Background checks, with the FCRA steps run for you.
Screening ordered the moment a candidate qualifies — criminal, identity, driving and verifications — with the FCRA disclosure and the adverse-action workflow handled inside the hire, not left on your desk.
- Criminal search County · state · federal · national Clear
- SSN trace and address history Identity verified Verified
- Motor vehicle record Driving roles Review
- Employment verification 2 employers Verified
- Sex offender and watchlists National Clear
Adverse-action steps ready if needed
Background checks at a glance
- Price
- $49 W2 hire only
- Billed when it runs, whether or not you hire. One check covers the worker’s 90-day window.
- County to national coverage
- 50 states
- Adverse action, built in
- 2-step
- Post-hire monitoring option
- Continuous
What does a background check cover?
One package per role, nothing extra, grouped the way a hiring team configures it.
- Criminal & safety
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- County, state, federal and national
- Sex offender registry
- Global watchlists and sanctions
- Real-time county court search
- Identity & driving
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- SSN trace and address history
- Identity verification
- Motor vehicle records (MVR)
- CDL and license status
- Verifications
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- Employment history
- Education and credentials
- Professional licenses
- Reference checks
Which laws apply to a background check?
The paperwork is where claims start. So it runs by the book.
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Standalone disclosure
Fair Credit Reporting Act (FCRA)
The disclosure and authorization are presented on their own, clear of any other content — the failure behind most FCRA suits.
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Adverse-action workflow
FCRA, two notices
Pre-adverse notice with the report and a summary of rights, a waiting period, then the adverse-action notice — on time, automatically.
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Ban-the-box and fair chance
State and local fair-chance laws
The right timing for when a criminal question can be asked or run, by the candidate’s work location.
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Disputes and assessment
FCRA disputes and EEOC guidance
Candidates can dispute results for reinvestigation, with support for individualized assessment instead of blanket exclusions.
Background checks run fresh for each employer and aren’t shared between employers. CleoHR supports compliance with the FCRA and applicable state and local laws; it isn’t legal advice. Confirm your screening policy with counsel.
Screen with the paperwork already handled.
See verified, available candidates near your locations in a short demo.