From 5 min
Instant searches; standard checks 24–48 hrs
3,100+
U.S. counties searched at the source
7-year
Standard FCRA lookback period
Screening services
A full range of screening products, each built to standard industry components and tailored to your hiring program.
Employment Screening
Pre-employment and ongoing background checks built into your hiring workflow, from application to offer.
Learn more02Volunteer Screening
Screening programs sized for nonprofits, faith-based organizations, and youth-serving programs that place volunteers in positions of trust.
Learn more03Executive & Partner Screening
Enhanced due diligence for executive hires, board appointments, mergers, acquisitions, and new business partnerships.
Learn more04International Searches
Background checks for candidates with residency, work, or education history outside the United States.
Learn moreHow it works
Tell us what you need
We work with you to build a screening package that fits your industry, role types, and compliance requirements.
We run the screening
Requests are processed through our screening workflow, with searches and verifications tracked from intake to completion.
Review results and decide
Results are delivered in a clear, organized report so you can make an informed, compliant hiring decision.
Not all background checks are the same.
What separates a thorough screening partner from a shallow one — here's what to look for before you choose one.
National databases are a starting point, not an answer.
Multi-jurisdictional criminal databases aggregate records from secondary sources, and their coverage varies by county — some records are incomplete or out of date. Searching the courts of record directly is what catches what a database lookup can miss.
A database hit is a lead, not a finding.
A potential match in a database has to be confirmed at the original source before it's reported. Reporting an unverified hit is how the wrong person ends up denied a job.
Identity resolution decides what gets searched.
An SSN trace establishes the name and address history that determines which jurisdictions get searched in the first place. Get that step wrong, and a clean report can simply mean nobody looked in the right place.
Compliance is a process, not a checkbox.
The FCRA requires a specific adverse-action sequence: a pre-adverse-action notice with a copy of the report and a summary of rights, a waiting period, then a final notice. Skipping a step in that sequence is where employers get sued.
Candidates have rights, and disputes will happen.
Consumers can dispute what a report says about them and are entitled to a reinvestigation. How a screening provider handles that dispute process is part of the product, not an afterthought.
Rules vary by state and role.
Ban-the-box laws and other state-level restrictions change what may be asked, when it may be asked, and what may ultimately be reported. A screening program has to account for where — and for what role — a candidate is being hired.