Frequently Asked Questions

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FactFinders, LLC provides FCRA compliant background checks for employers, acting as a Consumer Reporting Agency.  As a Utah licensed private investigation firm, we also offer investigative services to law firms, attorneys, businesses and private individuals.  

Some data searches are returned within minutes while courthouse searches may take from 24 to 48 hours to complete. Most background check reports are completed within 48 hours or less. If there are delays for any reason, we will keep you updated on the status of your report.

Our background checks are affordable and the total cost varies depending upon what searches are ordered. You can choose to order individual searches or we can create a custom package of searches for your business.  

Some searches have a surcharge added for fees that we have to pay to the record repository or to a third party provider.  In addition, the state motor vehicle records all have surcharges that vary depending upon the state searched. When you place an order these fees will be itemized so that you know exactly what each search will cost before you order.

After submitting your application online, we will email you our agreement to be signed. Then  we will set up a brief training which can be done over the telephone, via video chat or in person. Logins will be created for those in your company who will be ordering services and you will then be on your way to ordering our services. We will be there with you along the way to assist in any way possible. 

We offer our employment screening services to any size of business and any industry.  Litigation support searches are available to licensed attorneys, paralegals or law firm staff members. Due diligence searches are available to any business who has a ligitimate business purpose for our searches. 

FactFinders, LLC cannot provide legal advice and we encourage you to consult with your attorney for any specific legal concerns. We do provide you with some general guidelines on what is required by the Fair Credit Reporting Act (FCRA) and other relevent regulations. In brief summary employers are required to do the following according to the FCRA:

1. Get a signed disclosure and separate signed authorization from each applicant before ordering a background check.

2. If the employer decides to take adverse action based in whole or in part due to the results of the background check, they must provide a pre-adverse action letter to the applicant along with a copy of the background check report. They must then give the applicant sufficient time to correct any deficiencies in the report.

3. After sufficient time has been given for the applicant to correct any deficiencies, the employer can send an adverse action letter to the applicant informing them of their final decision.

There are other federal, state and local regulations and laws that may apply to employment background screening depending upon the State where the employer is domiciled.