Identity and criminal-record sources
Available options can include SSN trace, nationwide database, county, state, federal district, registry, and watch-list searches. Coverage and source availability vary.
EMPLOYMENT SCREENING
Employment background checks built around the role.
Configure screening around job responsibilities, candidate information, relevant sources, and applicable law—not a one-size-fits-all checklist.
Available options may include criminal records, verifications, MVR reports, drug screening, occupational health, and specialty sources.
WHAT MAY BE INCLUDED
A package is a group of distinct searches.
An employment background check is not one universal report. Employers select components that fit the role, their written process, and the jurisdictions involved. One position may call for criminal-record and work-history review, while another adds driving, credential, or sanctions information.
Each source has a separate purpose. An SSN trace can help develop identity and address information. A county search reviews a selected local court. A verification compares candidate-supplied history with an available source. An MVR report reviews available driving information from an issuing jurisdiction.
History and credential verification
Employment, education, and professional credential verification are separate requests built from candidate-supplied information and source responses.
Role-specific services
Driving roles may use MVR reports. Other positions may use policy-aligned drug screening, occupational health, credit, sanctions, or specialty services where appropriate.
ROLE-BASED OPTIONS
Start with what the person will actually do.
A useful package begins with a role profile: access to people, property, systems, funds, or sensitive information; driving and fleet duties; required experience or credentials; work location; and any documented industry or client requirements.
Grouping similar positions helps an employer apply the same package and review process to similarly situated candidates. Materially different positions can have different packages when the reason is documented and job related.
Office and professional roles
Relevant options may include criminal-record searches, employment or education verification, and role-specific sources based on access and authority.
Driving and field roles
Packages may add an MVR report, drug screening, or occupational health when those components fit actual duties and policy.
Licensed or regulated roles
Credential, license, sanctions, or specialty sources may supplement—not replace—other appropriate searches.
SCREENING WORKFLOW
A clear process from authorization to review.
The employer defines the role and approved package, provides required disclosure, obtains authorization, and submits complete candidate information. Express Background Checks coordinates the selected searches and makes available results and status information for the authorized team.
The employer reviews the report under its documented criteria. If consumer-report information may contribute to an adverse employment decision, the employer follows applicable pre-adverse and final adverse-action procedures. Legal requirements can vary, so employers should work with qualified counsel.
1. Configure
Document role groups, selected components, authorized users, and the decision workflow.
2. Collect and order
Use the approved disclosure, authorization, and secure candidate-information process.
3. Review and follow up
Read component status, review available results consistently, and complete required candidate communications.
TURNAROUND
Completion time depends on the sources in the package.
Some database-based searches may return quickly, while county court access, manual source review, employer or school responses, clinic scheduling, holidays, closures, and additional jurisdictions can extend the timeline. Complete candidate information helps reduce preventable delays.
No responsible provider should promise the same completion time for every candidate and every search. Hiring teams benefit from component-level status, realistic start-date planning, and a process for responding when a source needs clarification.
Candidate information
Complete names, identifiers, addresses, employer details, school details, and license information help prevent avoidable rework.
Source availability
Courts, employers, schools, agencies, clinics, and other sources operate on their own access and response schedules.
Package scope
More jurisdictions or manual verifications can mean different completion dates for individual components.
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 serviceOccupational Health
Role-aligned occupational health services that may support workforce readiness programs.
Explore serviceFederal Records
Federal district court record searches for matters handled outside county and state court systems.
Explore serviceNEXT STEPS
Connect the program to the rest of your hiring workflow.
How It Works
Follow the site’s account, candidate information, screening, and results workflow.
Learn moreCurrent Pricing
Review current packages and use the Pricing page as the source of truth.
Learn moreIndustries
See workforce considerations for business, healthcare, staffing, construction, and more.
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.
What Shows Up on an Employment Background Check?
An employment background check is not one universal report. Its contents depend on the role, searches ordered, candidate information, available sources, jurisdictions, and applicable law.
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 minThe 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 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.
Flexible configuration
Select searches around the position rather than forcing every candidate into the same package.
Clear source distinctions
Understand the difference between database, county, state, federal, verification, and driving sources.
Responsive support
A dedicated team can help explain available options and coordinate multi-component orders.
Practical ordering
Approved site content confirms no setup fees, no monthly minimums, and access to support when questions arise.
FAQ
Questions employers often ask.
What does an employment background check include?
It depends on the package and role. Available components may include identity development, criminal-record sources, employment or education verification, MVR reports, drug screening, occupational health, sanctions, credit information for qualifying use cases, and specialty searches.
Does every position need the same package?
No. Employers should base screening on documented job responsibilities, relevant sources, locations, and applicable law, then apply the same process to similarly situated candidates.
How quickly can a background check be completed?
Some searches may return quickly, but court access, source response times, candidate information, additional jurisdictions, holidays, and closures can affect completion. The same timeline cannot be guaranteed for every search.
Can Express help us choose services?
Yes. Tell the team about the role groups, locations, volume, and screening objectives so available components can be discussed. Employers remain responsible for their legal obligations and employment decisions.
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.