Job relevant policies applied with confidence
Policy Nexus evaluates background checks against your screening policies — flagging only what's relevant, so teams review consistently at speed.
Job relevance
Same record.
Different role.
Different outcome.
Not every record is relevant to every job. Policy Nexus maps job exposure to specific conduct categories — highlighting what deserves attention and filtering out what doesn't.
Motor vehicle-related offenses are directly relevant to commercial driving roles.
Recent theft-related charges may pose a relevant risk to positions involving financial assets
Low-risk office roles have minimal overlap with these records.
80%
fewer flags
3x
faster review cycles
100%
Audit-Ready
Start with templates built from research.
Kizuna provides dozens of policy templates based on negligent hiring research and common regulatory requirements – so you don't need to start from scratch. Customize them in the next step, or skip templates entirely and create your own.
Fine-tune rules for every category.
Define which records should trigger a review. Then, customize the scope down to the most granular level: lookback period, charge severity, disposition, charge count and more.
How can employers apply background check policies consistently?
Consistent review starts with clear criteria for the role and applicable jurisdiction. Policy Nexus standardizes criminal-record terminology, applies your configured rules, and shows which records trigger review and why. This provides a consistent starting point and a clear basis for further assessment.
Benefits
Where adjudication gets easier
Replace your outdated matrix with a rules engine that reflects how you actually hire – with configurable rules for job relevance, jurisdiction, insurance requirements, and more.
Instant job relevance
A structured review signal tied to the role's exposures, so reviewers can focus on what actually matters.
No more guesswork
Each review signal is traceable to its source, so reviewers know which standard applied.
Faster throughput, fewer escalations
Less back-and-forth, fewer edge-case debates, and documentation you don't have to recreate later.
Defensible decisions
Clear rationale, rule trace, and policy versioning — so 'why' always has a structured answer.
Impact
Same report. More opportunities.
By converting record data into structured, policy-ready signals, it becomes easier to see where risk is clear, where it's manageable, and where a candidate may still be viable.
Reviewable edge cases
Edge cases become reviewable instead of automatically excluded.
Re-evaluate without rerunning
Role changes can be evaluated without rerunning the report.
Client overlay flexibility
Client overlays can open placements that would otherwise stall.
Retroactive policy updates
Policy updates apply across past and future reviews.
FAQs
How is Kizuna different from background checks?+
We don't replace them — we make their reports actionable with clear hiring recommendations.
Will this slow down my hiring process?+
The opposite. By auto-approving low-risk candidates, you'll reduce review time by up to 80%.
Does AI make the hiring decision?+
No. Kizuna produces a structured assessment: how the record was classified, which of the employer's criteria applied, the research-based context, and the candidate's response. The employer's reviewer reaches the decision and records the basis for it. Kizuna does not make or transmit employment decisions.
What happens when a record is ambiguous?+
It goes to a person. Charges and dispositions that can't be interpreted with confidence from the report are routed to human review rather than resolved by guesswork, and the review isn't complete until they're resolved.
Same report. Clearer decisions.
Background check teams finally have the tools they need to make fast and smart decisions without compromising safety or compliance.
Explore the platform