GB GROUP PLC

GBG Detected - KYB Business Onboarding and Monitoring Verification Solution

GBG Detected is a real-time fraud detection and identity intelligence service that analyses customer data, flags suspicious activity, and helps organisations prevent fraud before it happens—improving trust, reducing risk, and supporting seamless digital onboarding and KYB requirements.

Features

• End‑to‑end Know Your Business (KYB) onboarding and monitoring
• Rapid onboarding reducing onboarding times by up to 60%
• White-labelled customer onboarding portal with intuitive, configurable workflows
• Access to 600m+ global company records and ownership registries
• Integrated director and UBO identity verification using global identity data
• Automated low‑risk customer approvals guided by configurable risk criteria.
• Case management system and API for streamlined onboarding workflows.
• Verify businesses with only name, city and registration country,
• Seamless integration with CRM platforms for frictionless deployment.
• Built‑in PEP, sanctions, and adverse media screening to support compliance.

Benefits

• Reduced operational costs
• Increased ability to combat and reduce fraud
• Anti-Impersonation, Affordability, Adverse Media, PEPs and Sanctions checks
• Enhanced customer experience
• Regulatory compliance
• In-built audit trail
• Ease of use
• More data to make better decisions
• One agreement, multiple users
• Scalable API can be pointed to multiple sites across organisation,

• Free trial available

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

Request an accessible format

If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at Bid.Management@gbgplc.com. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

691937492193702

Contact

Rhys Davies
01244 657333
Bid.Management@gbgplc.com

About the service

• Service categories:
  • Application Development and Deployment
    • Analytics and business intelligence
      • Business Intelligence
        • Business Intelligence
• Multi cloud support: No

Service scope

• Software add-on or extension: No
• Cloud deployment model: Private cloud
• Service constraints: None
• System requirements:
  • Access to the internet
  • A recognised web browser

User support

• Email or online ticketing support: Yes
• Support response times: Within four hours provided the request is raised to the Helpdesk
• User can manage status and priority of support tickets: No
• Phone support: Yes
• Phone support availability: 24 hours, 7 days a week
• Web chat support: No
• Onsite support: No
• Support levels: 24x7 Helpdesk, named Account Manager and named Technical Account Manager.
• Support available to third parties: Yes

Onboarding and offboarding

• Getting started: Support provided, onsite, online and via documentation.
• Service documentation: Yes
• Documentation formats:
  • HTML
  • PDF
• Documentation accessibility standard: WCAG 2.2 AA
• End-of-contract data extraction: Data can be extracted at anytime whilst the contract is in place.
• End-of-contract process: Contract covers a charge for a set-up and charge for data. Charges are dependent on usage, agreed before the contract is issued.

Using the service

• Web browser interface: Yes
• Supported browsers:
  • Microsoft Edge
  • Firefox
  • Chrome
  • Safari
  • Other
• Application to install: No
• Designed for use on mobile devices: Yes
• Differences between the mobile and desktop service: No major differences
• Service interface: Yes
• Description of service interface: Website with controlled user access via password. Access is controlled by system administrator once granted by GBG.
• Accessibility standards: WCAG 2.2 AA
• Accessibility testing: We have automated tests to continually monitor the onboarding portals and flag any gaps during development
• User support accessibility: WCAG 2.2 AA
• API: Yes
• What users can and can't do using the API: REST API. No limitations.
• API documentation: Yes
• API documentation formats: HTML
• API sandbox or test environment: Yes
• Customisation available: Yes
• Description of customisation: The customer onboarding portal is fully customisable to allow for bespoke onboarding of a variety of entity types (businesses, trusts, funds, individuals etc.).; Onboarding journeys are also customisable by industry, geography, or any other variable of the client’s choosing.; The risk engine allows for customisable risk rules to be flagged in accordance with your risk-based approach.; Customisable screening settings, custom fields, customisable forms etc.; Results and matching levels can be fully configured in line with specific compliance requirements.; The above are examples of customisation and the platform is highly configurable to all types of entity onboarding.

Scaling

• Independence of resources: Our systems are designed to auto-scale using advanced infrastructure based in AWS. We leverage the latest in containerisation and serverless technologies to all the platform to auto-scale, this is tested regularly and monitored using our observability tools.; Business continuity includes the service provision from the GBG Detected platform which is mitigated by the AWS service. The other key aspect is to ensure availability of Detected personnel to support ongoing commitments, for this reason the GBG Detected team has scalable premises available as well as the ability to operate fully remotely with no discernible impact to service.

Analytics

• Service usage metrics: Yes
• Metrics types: All data regarding usage and results is available online and to download.
• Reporting types:
  • API access
  • Real-time dashboards
  • Regular reports
  • Reports on request
• Resource tagging: Yes
• FOCUS resource tagging: No

Supplier type

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Other security clearance
• Government security clearance: Developed Vetting (DV)

Asset protection

• Knowledge of data storage and processing locations: Yes
• Data storage and processing locations: United Kingdom
• User control over data storage and processing locations: No
• Datacentre security standards: Complies with a recognised standard (for example CSA CCM version 4.0)
• Penetration testing frequency: At least once a year
• Penetration testing approach: ‘IT Health Check’ performed by a CHECK service provider
• Protecting data at rest:
  • Physical access control, complying with CSA CCM v4.0
  • Physical access control, complying with SSAE-18 / ISAE 3402
  • Encryption of all physical media
  • Scale, obfuscating techniques, or data storage sharding
  • Other
• Other data at rest protection approach: Data at rest and in transit are encrypted to AES 256.
• Data sanitisation process: Yes
• Data sanitisation type:
  • Deleted data can’t be directly accessed / Cryptographic Erasure
  • Explicit overwriting of storage before reallocation / Secure Erase
• Equipment disposal approach: Complying with a recognised standard, for example CSA CCM v4.0, CAS (Sanitisation) or ISO/IEC 27001

Data importing and exporting

• Data export approach: Via API call.
• Data export formats:
  • CSV
  • Other
• Other data export formats:
  • PDF
  • Excel
• Data import formats:
  • CSV
  • Other
• Other data import formats:
  • API
  • Excel

Data-in-transit protection

• Data protection between buyer and supplier networks:
  • TLS (version 1.2 or above)
  • IPsec or TLS VPN gateway
  • Other
• Other protection between networks: PSN assured service; PSN protected service; Assured by independent testing of implementation; Data at rest and in transit is encrypted to AES 256.
• Data protection within supplier network: IPsec or TLS VPN gateway

Availability and resilience

• Guaranteed availability: Service up-time is typically 99.9%.; SLAs are referenced in the terms and conditions.; For a priority 1 fault, where the Service is not operational or is inaccessible, we aim to clear 80% of faults within 4 hours of GBG’s acknowledgement of the fault.
• Approach to resilience: Our platform architecture is designed to be resilient. We have multi-az infrastructure designed to scale when required. When leveraging data sources we have access to multiple data sources and fallback.; ; We perform regular disaster recovery exercises and audited on such with SOC 2 and ISO 27001 certifications
• Outage reporting: Email alerts to users and technical contacts.

Identity and authentication

• User authentication needed: Yes
• User authentication: Username or password
• Access restrictions in management interfaces and support channels: Access is based on user type. Only administrators can have access to management interfaces.
• Access restriction testing frequency: At least every 6 months
• Management access authentication: Username or password

Audit information for users

• Access to user activity audit information: Users have access to real-time audit information
• How long user audit data is stored for: User-defined
• Access to supplier activity audit information: Users have access to real-time audit information
• How long supplier audit data is stored for: User-defined
• How long system logs are stored for: User-defined

Security governance

• Named board-level person responsible for service security: Yes
• Software Security Code of Practice: Yes
• Security governance certified: Yes
• Security governance standards: ISO/IEC 27001
• Information security policies and processes: The GBG Information Security Policy combines the development, delivery, management and maintenance of secure infrastructure and applications, in support of all GBG Identity Management offerings, and specifically Identity Verification and Assurance within GBG Detected.; Within GBG, the Chief Information Security Officer (CISO) has overall accountability for Information Security and it is the responsibility of the CISO to make the appropriate provisions for establishing controls to ensure adherence to the GBG Information Security Management System.; The CISO provides the Senior Leadership Team and GBG Board with an Information Security review at the end of the financial year.; The Chief Regulation Officer (CRO) has overall accountability for risk and Data Protection. The CRO chairs the quarterly Internal Controls Board, and is the main document signatory for GBG.; The CRO is also head of GBG’s Legal team, who are responsible for ensuring compliance to all relevant legislation.

Operational security

• Configuration and change management standard: Complies with a recognised standard, for example CSA CCM v4.0 or SSAE-18 / ISAE 3402
• Configuration and change management approach: All changes to the service must be delivered under the governance of the GBG Change Management Process. No change will be approved without clear remediation or back-out plan, properly identified, documented, tested and approved. There are three levels of configuration and change management: Standard Change, Emergency Change and Reviewed Change. The latter is not a routine or standard change. If there is uncertainty as to whether or not further review is required, a review will be happen rather a decision made to press forward with a change and have it fail.
• Vulnerability management type: Complies with a recognised standard, for example CSA CCM v4.0 or SSAE-18 / ISAE 3402
• Vulnerability management approach: The Vulnerability Management Process will involve assessing the extent to which the assets are vulnerable to the identified threat. Once the Vulnerability assessments have been conducted, the level of risk will then need to be determined. Risk’s with a risk rating which fall below the Risk Appetite for the business are ‘tolerated’. The Risk Appetite for GBG is Cautious.; ; Risk’s that fall within the Risk Appetite will require the risk owner to create a treatment plan to reduce the level of risk. Treatment plans are proposed ideas or controls that can be implemented that would reduce the level of risk.
• Protective monitoring type: Complies with a recognised standard, for example CSA CCM v4.0 or SSAE-18 / ISAE 3402
• Protective monitoring approach: This is ongoing process. The response is immediate.
• Incident management type: Complies with a recognised standard, for example, CSA CCM v4.0 or ISO/IEC 27035:2011 or SSAE-18 / ISAE 3402
• Post-quantum cryptography secure: Yes
• Incident management approach: The process is defined as part of the Information Security policy.

Secure development

• Approach to secure software development best practice: Independent review of processes (for example CESG CPA Build Standard, ISO/IEC 27034, ISO/IEC 27001 or CSA CCM v4.0)

Public sector networks

• Connection to public sector networks: No

Pricing

• Discount for educational organisations: No
• Free trial available: Yes
• Description of free trial: Dependent on project scope

Discount percentage by annual call-off contract value (excluding VAT)

• Less than £250,000: 0%
• Between £250,000 and £500,000: 0%
• Between £500,001 and £1,000,000: 0%
• Between £1,000,001 and £2,500,000: 0%
• Between £2,500,001 and £5,000,000: 0%
• Over £5,000,001: 0%

Standards and certifications

• ISO/IEC 27001 certification: Yes
• ISO/IEC 27001 accredited by: BSI
• ISO/IEC 27001 accreditation date: Saturday 6 May 2028
• What the ISO/IEC 27001 doesn’t cover: Nothing available to Clients.
• ISO 28000:2022 certification: No
• ISO 9001 certification: No
• Quality management systems (QMS): Yes
• CSA STAR certification: No
• PCI certification: Yes
• PCI DSS certification accredited by: Verizon
• PCI DSS accreditation date: Thursday 29 May 2025
• What the PCI DSS doesn’t cover: Please note PCI DSS only applies to ID3global.
• Cyber essentials: Yes
• Cyber Essentials Certificate Number: 42069e2f-0ada-4369-9b73-a9141f9f67ca
• Cyber essentials plus: Yes
• Cyber Essentials Plus Certificate Number: Eb8e84ed-1f87-478b-8c00-29b239beb1ff
• Other security certifications: Yes
• Any other security certifications: SOC 2 Type 2 (for GBG Detected ONLY)

Social value

• Mission: Kick start economic growth:

  To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.

  Policy Outcome 1: Fair work: That offers fair wages and good working conditions. Help people get a job, stay in work, and progress in their careers, with good employment opportunities across the country. Notes: Where there is a large proportion of labour costs in the contract, commercial teams should consider MAC in Outcome 1 as a priority

  • New or retained jobs on the contract workforce in the relevant area that meet the criteria set out in MAC 1b, 1c and 1d
  • New apprenticeships on the contract workforce in the relevant area that meet the criteria set out in MAC 1b
  • Providing opportunities for, and measuring and monitoring of, staff workforce conditions over time, including employee engagement, involvement in decision-making and satisfaction and adapting to any changes in the results, with clear processes for acting on issues identified
  • Plans to engage the contract workforce in deciding the most important workplace issues to address
  • Monitoring of employee engagement rates (by protected characteristic) and, where necessary, the development of actions to ensure all voices are heard across the diversity of the workforce
  • Employment contracts that reflect actual hours worked; steps taken to ensure employees understand their contracts and have the ability to review and adjust them if actual hours regularly exceed contracted hours
  • Activities that support an environment where staff are educated about, and feel empowered to, address their physical wellbeing
  • Activities that support an environment where staff are educated about and feel empowered to report and address bullying and harassment
  • Activities to cascade good practice on fair working conditions throughout the supply chain
  • Offer a pay and leave entitlement to all eligible staff who become kinship carers, ideally equivalent to statutory adoption pay and leave
  • Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
  • Monitoring and reporting of gender and ethnicity pay gaps and plans to address them where necessary
  • Entitlement to sick pay for the contract workforce, with provision in place for any staff who do not meet the earnings threshold for statutory sick pay, payment of sick pay from day one of absence and payment of staff on the contract workforce who are off sick a replacement income of 100% of their usual earnings for as long as possible
  • Plans for an appropriate income replacement policy for staff who are required to spend time away from work to care for a sick dependent or close relative
  • Understanding of in-work progression issues affecting the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
  • Measures to support in-work progression to help people in the contract workforce, to move into higher paid work by developing new skills relevant to the contract
  • Support for the contract workforce by providing career advice, and providing opportunities for staff working on the contract with in-work progression career development into known skills shortages or high growth areas
  • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
  • Volunteering opportunities for staff
  • Understanding of the modern slavery risks and issues affecting the market, industry, sector or country (of origin or of source) relevant to the contract, and the workforce in the supplier’s own organisation and those of its key subcontractors
  • Measures to identify, mitigate and manage modern slavery risks relating to the contract and how these will be implemented
  • Outline policies and practices to be applied to or put in place for the contract to mitigate and manage modern slavery risks, including: Pre-employment checks, recruitment practices. Workplace conditions, safeguarding plans and processes in place and regular monitoring with relevant groups considered, which may include sampling
  • How these flow down the supply chain and are monitored Illustrative examples include reporting, site visits, audits, etc.
  • How to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain
  • How the supplier will work with NGOs, trade unions or other businesses to address modern slavery risk
  • Means of influencing staff, suppliers, customers, communities and/or any other appropriate stakeholders with respect to modern slavery risks relating to the contract

  Policy Outcome 2: Skills for growth: Supporting growth sectors and addressing skills gaps.

  • Understanding of employment and relevant skills issues, and of the education and training issues relating to the contract. Illustrative examples: demographics, skills shortages, new opportunities in high growth sectors, geographic/local community and skills/employment challenges
  • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
  • Activities to support relevant sector related skills growth and sustainability in the contract workforce. Illustrative examples: careers talks, curriculum support, literacy support, safety talks and volunteering
  • Delivery of apprenticeships, supported internships and T Level industry placement opportunities (Level 2, 3 and 4+) in relation to the contract

  Policy Outcome 3: Resilient, innovative and flexible supply chains: Support economic growth through enabling resilient businesses, opportunities for small businesses and voluntary, community and social enterprises

  • Understanding of the types of businesses in the market and the level of participation by new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
  • Activities to identify opportunities to open up sub-contracts under the prime contract to a diverse range of businesses, including new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
  • Plans for engaging a diverse range of businesses in engagement activities prior to appointing subcontractors (including activities prior to award of the main contract and during the contract term)
  • Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
  • Ensuring accessibility to contracting and subcontracting opportunities for disabled business owners and employees
  • Structuring of the supply chain selection process to ensure fairness (e.g. anti-corruption) and encourages participation by a diverse range of businesses, including with regard to new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutual
  • Understanding of local demographics, needs and opportunities for the co-design of the goods, services and works to be delivered under the contract
  • Methods for engaging with different parts of the community (including the education system and charities representing the community) and how communities come together to inform decisions, strategy and projects to leave a positive legacy for future generations
  • Plans for positive actions with community groups.
  • Measures to engage users and communities and build relationships to increase community integration build trust and influence how the contract is delivered
  • Plans to respond flexibly and adapt approaches to community engagement and initiatives
• Mission: Make Britain a clean energy superpower:

  To cut bills, create jobs and deliver security with cheaper, zero-carbon electricity by 2030, accelerating to net zero

  Policy Outcome 4: Sustainable procurement practices: Reducing carbon footprints, minimising waste, and promoting the use of clean energy and green technologies.

  • Understanding of opportunities for additional environmental benefits delivery in the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
  • Collaborative ways of working with the supply chain to deliver additional environmental benefits in the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
  • Delivery of additional environmental benefits through the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
  • Understanding of how to influence staff, suppliers, customers, communities and/or any other appropriate stakeholders through the delivery of the contract to support climate and nature protection and improvement
• Mission: Break down barriers to opportunity:

  By reforming our childcare and education systems, to make sure there is no class ceiling on the ambitions of young people in Britain

  Policy Outcome 6: Employment and training: For those who face barriers to employment

  • Understanding of employment and skills issues, and of the skills and employment shortages of high growth sectors relating to the contract
  • Delivery of training schemes and programmes to address any identified skills gaps and under-representation in the workforce for the contract (e.g. prison leavers, care leavers, kinship carers, disabled people)
  • Understanding of the issues affecting the representation of disabled people in the workforce in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
  • Collection of the views and expertise of disabled people and their representative organisations on successfully supporting disabled employees or applicants
  • Inclusive and accessible recruitment practices, and retention-focused activities, including those provided in the Guide for line managers on recruiting, managing and developing people with a disability or health condition
  • Introducing transparency to pay and reward processes
  • Offering a range of quality opportunities with routes of progression if appropriate, e.g. T Level industry placements, students supported into higher level apprenticeships.
  • Working conditions which promote an inclusive working environment and promote retention and progression
  • Other measures to provide equality of opportunity for disabled people and those with health conditions into employment, including becoming a Disability Confident employer and inclusion of supported businesses in the contract supply chain
  • Understanding of the issues affecting inequality in employment, skills and pay in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors. Measures to tackle inequality in employment, skills and pay in the contract workforce
  • Inclusive and accessible development practices, including guidance for line managers on recruiting, managing and developing people with a disability or health condition

  Policy Outcome 7: Creating a pipeline of opportunities: For the contract workforce, reducing barriers to entry for under-represented groups.

  • Understanding of the issues affecting the development of new skills by target cohort
  • Understanding of the underlying factors affecting improvements to reduce barriers to entry and training schemes for the target cohort(s) related to the contract workforce
  • Other measures to offer development opportunities for the target cohort(s) in the contract workforce
  • Understanding of issues relating to entering the contract workforce
• Mission: Build an NHS fit for the future:

  That is there when people need it; with fewer lives lost to the biggest killers; in a fairer Britain, where everyone lives well for longer.

  Policy Outcome 8: Increasing productivity through physical and mental wellbeing: In the supply chain and communities in the relevant area.

  • Understanding of issues relating to health and wellbeing, including physical and mental health, in the contract workforce
  • Understanding barriers to access to health and social care services or employment opportunities e.g. digital inclusion
  • Inclusive and accessible recruitment practices, development practices and retention policies that support-focused activities including those provided in the Guide for line managers on recruiting, managing and developing which support people with a disability or health condition
  • Actions to invest in the physical and mental health and wellbeing of the contract workforce

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

Request an accessible format

If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at Bid.Management@gbgplc.com. Tell them what format you need. It will help if you say what assistive technology you use.