Social Media Screening
Go beyond a manual social search—with structured, contextual review.
Add AI-assisted review of publicly available social media and web content to selected employment or volunteer screening programs. Surface potentially relevant behavior with source context and a documented report.
Jordan LeeReport ready
Profile match
Jordan LeeMatched on 3 identifiers- Name and email
- Location
- Username
Public sources
Public content only. Private accounts are not accessed.
Flagged content
- Threats & violence
- Harassment
- Illegal activity
Source context
Public post · 14 Mar 2026
Why a structured screen matters
A better alternative to informal searching.
Informal hiring-manager search
A manager searching on their own is inconsistent and leaves nothing behind.
- Inconsistent review based on individual judgment
- Greater risk of identity confusion
- Potential exposure to protected information
- Little documentation of what was reviewed
Configured social media screening
A configured screen looks for the same things every time, and shows its work.
- Defined scope and behavior categories
- Profile matching using multiple identifiers
- Potential signals presented with source context
- Documented report for authorized review
Public-source coverage
A broader view of a candidate's public digital footprint.
- Major social platforms
- Public web and news
- Blogs and forums
- Images and memes
- Public video and audio
- Multilingual content
Coverage may include public content from widely used platforms and other publicly accessible sources; availability varies by source, geography and privacy settings. Private accounts are not accessed. Candidates are never asked for passwords. Only publicly available content is evaluated.
The social media screening process.
- 01AuthorizeCandidate notice and authorization are collected when required.
- 02Submit identifiersName, email, usernames, location or other available identifiers support matching.
- 03Discover profilesTechnology cross-references available identifiers to locate likely public profiles.
- 04Analyze public contentReview of text, images and available video or audio.
- 05Surface contextPotential signals are organized with source links, dates and excerpts.
- 06ISS report reviewISS reviews the completed screening report before delivery.
- 07Employer reviewAuthorized users evaluate job relevance and make the final decision.
- 08CommunicateRequired consumer-report and adverse-action communications follow the configured workflow.
Behavior categories
Configured to surface potential workplace-related concerns.
- Threats and violence
- Harassment and bullying
- Prejudiced or discriminatory conduct
- Illegal activity
- Drug-related content
- Sexually explicit content
- Extremist symbols or content
- Custom keywords when appropriate
A surfaced item is not an automatic finding or disqualification. Context, identity match, job relevance, applicable law and the employer's policy must be considered.
Context—not just keyword matches.
The review reads the post the way a person would: what was said, around what, and how long ago.
- Reviews original posts and available likes, replies, comments, shares and reposts
- Analyzes language and surrounding context — not simply isolated words
- Presents each potential signal with its source link, date and excerpt
- Documents what was reviewed, so the screen is evidenced rather than remembered
The decision stays with the employer.
ISS surfaces and documents potentially relevant public content. Job relevance, identity match, applicable law and your own policy decide what it means.
Frequently asked questions.
No. Private accounts are not accessed and candidates are never asked for passwords. Only publicly available content is evaluated.
Add a structured social media screen to the programs that need one.
Talk with ISS about scope, categories and the workflow around consumer-report requirements.