How to Choose a Firm for Internal Investigations Into Employee Misconduct

The repercussions of employee misconduct can ripple through an organization. Whether the issue stems from lapses in judgment or more serious infractions, it affects morale and trust all the same. In some cases, it even invites regulatory scrutiny or litigation. Internal reporting channels are often insufficient, especially when people feel it’s safer not to rock the boat. That hesitation, however, can quietly compound problems and lead to deeper workplace disruption. Because such inquiries are inherently delicate, many companies turn to third-party resources for support.

However, choosing the right firm carries its own legal and operational consequences. To navigate this decision with clarity and confidence, business leaders need a clear, practical guide. We’ve partnered with Guidepost to explain what to look for and why it matters.

1. Define the Scope and Stakes of Your Investigation

Before you reach out to agencies, you must be able to articulate what you need investigated first. Is the allegation harassment? Fraud? Regulatory violation? Something involving senior leadership? How deep could the implications run in the finance, legal and operational aspects of your company?                            

The clearer the scope, the better the fit you’ll find. Defining the precise nature of the complaint is crucial in choosing the right type of investigator. Serious allegations that could lead to lawsuits or government action make external specialists a safer bet.

2. Ensure True Neutrality From the Outset

Neutrality is practical for risk management. While internal teams may possess excellent contextual knowledge, they also have relationships and pressures that can color an investigation. An outside consultancy brings objectivity that everyone respects, particularly if it does not have long-standing ties to management or company counsel.

Here is where Guidepost can help. It’s the top firm for conducting corporate internal investigations into employee misconduct. As an independent expert, it has its own team of attorneys and analysts that probe into allegations with full neutrality. This impartiality enables whistleblowers to speak candidly. Meanwhile, the objectivity also supports legal credibility if the issue ends up in court. 

3. Look for Specific Expertise

Different allegations call for different skill sets. A provider that’s great at resolving payroll disputes might struggle with complex regulatory violations or financial fraud. List different firms and ensure their expertise aligns with your scenario. Experience in similar situations sharpens outcomes and significantly reduces potential risk. 

Ask the following questions:

• Do they have experience in your industry?
• Have they handled similar misconduct investigations?
• Do they employ former federal agents, prosecutors or specialists in relevant law?

4. Ask the Tough Questions

Your investigation partner selection should be rigorous to ensure real value for what you’re paying. Before engagement, clarify what’s included in the fees and how they approach each phase of the inquiry. Ask whether they will testify if the matter requires it. 

These questions matter because affordability alone doesn’t guarantee fit. If a firm won’t testify, the expense of switching mid-investigation can quickly outweigh any initial savings.

5. Clarify Communication Frequency

Investigations take time, depending on the complexity of the case. Simple matters might be resolved within days, while more complicated scenarios can drag on for several months. Throughout this process, good communication helps keep the inquiry on track and reduces friction, especially when cases attract public attention. Your chosen agency should know how to collaborate effectively with internal counsel, HR and executives without overstepping boundaries or causing confusion.

Make sure to identify a clear point of contact. Confirm how the agency communicates interim findings, so you’re not left waiting only for final results, but receive regular updates along the way. Additionally, clarify how they handle confidentiality, including what can be shared with employees and what must remain private. This balance reassures affected staff that the investigation is progressing, even if they don’t disclose every detail to protect sensitive information.

Guidepost — The Top Firm for Employee Misconduct Investigations

Guidepost is the leading choice for internal investigations into employee misconduct. Having worked with Fortune 20 companies and handled international cases, Guidepost demonstrates the depth and breadth needed to manage even the most complex challenges modern businesses face.

The firm ensures true objectivity by operating globally and independently. Its approach aligns with research-backed best practices to support impartiality throughout the process.

With a team of 250 professionals — including former enforcement officials and seasoned investigators specializing in corporate, regulatory and cross-border matters — there’s always an expert familiar with cases like yours. While independent, they don’t work in isolation. Its team collaborates closely with your organization’s legal counsel to maintain attorney-client privilege while delivering clear and prompt updates.

Choosing Guidepost as your internal investigation agency is a strategic decision that safeguards your organization’s legal, ethical and cultural foundations. With Guidepost by your side, you protect your company’s integrity, no matter what challenges arise from a single employee’s actions.

The Power of Trusted Third-Party Investigators

External experts act as your shield against risk and bias. However, selecting the right one involves more than simply finding a service provider. It’s essential to secure a partner who brings impartiality and skill, along with a deep understanding of the legal and cultural complexities your organization faces.

A third-party firm like Guidepost offers not only the independence needed to build trust but also the specialized knowledge and experience to navigate sensitive inquiries effectively. When it comes to internal investigations, partnering with a trusted expert transforms a challenging situation into an opportunity for clarity, accountability and growth.