Program owner
Assign responsibility for package standards, forms, provider coordination, and periodic reviews.
MULTI-LOCATION SCREENING
Consistent screening support across locations and hiring teams.
Centralize role packages, user access, candidate data, status, and review without assuming every location operates under identical requirements.
Federal, state, and local requirements can differ. This page provides operational information, not state-by-state legal advice.
CENTRALIZE THE WORKFLOW
Create one program with clearly defined local responsibilities.
A multi-location employer may have centralized HR, branch hiring managers, franchise operators, or regional recruiters involved in the same process. A shared workflow should identify who creates role packages, who initiates orders, who sees reports, who communicates with candidates, and who makes decisions.
Central governance can improve consistency, but location-specific responsibilities still matter. The working location, recruiting location, role duties, and applicable law can affect the process. Employers should coordinate these questions with qualified legal counsel.
Local initiator
Define which branch or hiring user may start an order and which role package they may select.
Authorized reviewer
Limit report and decision access to the people who need it for the employment purpose.
USERS AND ACCESS
Match account permissions to real responsibilities.
The approved site FAQ confirms that an account may have multiple users and that access areas can be selected. A multi-location program can use that capability to separate ordering, status, report review, and administration responsibilities.
Access should be reviewed when a manager changes locations, responsibilities, or employment status. Shared credentials make accountability difficult and should not replace individual user access where the system supports it.
Least necessary access
Give each user only the areas and reports needed for assigned duties.
Location and role clarity
Use clear names for branches, regions, job groups, and packages to reduce ordering mistakes.
Periodic access review
Confirm active users and permissions on a documented schedule and after organizational changes.
PACKAGE CONSISTENCY
Standardize the role, then account for legitimate differences.
Employees doing materially similar work should generally begin with the same approved package and review process. A centralized library can map common roles—such as store associate, driver, technician, supervisor, or finance manager—to defined services.
Differences should be documented. A delivery driver may need an MVR while a cashier does not. A state or city may restrict timing or use in a way another location does not. A client contract may apply to one site. The program should capture those reasons without letting every local manager invent a new package.
Core role template
Define the ordinary services and required candidate fields for a job group.
Location overlay
Document reviewed local process differences separately from the service package.
Controlled exceptions
Identify who may approve a changed search scope, added jurisdiction, or client-specific requirement.
DATA, STATUS, AND INTEGRATIONS
Reduce re-entry and make open steps visible.
A consistent candidate-information process reduces misspelled names, missing jurisdictions, incorrect package selection, and duplicated orders. Define which system holds the job, candidate, location, and status data, and which fields must be complete before an order begins.
Available integrations may connect screening with an ATS, HR, recruiting, or staffing workflow. The correct approach depends on the systems and integration path available. Status visibility should distinguish candidate action, source action, provider review, and employer review.
Required data
Document the candidate, role, location, package, and authorization information needed for a valid order.
Visible ownership
Show who must act next instead of using one generic pending status for every open component.
Integration planning
Evaluate data flow, user roles, package mapping, status return, testing, and support before launch.
RELATED SERVICES
Build from the sources the role calls for.
Review each service’s scope and limitations before adding it to a package.
Criminal Records
Criminal-record searches configured around role requirements and the jurisdictions relevant to a candidate.
Explore serviceVerifications
Employment, education, and credential verification options for candidate-provided history.
Explore serviceMVR Reports
Motor vehicle record reports for positions involving driving responsibilities or company vehicles.
Explore serviceDrug Screening
Configurable drug-testing options coordinated through available collection locations and testing networks.
Explore serviceI-9 Compliance
Workflow support for employment eligibility documentation and Form I-9 administration.
Explore serviceNEXT STEPS
Connect the program to the rest of your hiring workflow.
Integrations
Explore available connection options for recruiting, staffing, ATS, and HR workflows.
Learn moreHow It Works
See the shared account, candidate information, screening, and results process.
Learn moreRetail Services
Review scalable screening considerations for stores, warehouses, delivery, and seasonal roles.
Learn moreStaffing Services
Review repeatable, assignment-aware screening for distributed recruiting teams.
Learn moreEMPLOYER RESOURCES
Make the next decision with more context.
Use these guides to compare source types, plan the workflow, and ask better provider questions.
The FCRA Background Check Process for Employers: A Practical Overview
Employers using a consumer reporting agency for employment screening should understand the FCRA workflow before ordering a report and before making a decision based on it.
Read Guide 5 minHow Long Does an Employment Background Check Take?
Some searches may return quickly, while court access, manual verifications, closures, or incomplete candidate information can extend the timeline.
Read Guide 4 minA Background Screening Checklist for Small Businesses
A small-business screening program should start with the job, use a written and consistent process, select relevant searches, protect candidate information, and follow applicable notice procedures.
Read Guide 5 minWHY EXPRESS
Practical screening support for real hiring teams.
Configure services around the work, keep expectations clear, and reach a person when the process needs attention.
Multiple-user capability
Use selected access areas for account users, as confirmed in approved FAQ content.
Role-based package library
Keep common positions aligned across branches while documenting valid location or duty differences.
Integration options
Evaluate available or custom connection paths around the actual hiring systems in use.
Dedicated support
Coordinate package, user, status, and source questions through one provider relationship.
FAQ
Questions employers often ask.
Can different locations use one account?
The approved FAQ confirms that an account can have multiple users with selected access areas. Discuss the desired branch, regional, and administrative structure with the team.
Should every location use the same package?
Similar roles can use consistent templates, but job duties, jurisdictions, client requirements, and applicable state or local rules may support documented differences.
Does Express provide state-by-state legal advice?
No. Express provides screening services and operational support, not legal advice. Multi-jurisdiction employers should consult qualified legal counsel about their obligations.
Can screening status connect to our hiring system?
Available integration paths depend on the system and implementation. Review the Integrations page and discuss the workflow, data, package mapping, and status requirements with the team.
TALK THROUGH THE ROLES
Build a screening package around your workforce.
Share the positions, locations, expected volume, and services you are considering. Our team can explain available options and current pricing.