Your new finance manager joins on Monday, and the employment check still says "in progress" because a past employer's HR inbox has gone quiet. That week is what this choice comes down to.
For most HR teams in India that hire every month, we recommend SpringVerify. You clear ID, UAN and court checks before the offer, we chase silent past employers for you, and court matches are graded so a namesake's case doesn't land on your candidate. OnGrid lists the same two security certifications and many of the same checks, and may suit you better if your packages depend on postal address checks, field audits or eFIR searches, or if you also check household staff or tenants.
We're SpringVerify, so you're reading our side. That's why every OnGrid detail here comes from OnGrid's own website, and where OnGrid doesn't say something, we write "Not published".
In summary
Both run the core employee background checks Indian employers need, both hold the same two security certifications, and both connect to the big Indian HRMS tools. The difference is how much each one tells you before you sign: SpringVerify publishes a turnaround for each main check, lets candidates upload documents online and publishes an average support resolution time. On the pages we read, OnGrid publishes none of those three.
| What you're comparing | SpringVerify | OnGrid |
|---|---|---|
| Checks offered | 20+ background checks on one platform | "50+ background checks" to pick from, grouped as identity, criminal, address, field audit, employment, education, credit and other checks |
| Published turnaround | Basic checks under 60 seconds; 80% of checks within 48 hours; a figure for each main check | More than 90% of cases in under 5 working days; preliminary checks in 4 hours. Per-check figures: Not published |
| Candidate consent and documents | The candidate consents and uploads documents online; consent is captured at form submission, with an audit trail on every check | OnGrid-hosted flow where the candidate gives first-party consent and enters their own details, or your HRMS or ATS collects consent and sends data by API. Document upload: Not published |
| When a past employer goes quiet | Escalation to the former reporting manager on WhatsApp; EPFO, MCA and TAN records; EPFO and MCA records for closed companies | Asks the previous employer's HR team, or uses ex-employee platforms such as its own eLockr |
| Court records | eCourts search by name, father's name and address across pan-India digitised courts, records since 2000; graded matches; Inconclusive matches settled through a PCC; law-firm option | Search of digitised court records; criminal record check through a law firm; police clearance certificate; eFIR check |
| Address checks | Digital (secure SMS link, GPS location and photos) or physical (a field agent visits) | Digital (a web link sent by SMS), physical, or postal (a letter with a 4-digit PIN the candidate confirms) |
| HRMS and ATS integrations | 100+ ATS and HRMS platforms, including Darwinbox, Keka, Zoho People, Zimyo, HROne, Workday and SAP SuccessFactors; API documentation | Partner list includes Darwinbox, Keka, Zoho People, Zimyo, HROne, ZingHR and Akrivia HCM; API documentation |
| Security certifications | ISO/IEC 27001:2022 and SOC 2 Type II | ISO 27001:2022 certification and SOC 2 Type II compliance |
| Reports | Live dashboard per candidate and check; timestamped, source-cited PDF reports | "ISO compliant audit ready verification reports" |
| Support | Average issue resolution under 4 hours | Contact form, phone, and platform support by email. Response times: Not published |
| Pricing | No public price list; quoted after a demo | Not published; "Talk to Sales" and "Book a demo" |
| Other products | Alumni verification, for requests about your former employees | eLockr, Gridlines APIs, Reczee, Veriffy (household staff, tenants and more) and Ancora |
SpringVerify rows: our homepage, service pages and security page. OnGrid rows: OnGrid's homepage, services, partners, steps-to-integrate and contact pages.
Read the table by what hurts most today. If offers wait on paperwork, look at the consent row. If joining dates slip, look at turnaround and the "goes quiet" row. If recruiters re-type candidate details into a vendor portal, look at integrations.
HR teams choose SpringVerify because hires clear their checks on a date they can plan around, without anyone on the team chasing emails. Here is what that looks like, and the proof behind each part, from our service pages and from customers in their own words.
Know about a mismatch before the candidate has accepted, not after they've resigned from their last job. Our instant background verification runs seven checks the moment the candidate submits the form: PAN and Aadhaar ID, UAN employment, face match, bank account, court, credit and preliminary education. When the candidate's data matches government records, they finish in under 60 seconds. UAN is the Universal Account Number that links a worker's EPFO provident fund accounts, so the UAN check reads job history from EPFO records without waiting on anyone's HR team.
Loina Dhal, Executive Human Resources at Signeasy: "When I initiate a candidate verification, I see that an ID verification, address, and employment check are mostly complete within seven days". This account comes from Signeasy's 2022 case study.
No more reminder emails to an HR inbox that never answers. Every past job on a SpringVerify employment verification is checked against four sources: the employer's HR team, PF/EPFO records, MCA/ROC company filings and TAN data. When HR goes quiet, we escalate to the candidate's former reporting manager over WhatsApp. When the company has shut down, we confirm the job through EPFO and MCA records, which exist whether or not the company still trades. Your dashboard shows where each case sits and what is holding it up.
The candidate does their part online too. In the 2022 case study, Prathima Shetty, HR Manager at Pazcare: "The candidate themselves upload the documents, and all I need to do is initiate a background verification." On support, she added: "even if there's a delay, the POC responds to me within 24 hours". Loadshare Networks' case study describes our support team chasing outstanding items until cases close, "so Loadshare's HR team does not have to".
If chasing is eating your team's week, book a demo and bring one check that's stuck today. We'll show you how we would move it.
Find out whether a court case belongs to your candidate, before you make the call. A common name can match court cases that have nothing to do with your candidate. Our court record check searches India's eCourts database by name, father's name and address, then grades each result as an Exact, Partial or Possible match, or Clear. A match that can't be confirmed or ruled out is graded Inconclusive and goes through a police clearance certificate to a final answer, with no duplicate vendor cost. You choose how strict the grading is.
For banking, financial services and other high-trust roles, a lawyer can also visit the police station for the candidate's declared area and review the last 7 years, with findings on law firm letterhead in about 2 working days.
Ritika Raj, Senior Manager I, HR Shared Services at LoadShare Networks: "SpringVerify gave us what we were missing - the ability to actually see court case risks clearly. It has meaningfully reduced our BGV delays and given our HR team the visibility to move faster with confidence."
Spot an edited certificate within hours of upload. Our education check reads each certificate for pixelation, irregular fonts and altered seals, and checks the institution against UGC, AICTE and DEB recognition lists, so a degree from a de-recognised or non-existent institution is flagged before the offer goes out. On the employment side, each past employer confirms the candidate's last designation, so an inflated job title shows up, and we check company registration and EPFO records to confirm the employer was real and active at the time.
When a client auditor asks how a hire was checked, you open one record. Consent is captured when the candidate submits the form. Every court match category and grading decision is logged. Employment reports are timestamped, source-cited and exportable as PDFs. Wizr AI's ISO 27001 and SOC 2 auditors had flagged its manual, email-based checks; on SpringVerify, its case study says, "centralized reports ensured smooth audits". Shruti Rathi, Senior HR Manager at Greedy Game, said: "Having everything in one place makes it easy to refer back".
Recruiters start a check from the HRMS, not from a separate portal. SpringVerify connects to 100+ ATS and HRMS platforms. Lumel, a software company that grew from 210 to 350 people in under two years, runs its checks from Keka. Brinda Jayaraman, Designated Partner at Lumel: "Our recruitment team is all praises for Keka's Hiring and Onboarding features, and very happy with the SpringVerify integration. They told us their work has reduced by nearly 50%, especially in rolling out offer letters". This account comes from Lumel's 2025 case study.
It works at enterprise scale too. Govindprasad Goankar, Executive VP and HR Head at Kotak Mahindra Asset Management: "We've been using SpringVerify since March 2025 and the experience has been smooth so far. What we appreciate most is how proactive and solution oriented they are."
Put together, your hiring week looks like this: a recruiter starts the checks from the HRMS, the candidate finishes their part on a phone, ID, UAN and court results are back before the offer, and your team spends its time on the few cases that need a decision.
SpringVerify's basic checks finish in under 60 seconds and 80% of all checks finish within 48 hours. OnGrid says more than 90% of its cases finish in under 5 working days, with preliminary checks in 4 hours. The practical difference is that SpringVerify publishes a turnaround time (TAT) for each main check, so you can set a joining date around the slowest check in your package.
| Check | SpringVerify published turnaround |
|---|---|
| Instant checks: ID, UAN, face match, bank account, court, credit, preliminary education | Under 60 seconds when the candidate's data matches government records |
| Court record check (eCourts) | 1 to 2 hours |
| Court check through a law firm | 2 working days |
| Digital address verification | Usually 24 to 48 hours |
| Physical address verification | 3 to 7 business days, depending on location |
| Employment verification | 5 to 6 working days for most checks, depending on how fast the past employer's HR replies |
| Education, official university confirmation | Typically 15 to 90 days, depending on the institution |
Source: SpringVerify's instant BGV, court record, address, employment and education pages.
The slow checks are the ones that wait on people: a past employer's HR team, a university registrar, a field visit. That's true with any provider, so the question worth asking is what happens on day six when nobody has replied. On SpringVerify, that's the reporting-manager escalation and the EPFO and MCA records. Ask OnGrid the same question and get the answer in writing.
You can build a standard Indian hiring package on either platform. Both cover identity, digital and physical address, employment, education, court records, police clearance certificates, global database, credit, bank account, reference, CV or resume, drug test and social media checks, and both offer a court check through a law firm. The differences sit at the edges of each menu, and they only matter if your packages use them.
| Check | SpringVerify | OnGrid |
|---|---|---|
| DIN (Director Identification Number) verification and directorship check | Listed | Not on its services page |
| Economic default check | Listed | Not on its services page |
| Employment gap check | Listed | Not on its services page |
| Birth certificate verification | Listed | Not on its services page |
| Pre-employment medical test | Listed | Not on its services page |
| Postal address verification | Not on our checks list, ask us | Listed |
| Field audit (on-site physical due diligence) | Not on our checks list, ask us | Listed |
| eFIR check (a search for FIRs registered online against a person) | Not on our checks list, ask us | Listed |
| eLockr reference check (OnGrid's database of ex-employee credentials) | Not on our checks list, ask us | Listed |
OnGrid's homepage says you can pick from 50+ checks, so ask OnGrid about anything that isn't on its services page. If your senior and finance hires need DIN, directorship and economic default checks on top of the core package, SpringVerify runs all of them from the same dashboard.
Yes. Both list Darwinbox, Keka, Zoho People, Zimyo and HROne, and both publish API documentation. SpringVerify connects to 100+ ATS and HRMS platforms in all, including Workday, SAP SuccessFactors, Greenhouse, Lever, Rippling, BambooHR, Workable, JazzHR and Zoho Recruit. OnGrid's partner list also names ZingHR, Akrivia HCM, FactoHR, EmployWise, TurboHire and Zappyhire.
If you run one of the five shared tools, the logo list won't decide it. In the demo, name your HRMS and ATS and ask each provider to start a real check from inside them while you watch.
Yes, both list both. SpringVerify's security page lists ISO/IEC 27001:2022 and SOC 2 Type II. OnGrid's homepage says it holds ISO 27001:2022 certification and adheres to SOC 2 Type II compliance.
Behind our certifications, candidate data is hosted on Amazon Web Services across multiple zones, travels over HTTPS with 256-bit encryption, and is open only to authorised employees who complete annual security training. Outside security firms run bi-annual network and application penetration tests. Ask any provider for its current certificates and the date of its last audit.
What protects you is a consent record you can produce when a client, an auditor or the candidate asks. Both providers collect consent digitally. On SpringVerify, the record is created when the candidate submits the form, and every check carries an audit trail. OnGrid's hosted flow has the candidate give first-party consent, or your HRMS or ATS can collect it and pass the data by API.
The Digital Personal Data Protection Act, 2023 (DPDP Act) is India's law on digital personal data. Your company is the Data Fiduciary, the one that decides why candidate data is processed, and a BGV provider working for you is a Data Processor (section 2). Consent must be free, specific, informed, unconditional and unambiguous (section 6(1)), the candidate can withdraw it as easily as they gave it (section 6(4)), and you stay responsible for what your provider does with the data (section 8(1)). Notification G.S.R. 843(E) of 13 November 2025 brings most of these duties into force 18 months after publication, in May 2027. For a specific case, take legal advice.
OnGrid may fit better if your standard packages rely on checks that aren't on SpringVerify's checks list: postal address verification, field audits, eFIR checks or eLockr reference checks (see the checks table above). It may also suit you if you need checks outside employee hiring. OnGrid sells checks on household staff and tenants as a separate product, Veriffy. Those aren't on our checks list either, so ask us, but SpringVerify is built for employers checking candidates and employees.
SpringVerify is right for you if you hire in India every month and want offers out on time, less chasing and one audit trail. It isn't the right choice for a one-off certificate or for hiring that happens mostly outside India.
It's a good fit if:
It's not the right fit if:
You can switch without pausing hiring: let OnGrid finish the checks already open, and move new requests to SpringVerify from a set date, so no candidate is asked twice for the same documents.
Our BGV vendor switching checklist covers each step in detail, including contracts and open cases.
For most Indian HR teams that hire every month, we recommend SpringVerify: consent, 20+ checks and reports sit in one dashboard, each main check has a published turnaround, and court matches are graded against father's name and address. OnGrid may fit better if your packages rely on postal address checks, field audits or eFIR checks, or if you also check household staff or tenants.
OnGrid says more than 90% of cases finish in under 5 working days, with preliminary checks in 4 hours. SpringVerify's basic checks finish in under 60 seconds and 80% of checks within 48 hours, with a published figure for each main check, such as 24 to 48 hours for digital address and 5 to 6 working days for most employment checks.
Yes. Both list Keka, Darwinbox, Zoho People, Zimyo and HROne, and both publish API documentation. SpringVerify connects to 100+ ATS and HRMS platforms in all.
Neither publishes prices for employee background checks. SpringVerify quotes after a demo, and OnGrid's homepage points buyers to "Talk to Sales" and "Book a demo". Ask both to quote the same package for the same roles so you compare like with like.
They aren't on our checks list, so ask us if you need them. SpringVerify verifies addresses digitally, usually within 24 to 48 hours, or through a field agent's visit in 3 to 7 business days.
OnGrid's services page lists three ways: digital, where the candidate opens a web link sent by SMS; physical; and postal, where the candidate receives a letter and confirms the 4-digit PIN inside it. If you're the candidate, the HR team of the company that hired you can tell you which checks are in your package.
Yes. Let OnGrid finish the checks already in progress and move only new requests to SpringVerify from a set cutover date. Export the reports and consent records you need to keep before you close the old account.
If you hire in India every month, book a SpringVerify demo. Bring one real role's package and one check that's stuck today. We'll show you the candidate's consent screen, a check started from your HRMS, a graded court result and a sample report. Then put the same questions to OnGrid and compare the answers.
Pick SpringVerify if you want the risky checks done before the offer and every other check tracked in one place, so your joining dates hold and your team gets its week back.
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