Global Experts Union - Polygraph Testing & Lie Detection Services

Family or inheritance dispute abroad? Start online 🏡💻

Cross-border inheritance and family disputes often combine verbal promises, incomplete records, and people living in different countries. For a European enquiry, start with a confidential consultation for online testing rather than arranging immediate travel.

A responsible route may include:
• Reviewing wills, ownership records, messages, and financial documents
• Defining the exact disputed statement
• Confirming voluntary participation and intended use
• Using online testing as one supplementary source of information
• Referring ownership and legal questions to qualified advisers

An online result does not determine ownership and does not replace documentary evidence, mediation, or a court decision.

🔹 Contact us to assess whether online testing fits your cross-border case.

📩 [email protected]
📞 +44 7984 631042
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Appointing a leader in Europe? Verify before you grant authority 🌐

A country manager, finance lead, operations director, or senior commercial hire may receive access to bank accounts, contracts, customer data, and local teams from day one. That makes candidate verification part of business continuity, not a formality.

Before appointment:
• Confirm identity, employment history, qualifications, and references
• Review directorships, conflicts, and unexplained career gaps
• Define the role’s financial, data, and decision-making access
• Escalate only specific inconsistencies for deeper assessment

Screening should be proportionate, documented, and adapted to the employment and data-protection rules of the relevant country.

🔹 Hiring a senior leader in Europe? Contact us before authority is granted.

📩 [email protected]
📞 +44 7984 631042
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A relationship dispute in Europe? Start with online testing 💍💻

Questions about fidelity, hidden commitments, or disputed statements may arise while partners live in different countries. For European enquiries of this type, online testing is the primary service route after a confidential consultation.

A focused process should:
• Define one factual issue rather than test an entire relationship
• Confirm voluntary, informed participation
• Agree the questions and intended use before the session
• Keep legal, financial, and documentary checks separate

Online testing cannot establish ownership, the value of assets, or the legal validity of an agreement. It provides an additional information point for a narrowly defined dispute.

🔹 Contact us privately to discuss an online format from your country.

📩 [email protected]
📞 +44 7984 631042
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Screening a candidate in Europe? Check four things first 🌍

Europe is not one employment-law jurisdiction. Before any candidate assessment or polygraph examination, the employer and provider should review the rules that apply in the relevant country.

Four questions to document:
• Purpose — what role-specific risk is the screening intended to address?
• Legal framework: what employment and local requirements apply?
• Data protection: what lawful basis, transparency, minimisation, retention, and security controls are required?
• Intended use: who will receive the result and how will it affect the decision?

Any examination must be voluntary and based on informed consent. Obtain local legal advice where the employment or data-protection position is unclear.

👉 Save this checklist before your next European screening project.

📩 [email protected]
📞 +44 7984 631042
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Screen key hires before investors do 📈

During a funding round or acquisition, investors assess not only the company but also the people trusted with finance, data, operations, and reputation. An undisclosed issue involving a senior candidate can quickly become a deal risk.

Before appointing a key hire:
• Verify identity, employment history, qualifications, and references
• Review conflicts of interest and role-specific integrity risks
• Resolve gaps or inconsistent disclosures before due diligence
• Record how screening information will influence the hiring decision

Legal, financial, and background checks come first. A voluntary polygraph may add context to narrow unresolved questions where local rules permit.

🔹 Recruiting a senior leader in Europe? Request a confidential screening consultation.

📩 [email protected]
📞 +44 7984 631042
🌐 globalexpertsunion.com

Relationship or family dispute in Europe? Start online 🌍

Cross-border family cases often involve distance, conflicting accounts, and different legal systems. For European enquiries about relationships or family disputes, the first service route should be a confidential consultation for online testing.

Before testing, clarify:
• Which factual statement is genuinely disputed
• Whether every adult participant gives informed, voluntary consent
• How the result is intended to be used
• Whether safeguarding, mediation, or legal advice is required first

Online testing does not replace child-safeguarding procedures, documentary evidence, mediation, or a court decision. If a child may be at risk, contact the appropriate safeguarding and legal professionals first.

🔹 Contact us to discuss whether online testing is appropriate for your case.

📩 [email protected]
📞 +44 7984 631042
🌐 globalexpertsunion.com

Remote hiring in Europe needs verified facts 💻

A video interview shows how a candidate communicates. It does not confirm identity, employment history, qualifications, references, or how the person will handle sensitive access.

For higher-risk remote roles, build a consistent screening route:
• Verify identity and the right to work through the appropriate process
• Confirm employment history, qualifications, and references directly
• Match screening depth to the role, country, and level of access
• Document the purpose, lawful basis, data use, retention, and decision process
• Add a voluntary examination only for defined questions and where permitted

Different European countries may impose different employment requirements.
Review the local rules before screening begins.

👉 Save this checklist for your next European hire.

📩 [email protected]
📞 +44 7984 631042
🌐 globalexpertsunion.com

Suspected internal theft in Europe? Start with online testing 🛡️💻

When stock, cash, or data goes missing across locations, a fast first step is to narrow the questions without arranging immediate travel. European enquiries about theft and similar incidents should be routed to online testing after a preliminary consultation.

A responsible first response includes:
• Preserving access logs, invoices, CCTV, and other available records
• Defining the exact incident and the smallest relevant group of participants
• Using voluntary online testing for specific factual questions, where appropriate
• Following up with documentary, HR, legal, or forensic investigation
An online result is an investigative indicator, not proof of guilt and not a reason for automatic disciplinary action.

🔹 Managing a cross-border incident? Contact us for a confidential online-testing consultation.

📩 [email protected]
📞 +44 7984 631042
🌐 globalexpertsunion.com

Hiring across Europe? Verify the candidate before access is granted 💼🌍

Cross-border recruitment makes it easier to find talent, and harder to validate every claim consistently. For roles with access to money, data, clients, or critical systems, a CV and video interview are only the beginning.

Build the process in layers:
• Confirm identity, employment history, qualifications, and references
• Review role-specific conflicts, access, and integrity risks
• Define the lawful basis, transparency, data-minimisation, retention, and access controls
• Consider a voluntary polygraph only for specific questions and where local rules permit

Candidate screening should be proportionate to the role and adapted to the country. It supports, but does not replace, documented HR, legal, and security checks.

🔹 Hiring in Europe? Ask us to design the right screening route for the role.

📩 [email protected]
📞 +44 7984 631042
🌐 globalexpertsunion.com

Honest question: would YOU pass a polygraph test right now?

Not because you're a criminal — but because the test picks up stress, and stress comes from anywhere.

Have you ever:
🔹Told a "white lie" at work this week?
🔹Exaggerated something on your resume?
🔹 Kept a professional secret you shouldn't share? 🔹 Called in sick when you weren't really sick?

We're not judging. We're all human.

But here's the thing: a trained examiner doesn't ask "have you ever lied?" — they ask "on [specific date], did you [specific action]?" Precision and context are everything.

Drop your answer below:
A) I'd pass, no problem
B) Nervous but probably fine
C) Let's just say I'd rather not find out

👇 Who's brave enough to be honest about honesty?

📩 [email protected]
📞 +44 7984 631042
🌐 globalexpertsunion.com