The People Behind the Work
Recruitment principles, professional categories and the requirements every individual must meet before being considered for an assignment.
We Select for Judgement, Then Verify Everything Else
Security work concentrates responsibility in a small number of people. Who those people are matters more than any equipment, procedure or promise.
Our selection begins with the question that actually predicts performance: how does this person behave when a situation becomes ambiguous, public or uncomfortable? Technical skill can be trained and verified. Judgement under pressure cannot be assumed.
From there, every claim is checked. Qualifications are evidenced, licences are confirmed against the relevant register, identity and work authorisation are verified, and references are taken up directly rather than accepted on paper.
We would rather decline an assignment than staff it with someone who has not cleared that process for the specific jurisdiction and the specific role.
What we do not publish
We do not publish the names, photographs, biographies, deployment histories or personal details of protective personnel. Naming people who work in protective security exposes them and, more importantly, exposes the clients they work for.
For the same reason, we do not invent personnel profiles to fill a page. Where you see no names here, it is because none should be there.
Who Is Accountable for These Standards
Vetting standards mean nothing without a named person answerable for them. That responsibility sits with the founder of the organization.
Mr. Digant Sharma
Founder & Chairman
Digant Sharma is an entrepreneur and social-impact leader whose work spans technology, agriculture, financial inclusion, digital governance, social welfare, corporate social responsibility and institutional development. His initiatives include SAKSHAM, alongside organizations associated with the Torus Group.
That record is one of building institutions that other people depend on, and it sets the expectation applied here: recruitment decisions are documented, verification is repeated for every role and jurisdiction, and no individual is put forward on reputation alone.
He is the direct point of contact for enquiries about engagement, conduct or the standards described on this page.
Mr. Sharma is not a government official, an officer of the Federal Security Service of the Russian Federation, an intelligence officer or a representative of any government. No such role is claimed, and no credential is asserted here that has not been supplied and verified.
Professional Categories
The roles we recruit for, each with its own competence profile and verification requirements.
Executive Protection Specialists
Close protection practitioners working to a written mandate, with advance planning, route and venue work, and disciplined low-profile conduct.
Security Consultants
Assessment and design specialists who translate exposure into proportionate, documented procedure a client can actually maintain.
Former Law-Enforcement Professionals
Engaged as private civilians only. Prior service informs judgement; it grants no powers, access or authority of any kind.
Former Military Personnel
Valued for planning discipline, communications and composure — and required to adapt fully to a civilian, client-facing, lawful context.
Protective-Security Specialists
Residential, site, venue and event-security practitioners focused on access, layering, procedure and emergency arrangements.
Security Trainers
Instructors delivering lawful awareness, personal-safety and preparedness training to non-specialist audiences.
Risk Analysts
Analysts working with lawful, client-provided and openly available information to support proportionate decisions.
Every Person Must Meet Applicable Requirements
No individual is put forward for an assignment until each of the following has been satisfied for that role, in that jurisdiction, at that time.
Conduct Is Part of the Competence
A protective professional spends most of an assignment in public, alongside a client's family, colleagues and counterparties. How they conduct themselves is not separate from the security outcome — it is a substantial part of it.
- Behave lawfully and proportionately at all times
- Cooperate appropriately with local authorities
- Maintain confidentiality during and after the engagement
- Avoid any conduct that could embarrass or expose the client
- Decline instructions that would require unlawful action
- Report incidents, near-misses and errors accurately
Limits of authority. Personnel engaged through this organization act as private individuals. They have no powers of arrest beyond those available to any member of the public in the jurisdiction concerned, no right to detain, search, seize or compel, and no access to government systems, records or resources.
Where a matter requires official powers, the correct response is to involve the competent local authority — not to act as though those powers exist.
Looking to Join, or Looking to Engage?
Candidates can submit a professional enquiry through our careers page. Clients can open a confidential discussion about staffing an assignment.