On Aequivalent’s 10th anniversary, we look back together with the people who have helped shape our journey. One of them is Mr. Peter Ingold, now Chief People Officer at Gesundheitszentrum Fricktal and formerly Head of HR & Corporate Development at WIR Bank, an Aequivalent client since 2017.
Peter Ingold knows our services from two very different industries – finance and healthcare – and shares his insights and perspectives on background checks and our collaboration.
We asked him five questions:
1. You know Aequivalent from two different organisations. What originally prompted you to work with us?
The key turning point was a critical hiring decision at the bank where we had not looked deeply enough into the candidate’s file. I recalled our first conversation about risk mitigation in the hiring process – and that was the starting point. I was particularly impressed by the high level of digitisation and how structured Aequivalent’s process is. At first, there was some internal scepticism about involving an external firm, but thanks to your expertise, high quality and the opportunity to optimise workflows together, those doubts quickly disappeared. The cooperation with the HR back office was seamless and senior management quickly recognised the added value of systematic background checks, especially as an effective tool for process improvement and risk reduction.
2. What concrete benefits do you see in conducting background checks – both in banking and in healthcare?
In healthcare, I particularly value the ability to digitise complex processes, such as BAB or OKP approvals (meaning professional practice permits and authorisations for compulsory health insurance), and make them independent of individual key people. This ensures that processes run smoothly and to a high standard even when staff change – without shortcuts. With limited resources or under time pressure, Aequivalent’s structured process ensures that no important verification steps are skipped. It also creates valuable time to reflect on hiring decisions. In banking, the benefit was clearly in risk reduction and avoiding bad hires. Background checks also act as a natural filter as candidates unwilling to be checked usually aren’t the right fit for the company.
3. How would you describe your collaboration with Aequivalent in a few words?
I would describe our collaboration as trustworthy, beneficial, and goal-oriented. Trust is the foundation – both towards candidates and towards clients – and an integral part of the process. Beneficial means that both the organisation and the candidates gain clear value: the process is straightforward, smooth and relieving for everyone involved. Goal-oriented means that both sides share the same objectives: efficiency, clarity, and cost-awareness, combined with continuous improvement and a readiness to innovate.
4. Was there a moment when your decision to work with Aequivalent particularly paid off?
One of the most striking moments was during the recruitment of board members in the banking sector. Several candidates were excluded from the process after the checks, which provided clarity and security at the highest level. The structured, legally sound approach and objective external assessment were a huge relief for me and ensured that decisions were made independently and transparently.
5. How do you assess the future importance of background checks in HR and what role can Aequivalent play?
In healthcare – especially in nursing roles – I see high staff turnover, often because qualifications or references weren’t thoroughly verified. Background checks help improve recruitment quality, minimise risks and reduce costs in the long term. Particularly in large teams, the impact is clear: out of ten checks, perhaps one is critical, but with 1,000 employees these cases add up – whether due to financial issues, previous irregularities or health-related concerns. For sensitive roles, this is a worthwhile investment that brings security for employers, employees and patients. Aequivalent can make a decisive contribution to quality assurance with structured processes, objective assessments and a holistic view of candidates.
Date of publication : september 2025
Author: Aequivalent’s Marketing and Sales team
