Your SSO knows the session. It does not know the person. When your next hire lives in Manila, Lagos, or Bogotá, document uploads and video interviews are not enough.
Between 2020 and 2026, the distributed-workforce model became default — for software, for finance, for compliance, for customer operations. Remote hiring is now a permanent mode of operation, not a crisis response.
Background-check providers adapted. Identity verification vendors did not. Most remote onboarding still ends at document upload plus a video call — the same checks that failed against deepfakes in consumer KYC are now failing against state-sponsored fake applicants.
NIS2, DORA, and NIST SP 800-63 all now require individual-level identity assurance for personnel with access to regulated systems. Document checks alone no longer clear the bar.
Some organisations have more remote identity surface than others. These are the patterns where a single onboarding failure causes disproportionate damage.
Engineers with access to source code, production, customer data. A single compromised hire is a supply-chain attack waiting to happen. DPRK IT-worker operations show this at scale.
Contact-centre agents with access to customer records, payment data, account controls. High turnover, high volume, high regulatory exposure under DORA and NIS2.
Tier-2, Tier-3 suppliers, staffing agencies, outsourced compliance. Their people touch your systems. NIS2 Article 21 makes their identity your liability.
Modern HR platforms handle contracts, payroll, onboarding workflows, benefits, and compliance tracking. None of them verify, cryptographically, that the person on the video call is the person who signed the contract — or the person who shows up for work on day one.
Workforce verification tooling has grown around three categories — HRIS suites, background-check providers, and enterprise IAM platforms. IdentiGate doesn't replace any of them — it adds the layer they were never built to handle: cryptographic proof of physical identity.
| Capability | HRIS Suite | Background Check | IdentiGate |
|---|---|---|---|
| Cryptographic identity proof | No | No | Yes — NFC chip |
| Defeats deepfake interviews | No | No | Yes |
| Worldwide coverage | Varies | Varies | Yes — 179 NFC countries + document route |
| Reusable across vendors/platforms | No | No | Yes — Unified Pseudo-ID |
| eIDAS AdES on contracts | Partial | No | Yes — default |
| NIS2 Article 21 audit chain | No | No | Yes — built-in |
| Personal data returned to your HR/IAM stack | Full identity record | Full identity record | Signed attestation only |
Keep your HRIS. Keep your background-check provider. Keep your IAM. IdentiGate adds a thin identity-assurance layer on top — triggered at hire, at every regulated access event, and on every audit demand. Not a rip-and-replace; a missing piece.
A video call proves a person is on a camera. It does not prove which person. Real-time deepfakes — including voice clones — routinely pass HR video screening in 2026. The fix is not a better model. It is a different anchor.
A single NFC passport scan, performed by the candidate on their own device, binds the interview to the passport's cryptographic signature. The signature is generated by the issuing state. No model required.
Your contractor "Maria" is actually a rotating pool of three people sharing one Upwork account. Your vendor submits invoices for 15 engineers but employs 22 people — or seven. These attributions are invisible to your HR stack.
Passport-anchored identity binds the work to the person — not to the login, not to the account, not to the contract. Every login, every commit, every signed deliverable traces back to a cryptographically verified individual.
NIS2 requires that you document identity controls for workforce and supply chain. Traditional audit-trail exports from your HRIS show names, hire dates, and SSO timestamps — none of which prove identity was ever verified at any real bar.
IdentiGate's evidence layer produces cryptographic audit artefacts that regulators can independently verify, without you disclosing personal data. The proof is in the chain, not in the copy of the passport image.
Your new contractor verifies for Deel. Then for your VPN provider. Then for your SSO. Then for your bank (for expenses). Then for every SaaS tool. Each step collects data, adds friction, creates breach surface, and none of them share state.
One IdentiGate identity, reused across every vendor and platform — without re-collecting passport images. Less friction for your workforce, less liability for you, less attack surface everywhere.
Each capability below solves a specific moment in the workforce lifecycle — from the first remote hire who never sets foot in your office, to the contractor revoked across 40 vendors in seconds. Deployable today, built on our existing products.
A company recruiter in Tallinn interviews a candidate from Bogotá. A passport chip scan during offer acceptance turns an uncertain remote hire into a cryptographically verified one.
In a Dual Key world, there is no password or code that moves without the employee's actual device and PIN. Every regulated-access event keeps the human in the loop.
A company relies on 40+ vendors. NIS2 Article 21 asks who these people are; most companies cannot answer. One passport scan per individual closes the gap.
An eIDAS AdES signature, cryptographically bound to verified passport identity, ends the non-compete dispute before it starts. Court-admissible across the EU, ESIGN-recognised in the US.
Every hire, every access grant, every offboarding event — linked into a tamper-evident cryptographic chain. Generated at the moment of the event, not reconstructed at audit time.
Onboard 200 contractors by Friday. Revoke access for 40 departed vendor staff by end-of-day. One API call — each identity still verified individually, each action still cryptographically signed.
Proof the worker is cleared in a jurisdiction, without revealing which passport. Same applies to clearance levels, age, residency.
AI agent books flights, signs contracts on behalf of a human. Who is responsible? Cryptographically traceable to a verified human.
Employee leaves, joins new company. Verified identity travels with the person. Each new employer consumes attestation, not documents.
For HR and IT teams who want IdentiGate verification inside their existing HRIS and IAM stack. You keep Workday, Deel, Rippling, BambooHR — we add the chip-anchored verification primitive at hire and at every NIS2-sensitive access event. Direct integration into your IAM layer (Okta, Entra, Ping, Keycloak) — IdentiGate becomes the regulated-access step-up tier, triggered on privileged operations, audit events, and high-sensitivity workflows.
Your IT/security team integrates via REST API; your IAM consumes our X.509 certificate via SAML, OIDC, or SCIM. Integration timeline is typically weeks, not quarters. Scales from SMB rollouts to regulated enterprises with NIS2, DORA, or NIST SP 800-63 obligations.
For teams without an HR platform, for pilot deployments, and for remote employees who sign from anywhere. Your employee scans their passport, creates a verified digital identity, and signs their offer letter, contractor agreement, or NDA in the portal — from any country worldwide (179 NFC + document route). The signature is an eIDAS Advanced Electronic Signature, court-ready across jurisdictions, anchored to a passport-verified person (not just an email address).
Zero engineering work on your side. Start within the same afternoon. Especially useful for remote hiring across USA, EU, Asia, Africa — where most e-signature tools produce only Simple Electronic Signatures (SES) that offer weak dispute-resolution weight.
For full pricing details, see product pages: Identity Verification, Authentication, AdES Signing, Signing Portal. Integration fees are scoped per engagement — we quote after a short discovery call.
Full pricing, volume tiers, and enterprise terms live on the product pages. Integration fee scoped per engagement — we quote after a short discovery call.
20 minutes. A real passport scan on a real phone. See exactly how IdentiGate fits into your HR or IAM stack — and what changes on the day you hire someone you've never met in person.