EMPLOYMENT VERIFICATION
Stop chasing phone numbers and waiting on delayed callbacks.
Our Virtual Researcher technology verifies work histories through automated
checks supported by expert review and delivers results 30% faster. Each
verification follows transparent FCRA compliant workflows designed to
maintain accuracy and keep your pipeline moving without delays.
WHY IT'S BETTER
Start verifications immediately instead of waiting for business hours.
Our digital engine launches verification requests as soon as an order is placed. It works nights, weekends, and holidays to accelerate turnaround and remove traditional bottlenecks.
Reduce applicant friction and speed up review cycles. Our mobile-native portal lets candidates enter their information, sign release forms, and upload W-2s or diplomas directly from their smartphone, keeping your process moving.
Identify employment gaps earlier in the process so reviews can begin sooner.rnOur system parses work history and flags unexplained gaps based on your tolerance settings (such as 30, 60, or 90 days), giving your team a faster path to decision-ready files.
A Faster Simpler Verification Workflow
Quick Invite
Enter the candidate’s name and email. We send a branded invitation instantly
Data Ingress
The candidate submits their PII and employment history directly through our secure portal, ensuring data accuracy.
Automated Dispatch
Our engine identifies the employer and attempts digital verification or routes the request to the right integration (e.g., The Work Number).
Real Time Tracking
View status updates in real-time as our “Auto-Assigner” optimizes workflow to ensure no file sits stagnant.
Why Speed in Screening Starts With Compliance for Good™
Modern teams want hiring that is both fast and fair. GCheck verifies work history with documented accuracy so you can accelerate your pipeline without compromising compliance. This reduces risk, strengthens consistency, and supports fair, transparent evaluation for every candidate.
Trust & Compliance
Navigating complex employment laws is standard for GCheck.rnOur platform strengthens compliance across every verification through:nn* Granular Role-Based Security: Users only see the information they’re authorized to view.rn* Full Audit Trails: Every click, status update, and document upload is timestamped and logged.rn* CBSV Integration: Direct Consent-Based Social Security Verification for the highest level of identity assurance.
Verifying employment history helps employers make informed and compliant hiring decisions. It confirms whether a candidate’s job titles, dates, and responsibilities match what they claim and supports fair evaluation. It also reduces hiring risks by identifying possible discrepancies early in the process and helps protect your organization from avoidable mistakes. GCheck provides clear, documented verification that supports accurate and consistent hiring workflows.
Employment verification typically confirms details provided by previous employers or official records. This often includes employment dates, job titles, employment status, and basic role information when available. Some employers may also share eligibility for rehire or reason for leaving, while salary information is only included when legally permitted and provided by the employer. GCheck combines direct outreach and trusted database checks to give you clear and organized insight into a candidate’s work history.
Verification results depend on employer records and responsiveness. Some organizations provide only dates and titles, while others may have limited or outdated information. Contract work, freelance roles, or international employment may require additional steps or may not follow standard verification practices. Privacy regulations and salary history restrictions can also limit what information is shared. GCheck helps address these challenges through multi-source checks, persistent outreach, and clear documentation of what can be verified.
Employment verification starts when a candidate authorizes the check as part of a compliant hiring process. The verification service reviews the candidate’s job history and contacts employers or approved databases to confirm the information. Verified details are organized into a report that highlights what was confirmed and any differences from what was provided. When verification findings may affect a hiring decision, the process supports required steps such as pre-adverse and adverse action. GCheck streamlines this workflow with efficient outreach, database access, and clear documentation for hiring teams.
Employment verification is shaped by federal and state laws that promote fairness, accuracy, and privacy in the hiring process. Under the Fair Credit Reporting Act, employers follow specific steps when using third-party verification services, including providing disclosure, obtaining written authorization, and following proper adverse action procedures when needed. Some states also limit what information can be verified, such as previous compensation. GCheck supports compliance with these requirements through structured workflows, required forms, and clear documentation.
Non-compliance can lead to financial penalties, legal exposure, and reputational risk. This may include statutory damages under the FCRA, increased scrutiny from regulators, or challenges related to improper disclosure or authorization practices. Employers also face potential hiring risks when verification steps are incomplete or inconsistent. GCheck helps reduce compliance risk by supporting required documentation, authorization, and adverse action steps in a structured and consistent workflow.
Common challenges include slow or non-responsive employers, limited information sharing, outdated records, or documentation gaps for freelance or contract roles. International verification can also require additional time due to language differences or local regulations. Some employers only confirm essential details such as dates and titles, which may limit available context. GCheck addresses these challenges with multi-channel outreach, supplemental database checks, international support, and clear communication with candidates when clarification is needed.
The FCRA sets standards for how employment verification is conducted when a third-party service is used. It outlines important candidate rights and employer responsibilities, including written authorization, proper disclosure, reasonable procedures for accuracy, and a structured process when verification results may affect hiring decisions. It also supports a candidate’s ability to review and dispute information in a verification report. GCheck aligns its workflows with these requirements and provides documentation that helps maintain a compliant hiring process.
Implementation in 24 hours. Start your first check in 5 minutes. No setup required.
Get Started with GCheck