Background Investigation Services

Comprehensive background investigations that go beyond automated database searches. Our experienced investigators verify employment, confirm education, analyze criminal histories, and provide the detailed intelligence you need for informed decisions about employees, tenants, business partners, and litigation matters. With over 20 years of experience serving employers, landlords, attorneys, and businesses nationwide, we deliver accurate, compliant, and actionable background reports.

🔍 What Is a Background Investigation?

A background investigation is a comprehensive examination of an individual’s history, going far beyond the automated database searches offered by discount screening services. While basic background checks simply query databases and report whatever appears, professional background investigations involve human analysis, verification calls to employers and schools, manual public record searches, and expert interpretation of findings that provide actionable intelligence.

The distinction matters enormously for anyone making important decisions based on background information. Automated checks miss records that aren’t in national databases—and no national database is complete. They can’t verify that employment claims are accurate because databases only show what was reported, not what actually happened. They don’t provide context for understanding criminal history, such as whether charges were dismissed, whether convictions were later expunged, or whether the person has demonstrated rehabilitation since an offense.

Our investigators verify information directly with sources. When a candidate claims they worked at a company for five years as a senior manager, we call that company’s HR department and confirm the dates, title, salary range, and circumstances of departure. When someone claims a degree from a prestigious university, we verify with the registrar that the degree was actually conferred, the dates of attendance, and the major field of study. This human verification catches discrepancies that automated systems simply cannot detect.

Background investigations serve many purposes across employment, housing, business, and legal contexts. Employers screen job candidates to protect their workforce and customers from potential harm. Landlords evaluate rental applicants to protect their property investments from problematic tenants. Businesses conduct due diligence on partners and vendors to avoid costly mistakes that could damage their reputation. Attorneys investigate opposing parties to prepare for litigation and assess credibility. Each context requires a different approach, and our investigators tailor searches to your specific needs and applicable legal requirements.

The stakes of background screening are high. A bad hire can cost an organization many times the employee’s salary when you factor in recruiting costs, training investment, productivity loss, potential liability, and replacement expenses. Research suggests the total cost of a bad hire can exceed $50,000 or more for professional positions. A problematic tenant can result in months of lost rent, extensive property damage, and expensive eviction proceedings. A dishonest business partner can destroy years of built reputation and client relationships. Professional background investigation is insurance against these costly outcomes.

For details on different screening approaches, see our guides on criminal background checks, pre-employment background checks, and tenant background checks.

📋 Types of Background Checks

Understanding Criminal Background Checks

Criminal background checks are the most requested component of background investigations, but they’re also the most misunderstood. No single database contains all criminal records in the United States. National databases are aggregations of whatever records various jurisdictions choose to report—and reporting is inconsistent, incomplete, and often delayed by months or even years.

Truly comprehensive criminal screening requires searching at the county level in every jurisdiction where the subject has lived. This is where records originate and where the most complete and current information exists. We identify all addresses from the subject’s history through SSN trace and address verification, then search those specific counties, supplemented by statewide repository searches and federal court records.

Our criminal searches cover felonies and misdemeanors, pending cases and convictions, sex offender registries, terrorist watch lists, and federal court records including both criminal cases and civil fraud matters. We also search for warrants, which indicate potential flight risk or ongoing legal troubles that could affect employment decisions.

Criminal records require careful interpretation by experienced professionals. A conviction from twenty years ago may be less relevant than a recent arrest. A dismissed charge may still raise questions worth exploring with the candidate. Multiple minor offenses may suggest a pattern more concerning than a single serious offense that led to genuine rehabilitation. Our investigators provide context and analysis, not just raw data that leaves you guessing about significance.

Learn more about criminal background checks and understand how far back background checks go.

Employment and Education Verification

Resume fraud is more common than most employers realize. Studies suggest that roughly half of all resumes contain some form of misrepresentation—inflated titles, extended dates to cover employment gaps, claimed degrees never earned, employers that don’t exist, or exaggerated responsibilities and accomplishments. Verification catches these misrepresentations before they become expensive hiring mistakes.

Our employment verification contacts HR departments and supervisors directly to confirm dates of employment, positions held, salary ranges (where permitted by state law), reasons for leaving, and eligibility for rehire. We document who we spoke with, when, and exactly what they confirmed—creating a detailed record that protects you if the information is later disputed or if litigation arises.

Education verification contacts schools and registrars to confirm degrees earned, dates of attendance, majors, honors, and other credentials. We use the National Student Clearinghouse for schools that participate and direct verification for those that don’t. This process catches diploma mills, inflated credentials, and outright fabrication—all of which we encounter regularly in our investigations.

👥 Who Needs Background Investigations?

📋 Our Background Investigation Services

Specialized Investigation Services

• Due Diligence Investigation: Comprehensive background analysis for business partners, vendors, investors, and acquisition targets. See due diligence investigation services for detailed information.
• International Background Checks: Verification of education, employment, and criminal records from foreign countries. Essential for candidates with international work or education history.
• Litigation Support: Background investigation of opposing parties, witnesses, and potential jurors. Detailed reports supporting case strategy and witness credibility assessment.
• Social Media Investigation: Analysis of public social media presence for character indicators, potential concerns, and verification of claims made in applications or interviews.
• Continuous Monitoring: Ongoing monitoring for new criminal records, license actions, or other concerns after initial screening. Alerts you to changes that occur after hire.

📊 What Our Investigations Reveal

⚙️ Our Investigation Process

🚩 Red Flags We Identify

Professional background investigators know what patterns suggest problems. Beyond simply reporting what databases contain, we analyze information to identify concerns that warrant attention.

Learn more about red flags on background checks and how to interpret investigation findings.

⚖️ Legal Compliance

Background investigations are heavily regulated. We maintain strict compliance with all applicable laws to protect you, protect investigation subjects, and ensure information can be properly used in making decisions about employment, tenancy, and business relationships.

Fair Credit Reporting Act (FCRA)

For employment and tenant screening, the FCRA requires specific procedures that must be followed precisely:

• Written Consent: Subject must authorize the background check in writing on a standalone document—not buried in application small print. The disclosure must be clear and conspicuous.
• Clear Disclosure: Subject must be informed a background check will be conducted before it occurs. This disclosure must be separate from other documents.
• Adverse Action Process: If you take adverse action based on the report, specific notices are required both before and after the decision. Pre-adverse action notice must include the report and summary of rights.
• Accuracy Obligations: We must follow reasonable procedures to ensure maximum possible accuracy. This includes verifying criminal records at the county level.
• Dispute Rights: Subjects have the right to dispute inaccurate information and receive reinvestigation. We must complete reinvestigation within 30 days.

We provide all necessary forms, documentation, and guidance to ensure your screening program complies with FCRA requirements. Non-compliance exposes employers to significant liability—statutory damages, punitive damages, and attorney fees in class action suits can be devastating. FCRA lawsuits have resulted in multi-million dollar settlements against major employers.

State-Specific Laws

Many states have additional requirements beyond federal law that affect what can be searched, when it can be searched, and how information can be used:

• Ban-the-Box Laws: Many states and cities restrict when you can ask about criminal history—often prohibiting questions on initial applications. Employers must wait until later in the hiring process before conducting criminal checks.
• Salary History Bans: Some jurisdictions prohibit asking about prior compensation, limiting what employment verification can include. You may not be able to verify salary at previous employers.
• 7-Year Limitations: Some states limit reporting of certain records to 7 years, including arrests without conviction and some civil matters. California, New York, and several other states have these restrictions.
• Fair Chance Laws: Additional protections requiring individualized assessment of criminal records rather than blanket exclusions. Employers must consider factors like time elapsed and relevance to position.
• Credit Check Restrictions: Some states limit when credit history can be considered, typically only for positions with significant financial responsibility. Many states require showing job-relatedness.

We track regulations in all jurisdictions and ensure searches comply with applicable state laws—not just federal requirements. Our compliance team monitors legislative changes and updates procedures accordingly.

🏭 Industry-Specific Screening

Different industries have different screening needs based on regulatory requirements, risk profiles, and position responsibilities. We tailor our investigations to match industry standards and legal requirements.

Healthcare

Healthcare workers have access to vulnerable populations and controlled substances. Screening typically includes criminal background checks, OIG/GSA exclusion list searches, license verification, drug testing, and healthcare-specific sanctions databases. Many states require fingerprint-based criminal checks for healthcare workers. We search the National Practitioner Data Bank and state-specific exclusion lists.

Financial Services

Banks, investment firms, and insurance companies face regulatory requirements and handle significant assets. Screening typically includes criminal checks, credit history (often required by regulation), FINRA BrokerCheck verification for registered representatives, professional license verification, and civil litigation searches for fraud or breach of fiduciary duty. Some positions require fingerprinting.

Transportation

DOT-regulated positions require specific screening including MVR checks, drug and alcohol testing, and verification of required certifications like CDL endorsements. Commercial drivers face additional requirements including verification of driving history across all states where licensed. We access the FMCSA Drug and Alcohol Clearinghouse.

Education

Schools and childcare facilities require thorough screening of anyone with access to minors. Many states require fingerprint-based criminal checks. Screening typically includes multi-state criminal searches, sex offender registry checks, education verification, and reference checks focused on appropriateness for working with children. We also verify teaching credentials and certifications.

Government Contractors

Defense contractors and others working with sensitive government information may require security clearance investigations. Our searches can support clearance applications and satisfy contractual screening requirements. We understand the standards applied in security determinations and structure searches accordingly.

🌍 International Background Checks

In today’s global economy, many candidates have work or education history from other countries. International background checks present unique challenges that require specialized expertise and established networks of foreign verification sources.

Challenges of International Screening

Criminal record access varies dramatically by country. Some nations provide centralized criminal databases accessible with proper authorization. Others maintain only regional records that must be searched individually. Many countries have strict privacy laws that limit what information can be disclosed, even with subject consent. Turnaround times range from days to months depending on the jurisdiction and type of record.

Education verification abroad faces similar challenges. While prestigious universities typically respond to verification requests, smaller institutions may lack English-speaking staff or established verification procedures. Diploma mills operate internationally, and verifying foreign credentials requires knowledge of legitimate institutions in each country.

Employment verification internationally often relies on the candidate providing contact information for former employers, then verifying that information is legitimate rather than a friend posing as an HR representative. We use multiple verification techniques to confirm that employers exist, that the contact is legitimate, and that the information provided is accurate.

📡 Continuous Monitoring

Initial background checks provide a snapshot in time, but circumstances change. Employees may be arrested after hire. Licenses may be suspended. Credit may deteriorate. Continuous monitoring provides ongoing alerts when relevant changes occur.

How Continuous Monitoring Works

We regularly re-check criminal databases, license status, and other relevant sources for employees you designate. When new records appear—arrests, convictions, license suspensions, sanctions—you receive immediate notification. This allows you to address concerns promptly rather than discovering problems only when they create liability.

Benefits of Ongoing Monitoring

• Early Warning: Learn about problems when they occur, not months later
• Reduced Liability: Demonstrate ongoing diligence in monitoring workforce
• Regulatory Compliance: Meet requirements for continuous screening in regulated industries
• Peace of Mind: Know that the people you cleared at hire remain trustworthy

Continuous monitoring is particularly valuable for positions with access to vulnerable populations, financial assets, sensitive information, or company vehicles. Many organizations now consider it standard practice for positions of trust.

💵 Pricing

Volume Discounts

Employers with ongoing screening needs receive significant volume pricing discounts:

• 10-25 checks/month: 10% discount
• 26-50 checks/month: 15% discount
• 51-100 checks/month: 20% discount
• 101+ checks/month: Custom pricing—contact us

❓ Frequently Asked Questions