Personality tests are self-reported. They reveal how someone sees themselves or wants to be seen. GREY looks outwards revealing public signals and how someone has actually shown up in the world. It's grounded in neuroscience, not self-perception.

GREY is additive. We complement traditional background checks, not replace them. We reveal the person. Background checks look backwards and focus on compliance. Tests and assessments ask someone to look inwards and self-report. References are often biased. GREY looks outwards at how someone behaves, builds trust and performs under pressure.

GREY only uses public information. Every report is reviewed by our Reputation Editorial team to reduce bias, manage nuance and ensure context. We structure analysis around three digital archetypes (Quiet, Curated, Amplified) so people aren't penalised for having more or less public presence. We're fully GDPR compliant and built to meet data protection standards across every market and deliberately designed to align with the EU AI Act as a high-risk AI system in employment.

72 hours from submission to delivery. Every report includes human editorial review before it reaches you, ensuring context, fairness and rigour.

We know that people show up digitally in three main ways:

The Quiet                  
Minimal presence, often deliberate

The Curated              
Balanced, yet professional

The Amplified           
High volume, requires filtering

GREY tailors the analysis to each archetype, delivering fair, context-rich insights reviewed by our Reputation Editorial team. Absence of data is not negative data. We don't penalise people for being digitally quiet, as that's a choice and insight, not a flag.

Yes. GREY supports the entire talent lifecycle: onboarding, talent management, leadership development, M&A due diligence. People risk intelligence isn't a sunk cost. It’s insight that builds over time and informs how you develop, deploy and retain people.

You control access. Typically, it's shared with the hiring manager, HR lead and any key decision-makers involved in the final hiring decision. Reports are automatically archived after six months unless you request earlier deletion.

If GREY helps you avoid one wrong hire at a £30k salary - conservatively costed at 3x salary, or £90k - that pays for 180+ assessments. You see immediate ROI after avoiding one wrong hire. But GREY isn’t just about derisking hires. It’s about identifying potential. The insight doesn't disappear: it informs onboarding, employee experience and talent management decisions throughout that person's tenure, helping you identify and develop your future rising stars.

Yes. GREY fits into your hiring process as a reputational check before final interview stage, and we can integrate with your existing HR systems.

No. GREY complements what you're already doing. Use it alongside interviews, references and assessments to get the full picture. Think of it as an additional layer of intelligence that reveals what those other tools can't. When we say ‘risk’, we mean the risk of overlooking your future leaders as much as the risk of a wrong hire. GREY reveals both.