identify - verify - trust

---

FactFinders provides FCRA compliant background checks as a Consumer Reporting Agency.  We offer a variety of search types that can be customized according to your company requirements.

Some data searches are returned within minutes while courthouse searches may take from 24 to 48 hours to complete. 

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.  Contact us today to get pricing information and to set up an account.

Some searches have a surcharge added for fees that we pay to the record repository or to a third party provider.  When you place an order these fees will be itemized so that you know exactly what each search will cost before you order.

We will email you the required application and agreements which can be completed electronically.   Contact Us today to set up an account.

We offer our employment screening services to any size of business and any industry. If you are a legitimate business or organization that requires background screening, you are eligible to set up an account with us. Apply Today!

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.