five minutes and can be used only once. If an answer is incorrect, the form supplies a fresh question while keeping your other details.
ORPECT Verify provides 100 included complete profile unlocks per month at $39 per month. It uses the same company verification, regional eligibility and individual authorization rules as Free. The plan increases the allowance, while credit history keeps consumption visible.
The employee import workflow validates CSV rows before saving them. Department choices and employee fields follow the same server rules as individual records. Former employee rows require departure salary details. Starting salary fields preserve amount, currency and pay period. Review validation results before completing the import; duplicate or conflicting identities are not silently merged.
Authorized company administrators create departments in Company Settings and choose a color. Employee cards use the assigned department color, while labels keep the department readable. Department filters and sorting help you find records across the directory. Retired departments remain visible on historical records but cannot be assigned to new entries.
Open the header bell to see recent notifications and use See all notifications for the complete page. Search and filter there to find relevant activity. The account menu in the top-right corner opens My profile, billing and logout options. Profile changes update your displayed name without changing your permissions.
For personal record questions, use the Privacy Center. For other questions, contact ORPECT.
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