Guides on choosing, evaluating, and working with background screening providers, from the All Screeners team.
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The checks that make sense for an office hire aren't the checks that make sense for a driver, a nurse, or someone who'll have access to your company bank account. Here's how to match the screening to the actual risk of the job instead of running the same expensive package on everyone.
Report TypesA background check is a snapshot at hire. It says nothing about what happens after. Here's which roles actually need ongoing monitoring, and which ones don't.
PricingFive hires a year, fifty, and five hundred don't just cost different amounts. They call for different pricing models entirely, and the math behind each one is different too. Here's what to actually budget at each size.
PricingPer-report pricing usually wins for small, irregular hiring. Packages usually win once hiring is regular enough to justify them. Here's the rule of thumb, and the monthly fee that changes the math either way.
ComplianceDOT testing applies to safety-sensitive, DOT-regulated jobs like commercial driving, and follows a fixed federal process. Non-DOT testing covers everyone else, and you set the rules yourself.
Report TypesA 5-panel drug test screens for five common drugs. A 10-panel adds five more, mostly prescription drugs. Here's what's actually in each one, what they cost, and which one fits your hiring risk.
ComplianceColorado and California both cap background check reporting at seven years, with no salary exception on the law that actually governs the report. Where the widely repeated '$75,000 exception' claims actually come from, and why they don't apply to a criminal history check.