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C-suite and senior hires
CEO, CFO, COO and other senior candidates, where a résumé, a reference list and a quick report do not tell the whole story.
Know who you are hiring, partnering with or funding.
Discreet background investigations on C-suite candidates, board members, partners, key hires and investment principals. Built for Florida law firms, general counsel, HR leaders and investors who need verified facts before a decision is made.
Attorneys and paralegals: call for rates, availability and a quick scoping conversation.
Instant background reports pull from aggregated data that can be outdated, incomplete or attached to the wrong person. When the decision involves an executive, a board seat, a law-firm partner or a significant investment, that is not enough.
MAYN Investigations FL builds a verified profile from primary sources: court files, corporate filings, regulatory records, licensing boards, media and open-source research. We confirm identity first, then document what we find and where we found it, so counsel and decision-makers can rely on it.
Every assignment is scoped to the role, the risk and the decision in front of you. Call (321) 340-3280 to talk through what you need.
Scope depends on the role and the question. A typical executive or principal investigation can include:
Findings are tied to the source record, so your team can see what was verified and what still needs follow-up.
We do not pull consumer credit reports, bank records or other restricted data without a lawful permissible purpose and the required authorization.
Most requests come from counsel or from leadership working with counsel. Typical engagements include:
CEO, CFO, COO and other senior candidates, where a résumé, a reference list and a quick report do not tell the whole story.
Directors and advisors whose litigation history, outside business interests or regulatory record could affect the company.
Lateral partner and senior hires, including verification of credentials and review of public disciplinary and litigation history.
Founders, management teams and principals behind a target company, fund or deal counterparty.
Prospective partners, buyers, sellers and key individuals in a merger, acquisition or joint venture.
Background on parties, witnesses and decision-makers when the history of a person matters to the case.
Call to discuss the subject, the role and your deadline. We will tell you what is realistic and what it will cost.
Executive background investigations have to be done the right way, or the findings can create more risk than they remove. We plan each assignment with the applicable rules in mind and coordinate with your counsel on how the results will be used.
Information is gathered from public records, lawful commercial sources and open-source research. We do not pretext, hack accounts or record conversations without consent. See our guide to Bar Rule 4-5.3 and investigators for how attorney-directed investigations work.
Employment-screening obligations depend on how the report is used. Your employment counsel should confirm the disclosure, authorization and adverse-action steps for your situation.
A clear sequence, so you know what you will get and when.
We discuss the subject, the role or transaction, the jurisdictions involved, your deadline and any authorization already in place.
We confirm the subject’s identity and search court, corporate, regulatory and licensing records in the relevant jurisdictions.
We verify claimed education and employment where authorized, and research media, online presence and related entities.
You receive an organized report of findings with sources, plus a debrief call to walk through anything that needs a decision.
Premieres Wed, Oct 21 · 8 AM ET
Premieres Wed, Oct 28 · 8 AM ETStraight answers to what attorneys, paralegals and clients ask before an assignment starts. For rates and availability, call (321) 340-3280.
Online reports are aggregated data that can be outdated, incomplete or matched to the wrong person. We confirm identity, go to the primary sources (court files, corporate and regulatory records) and document where each finding came from.
If the report will be used for an employment decision, the Fair Credit Reporting Act generally requires a clear written disclosure and the candidate’s written authorization before the report is obtained, plus pre-adverse and adverse-action notices if you act on it.
For investor or transaction due diligence the rules can differ. We will discuss how the results will be used, and your counsel should confirm the requirements for your situation.
We do not pretext for bank or financial records, access private accounts, pull credit reports without a permissible purpose and authorization, or record conversations without all-party consent. Everything we report can be traced to a lawful source.
It depends on the scope, the number of jurisdictions and how many records must be pulled from courts or agencies. Call to discuss your deadline and we will tell you what is realistic before work begins.
Yes, we can scope research across multiple jurisdictions. Some records outside Florida take longer to obtain, and we will flag that during the scoping call.
Yes. Assignments are handled discreetly and shared only with you and the people you designate. When counsel engages us, we work at counsel’s direction.
Tell us who you need to know more about and when you need it. Attorneys, paralegals, HR and deal teams can call for rates and availability.