Veremark raises €22M to scale AI screening tools

Veremark, a London-headquartered workplace trust company, has raised €22 million (about $26 million) in a Series B round to accelerate product expansion, deepen its AI capabilities, and scale internationally. The financing was led by Gresham House Ventures, with participation from Samaipata, ACF Investors, and Stage 2 Capital, alongside a multi‑million‑dollar debt facility from Salica Partners.

A bigger bet on workplace trust infrastructure

Veremark’s new raise is positioned as growth capital for building what it describes as workplace trust infrastructure—tools that help employers validate who they hire and maintain confidence in conduct and compliance after onboarding, not just at the point of offer acceptance. In leadership commentary tied to the round, the company frames “conduct risk” as an ongoing operational challenge and argues that employers increasingly want an “always on” approach to managing it. That framing matters because it moves background screening from a one-time HR checkbox into something closer to continuous risk management—especially for regulated industries and globally distributed teams.

This €22 million round also follows a smaller €2.8 million fundraise in 2024, showing a step-change from early scaling to a more aggressive expansion phase. The round’s composition—equity plus a debt facility—signals a push to fund both product investment and global delivery capacity while keeping operational momentum. From our lens at the ai world organisation, it’s another example of how HR, compliance, and identity verification are converging into a single “trust layer” for modern work, a theme that continues to surface across the ai world organisation events calendar and discussions at the ai world summit.

Where the €22 million is going

The company states that the capital will be used to keep investing in new products, expand its AI-driven capabilities, and continue scaling globally. The funding narrative emphasizes improving auditability and reducing hiring risk, while also protecting workplace integrity beyond hiring—suggesting product development is aimed at both HR teams and risk/compliance stakeholders. In practical terms, that typically means faster verification workflows, better evidence trails for audits, and more consistent screening standards across countries—without losing candidate experience.

Veremark’s growth claims help explain why investors leaned in at this stage. The company reports a 300% increase in its revenue run rate in 2025, pointing to strong demand and an ability to operationalize screening at scale. It has also expanded through acquisition, buying Agenda Screening Services, which it describes as a specialist background screening firm offering checks such as criminal checks, instant employment checks, global sanctions screening, and credit and bankruptcy checks, with coverage stated as over 180 countries.

On the investor side, the lead backer highlights the founding team’s track record through different market conditions and positions Veremark as operating at the intersection of global hiring, regulation, and trust—areas that get harder as organizations scale and as verification becomes more complex. Another investor perspective argues that AI-driven fraud and identity risks are increasing, and that Veremark’s approach replaces fragmented, manual checks with a more seamless and candidate-first workflow to support better hiring decisions. While investor quotes are naturally promotional, the core point is consistent: identity, credentials, and compliance are becoming board-level risks, and vendors who can operationalize “trust” across geographies stand to win.

Why background checks are changing in the AI era

Veremark’s thesis aligns with a broader shift in the world of work: talent is more mobile, tenures can be shorter, and teams are often distributed across multiple legal regimes, vendors, and data systems. The company explicitly calls out the rising use of AI to present false data, profiles, or capabilities, arguing that it’s getting harder for hiring managers to verify candidate information and confirm identity. In other words, the problem is no longer only speed—it’s authenticity at scale.

The company also presents a market-sizing claim that the forward-looking market for stronger workplace trust initiatives is €101 billion per year (about $120 billion), tying demand to pressure on organizations to hire safely, protect culture, and maintain compliance. Whether one agrees with that exact number or not, the direction of travel is clear: trust and verification are moving from “HR ops” into “enterprise risk,” especially when workforce decisions are distributed across recruiters, managers, third-party agencies, and contractors.

In the HR technology funding landscape referenced alongside this round, the article contextualizes investment interest in AI-enabled workforce infrastructure by mentioning other European HR-focused raises. It notes that Copenhagen-based Kiku raised €4 million at seed stage for AI tools aimed at high-volume frontline recruitment, and Madrid-based Orbio secured roughly €6.4 million to expand an AI-native human capital management system. Against those deals, Veremark’s €22 million Series B is framed as a larger growth-stage round in the broader HR and compliance technology category, with the combined disclosed funding across the three examples stated as roughly €32 million.

The interesting signal isn’t “one winner takes all,” but that investors are funding complementary layers of the stack: sourcing and recruiting efficiency, HR systems of record, and the verification/trust layer that sits underneath hiring and ongoing employment. This layered view mirrors what many enterprise leaders describe in closed-door discussions: AI adoption forces companies to tighten data and identity controls, but they still need hiring velocity—so they invest in systems that can prove decisions were made responsibly. This is also why conversations at ai conferences by ai world increasingly connect HR transformation with governance, risk, and security, rather than treating them as separate agendas.

Inside Veremark’s platform: screening, whistleblowing and verified credentials

Veremark was founded in 2018 and positions itself as connecting background screening, whistleblowing, and credential verification into a single system rather than separate point tools. Alongside screening new hires, it supports rescreening of existing employees, which matters for roles where risk profiles change over time or where ongoing compliance checks are required. This “pre-hire plus post-hire” approach is central to the company’s conduct-risk narrative and is how it differentiates from providers focused purely on onboarding checks.

A notable element of the product suite is a “career passport” called Verepass, which the company describes as enabling candidates to own, manage, and share verified credentials. Conceptually, credential portability can reduce repeated verification friction across employers while giving candidates more control—provided privacy, consent, and data security are handled well. This is one of the most consequential design tensions in HR tech right now: how to make verification more reliable without turning hiring into a surveillance experience.

Beyond screening, Veremark highlights workplace integrity tooling, including an anonymous whistleblowing and “Speak Up” platform plus reporting functionality designed to support integrity throughout employment. The placement of whistleblowing alongside screening is strategically coherent: if an organization wants workplace trust, it needs both prevention (screening and verification) and detection/response (reporting channels and governance workflows). In practice, that means HR, legal, and compliance functions must align on who receives reports, how investigations are tracked, and how retaliation risks are mitigated—operational details that often determine whether such platforms help or harm workplace culture.

The company’s scale claims point to a mature go-to-market footprint for this category. It reports more than 200 employees and seven offices globally, including in the UAE, New Zealand, and the Philippines. It also states it works with more than 6,000 clients worldwide, and mentions OVO Energy and Schneider Electric as examples of clients. Those numbers suggest the operational backbone required for global screening—coverage, vendor networks, localized compliance knowledge, and customer support—has already been built to a meaningful degree.

What this funding signals for HRTech and compliance—and why it matters for AI World events

Zooming out, Veremark’s round underscores a broader enterprise reality: “trust” is becoming measurable and operational, not just a cultural aspiration. The company’s leadership messaging emphasizes being able to evidence trust and manage it in practice, combining secure global screening with tools that protect people, surface concerns earlier, and strengthen workplace standards. As AI makes it easier to generate convincing profiles, documents, and narratives, organizations respond by demanding stronger verification and clearer audit trails—especially where reputational, regulatory, or safety risks are high.

For HR leaders, the next frontier is integrating verification, identity checks, and ongoing integrity signals into workflows without slowing down hiring or creating bias. For compliance and risk leaders, it’s about demonstrating governance: when someone asks “why did you hire this person” or “what controls did you run,” the answer needs to be evidence-backed, consistent, and repeatable across regions. That’s why, at the ai world organisation, we treat “trust infrastructure” as a serious applied AI category—not only a product story but also a leadership agenda that belongs on big stages like the ai world summit and ai world summit 2025 / 2026 programming tracks.

If your organization is navigating these exact questions—AI-era hiring risk, identity verification challenges, global compliance, and the balance between speed and integrity—these are the themes we’re building into the ai world organisation events pipeline and our global convenings. The AI World Organisation lists multiple upcoming global summits, including the GCC Conclave (14 March 2026, Hyderabad), the Talent, Tech & GCC Summit (17 April 2026, Delhi), and AI World Summit 2026 Asia (28 May 2026, Singapore), with additional cities announced for later in 2026. To connect with peers working on HR, governance, and enterprise AI adoption, you can explore the ai conferences by ai world and the ai world summit schedule through the AI World’s Upcoming Events and Summits pages.