Frequently Asked Questions

Yes. We are fully compliant with the Fair Credit Reporting Act (FCRA). As a Consumer Reporting Agency (CRA), we follow strict procedures for accuracy, dispute resolution, and consumer rights. We also provide FCRA-compliant disclosure and authorization forms, adverse action templates, and built-in compliance tools.

Yes. Under FCRA, you must obtain written consent from the individual before running a background check for employment purposes. This includes: 1) A clear disclosure that a background check will be conducted, 2) Written authorization from the candidate. Our platform automatically handles digital consent collection.

Adverse action is the process required when you decide not to hire (or take other negative action) based on background check results. FCRA requires: 1) Pre-adverse action notice with report copy and Summary of Rights, 2) Reasonable waiting period (typically 5 business days), 3) Final adverse action notice. Our platform guides you through this process.

Ban-the-box laws prohibit employers from asking about criminal history on job applications. Over 35 states and 150 cities have enacted these laws. Requirements vary by location — some apply only to public employers, others to private employers above certain sizes. Check ban-the-box laws by state →

Yes. For screening EU candidates or operating in the EU, we comply with GDPR requirements including: lawful basis for processing, explicit consent, data minimization, purpose limitation, data subject rights (access, rectification, erasure), and cross-border transfer safeguards.

This depends on the type of check and jurisdiction. Federal rule: FCRA limits reporting of most adverse information to 7 years (10 years for bankruptcies). Convictions: Generally reportable indefinitely in most states. State restrictions: Some states (California, New York, etc.) have stricter limits. We automatically apply the appropriate limitations based on jurisdiction.

Yes. We offer a full-featured REST API that enables you to integrate background checks directly into your application or workflow. Features include: order submission, status tracking, result retrieval, webhooks for real-time updates, and sandbox testing. View API documentation →

We integrate with 20+ popular platforms including: Greenhouse, Lever, Workday, BambooHR, ADP, Namely, Jobvite, iCIMS, SmartRecruiters, and more. Don’t see yours? Contact us — we can often build custom integrations. View all integrations →

Webhooks send real-time notifications to your system when background check events occur (order created, check complete, etc.). Configure your endpoint URL in your account settings, and we’ll POST JSON payloads for each event. Includes signature verification for security.

Yes. We provide a full sandbox environment where you can test the entire workflow without running real checks or incurring charges. Sandbox returns realistic test data. Simply use your sandbox API keys to get started.

We maintain 99.99% uptime SLA for our platform and API. Real-time status is available at status.backgroundchecker.com. Enterprise customers can negotiate custom SLAs with guaranteed response times.

Yes. We offer white-label solutions for staffing agencies, HR platforms, and other partners who want to offer background checks under their own brand. Includes custom branding, API access, and dedicated support. Contact us for details →

Our tenant screening includes: Credit report with score and payment history, Criminal records (national + county), Eviction history, Identity verification, and Income verification (optional). You can customize the package based on your needs. Learn about tenant screening →

In most states, yes, you can charge an application fee to cover screening costs. However, some states cap application fees or have specific requirements. For example, California limits fees and requires providing receipts. Check your local laws or view our state guide →

If rejecting based on background check results, you must follow FCRA adverse action: 1) Provide pre-adverse action notice with report copy, 2) Wait reasonable period, 3) Send final adverse action notice. Also ensure your criteria don’t violate Fair Housing laws — use consistent, objective criteria for all applicants.

Be careful. HUD guidance warns that blanket criminal exclusions may violate Fair Housing Act. Consider: 1) Nature of offense, 2) Time elapsed, 3) Relevance to tenancy. Some jurisdictions prohibit considering certain records. Document your consistent evaluation process. Read fair housing guide →

There’s no universal standard. Many landlords use 620-650 as a minimum, but consider: 1) Local rental market conditions, 2) Type of property, 3) Full credit picture (not just score). A lower score with explanations (medical bills, student loans) may be acceptable. Be consistent across all applicants.

Common income verification methods: Pay stubs (2-3 most recent), Employment verification (we contact employer), Tax returns (for self-employed), Bank statements. Standard requirement is 2.5-3x monthly rent in gross income. Our platform can automate income verification.

Yes. We use bank-level security including: TLS 1.3 encryption for all data in transit, AES-256 encryption for data at rest, SOC 2 Type II certification, multi-factor authentication, role-based access controls, and 24/7 security monitoring. View security details →

We maintain: SOC 2 Type II certification, PBSA accreditation, FCRA compliance, GDPR compliance, HIPAA-ready infrastructure. Our security practices are audited annually by independent third parties.

Absolutely not. We never sell, share, or monetize personal data for marketing purposes. Data is used only to provide the services you request. See our Privacy Policy for complete details.

We retain background check data for 7 years as required by FCRA for dispute resolution purposes. After that, data is securely deleted. Customers can request earlier deletion of their account data (though we must retain consumer reports for compliance).

Data is stored in secure U.S.-based data centers (AWS) with enterprise-grade physical security, redundancy, and disaster recovery. For EU customers, we can discuss EU data residency options to comply with GDPR requirements.

No. We have maintained a perfect security record with zero data breaches. We invest heavily in security infrastructure, regular penetration testing, and employee training. In the unlikely event of an incident, we have a comprehensive response plan and would notify affected parties immediately.