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Revolutionizing background checks for modern businesses
Stop wasting time and money on outdated screening services that hold back your hiring process. With GCheck™, you'll discover what modern background checks should be—fast, affordable, and built specifically for businesses ready to grow.
Our streamlined technology delivers the speed, accuracy, and compliance you need without the complexity and high costs of traditional providers. Whether you're scaling a startup, expanding an SME, or managing enterprise growth, GCheck adapts to your pace and budget.
Make the switch to background checks that actually work for your business, not against it.
Why choose GCheckTM for background checks
Speed meets accuracy
Our cutting-edge technology ensures quick turnaround times without compromising on thoroughness and accuracy.
Compliance you can count on
Navigate the complexities of legal compliance with ease. GCheck™’s background checks are designed to keep you compliant regardless of where you operate in the US.
Scalable
solutions
GCheck™ can scale with any size business and evolve with your needs.
User-friendly experience
Experience a user-friendly interface that makes background checks a breeze for you and your candidates.
Check out GCheck's background screening services
Efficient, precise, and compliant assessments with clear reporting for smarter, quicker decisions.
Recognized and Verified
15+ Years of Experience
With over 15 years of experience, boasting a remarkable 95% customer retention rate, we have proudly delivered personalized services to more than 20,000 businesses across all 50 states.
Expertise You Can Trust
As a long-standing and trusted background screening agency, we bring unparalleled expertise to your screening needs.
Ensuring FCRA Compliance
Rest assured that our software maintains your business's FCRA compliance. Furthermore, all our agents are FCRA certified, guaranteeing the highest standards in data security and accuracy.
Tailored solutions for every industry
Every industry has its unique challenges. That's why GCheck™ offers customized background check solutions tailored to meet the specific needs of your industry – from tech to healthcare, retail to non-profits, and beyond.
Compliance Keeping You Up at Night?
Stop second-guessing your background check process. Our compliance experts have done the heavy lifting so you can focus on building better teams with confidence.
Visit compliance.gcheck.com →
Frequently Asked Questions
What is included in a comprehensive employment background check?
Employment background checks are critical for mitigating hiring risks while ensuring compliance. At GCheck, our screenings balance depth with efficiency to protect employers and candidates alike.
GCheck’s standard screening packages include:
- Criminal history searches (national, state, and county-level felony/misdemeanor convictions)
- Employment verification (dates, job titles, and eligibility for rehire)
- Education verification (degrees, certifications, and accreditation status)
- Driving record checks (MVR reports for positions requiring vehicle operation)
- Credit history reviews (for roles involving financial responsibilities)
- Global watchlist/sanctions screenings (anti-terrorism and regulatory compliance)
- Professional license validation (industry-specific certifications)
- Advanced options include continuous monitoring, drug testing, and social media risk assessments
By combining automation with human oversight, GCheck delivers actionable insights while reducing false positives.
What laws regulate employment background screening?
Navigating background check regulations requires expertise – non-compliance costs U.S. employers $2.7B annually in lawsuits. GCheck’s legally-vetted workflows minimize exposure.
- Fair Credit Reporting Act (FCRA): Mandates candidate consent, dispute rights, and adverse action procedures.
- EEOC Guidelines: Prohibits discrimination based on race, gender, or age.
- State “Ban the Box” Laws: Restricts inquiries about criminal history early in hiring.
- GDPR/Data Privacy Laws: Ensures secure handling of international candidate data.
- Non-compliance risks lawsuits and fines up to $3,500 per violation
Our compliance dashboard auto-updates for new state laws like California’s amended Ban the Box (AB 2188), ensuring screenings stay audit-ready.
How long does an employment background check take?
Speed matters in competitive hiring markets. GCheck completes 93% of standard screenings within 48 hours – 65% faster than manual processes.
Most GCheck reports are completed in 24–72 hours, with:
- 89% of criminal checks finishing in 1 hour (automated county court integrations).
- Delays occurring for manual verifications (e.g., international education or outdated records).
- Real-time tracking via our candidate portal minimizes follow-ups.
Delayed report? Our AI identifies bottlenecks and auto-prioritizes escalations, resolving 80% of stalled cases within 4 business hours.
How do employers maintain compliance during screenings?
62% of HR teams report compliance as their top background check concern. GCheck embeds guardrails directly into screening workflows.
GCheck recommends:
- Standardizing policies: Apply screenings uniformly by role (e.g., DOT-regulated drivers require MVR checks).
- Partnering with accredited CRAs: Ensure alignment with FCRA and EEOC guidelines.
- Training HR teams: Focus on lawful interpretation of results (e.g., excluding non-convictions in compliant states).
- Securing data: Encrypt candidate records and limit access
Annual compliance audits and on-demand training modules help organizations avoid the average $2,500 per violation fine.
Why do some background checks take longer than others?
Complex cases require nuanced handling. GCheck’s hybrid AI/human approach resolves 91% of discrepancies without employer intervention.
Delays stem from:
- Manual verifications: Contacting overseas universities or defunct employers.
- County court backlog: Physical record retrievals in rural jurisdictions.
- Discrepancies: Resolving mismatched SSNs or aliases.
GCheck’s AI-driven workflows reduce delays by 40% vs. industry averages.
How are education and employment history verified?
False credentials cost employers $19B yearly. GCheck cross-references 8.2M global academic/professional databases for accuracy.
GCheck uses:
- Direct institution contact: Databases like National Student Clearinghouse for U.S. degrees.
- Third-party global verifiers: For international education/employment.
- Payroll tax cross-checks: To confirm self-reported freelance or gig work
Suspect fraud? Our forensic document analysis detects altered transcripts and fabricated W-2s with 99% accuracy.
What criminal records appear on background checks?
Over-reporting harms candidates; under-reporting risks employers. GCheck’s jurisdiction-specific filters strike the ethical balance.
Reports include:
- Convictions (felonies/misdemeanors) within 7–10 years (varies by state).
- Pending cases (where legally permissible).
- Excluded: Arrests without convictions, juvenile records, and expunged/sealed cases
Customizable lookback periods and automated expungement scrubbing ensure compliance with evolving state laws.
When are credit checks legally permissible?
Credit reports reveal financial responsibility but require careful use. GCheck’s pre-configured role templates prevent accidental misuse.
Credit checks are allowed for:
- Financial roles (e.g., accountants, CFOs).
- Government security clearances.
- GCheck redacts non-relevant data (e.g., credit scores) to comply with state laws like California’s CCPA
Our reports exclude protected class data and provide EEOC-approved decisioning guidelines to reduce bias claims.
What are best practices for implementing background screening?
Effective programs align screenings with organizational risk profiles. GCheck’s consultants craft tailored policies for industries from healthcare to gig economy.
GCheck advises:
- Tailor screenings by role: Avoid unnecessary checks (e.g., credit reports for entry-level retail).
- Prioritize candidate experience: Mobile-friendly portals reduce drop-offs by 25%.
- Audit providers annually: Confirm SOC 2 compliance and accuracy rates.
- Document decisions: Maintain records for EEOC or OFCCP audits
Check out our background check resources section for free best practice templates.
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