The brand interviewing you may not be the employer
Groups may recruit under a global brand while the employment contract names an Irish subsidiary, agency or employer-of-record. That can be legitimate, but the distinction affects who owes salary and employment obligations.
Ask for the legal entity early and search its company number. Compare the result with the contract, recruiter email and office details. If the offered employer changes late in the process, request a clear explanation before signing.
- Legal employing entity
- Recruiter and email domain
- Work location and reporting line
- Payroll and contract issuer
Use independent contact to defeat impersonation
Fraudulent job offers may imitate real companies and employees. Do not authenticate a recruiter by replying to the same message or calling a number in the offer. Locate the company's official channel independently and ask it to confirm the vacancy and person.
Unexpected requests for equipment payments, visa fees, crypto, gift cards or bank transfers are serious warning signs. Legitimate hiring processes may request identity evidence at an appropriate stage, but you should understand why it is needed and how it will be protected.
Read company history in proportion to the commitment
The WRC explains that employers must provide core written terms shortly after employment begins, but candidates should seek clear written offer and contract information before making irreversible decisions. Company records provide a separate view of the employing entity's age, status and public filing history.
A young company can be an excellent employer and an old company can be unsuitable. Use the report to formulate questions about funding, team, runway, probation and notice rather than treating one public signal as a prediction.
- Confirm compensation and payment frequency.
- Understand probation, notice and conditional checks.
- Ask who owns relocation or permit costs.
- Do not resign on the strength of an unverified message.
When to order the company report
A free identity check suits an early interview. The full report is more proportionate before resigning, moving country, accepting a senior appointment or joining a small unfamiliar company where the decision has significant personal cost.
It cannot assess culture, job security or future funding. Combine it with references, direct conversations, professional advice and official employment or immigration guidance relevant to your circumstances.