The most granular criminal search available. Pulls directly from county courthouse records — the source of truth for local offenses including theft, fraud, assault, and DUI. For high-volume grocery hiring, this is the foundation of every background check we run.

Checks all 50 states' sex offender registries in a single search. Any grocery operation that employs workers under 18 — or that serves a general public including families and children — should run this on every hire. It takes seconds and costs $6.00.

Verifies the Social Security number is real, belongs to this person, and surfaces every address they've lived at. This drives the geographic scope of the criminal search — so we check the counties where they actually lived, not just where they say they lived.

We call or write to prior employers to confirm actual job titles, employment dates, and rehire eligibility. Catches resume inflation, hides termination-for-cause situations, and flags gaps that an applicant didn't mention. Standard 7-year lookback.

Food service employees interact with customers of all ages and handle food that goes directly to people's hands and mouths. A criminal history search covers county records, state databases, and national multi-jurisdictional data — surfacing prior offenses for theft, assault, fraud, and drug charges before a hire touches your kitchen.

Detects THC, cocaine, opiates, amphetamines, and PCP via urine sample. Collected at thousands of sites nationwide — candidates schedule at a location near them, results return within 24–48 hours. Required by many franchise agreements and increasingly expected by QSR operators managing food safety liability.

For any employee driving for delivery, catering, or company errands. An MVR pulls the state DMV record directly — license class, status, DUI history, suspensions, points, and at-fault accidents. At $6.95 per report, it's the highest-ROI add-on for operators with any delivery or off-site catering volume.

Turnover in QSR is real — which means candidates often have short, fragmented job histories or gaps they'd rather not explain. We contact prior employers directly to confirm dates, titles, and rehire eligibility. Catches resume inflation and "quiet fires" that references alone won't reveal.

Checks the HHS Office of Inspector General's List of Excluded Individuals and Entities, the GSA's System for Award Management, and the FDA's debarment list. Any person on these lists who bills Medicare or Medicaid triggers a $20,000 civil penalty per claim. This search is the most consequential one we run for home health agencies — and it's updated monthly.

For RNs, LPNs, CNAs, physical therapists, occupational therapists, and speech therapists: we contact the issuing board directly and confirm the license is active, in good standing, and not under investigation or disciplinary action. We return the license number, expiration date, and current status. A lapsed or suspended license a candidate didn't mention is a common finding.

Supplements the county search with a state-level repository search. Coverage varies by state — some state repositories are comprehensive, others are incomplete — which is why we layer county, state, and multi-jurisdictional searches rather than relying on any single source. For home caregivers, layering maximizes coverage.

64% of healthcare applicants misrepresent credentials, per Standout CV survey data. For CNAs, RNs, and therapists, we confirm the degree or certification directly with the institution — not from a resume. This is especially important for clinical roles where credentials affect scope of practice and licensure.

Construction has twice the national average rate of substance use. Pre-employment drug screening is required by most GC contracts on commercial and public projects, and post-incident testing is standard protocol after any worksite accident. We coordinate collection at sites near your crew, with results routed directly to you within 24–48 hours.

Required for any employee operating a company vehicle, CDL-required equipment, or a forklift. An MVR pulls from the state DMV and surfaces license class and status, DUI history, at-fault accidents, and suspensions. For DOT-regulated CDL drivers, a full DOT-compliant drug and alcohol testing program is available on request.

Available post-offer in most states. Surfaces prior workers' comp claims, including the nature of the injury, claim frequency, and outcomes. Patterns of repeated claims — particularly for the same type of injury across multiple employers — are a documented risk factor for future claims and may indicate fraud. At $10.00, it's among the highest-ROI searches for construction.

Searches courthouse records directly for criminal convictions and pending charges. For construction crews working at schools, hospitals, residential properties, and government facilities, a criminal search provides documented due diligence. We search the counties where the applicant has lived, not just where they're applying — because that's where the records are.

Searches U.S. District Court records for federal criminal cases — drug trafficking, weapons charges, fraud, terrorism-related offenses, and crimes on federal property. State and county searches don't capture federal cases. For guards working at federal facilities, schools, or healthcare sites, this is not optional — it's the layer that catches what county searches miss.

Supplements county records with a state-level repository search. State databases can capture offenses from counties the applicant didn't disclose living in. Coverage and completeness vary by state, which is why we always combine statewide with direct county and federal searches — no single source is complete on its own.

A structured, FCRA-compliant review of public social media activity that surfaces violent rhetoric, extremist content, threats against individuals or institutions, and other behavioral red flags a criminal search won't show. Conducted by trained reviewers who document findings against a defined criteria set — not a manual dig by your HR team. At $21.50, it's the search that closes the gap between a clean record and a dangerous person.

Confirms prior security roles, employment dates, reason for departure, and rehire eligibility with former employers. Short tenures, gaps, and terminations for cause are common red flags in security hiring — and they don't appear in a criminal search. We contact employers directly and report what they tell us, including "not eligible for rehire."

Every placement requires a disclosure and authorization before the search runs, and FCRA-compliant pre-adverse and adverse action notices if a finding affects the placement decision. We generate all required documents as part of every order. For high-volume agencies, this is the difference between a compliant process and a class-action waiting to happen.

Temp workers often have fragmented, short-tenure work histories. We contact each listed employer directly to confirm dates, titles, and rehire eligibility — and we flag gaps that don't add up. For professional and executive placements, verification is especially important because clients are relying on the resume you submitted.

We build packages by placement type so the depth matches the role and your client's requirements. Light industrial gets a county criminal and multi-jurisdictional search. Professional placements add federal criminal and employment verification. Executive placements add education verification, OFAC, and social media. Each tier is priced per search — no package minimums.

Many industrial and safety-sensitive client contracts require pre-assignment drug testing. We coordinate collections at thousands of sites nationwide, and results route directly to you or your client. For agencies with healthcare, construction, or manufacturing clients, drug screening is typically a contractual requirement — we make it easy to add to any order.

Searches U.S. District Court records for federal criminal convictions and pending charges — fraud, public corruption, tax crimes, civil rights violations, and other federal offenses that don't appear in county or state searches. For municipal employees with access to public funds, federal data systems, or federal contract compliance, this search is essential.

Checks the U.S. Treasury's Office of Foreign Assets Control Specially Designated Nationals list, plus international sanctions databases. Required for municipalities receiving federal grants or administering federal programs, and increasingly standard for finance, IT, and procurement roles. A $6.50 search that satisfies federal contractor and grant compliance requirements.

For professional municipal roles — engineers, planners, social workers, attorneys, budget analysts — we confirm the degree directly with the issuing institution. Common finding: a degree listed on a resume that was never completed. For licensed professionals, we also verify the license status with the issuing board.

For senior roles where character, judgment, and public trust matter as much as criminal history, we conduct structured reference interviews with former supervisors and professional contacts. We ask role-specific questions and document responses in writing — more useful than a list of names on a resume, and defensible in a civil service audit or grievance proceeding.

Searches courthouse records directly for criminal convictions and pending charges including theft, fraud, assault, and drug offenses. Retail employees have access to merchandise, cash, customer data, and often work alone in inventory or receiving areas. A county criminal search is the foundation of every retail background check we run — done at the source, not from a database.

For cashiers, cash-office staff, and managers who handle reconciliation or bank deposits, we add a financial background component that surfaces civil judgments, liens, and financial derogatory history. This isn't a credit score — it's a structured review of financial risk indicators in roles where financial misconduct is the most common vector for internal theft.

Searches a national database of criminal records aggregated from county, state, and corrections sources across the U.S. Not a substitute for a direct county search, but a critical supplement — it catches records from counties the applicant didn't disclose living in, and surfaces offenses that a single-county search would miss. We run both: direct county for accuracy, multi-jurisdictional for coverage.

Retail applicants often have short or overlapping job histories that are hard to interpret from a resume alone. We contact prior employers directly to confirm dates, titles, and rehire eligibility. "Not eligible for rehire" is a finding that appears regularly in retail verification — and it's not something you'd learn from an application or interview.