Employment and credential verification.
Degrees, job titles, license numbers, references, work eligibility — none of it lives in a criminal database. Verifications confirm what the candidate claimed, straight from the source.
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- Employment verification
- Education verification
- Professional license verification
- Reference checks
- I-9 & E-Verify
+ 1 more below
The short version
Each verification answers one question: employment confirms dates and titles, education confirms degrees, license checks confirm status with the board, I-9/E-Verify confirms work eligibility. They are correspondence, not queries — slower than court searches, and worth it when the claim would change the hire.
If you only remember one thing
Verifications confirm claims. They do not replace the criminal stack, and they do not bind identity. Run them on a person vID has already bound, or you will verify a résumé attached to the wrong body.
When you need these.
Degree-required and licensed roles
Education plus license, primary source where credentialing standards demand it.
Staffing and professional hiring
Employment dates and titles, sometimes references. Per-client packages are the point.
Every U.S. hire, as a separate track
I-9 completion and, where you use it, E-Verify. This is employment-eligibility, not screening.
What this category includes.
- 01
Employment verification
Employer-confirmed work history
JDP, DataFacts (custom questions available), RSI, and SimpliVerified all run employment verifications; the failure mode is promising a 7-year history and only hitting The Work Number. vID binds the candidate so the history belongs to the person applying.
What it covers - 02
Education verification
School-confirmed degrees and dates
Verify the degree only if the role requires it — otherwise it just adds cost and turnaround. Method matters: National Student Clearinghouse vs registrar vs a candidate-uploaded scan, and international education is a separate product.
What it covers - 03
Professional license verification
Board-confirmed license status
Healthcare credentialing standards often specify primary source, and DataFacts, JDP, iProspect, and others run board checks as a volume product. Point-in-time verification answers today; license monitoring answers next quarter, when the board acts and nobody tells you.
What it covers - 04
Reference checks
Structured interviews with named references
When a CRA runs references, you get a question set, an attempt log, and a report — and possibly investigative-consumer-report duties. Best for executive, fiduciary, and small-team hires where one person's account changes the decision.
What it covers - 05
I-9 & E-Verify
Federal employment-eligibility verification
I-9 runs under a different statute than background checks; an E-Verify mismatch is not an FCRA adverse-action item. The partner network runs the form, the audit trail, and E-Verify submission.
What it covers - 06
Social media screening
Analyst-reviewed public online behavior
Done wrong, this is the easiest product here to do illegally — protected-class exposure, no consistency, skipped investigative-consumer-report disclosures. The professional version is a partner with analysts, a rubric, and FCRA process; many employers should still skip it.
What it covers
How these get fulfilled.
Employment, education, license, and reference products are core CRA work — JDP, DataFacts, RSI, SimpliVerified, and others in the network run them daily, domestic and international. I-9/E-Verify and FCRA social-media programs sit with the partners that already operate those workflows.
Frequently asked questions.
Verify the claims that would change the hire.
Not every role needs a degree check. The ones that do should not find out from a customer. Add the verification, keep the identity-verified criminal baseline.
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