understanding
the background check process

Thank you for your partnership. To support your success in the job search, we’re committed to making the employment verification, education verification, and new hire process clear, secure, and efficient.

Please review the information below carefully and take any necessary steps to avoid delays.

Pre-Employment and Onboarding Process  

As part of our pre-employment and onboarding process with a conditional offer of employment, there are several steps required to ensure compliance with company policy and applicable regulations. Offers are contingent upon successful completion of the necessary requirements. Below is a general overview to ensure a smooth post-offer process: 

Identification Documents for Form I-9 & E-Verify 

In accordance with federal law, all new hires must complete Form I-9, which verifies your identity and eligibility to work in the United States. Candidates will be required to present original, unexpired documents on or before the first day of employment. 

Acceptable Documents: 

• One document from List A (proving both identity and employment authorization),
  OR 
• One document from List B (identity) AND one from List C (employment authorization)

Please review the list of acceptable documents here: https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents  

Additionally, please note that our company participates in the E-Verify program. E-Verify is a federal system that electronically confirms the employment eligibility of newly hired employees by comparing the information provided on Form I-9 to records maintained by the Department of Homeland Security and the Social Security Administration. 

Background Checks 

As part of our hiring process, there will be a comprehensive criminal background check.   

• These checks are conducted in accordance with applicable laws, including The FCRA (Fair Credit Reporting Act), and with written consent. 
• The level and scope of the background may vary based the position and client company. 
• Adjudication, which is the process of evaluating the results on the background check, may also vary based the position and client company.  
• We work with reputable background check vendors which safeguards privacy and allows for a seamless process on any potential adverse action procedures.

Drug Test (If Required) 

Offers may require a drug test, such as a 5-panel or 10-panel drug screen. 

• Specimen collection should be completed within 24-48 hours or sooner if possible. 
• Most specimen collection is done at a licensed lab or testing partner (e.g., Quest Diagnostics, LabCorp).
• A valid government-issued ID must be presented at the time of specimen collection. 
• Acceptance of certain prescriptions may vary based on the position and client company.

Credit Checks (If Required) 

Offers may require a soft-pull credit check depending on the role. 

• The objective is to assess financial responsibility for positions that may involve access to sensitive information.
• This soft-pull credit check will not alter the credit score. 
• Generally looking for items such as:
  • Delinquent/Derogatory Notes
  • Charge-Offs/Bankruptcy 
• Adjudication may vary depending on the needs and requirements of the role.  

Education Confirmation (If Required) 

All positions require a minimum of a high school diploma or equivalent, such as GED.  Offers may require earned degrees to be validated, usually the highest level of education completed (or as required for the role). 

• When listing education, it is important to have the following details:
  • Institution name
  • Dates attended
  • Degree awarded
• As part of this process, we may ask for educational documents such as:
  • Official or unofficial transcripts
  • Degree certificates or diplomas

Employment Verification (If Required) 

Offers may require employment history to be confirmed, the last 2–3 employers or 7–10 years of employment (or as required for the role). 

• When listing employment, it is important to have the following details:
  • Dates of employment
  • Job titles held
  • Reason for departure
• As part of this process, we may ask for educational documents such as:
  • W-2s or recent pay stubs
  • Employment verification letters
  • IRS tax records and transcripts 

Additional Client Requirements 

Some offers may require additional items as part of the pre-employment and onboarding process.  These items may be but are not limited to:  

• References from Work Colleagues and Prior Management 
• Skills Assessments or Predictive Index Evaluation 
• Additional Screenings such as Level II Background/Fingerprinting 
• Client Specific Paperwork such as NDAs of Confidential Agreements 

Can’t Access Required Documentation 

Our team is here to help along the way.  Make sure to communicate if there are items that are missing for the pre-employment and onboarding requirements.  We will help identify solutions and guide you on what steps to take to ensure you have the necessary documents ready to go.   

Fraud Awareness & Zero-Tolerance Policy 

Fraud of any kind—whether during the application, screening, or onboarding process—is considered a serious violation of company policy and will not be tolerated under any circumstances. 

This includes, but is not limited to: 

• Falsifying or misrepresenting employment history, educational credentials, or certifications
• Altering or submitting false documentation (e.g., diplomas, pay stubs, IDs)
• Tampering with drug test results or attempting to bypass drug screening procedures
• Providing inaccurate or incomplete personal information intentionally

If any form of fraud or intentional misrepresentation is discovered at any stage of the pre-employment process, the job offer will be immediately rescinded.