Investigator job description
An investigator looks into thefts, fraud, pilferage and policy breaches for a security agency or a client's loss prevention team. The role gathers facts and writes a report the client can act on.
Why the role exists
Investigators work for security agencies, corporate security teams and risk consultancies. Typical cases include inventory shrinkage at a warehouse, employee misconduct, insurance claims and site breaches. They report to a security head or investigations manager and must keep their findings confidential.
What the person does
- Take the case brief from the client or security head and agree the scope, questions to answer and who may be told.
- Review CCTV footage, access logs, gate registers and stock records to build a timeline of what happened.
- Interview staff, guards and witnesses, record statements accurately and keep notes of who said what and when.
- Visit the site, photograph the scene and secure physical evidence such as seals, locks and documents with a proper record.
- Cross check findings against inventory, billing and attendance data with the help of the client's finance or operations team.
- Write a clear, factual report that separates proven facts, opinion and open questions, with supporting evidence attached.
- Brief the client or management on findings and suggest control gaps to close, without naming guilt beyond what the evidence shows.
- Keep case files confidential and share them only with persons the client has authorised.
Skills and tools
- Structured interviewing and statement recording
- Reading CCTV footage, gate logs and stock records for patterns
- Report writing in clear English and local language
- Basic knowledge of inventory and billing documents
- Evidence handling and chain of custody practice
- Using spreadsheets for timelines and reconciliations
- Discretion and neutrality under pressure from either side
- Understanding of how pilferage and collusion usually happen at warehouses and retail sites
Education and experience
Preferred, never a bar: equivalent experience counts.
- Graduate education preferred in law, commerce, criminology or related fields, or equivalent experience in investigation or loss prevention.
- Experience in corporate security, audit, police, forces or risk work preferred.
- Any licence or registration needed to carry out investigation work depends on the employer and state; confirm it with your own adviser.
- Experience with retail, logistics or manufacturing losses preferred, depending on client mix.
How the work is judged
- Clarity and completeness of investigation reports
- Share of cases closed within the agreed scope and time
- Whether clients act on the findings and close the control gaps
- Quality of evidence records and confidentiality of case files
- Accuracy of findings when later reviewed by the client or counsel
Where the role can lead
- Senior investigator or investigations lead.
- Corporate security or loss prevention manager.
- Risk consultant or fraud specialist at a consultancy.
Interview questions to ask
Ask every candidate the same questions in the same order and score them against written anchors, so the decision rests on the work and not the impression.
- A warehouse reports repeated stock loss on night shifts. How would you start your investigation?
- You find the evidence points to a senior client employee. How do you handle reporting this?
- Describe how you interview a reluctant witness without pressuring them unfairly.
- What would you record to make sure your notes stand up if questioned later?
- A client asks you to conclude quickly who is to blame. How do you respond?
- Tell us about a case where you changed your view after new facts arrived.
Hiring tips for this role
- Give a mock case file with a gate register and stock sheet and ask for a one page findings note. Judge reasoning and neutrality, not drama.
- Check for ethics. Ask how the candidate handles confidential material and leaks. A single breach can end client trust.
- Do not hire on an ex police or ex forces background alone. Many are strong on people but weak on records and reporting.
- Confirm reference conduct with previous employers yourself. Watch for investigators who overreach, coerce statements or record opinion as fact.
Questions about hiring a investigator
Typical cases are stock and cash losses, employee misconduct, collusion with outsiders, claim checks and security breaches at a client site. Scope and tools differ by client and industry.
It depends on the employer, the state and the type of work. Rules on private investigation vary. Confirm what applies with your own legal adviser before starting investigations for clients.
A supervisor runs guards and posts day to day. An investigator looks back at specific events, collects evidence and writes findings. The two work together, but the skills and reporting lines differ.
GullyHR helps with permanent hiring. We agree the job description and reporting line with you, find and screen candidates and support the offer. Case work, access and confidentiality terms are set by your own team.
Hiring a investigator?
GullyHR runs talent acquisition for permanent roles. We agree the job description with you, find and screen candidates against it, and support the offer through to joining. We recruit permanent employees. We do not supply contract or temporary staff.