04 November, 2025
Why do a background check for senior positions?
Recruiting a manager or a C-level person – i.e. a member of the management team or the board of directors – is a strategic decision that involves significant risk-taking. Managers have access to sensitive information, financial resources and are expected to make crucial decisions. Therefore, it is of utmost importance to ensure that the person has the right background, competences and integrity.
It is therefore important to ensure control in several key areas of people in senior positions (C-level). These include meeting the requirements of the Anti-Money Laundering Act, identifying risks linked to bribery and corruption - for example through extracts from the criminal record - and scrutinising any secondary occupations. This is done to assess conflicts of interest or competing activities that may affect the company's confidence and strategic objectives.
An expanded background check for managers reduces the risk of recruitment errors and strengthens trust - both internally among employees and externally towards customers, investors and partners.
What is checked in a background check for managers?
Background checks for managers and senior managers are usually more extensive than for other roles. DISA offers a range of background checks, and for managerial roles it is common to include most or all of these. The background check can be customised based on the needs of the business and the level of risk. An enhanced background check should always be reasonable and proportionate to the role.
A background check for managers often consists of several different parts. Here are examples of what might be included in DISA’s process:
- Work experience check: We check the references provided for the last 5 years. We verify if the period of employment and the position match the information in the CV.
- Identity check: Confirms a person's identity by checking identity documents, such as passports and ID cards, issued by the Swedish Police Authority.
- Verification of education and diploma check: We verify the highest qualification completed by the candidate, including the name of the educational institution, the date of issue of the qualification and any relevant grades or qualifications (if requested).
- Credit check: Credit information with information about any payment remarks, debts, registered address, income details, ownership of property, company and involvement company registration.
- Criminal record check: Extracts from criminal records, bankruptcy and court information.
- Sanctions lists and PEP checks - Checking against international sanctions lists and whether the person is a politically exposed person.
These checks provide an overall picture of the candidate's background and credibility, making it easier to assess whether the person is really right for the role - not only on paper, but also from a risk and trust perspective.
Combining facts from multiple sources gives you a clearer understanding of the candidate's history, integrity and any warning signs that might otherwise be easily overlooked in a traditional recruitment process. This is particularly important in executive recruitment, where a person's judgement can affect the performance of the whole organisation.
How are background checks done for C-level and Board level?
When it comes to recruiting for the most senior positions in an organisation, such as C-level roles and board positions, there is a higher demand for both rigour and insight. A traditional background check is rarely enough. That's why has DISA partnered with Hoffmann to give companies access to a more in-depth and qualitative basis for decision-making.
This partnership combines DISA’s proven processes with Hoffmann's expertise in in-depth investigations. This can range from face-to-face meetings with candidates and structured reference interviews, to risk analyses and advanced financial reviews. Together, they enable you to see the big picture – and make confident decisions on even the most business-critical roles's.
Benefits of background checks in executive recruitment
Introducing background checks as an integral part of managerial recruitment is not just a matter of security – it is a strategic tool that contributes to long-term stability and professional accountability. Some of the main benefits are:
Genom att kontrollera identitet, utbildning, yrkeserfarenhet, ekonomi och eventuella rättsliga ärenden kan du undvika kostsamma och skadliga misstag.
Bekräftar att informationen i CV och under intervjun stämmer överens med verkligheten – särskilt viktigt i roller med stort ansvar och förtroende.
Hjälper till att identifiera dolda intressekonflikter och bekräfta att kandidaten är pålitlig, hederlig och har rätt kompetens.
Medarbetare och ledningsgrupp ser att rekryteringsprocessen är seriös och ansvarsfull, vilket stärker det interna förtroendet.
Investerare, kunder och styrelsemedlemmar uppskattar transparens och noggrannhet i tillsättningen av ledande befattningar.
Can you do a background check without consent?
In Sweden, authorisation from the candidate is not required to carry out a background check, but it is a legal requirement that the person is informed before the check takes place. This means that the employer does not have to wait for explicit consent, but must be transparent and clear that the check will be carried out.
The legal basis for conducting a background check is, in most cases, the so-called balancing of interests under the General Data Protection Regulation (GDPR). This means that the employer's need to assess a candidate's suitability outweighs the candidate's interest in privacy - as long as the check is relevant and proportionate to the role.
DISA operates under a legally secure and transparent process where the candidate's consent is a key element, although in many cases the legal basis is legitimate interest under the General Data Protection Regulation (GDPR). This is due to both legal requirements in specific areas and the principle of good ethics and information security.
1. The General Data Protection Regulation (GDPR)
The GDPR (EU 2016/679) requires that the processing of personal data rests on a legal basis (Article 6). In the field of background checks, this is often used:
- Article 6(1)(f) - Legitimate interest: The employer's need to assess the suitability of a candidate outweighs the candidate's interest in privacy, provided that the processing is necessary, relevant and proportionate.
- Article 6(1)(a) - Consent: Sometimes used, especially if particularly sensitive data are processed, or if other laws require explicit authorisation.
DISA naturally complies with these legal requirements and ensures that all controls are carried out in a legally secure, transparent and GDPR-compliant manner.
Read more: Background check and GDPR – What applies?
Tailored background checks for safer managerial recruitment at an international level
Conducting a thorough background check is an important part of ensuring the right person is hired for a management position. At DISA, we offer customised background checks to help companies make informed and safer recruitment decisions. We customise our services to your needs and ensure that all checks are carried out in a legally secure and GDPR-compliant manner.
As the labour market becomes increasingly global, more and more Swedish companies are choosing to recruit candidates outside Sweden's borders. The driving forces behind this development include skills shortages in certain industries, increased flexibility for teleworking and the ability to attract top talent regardless of geographical location. DISA conducts background checks not only on a national level, but also on an international level.
Contact us today and find out how we can support you in your recruitment process of managers and senior roles.