Enterprise hiring isn’t one process. It’s dozens of different hiring journeys.

Executive roles, experienced hires, early careers, contractors and internal promotions all require different hiring journeys, yet many organisations are still trying to force them through a single background screening process.

The result is unnecessary complexity, misaligned candidate experience, manual workarounds and avoidable risk.

In this candid case study, Lisa Carr from EY shares how the business partnered with Checkmate to tailor its background screening technology to match the complexity of its hiring needs — across five service lines, three countries, and everything from graduate intake to executive appointments.

Joined by Dave Johnson from Checkmate, they’ll share practical insights including:

• How EY identified opportunities to streamline and improve its background screening process
• The principles used to design different screening journeys for different hiring populations
• Practical steps Lisa and her team took to successfully roll out new background screening technology across multiple regions, tailored to specific roles
• What a true “build it with you” technology partnership looks like in practice, and how EY and Checkmate worked together from design through to go-live and beyond

You’ll leave with a practical way to audit your own hiring process and tech stack against the regions, roles and populations it actually needs to serve.