Frequently Asked Questions

On average, background checks are completed in less than 24 hours, and 80% of nationwide criminal record checks return in <1 min. Our automated processes ensure rapid results, which undergo quality assurance checks for maximum accuracy. When completed, records are immediately uploaded to the client dashboard for efficient review.

For more complex reports, our nationwide network of county verification professionals are available for in-person verification of records, where required. We will provide an adequate timeline and complete your request as quickly as possible.

Other factors that may impact timing include: jurisdictions searched, availability of digital records, candidate history, etc.

Once you choose the reports suitable for your business needs, a dedicated professional will provide a customized quote. Our team can have you set up to screen your first applicant in as quick as one day. Click to get started now.

Yes, we provide employment screening services nationwide.

We do not provide background checks to individuals.

In general, background checks report seven years of criminal and court records.  Some searches may have varying durations, depending on record availability.  Limitations on reportable history are governed by federal and state laws.

The status of all orders is updated real-time in our online portal.  If you need further assistance in accessing the portal, please contact our support team.

No. While our services are governed by the Fair Credit Reporting Act (FCRA), we do not sell or obtain consumer credit information. Note exceptions for tenant screening.

Adverse action can be complicated and time-consuming for employers, so we have instituted a two-click process to generate necessary notices that align with regulatory requirements. We even setup reminders to ensure all steps are completed, and maintain an audit log to mitigate future risk.

1. A pre-adverse action notice will be sent to candidate if we are reporting adverse information to the prospective employer. If the employer considers not hiring the candidate based on adverse information, we provide them with notice, and a waiting period ensues (per FCRA guidelines).

2. After a reasonable period, we will review any response from the candidate, and if appropriate, allow the consumer reporting agency (CRA) to resolve the dispute.

3. If the employer elects not to hire the candidate based on the adverse information, we will send a final adverse action letter informing them.

Our membership with the Professional Background Screening Association ensures we are notified continually of significant changes. Additionally, our team has extensive experience in performing background screenings and with the requirements of state licensing agencies, which at times are more restrictive and/or prescriptive than the legal requirements alone. Our internal review processes are designed to verify we are compliant with laws and regulations so you have the assurance of reliable data.

As a premier partner for home care and healthcare agencies nationwide, we have instituted specialized searches to thoroughly vet candidates and protect the well-being of vulnerable patients. In addition to typical background screenings, our reports check the following:

• Medicare/Medicaid exclusion lists,
• Misconduct and Abuse Registry Searches
• Credential Verification
• State-Specific Report Submissions

For a full list, visit our healthcare page.

We serve companies across sectors, thanks to the expertise of the dedicated co-founders whose sweeping knowledge of industry is the byproduct of years of service. Click here to find your industry.