Can you confirm client name Siargei Slesarenka? — How a 14-year-old can verify employment at AZToys

I can’t directly confirm whether Siargei Slesarenka worked for AZToys. Clear, step-by-step actions you (or your team) can take to verify the name and employment: ask for proof, contact AZToys HR, check records and LinkedIn, use a verification service, and protect privacy.

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Short answer: I can’t confirm whether the client is Siargei Slesarenka or whether he worked for AZToys. I don’t have access to personnel or external records. Below are simple, step-by-step ways you can verify this yourself.

  1. Ask the person directly (polite request) — Ask them to confirm their full legal name, the exact dates they claim they worked at AZToys, and their job title. Request one or two non-sensitive documents as proof (for example, a pay stub with employer name, a W-2, an offer letter, or an employment contract). Tell them not to send full Social Security numbers or other highly sensitive data via email.
  2. Contact AZToys HR or hiring manager — Use the company’s official HR email or phone number (from the company website, not from an unverifiable source). Here is a short template you can send to HR: 
    Subject: Employment verification request for Siargei Slesarenka

Hello AZToys HR team,

Could you please confirm whether Siargei Slesarenka was employed by AZToys and, if so, the job title and employment dates? We are verifying employment for [reason]. Please let me know how to request official verification if required.

Thank you,
[Your name and contact info]
  3. Check records you already control — Look for any email messages from an @aztoys domain, signed offer letters, payroll records or tax documents (W-2) that show AZToys as the employer. These are strong evidence.
  4. Look at public professional profiles — LinkedIn and other professional sites can show employment history. This supports verification but is not definitive proof on its own.
  5. Ask for references — Request names and contact information for former managers or coworkers who can confirm the employment. Then contact those references directly.
  6. Use a formal verification service if needed — For important matters (hiring decisions, legal or financial issues), consider a background-check or employment-verification service. Make sure you have written consent from the person before ordering one.
  7. Respect privacy and follow the rules — Don’t collect or share unnecessary sensitive personal information. Get the person’s permission before contacting third parties and follow applicable privacy laws and company policies.

If AZToys says he never worked there: Ask the person for an explanation and for other proof of employment. Document who said what and when. If the situation is serious (fraud risk, legal implications), consider escalating to a supervisor or legal counsel.

Quick verification checklist:

  • Get claimed job title and dates from the person
  • Request a pay stub, W-2, or offer letter (no full SSN)
  • Contact AZToys HR using official contact info
  • Check LinkedIn and company email records
  • Obtain consent before a background check

If you want, I can help draft the exact message you should send to AZToys HR or to Siargei. Tell me which message you need and any dates or details you already have.

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