Accelerate Hiring with Intelligent, Automated Employment Checks
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.
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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. Our system parses work history and flags unexplained gaps based on your selected tolerance level such as 30, 60 or 90 days. This gives your team a faster path to decision ready files and keeps your hiring workflow moving.
A Faster Simpler Verification Workflow
GCheck streamlines every stage of employment verification to cut turnaround times. Candidates complete requirements quickly, and our system handles the rest. This keeps your hiring pipeline moving smoothly at scale.
Quick Invite
Enter the candidate’s name and email and we handle the rest, with automated systems managing employer contact and verification without recruiter involvement.
Data Ingress
The candidate submits their PII and employment history through secure mobile friendly portals that enable instant participation from any device.
Automated Dispatch
Our engine identifies the employer and dispatches verification requests through the fastest available channel based on employer response history.
Real Time Tracking
View status updates in real time as our system manages verification without requiring manual follow up or recruiter intervention.
Why Speed in Screening Starts with Compliance for Good™
Modern teams want hiring that is both fast and accurate, and employment verification should accelerate decisions rather than create bottlenecks.
Trust & Compliance
Navigating complex employment laws is standard for GCheck.
Our platform strengthens compliance across every verification through:
Employment history verification confirms that candidates’ claimed experience, job titles, and dates actually match employer records, catching the resume fabrications that cost productivity and credibility when discovered post-hire. Unverified employment claims conceal inflated titles, extended tenures, and fabricated responsibilities that make candidates appear more qualified than reality. GCheck’s employment verification reveals the work history discrepancies that resume fraud depends on employers not checking, protecting your hiring decisions from the misrepresentation that candidates hope you’ll accept without verification.
Employment verification confirms dates of employment, job titles, employment status, eligibility for rehire, and when permitted by law and employer policy, salary history and termination reasons. Verification scope depends on what employers release, state salary history laws, and company disclosure policies. GCheck obtains maximum available information within legal limits, providing the most complete employment picture that employers are willing and legally permitted to share.
Employment verification limitations include unresponsive employers, companies that only confirm dates and titles, out-of-business employers with unavailable records, and international employers with different verification practices. Some employers restrict disclosure due to litigation concerns while others lack organized historical records. GCheck addresses limitations through persistent multi-channel outreach, database verification when available, and candidate document collection that supplements direct employer verification.
Employment verification begins with candidate authorization, followed by systematic employer contact through multiple channels including phone, email, online portals, and database queries. Employers respond through secure verification systems that standardize information and reduce errors. GCheck’s multi-method approach ensures successful verification through whatever channel employers prefer, preventing the single-method limitations that cause verification failures when employers don’t respond to specific contact types.
Employment verification is governed by FCRA requirements for disclosure, authorization, and adverse action, state salary history ban laws, and state-specific restrictions on what employment information can be requested or used. Compliance requires navigating the complex patchwork of federal and state employment screening laws. GCheck’s verification follows all applicable federal and state laws, ensuring employment checks meet the complete legal requirements that vary by jurisdiction and that protect your organization from the violations that occur when verification doesn’t respect all applicable restrictions.
FCRA violations carry statutory damages of $100-$1,000 per violation, actual damages for harm caused, punitive damages for willful violations, and plaintiff attorney fees that make class actions economically attractive. State law violations add additional penalties and regulatory enforcement. GCheck’s compliant workflows protect your organization from the FCRA violations and state law breaches that generate six and seven-figure class action settlements, protecting both compliance standing and financial resources from preventable legal exposure.
Common challenges include unresponsive employers who don’t return verification requests, companies that provide minimal information beyond dates and titles, out-of-business employers with destroyed records, and international employers with different verification expectations. Employment gaps, frequent job changes, and contract work create additional complexity. GCheck overcomes challenges through persistent multi-channel outreach, database verification supplements, and clear documentation of what could and couldn’t be verified, ensuring hiring decisions proceed with maximum available information.
FCRA governs employment verification by requiring written authorization before verification begins, disclosure of consumer reporting agency use, pre-adverse action notice when negative information may affect hiring, and final adverse action notice with dispute rights when decisions are finalized. FCRA ensures candidate rights are protected throughout screening. GCheck’s workflows embed every FCRA requirement into the verification process, ensuring compliance is automatic rather than depending on manual compliance that creates violations through oversight.
Implementation in 24 hours. Start your first check in 5 minutes. No setup required.
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