Employment Background Checks

Hiring is too important to hand off to a phone tree. An employment background check from NCS Workforce gives you the criminal, identity, and verification information you need to make a confident hire — fast and compliant. And when you have a question, you'll quickly reach a live person in our office, not a bot or a queue.

We've been doing this for more than 20 years. NCS Workforce is built on National Crime Search's screening expertise: one of the first CRAs to earn PBSA accreditation (renewed in 2026), FCRA compliant, SOC 2 compliant, BBB A+ rated, and trusted by more than 20,000 customers nationwide. We pair powerful technology with real human support, because behind every great hire there should be people who care.

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What is an employment background check?

A pre-employment background check is a review of an applicant's history that helps you confirm who they say they are and decide whether they're the right fit for the role. A typical employee background check confirms the candidate's identity through a Social Security number trace, searches multi-state and county criminal records, checks national sex offender and government watchlists, and — when you need it — verifies past employment, education, and licenses.

Done right, a background check protects your team, your customers, and your business while treating every applicant fairly. Done wrong, it exposes you to legal risk. That's why every check we run is FCRA compliant, and why a knowledgeable person is always a phone call away if you're not sure what to order.

We make it easy. Give us a try.

What's included in a background check

Every package is built from proven screening components. Here's what shows up on a background check when you screen with NCS Workforce.

Criminal records (multi-state, county & federal)

Multi-State Criminal Database — a broad sweep across millions of records from jurisdictions nationwide, returned in minutes.
County Criminal Search — the courthouse-level check considered the gold standard for accuracy, run at the courts where a person has lived or worked.
Federal Criminal (statewide) — surfaces federal charges that don't appear in county or state records, such as fraud, embezzlement, and interstate offenses.

Identity & SSN trace

Social Security Number Trace — confirms the SSN is valid and reveals the names and addresses tied to it, so you know where to search and who you're really screening.

Sex offender & watchlists

National Sex Offender Registry — searches registries across all 50 states, DC, and U.S. territories.
OFAC / U.S. Terror Watchlist — screens against government sanction and watchlists.

Verifications (employment, education, license)

Employment Verification — confirms past job titles and dates of employment.
Education Verification — confirms degrees, diplomas, and dates.
Professional License Verification — confirms active credentials for licensed roles.

Need something specific — MVR/driving records, civil court records, credit (for finance roles), or social media screening? We offer those à la carte too. Not sure what your role requires? Call us. We'll help you build the right package.

All Services & Pricing · Drug & Alcohol Screening · Continuous Monitoring

Screening packages

We've bundled the most common searches into three employment packages so you can pick the depth you need and add on from there. Want to compare every component side by side? See All Services & Pricing.

Package	Best for	What's included	Price
Basic	Entry-level and high-volume roles	SSN Trace · Multi-State Criminal Database · National Sex Offender Registry · OFAC/U.S. Terror Watchlist · County Criminal Search · Federal Criminal (statewide)	$29.95
Essential	A deeper criminal picture	Everything in Basic, plus expanded county and verification coverage	$45.95
Enhanced	Roles with more responsibility	Everything in Essential, plus added verifications	$64.95

Need more? The Expanded package

For your most sensitive hires, the Expanded package is our most thorough employment screening — everything in Enhanced plus our broadest set of verifications and searches, for $74.95. If a role demands the deepest possible look, this is it. Not sure whether Enhanced or Expanded is right? Call us and we'll help you decide.

For the full component breakdown of each package, get a quote — or just call. You'll reach a real person who can walk you through it.

How it works (candidate-driven flow)

We designed the process to be simple for you and respectful of your applicant — and it keeps you compliant every step of the way.

You enter the candidate's name and email. That's all it takes to start. No long forms.
The candidate authorizes the check. They receive a secure invitation, review the required FCRA disclosure, and provide written consent and the details needed to run the search. We collect FCRA-compliant authorization on your behalf, electronically.
You pick the package. Once the candidate has authorized, choose the package that fits the role.
You view the results. Most results come back fast and land in your secure dashboard, organized and easy to read.

If anything looks unclear in a report, you don't have to figure it out alone — call us, and a knowledgeable person in our office will help you understand what you're looking at.

How long it takes & how far back it goes

How long does a background check take? Many components — SSN trace, multi-state criminal, sex offender, and watchlist searches — return instantly or within minutes. County criminal searches typically take a few days; some jurisdictions run 5–7 business days depending on local court access. We track court delays so we can set honest expectations, and we'll always tell you if a specific county is running slow.

How far back does a background check go? Criminal convictions can generally be reported without a time limit under federal law. Other record types — and certain records in some states — are subject to limits (see below). The right lookback also depends on the role and where the candidate lives. If you're unsure what applies to your hire, ask us.

FCRA disclosure, authorization & adverse action

When you use a background check to make a hiring decision, the federal Fair Credit Reporting Act (FCRA) sets the rules. Following them protects your applicants and shields your business from costly claims. Here's the short version — and we're happy to walk you through any of it by phone.

Before the check: disclosure & written authorization

Before you run a background check, you must give the applicant a clear, standalone written disclosure that a background check may be obtained, along with "A Summary of Your Rights Under the FCRA," and get their written authorization. NCS Workforce can collect this consent electronically as part of the candidate-driven flow above, so it's handled correctly every time.

If you might say no: the two-step adverse action process

If something in the report could lead you to not hire (or to rescind an offer), the FCRA requires a two-step process:

Pre-Adverse Action Letter — Send the applicant a notice that includes a copy of their report and the FCRA rights summary, then give them time to review and respond.
Adverse Action Letter — If you proceed after the waiting period, send a final notice.

We provide applicant-specific adverse-action templates so you can follow the process with confidence.

Applicant rights

Applicants are entitled to a copy of their report and have the right to dispute records they believe are inaccurate. We support that process — by dashboard, phone, or mail. Call us at (479) 695-2111 and we'll help.

Following EEOC guidance, consider the nature of the offense, the time that has passed, how the offense relates to the job, and evidence of rehabilitation before making a decision — rather than applying a blanket rule. Many states and cities also have "ban-the-box" / fair-chance laws that affect when and how you can ask about criminal history. The rules change often; if you're not sure what applies where you hire, that's exactly the kind of question our team is here to answer.

This page is general information, not legal advice. For guidance on your specific situation, consult your attorney — or call us and we'll point you in the right direction.

FCRA Compliance · Ban-the-Box & Fair-Chance Hiring

What's not reportable

Background screening has limits — and respecting them keeps you compliant and your applicants protected.

Sealed and expunged records are generally not reportable. If a court has sealed or expunged a record, it shouldn't appear in your decision.
Certain non-conviction records (such as some arrests not leading to conviction) may be restricted by state law and by FCRA reporting limits.
State-specific limits apply in several states that cap how far back certain records can be reported.

Criminal convictions generally have no federal time limit, but state rules can be stricter. When a state limits what we can report, we follow that limit automatically. Questions about a specific record or jurisdiction? Call us — we'd rather you ask than guess.

Meet Hailey, your AI HR assistant

Hailey is a full, conversational AI HR assistant who lives right inside your NCS Workforce command center — not a behind-the-scenes algorithm working out of sight. You talk to her, and she helps: answering screening questions, explaining what a result or charge actually means, helping you choose the right package, and guiding your applicants through the process. With our advanced plans, she can even help walk you through adverse-action steps.

Most providers bolt AI onto the back end where you never see it. We did the opposite. NCS gives you a hands-on AI assistant you actually interact with in your command center — with real people always just a phone call away. That's the difference: depth and a true assistant, backed by a team that answers the phone. Log in to your command center · Meet Hailey

Plans built around how you hire

Whatever your screening looks like, there's an NCS Workforce plan that fits — and the price always comes from a real conversation, not a checkout page.

NCS Lite — Criminal background checks only: simple and fast, ideal for smaller or occasional hirers who just need solid screening without the extras.
NCS Workforce Pro — À la carte. Build the plan you need by adding the workforce capabilities that matter to you: continuous criminal monitoring, the Hailey AI assistant, electronic authorization, smart forms, dashboards & analytics, and review/approval workflows.
NCS Workforce Platinum — Everything Pro offers, fully included, plus enterprise capabilities like organization hierarchy / waterfall permissions and advanced Hailey. Built for larger or multi-location organizations.

Not sure which plan fits? Contact us for pricing and talk to a real person who can help you build the right setup. Get a quote

Why employers choose NCS Workforce

You're the priority. Call and you'll quickly reach a live person in our office — not a phone tree, not a ticket queue. Many of the biggest names in screening bury support; we lead with it.
20+ years of expertise. Two decades of screening know-how, built on National Crime Search.
Accredited and compliant. One of the first CRAs to earn PBSA accreditation (renewed in 2026), FCRA compliant, SOC 2 compliant, and BBB A+ rated.
A real AI assistant you can talk to. Hailey lives in your command center as a full conversational HR assistant — and our people are always a call away.
Trusted by 20,000+ customers. Nationwide, organizations rely on NCS to screen with confidence.

We answer the phone. We know your name. That's how we strive to exceed your expectations.

Frequently asked questions

What shows up on a background check?

An employment check typically shows identity verified through an SSN trace, multi-state and county criminal records, federal criminal records, sex offender registry and watchlist hits, and — if ordered — verified employment, education, and licenses. Exactly what appears depends on the package you choose and the applicant's history.

How long does an employment background check take?

Many searches return instantly or within minutes, including SSN trace, multi-state criminal, sex offender, and watchlist checks. County criminal searches usually take a few days, and some jurisdictions run 5–7 business days. We monitor court delays so we can give you an honest, up-front timeline.

How far back does a background check go?

Criminal convictions can generally be reported with no federal time limit. Some record types — and certain records in specific states — are subject to lookback limits. The right lookback also depends on the role and the candidate's location, so ask us if you're unsure.

Do I need consent to run a background check?

Yes. Under the FCRA you must give the applicant a standalone written disclosure plus a summary of their FCRA rights and obtain written authorization before running any check. NCS Workforce can collect this consent electronically as part of our candidate-driven flow, so it's done right every time.

Can I talk to a real person if I have questions?

Always. Call us at (479) 695-2111 and you'll quickly reach a live person in our office. We're available Monday–Thursday, 8:00 AM–5:00 PM CST, and Friday, 8:00 AM–4:00 PM CST.

Ready to make a confident hire?

Get fast, FCRA-compliant employment background checks — and a team that actually answers the phone. We make working with NCS easy.