Faster, Clearer Employment Verification
Employment Verification
Confirm a candidate’s work history quickly and clearly, with FCRA-aligned reporting on dates, titles, and employment status.
Get Started with GCheck
Faster, Clearer Employment Verification
Confirm a candidate’s work history quickly and clearly, with FCRA-aligned reporting on dates, titles, and employment status.
Get Started with GCheck WHY IT'S BETTER
Requests go out immediately once an order is placed, including nights, weekends, and holidays, so your pipeline doesn’t sit idle waiting for business hours.
Candidates enter their information, sign release forms, and upload supporting documents like W-2s or diplomas directly from a smartphone, keeping the process moving without added friction.
Work history is reviewed for unexplained gaps based on the tolerance window you set, such as 30, 60, or 90 days, giving your team a chance to start review earlier instead of waiting for every verification to close.
A Faster, Simpler Verification Workflow
Employment verification moves through four clear stages, from the moment you submit a candidate to the moment you receive a documented result.
Submit Candidate Details
Enter the candidate’s name, email, and employer details. GCheck handles employer contact and verification from there, with no additional steps required from your recruiting team.
Candidate Confirms Details
The candidate provides their employment history and any supporting information through a secure, mobile-friendly form.
Employer Verification Request Sent
A verification request is sent to the employer by email as soon as the order is processed. If there’s no response through that channel, the request is automatically routed to a backup verification method so the order keeps moving.
Receive a Documented Result
You receive a report showing whether each detail was verified, verified with a discrepancy noted, or could not be confirmed, along with the employer’s response where available.
Why Speed in Screening Starts with Compliance for Good®
Employment verification should accelerate a hiring decision, not create a bottleneck between offer and start date.
Trust & Compliance
Employment law varies by state and by role. GCheck’s platform is built to hold up under that complexity.
Employment verification confirms that dates, titles, and job details match employer records. Resumes are sometimes shaped to present a candidate in the best light, and verification gives both employer and candidate a clear, documented account of work history rather than relying on memory or informal summaries.
Employment verification confirms dates of employment, job title, employment status, and eligibility for rehire. Where the employer’s policy and state law allow, it can also include income history and reason for separation. What’s available depends on each employer’s disclosure policy and any state restrictions on salary history requests.
Some employers only confirm dates and titles, some restrict disclosure due to legal concerns, and some no longer exist or keep organized records. When a direct response isn’t available, GCheck supplements with database verification and candidate-provided documentation so your team still has the most complete picture the situation allows.
Once a candidate authorizes the check, a verification request is sent to the employer by email. The employer confirms the details through a secure link, which standardizes the response and avoids the errors that come with handwritten or faxed replies. If there’s no response, the request automatically escalates to a backup method to keep things moving.
Employment verification is governed by FCRA requirements for disclosure, authorization, and adverse action, along with state salary history laws and other state-specific restrictions on what employment information can be requested or used. GCheck’s process follows these requirements regardless of where a candidate or employer is located.
FCRA violations carry statutory damages of $100 to $1,000 per violation, plus actual damages and, in cases of willful violation, punitive damages. State laws can add further penalties. GCheck’s workflows are built to follow FCRA and state requirements throughout the verification process, which is the strongest protection against this exposure.
Common challenges include employers who don’t respond, companies that confirm only dates and titles, employers that no longer exist, and international employers with different verification norms. GCheck addresses these through persistent email follow-up, database verification where available, and clear documentation of what could and couldn’t be confirmed, so hiring decisions can move forward with the best available information.
The FCRA requires written authorization before verification begins, disclosure that a consumer reporting agency is involved, a pre-adverse action notice if findings may affect a hiring decision, and a final adverse action notice with dispute rights once a decision is made. GCheck’s workflow is built around these requirements so compliance doesn’t depend on someone remembering each step manually.
Start your first verification in minutes. No long-term contracts. No setup fees.
Get Started with GCheck