OSINT for HR and Recruitment Professionals: A Beginner’s Guide

Used within the confines of a structured, ethical, and legally compliant framework, OSINT can help HR professionals make better hiring decisions and identify risk.

Paul Wright & Neal Ysart

5/21/202512 min read

Top 10 (non-Google search) Pragmatic OSINT Tips for HR Professionals

1. Social Media Metadata Analysis When reviewing public social media profiles, don’t just read the posts—examine the metadata in the file. For example, on X,[13] you can analyse tweet timestamps, geolocation (if enabled), and posting patterns. This can help verify activity timelines or spot discrepancies in a candidate’s claimed history.

2. Reverse Image Search and Image Verification Tools such as Google Images[14], TinEye[15], or Yandex[16] can be used to perform reverse image searches on profile photos or suspicious documents. This can reveal if a candidate’s image appears elsewhere online, is a stock photo, or is associated with other identities, for example, in a fake LinkedIn[17] profile.

3. Archive and Wayback Machine Checks The Internet Archive’s Wayback Machine[18] allows you to view historical versions of web pages, including deleted social media profiles or company bios. This can be invaluable for verifying past claims or uncovering information that has since been removed.

4. Email Address, Username and Mobile Phone Investigations Search for additional information by querying a candidate’s email address or common usernames across multiple platforms using tools like Usersearch[19] or WhatsMyName [20]. Tools such as Holehe[21] and OSINT Industries[22] can help identify additional or undisclosed online accounts or aliases for mobile phone numbers.

5. Data Breach and Credential Exposure Checks Search Have I Been Pwned[23] to check if a candidate’s email address has appeared in known data breaches. While compromised details must never be used to access a candidate’s data, learning about exposures can inform risk discussions or prompt further verification.

6. PDF and Document Metadata Extraction If a candidate submits documents such as a CV or certificates, tools such as ExifTool[24] or running the PDFinfo[25] utility can extract PDF file metadata. This can reveal the true author, creation date, and editing history, which is helpful for spotting inconsistencies or document tampering.

7. LinkedIn Network Analysis Beyond simply viewing a profile, analyse a candidate’s LinkedIn[26] connection network and endorsements for patterns. Tools like Maltego[27] (free community edition) can help visualise professional networks and identify unusual or suspicious relationships.

8. Cross-Platform Content Consistency Compare information across platforms (LinkedIn[28], Facebook[29], personal websites, etc.) for consistency in key data points such as employment dates, education, and achievements. Discrepancies are likely to warrant further investigation.

9. Geolocation and Timeline Verification If a candidate claims to have worked in a specific location, cross-reference their public posts, check-ins, or tagged photos for geolocation data that supports or contradicts their claims.

10. Automated Alerts and Monitoring Set up Google Alerts[30] or use tools like Talkwalker[31] Alerts to monitor for new mentions of a candidate’s name, email, or company affiliations. This helps you stay updated on any emerging information during the recruitment process.

When to Seek Expert Support

While basic OSINT can be performed in-house, there are times when the stakes are higher, such as senior hires, sensitive roles, or findings that suggest potential fraud or legal issues. In these cases, working with experienced investigators ensures that searches are thorough, compliant, and defensible and that the sequencing of investigative activities is appropriate. Additionally, there are several special situations where the nature of the circumstances means it is inappropriate to perform an in-house investigation, and the involvement of an independent third party is essential.

These scenarios should be outlined in policy and procedural documentation and encompass situations involving allegations against current executive or board members, instances of potential conflicts of interest within the HR or compliance teams, or inquiries involving allegations of serious criminal conduct, harassment, or regulatory violations. For example, consider a scenario where an unsuccessful candidate lodges a formal complaint, copying the regulator and supporting it with evidence, claiming that they were rejected solely because the father of the successful candidate gifted a car to your company’s chairman. The involvement of an independent third party guarantees that the investigative process adheres to legal and regulatory standards, diminishes the risk of retaliation or cover-up, and ensures a defensible outcome should the matter escalate to formal proceedings or public scrutiny.

Conclusion

Richard Branson’s corporate philosophy of “people are our greatest asset”[32] emphasises the considerable responsibility of HR and recruitment teams to ensure that the right candidates are selected and that any hidden discrepancies or undisclosed risks are identified during the hiring process.

In an age where AI can help make fake profiles and documentation hugely convincing, coupled with a trend for face-to-face, in-person interviews to be less common, HR professionals must be at the top of their game. For example, the FBI[33] recently warned major technology companies about the danger of hiring remote IT workers, who during the selection process deliberately obscure their identities to conceal the fact that they are from North Korea.

OSINT, therefore, presents an opportunity for HR professionals to level the playing field. It does not replace traditional recruitment methods, but OSINT can be a compelling supplement. Used within the confines of a structured, ethical, and legally compliant framework, it can help HR professionals make better hiring decisions and identify risks to their organisation, helping to ensure that your people remain your greatest asset, not your most significant liability.

Authored by: The Coalition of Cyber Investigators

Paul Wright (United Kingdom) & Neal Ysart (Philippines)

©2025 The Coalition of Cyber Investigators. All rights reserved.

The Coalition of Cyber Investigators is a collaboration between

Paul Wright (United Kingdom) - Experienced Cybercrime, Intelligence (OSINT & HUMINT) and Digital Forensics Investigator; and

Neal Ysart (Philippines) - Elite Investigator & Strategic Risk Advisor, Ex-Big 4 Forensic Leader.

With over 80 years of combined hands-on experience, Paul and Neal remain actively engaged in their field.

They established the Coalition to provide a platform to collaborate and share their expertise and analysis of topical issues in the converging domains of investigations, digital forensics and OSINT. Recognising that this convergence has created grey areas around critical topics, including the admissibility of evidence, process integrity, ethics, contextual analysis and validation, the coalition is Paul and Neal’s way of contributing to a discussion that is essential if the unresolved issues around OSINT derived evidence are to be addressed effectively. Please feel free to share this article and contribute your views.

The Coalition of Cyber Investigators, with decades of hands-on experience in investigations and OSINT, is uniquely positioned to support organisations facing complex or high-risk hiring decisions. Our team’s expertise is not just theoretical—it’s built on years of real-world investigations, a deep understanding of the dynamic nature of digital intelligence, and a commitment to the highest evidential standards.

[1] Office of the Director of National Intelligence & Central Intelligence Agency. (2024, March 8). IC OSINT Strategy Rollout. https://www.cia.gov/stories/story/ic-osint-strategy-rollout/ (Accessed 14 May, 2025)

[2] HireRight. (2024). 2024 Global Benchmark Report. https://www.hireright.com/resources/2024-global-benchmark-report (Accessed 14 May, 2025)

[3] Facebook. (n.d.). Facebook. https://www.facebook.com (Accessed 19 May, 2025)

[4] LinkedIn. (n.d.). LinkedIn. https://www.linkedin.com (Accessed 19 May, 2025)

[5] LinkedIn. (n.d.). LinkedIn. https://www.linkedin.com (Accessed 19 May, 2025)

[6] X. (n.d.). X. https://www.x.com (Accessed 19 May, 2025)

[7] Facebook. (n.d.). Facebook. https://www.facebook.com (Accessed 19 May, 2025)

[8] Instagram. (n.d.). Instagram. https://www.instagram.com (Accessed 19 May, 2025)

[9] Google. (n.d.). Google News. https://news.google.com (Accessed 19 May, 2025)

[10] Forensic OSINT. (n.d.). Forensic OSINT. https://www.forensicosint.com/ (Accessed 18 May, 2025)

[11] European Union. (2016). Regulation (EU) 2016/679 of the European Parliament and of the Council of 27 April 2016 on the protection of natural persons with regard to the processing of personal data and on the free movement of such data (General Data Protection Regulation). Official Journal of the European Union, L 119, 1–88. https://eur-lex.europa.eu/eli/reg/2016/679/oj (Accessed 19 May, 2025)

[12] The Coalition of Cyber Investigators. (2024, January 31). The Coalition of Cyber Investigators [LinkedIn post]. LinkedIn. https://www.linkedin.com/posts/the-coalition-of-cyber-investigators_the-coalition-of-cyber-investigators-linkedin-activity-7244329372919234562-M1MR (Accessed 18 May, 2025)

[13] X. (n.d.). X. https://www.x.com (Accessed 19 May, 2025)

[14] Google. (n.d.). Google Images. https://images.google.com (Accessed 20 May, 2025)

[15] TinEye. (n.d.). TinEye. https://tineye.com (Accessed 20 May, 2025)

[16] Yandex. (n.d.). Yandex. https://yandex.com (Accessed 20 May, 2025)

[17] LinkedIn. (n.d.). LinkedIn. https://www.linkedin.com (Accessed 19 May, 2025)

[18] Internet Archive. (n.d.). Wayback Machine. https://archive.org/web/ (Accessed 20 May, 2025)

[19] UserSearch. (n.d.). UserSearch. https://usersearch.ai/ (Accessed 20 May, 2025)

[20] What’s My Name. (n.d.). What’s My Name. https://whatsmyname.app/ (Accessed 20 May, 2025)

[21] megadose. (n.d.). Holehe. GitHub. https://github.com/megadose/holehe (Accessed 19 May, 2025)

[22] OSINT Industries. (n.d.). OSINT Industries. https://www.osint.industries/ (Accessed 20 May, 2025)

[23] Have I Been Pwned. (n.d.). Have I Been Pwned. https://haveibeenpwned.com/ (Accessed 20 May, 2025)

[24] EXIF.tools. (n.d.). A multimedia file metadata tool. https://exif.tools/ (Accessed 20 May, 2025)

[25] Vivek Gite. (n.d.). Linux / UNIX: View technical details of PDF files. Cyberciti.biz. https://www.cyberciti.biz/faq/linux-unix-view-technical-details-of-pdf/ (Accessed 20 May, 2025)

[26] LinkedIn. (n.d.). LinkedIn. https://www.linkedin.com (Accessed 19 May, 2025)

[27] Maltego Technologies. (n.d.). Maltego. https://www.maltego.com/ (Accessed 20 May, 2025)

[28] LinkedIn. (n.d.). LinkedIn. https://www.linkedin.com (Accessed 19 May, 2025)

[29] Facebook. (n.d.). Facebook. https://www.facebook.com (Accessed 19 May, 2025)

[30] Google. (n.d.). Google Alerts. https://www.google.com/alerts (Accessed 20 May, 2025)

[31] Talkwalker. (n.d.). Talkwalker. https://www.talkwalker.com/ (Accessed 17 May, 2025)

[32] Mistry, P. (2017, October 8). Richard Branson: ‘Clients do not come first. Employees come first.’ The HR Digest. https://www.thehrdigest.com/richard-branson-clients-do-not-come-first-employees-come-first/ (Accessed 19 May, 2025)

[33] U.S. Department of the Treasury, Office of Foreign Assets Control. (2023, December 6). Sanctions list search: User guide. https://ofac.treasury.gov/media/923126/download?inline (Accessed 19 May, 2025)

OSINT for HR and Recruitment Professionals: A Beginner’s Guide

Introduction

Modern recruitment success demands far more than a polished CV and a confident interview. Today’s HR professionals and recruiters are entrusted with safeguarding their organisations at the point of entry. Their role is not just about finding talent, but also identifying undisclosed risks that could threaten reputation, compliance, or workplace security. This task is essential because a candidate’s digital footprint can reveal more than their references, so the ability to find and interpret online information has become indispensable. Open-Source Intelligence (OSINT) techniques allow HR teams to move from relying on traditional vetting methods.

Recruiters deploying OSINT techniques can go beyond surface-level analysis of a candidate’s background in an ethical, legally compliant, and evidence-based manner. This enhanced capability to verify credentials and identify red flags means that hiring decisions are better informed and can be made with greater confidence.

This article discusses why it’s essential for HR and recruitment professionals to conduct OSINT analysis within a robust legal and ethical framework and provides some pragmatic tips beyond Google search techniques.

Why is OSINT Important for HR and Recruitment Professionals?

According to the US Central Intelligence Agency, OSINT refers to intelligence derived exclusively from publicly or commercially available information that addresses specific intelligence priorities, requirements, or gaps[1]. It includes sources such as social media, public records, news reports, commercial databases and any data legally available online.

For HR professionals, OSINT shouldn’t be seen as “spying” or overly intrusive. When managed properly, it is none of those things. It is, however, an effective way to enhance candidate due diligence, enabling the verification of credentials, identification of hidden risks, and assurance that new hires align with company values and legal requirements.

The value of getting beneath the surface of a candidate's claims cannot be overstated. In 2024, a survey by HireRight[2] found that during screening, 40% of employers in North America had discovered discrepancies in candidate claims around previous criminal convictions. In EMEA (67%) and APAC (71%), employers found significant discrepancies in last employment history. These eye-opening figures highlight the importance of thorough due diligence on potential hires.

OSINT, when used correctly, can help organisations increase the chance of detecting those discrepancies and, as a result, avoid costly hiring mistakes and potential reputational damage. However, the effectiveness of integrating OSINT techniques into the screening process also hinges on the expertise of those conducting the searches and the strength of the frameworks within which they operate. Not only do they need to know where to look, they need to understand how to interpret findings without bias and how to stay within legal and ethical boundaries. It’s not simply a case of plugging a candidate's details into Google.

The Missing Piece: Beyond Google Searches

Unfortunately, that piece of the jigsaw is typically missing from the large volume of online guidance. A quick search for “OSINT for HR” yields countless articles and blog posts, many focusing on Google searches and using advanced operators to create more precise search queries. While these are useful and effective technical skills, they barely scratch the surface of what’s required for responsible, defensible digital due diligence. What’s frequently missing is any mention of the policies, procedures, and evidential standards that underpin ethical and legal OSINT analysis.

Without a robust framework, even the most sophisticated search techniques can lead to legal exposure, ethical missteps, or evidence that won’t be scrutinised if challenged in formal proceedings. This is where expertise, combined with the proper guidance, becomes indispensable.

Laying the Foundations for Using OSINT in HR

Integrating OSINT techniques into HR and recruitment processes requires more than technical know-how. It demands a thorough, structured approach that balances the need for information with respect for privacy, ethics, and legal compliance. Before jumping straight into searching online for information, it’s essential to lay a solid foundation that ensures every query is purposeful, proportionate, and defensible. This means establishing clear objectives, using reliable sources, verifying findings, and maintaining meticulous records - all underpinned by robust policies and procedures. By setting these standards from the outset, organisations can harness the power of OSINT to make better informed hiring decisions, reduce risk and act in accordance with ethical and legal standards.

1. Define the Purpose and Ensure Proportionality

Every search should begin with a clear objective. Are you verifying employment history? Checking for conflicts of interest? Or simply ensuring that a candidate’s public persona aligns with your organisation’s values? Clarity at this stage prevents unnecessary or intrusive searches and can help ensure proportionate use of OSINT.

This is where experience counts - knowing which questions to ask, how deep to probe and what indicators to look for.

Imagine a scenario where the objective was to use OSINT to confirm a candidate’s previous employment history and ensure that their professional persona aligned with your company’s values. An HR team member finds the candidate’s Facebook[3] profile. Still, instead of focusing on professional information, they start browsing through their vacation photos and the profiles of family members and friends, even making jokes about the physical appearance of some of the candidate’s connections. This could be interpreted as going beyond the purpose, being overly intrusive, and potentially leading to biased or unfair hiring decisions. Disproportionate use of OSINT should be avoided, and your company should have policies and procedures to ensure it isn’t permitted.

2. Identify and Use a Range of Reliable Sources

Using reliable sources during the OSINT process is critical, but drawing from various platforms and records is essential to build a well-rounded view of a candidate. Professional networks such as LinkedIn[4] are beneficial for verifying employment history, endorsements, and recommendations and checking the consistency of information with the candidate’s CV. However, it’s equally important to be aware that fake LinkedIn[5] profiles and endorsements are standard, making thorough verification of information essential. Confirming information via multiple sources acts as an OSINT safety net and provides further opportunities to surface discrepancies.

Social media platforms like X[6], Facebook[7], and Instagram[8] can provide a treasure trove of information, such as insight into a candidate’s community involvement or red flags that might highlight potential concerns. However, interpreting these posts requires sensitivity to cultural and industry norms, as what is acceptable in one context may not be in another. News and media sources, including a simple Google News[9] search, can reveal local or national press coverage, awards, or, in some cases, reveal adverse media coverage such as involvement in litigation, controversy, or crime. Public records such as court documents, company directorships, and professional licenses are often accessible and can be cross-checked for accuracy.

3. Cross-Reference and Verify

Discrepancies are not always a sign of dishonesty; sometimes, they result from outdated profiles or a genuine error. The importance of verifying information by cross-referencing with multiple sources cannot be overstated – it is the hallmark of an experienced investigator. Decisions based on a single, isolated, unverified information should be avoided at all costs. For example, if a candidate claims to hold a degree from a particular university, this could be verified by alumni directories, professional associations and even social media posts following class reunions. Failing to embed verification safeguards means that not only may you miss the warning signs and recruit someone who is not a good fit for your company, but you may also reject a candidate who is ideally suited.

4. Document Findings Thoroughly and Transparently

Maintain clear, comprehensive, factual records of your findings, including URLs, screenshots, dates, and times. Use tools that can help you record your actions forensically wherever possible. This supports fair decision-making and ensures transparency if a candidate requests clarification. Meticulous documentation is essential for defensibility and compliance. For example, Forensic-OSINT[10] have developed a web capture extension for the Chrome browser, allowing investigators to capture screenshots of web pages in real time, supported by a range of measures that help safeguard the data's evidential integrity.

5. Policies, Procedures, and Standards

Integrating OSINT techniques into HR and recruitment processes is not just about technical skill; what truly sets apart a well-managed and structured OSINT environment is the presence of clear, documented policies and procedures. These are essential for several important reasons, including:

a. Defining ethical boundaries: Setting out what information is relevant and proportionate, what sources and techniques are off-limits, and how to avoid bias or discrimination.

b. Ensuring legal compliance: Policies that ensure OSINT operations comply with relevant legal and regulatory requirements, such as data protection laws, for example, the European General Data Protection Regulation[11] (GDPR).

c. Maintaining evidential integrity: Managing the collection, analysis, and storage of information and evidence in a manner which enables findings to be defended, if challenged, in any formal proceedings. This includes maintaining a transparent chain of custody for digital evidence and implementing properly documented secure storage protocols.

Most online guidance overlooks these critical elements. Without them, organisations risk not only making poor hiring decisions and facing legal or reputational consequences. The Coalition of Cyber Investigators[12] has developed and refined these frameworks based on decades of experience in real-world investigations, ensuring that every search is thorough but also defensible and fair. It’s a challenging balance to achieve in an operational setting, but it is an essential safeguard.