TraqCheck checked the résumé. Now it wants to find the person.

The résumé arrives polished. The employment history looks tidy. Somebody still has to check it. TraqCheck built its business around that unglamorous assignment, the stretch of hiring where a promising candidate becomes a pile of records, requests and unanswered emails. Now it wants the assignment that comes before it: finding the person in the first place.

That expansion gives the company a more interesting story than another AI assistant promising to save recruiters time. Its two products occupy opposite ends of a hiring process. NINA looks for candidates and starts conversations. TRACE checks the facts behind an eventual hire. TraqCheck’s wager is that connecting those jobs will be valuable enough to pull employers away from their familiar collection of tools.

In April 2026, the company announced an $8 million Series A led by IvyCap Ventures, with IIFL participating. The money is intended to support European expansion and the development and adoption of its hiring agents. The ambition has acquired a grand name: the “Human Operating System.” The practical proposition is easier to grasp. Tell the software whom you need, then let it handle more of the chasing.

The first bottleneck was the buyer

TraqCheck was founded in 2020 by Armaan Mehta, Jaibir Nihal Singh and Rishabh Jain. The three had studied in Los Angeles, where they saw a more technological approach to background screening than the manual processes they encountered in India. In a 2023 interview, Singh recalled starting in his grandmother’s living room and spending about a year building the product.

The early obstruction was credibility. Large companies were reluctant to take meetings with founders in their early twenties. Singh said winning Bajaj Capital took nearly eight months. A pilot checking approximately 4,000 to 5,000 existing employees uncovered discrepancies among previously cleared staff, according to his account, and helped secure the contract.

That is a useful sales lesson with the glitter removed. An unfamiliar supplier needed to make the cost of the existing process visible. A working product did not automatically produce a purchase order. The founders had to give the buyer a reason to revisit something it believed was already settled.

The cash commitment was modest beside the later funding headlines. A 2023 account put the founders’ initial personal investment at ₹6 lakh. Singh also described industry scepticism about whether Indian background checks could be automated. Building a functioning system gave the founders evidence to keep going. The change was from an argument about feasibility to something a customer could actually try.

TRACE does the checking. People still review.

TRACE is the continuation of that original business. An employer initiates a check, the candidate receives a consent request, records are queried, and a report returns to the hiring team. TraqCheck describes searches across employment, education, identity, criminal and other records, with checks running in parallel where possible.

The detail worth pausing over is human review. The product page says a verification specialist reviews every result, even while other copy describes end-to-end automation. For a buyer, that makes the review procedure a central part of the service. A report about a person needs more than a quick return time; it needs a dependable way to handle ambiguity.

TraqCheck advertises connections to Greenhouse, Lever and Workday, as well as an API. Those connections address an ordinary workplace annoyance: entering the same information twice. If a screening request starts inside an employer’s existing hiring system, a recruiter has one fewer place to visit and one fewer status to reconcile.

For the employer, the useful output is a completed, intelligible check. How much activity happened behind the screen matters less than whether the report resolves the question that prompted it. A fast response that leaves the hiring team chasing clarification has merely moved the work around.

NINA moves to the other end of the desk

NINA changes the entry point. Instead of giving the company someone to verify, a recruiter describes a role. The agent sources potential candidates, sends personalised outreach, follows up and produces a shortlist. The company positions it for lean recruiting teams and founders as well as larger employers.

In his public launch demonstration, Singh uses the example of finding a front-end engineer in London with five years of experience. The recruiter can ask questions about a candidate inside the conversation. It is a recognisable interaction: describe a need, inspect a possibility, ask a follow-up. The interface borrows from briefing a colleague.

The commercial logic is straightforward. If NINA introduces a candidate who later needs checking, TRACE is already nearby. That connection could reduce handoffs between suppliers. It also gives TraqCheck an opportunity to sell another service into a relationship it has already earned. This is the strategic appeal of the pairing, rather than evidence that every customer uses both products.

“Recruiting has been stuck in search interfaces and fragmented tools for two decades.”Jaibir Nihal Singh, co-founder and co-CEO, April 2026

The two tasks nevertheless demand different evidence. A sourcing system proposes that someone might fit a role. A verification system establishes whether particular claims match available records. A plausible match is a reason to start a conversation, while an employment check answers a narrower factual question. Putting both in one workflow does not erase that distinction.

A subscription is the beginning of the bill

NINA has a visible price ladder. Its published page lists a free plan, Starter at $99 per seat per month and Growth at $149. Starter allows two active roles and 400 outreach emails; Growth lists ten roles and 1,000 emails, and adds candidate conversations. Custom arrangements are also offered.

Published NINA prices reviewed September 7, 2026. Billing options and usage limits apply.

The verification business historically charged by use. In May 2023, reported prices started around ₹1,000 per person and varied with a client’s monthly hiring volume. That is a dated reference point, not a present-day TRACE quote. It does show the different units being sold: access to a sourcing agent and the completion of a background check.

For a buyer, the better calculation follows the work to its conclusion. How many introductions become interviews? How many interviews produce accepted offers? How much staff time goes into correcting searches, reviewing conversations and resolving checks? A cheap subscription can be expensive if it produces a mountain of unsuitable candidates. A more expensive one can earn its keep if it reliably removes hours of coordination.

The customer list explains the expansion

By September 2024, reporting named more than 200 clients, including Reliance Retail, Bajaj Capital, Piramal Group, Cholamandalam Finance, Yatra and Grant Thornton. These are businesses with different hiring needs, from retail staffing to financial services and professional work. Verification gave TraqCheck an entry into organisations where hiring is a recurring operation.

April 2026 reports placed its enterprise customer base around 300 across India and Europe. The figure is a reported measure of adoption, not a count of NINA subscribers. A new recruiting product still has to prove itself even when the company selling it has existing customers.

The funding history shows that the overseas push predates NINA. Caret Capital and Culture Cap, the family office of Lenskart founder Peyush Bansal, invested in April 2024. A September round brought additional backing and a stated ambition to enter the UK. A September 2025 bridge round was reported at a $17 million valuation. That figure describes that transaction, not the company’s current worth.

Forbes included TraqCheck in its 2025 Asia 30 Under 30 AI list. By April 2026, UK reporting described a plan to grow the British team to 25. Taken together, the milestones show a company extending its geographic reach while widening what it sells. Neither expansion is finished simply because funding has arrived.

The useful test is an ordinary hiring week

TraqCheck operates in a market with established alternatives. Checkr offers automated background screening, integrations and an API. HireRight covers employment, education, criminal and other checks. Automation alone therefore makes a weak claim to difference. TraqCheck’s more specific pitch is the connection between conversational sourcing and its verification business.

For a team considering that pitch, a contained trial is more informative than a sweeping rollout. Pick a real vacancy, agree what counts as a suitable candidate, and compare the resulting conversations and staff effort with the existing process. Keep the hiring manager involved. This is a practical inference from the company’s own pilot-led beginnings: a measurable task makes an unfamiliar product easier to judge.

The conditions matter. An unclear brief gives a sourcing agent an unclear target. Limited or inaccessible records constrain verification. Roles requiring considerable persuasion or nuanced discussion may still demand substantial recruiter attention. TraqCheck’s advertised human review step itself recognises that some work needs a person. The appealing part of the proposition is reducing repetitive effort around those moments.

The company’s site also previews a candidate-facing career assistant, labelled as coming soon. For now, the central test sits with employers: whether NINA and TRACE can make the distance between “we need someone” and “this person can start” shorter and less laborious. That is an outcome a hiring team can count, one vacancy at a time.