Each check sourced from authoritative records.
National + State Criminal
National database scan + jurisdiction-specific state criminal records where candidate has lived.
SSN trace + AKAs
Validates SSN, surfaces address history + alternate names. Foundation for everything else.
5-year employment
Direct verification with named employers. Dates, title, eligibility-for-rehire (where shared).
Degree + credential
Verify degrees, dates, school. Catches diploma-mill or unverifiable claims.
Credit (FCRA consent)
Consent required. Used selectively for fiduciary, financial, executive roles.
Compliance built-in. No DIY paperwork.
FCRA disclosure
Stand-alone disclosure document delivered to candidate. State-specific addenda included where required (CA, NY, NJ, more).
Written consent
Candidate e-signs FCRA-compliant authorization. Audit trail preserved in your Document Vault.
We run checks
National + state criminal · SSN · employment · education · credit (consent). 48-hour standard.
Adverse action (if declined)
If you decline based on report: we walk you through pre-adverse → final-adverse FCRA workflow with mandatory notices.
Common questions.
When should I run background checks?
Many businesses run background checks before hiring, especially for roles involving trust, money, vulnerable people, or sensitive access, so the practice depends on the position and your risk. We flag how background checks fit your hiring process so screening is used where it genuinely matters.
Are there rules about background checks?
Yes: background checks are regulated, notably by the Fair Credit Reporting Act and various state and local laws, which require disclosures, consent, and specific procedures, so they cannot be run casually. We flag the compliance requirements so your screening follows the rules rather than creating legal exposure.
Do I need consent to run a background check?
Generally yes: the FCRA and related laws typically require clear disclosure and the applicant's written consent before you obtain a background report, so consent is a legal prerequisite. We flag the consent and disclosure steps so your background checks are conducted lawfully.
What can a background check include?
Depending on the role and applicable law, checks can cover criminal history, employment and education verification, credit (where permitted), and other records, though what you can consider is limited by law. We flag what is permissible so your screening stays within legal bounds for the role.
Are there limits on using criminal history?
Yes: many jurisdictions restrict how and when you can consider criminal history, including ban-the-box laws and individualized assessment requirements, so blanket exclusions can be unlawful. We flag your jurisdiction's rules so your use of criminal history in hiring is compliant.
Do background check rules vary by location?
Significantly: states and cities have their own laws on disclosures, timing, and what you may consider, so a multi-state employer faces different rules by location. We flag the requirements where you hire so your screening complies with each jurisdiction's rules.
How do background checks fit into hiring?
They are one step in a compliant hiring process alongside offers, agreements, and onboarding, and they must follow the applicable procedures to be used lawfully. We flag how screening fits your hiring so it is integrated correctly rather than creating a compliance gap.
What happens if I run checks improperly?
Non-compliant background checks can bring legal claims and penalties under the FCRA and state laws, so following the disclosure, consent, and adverse-action procedures matters. We flag the requirements so your screening protects the business rather than exposing it to liability.
Can File.Business help me set up compliant hiring?
We form and organize the entity, handle employer registrations, and flag the screening, consent, and employment-law requirements that apply to hiring, coordinating with providers and counsel, so your hiring process, including any background checks, is set up compliantly.