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Everything you need for fast, reliable background checks in one easy platform.
From Request to Clear—In Three Simple Steps
Step 1: Launch a Check
Start checks directly from your ATS or within FYI Screening with just a few clicks.
Step 2: Automated Compliance & Processing
Our platform handles disclosures, consent and verification workflows automatically. No manual follow-up required.
Step 3: Review & Hire
Clear, actionable reports delivered fast so your team can move forward confidently.
Works Seamlessly With Your ATS
Keep all your hiring tools connected. FYI Screening integrates with your ATS so data flows automatically, candidates move faster, and HR teams stay organized.
Popular Integrations: Greenhouse • Lever • iCIMS • BambooHR • Workday • JazzHR • Zoho Recruit • Pinpoint • And More
Trusted by HR Teams Nationwide
Reliable and accurate
“As the Director of Human Resources for a company with over 5000 employees, I rely on FYI Screening to assure me that all background checks sent to them are reliable and accurate. Background reports are always returned in a timely fashion, and I would recommend their services to any of my colleagues.”
~ Director of Human Resources – Ultimate Services, Inc.
We highly recommend FYI
“I have been associated with FYI for more than six years. I have used a number of other agencies to do our background investigations and have never had any of them that approaches the quality I receive from FYI. They deliver a quality product in a timely manner that is quick and accurate, without fail. I would add that FYI’s service is a value added component of our comprehensive Loss Prevention Product. We highly recommend FYI.”
~Director of Loss Prevention – One of the largest convenience store chains in the United States
Read More Customer Stories
Frequently Asked Questions
At FYI Screening, we know that background checks can raise a lot of questions especially when it comes to compliance, accuracy, and timing. That’s why we’ve compiled answers to some of the most common questions employers ask.
Q1: How far back should we look for criminal history?
Most employers screen 7–10 years for criminal history, though the look-back period can vary by state law and job type. Some states limit how far back certain convictions can be considered. Safety-sensitive or high-trust positions may justify a longer look-back, while entry-level roles may use shorter periods.
Q2: Can we ask candidates about criminal history on job applications?
It depends on your location. Over 36 states have “ban-the-box” laws that restrict when you can ask about criminal history. In most cases, it’s safest to wait until after a conditional job offer before conducting criminal background checks.
Q3: What should we do if a candidate’s background check reveals something concerning?
Follow a FCRA-compliant adverse action process:
1. Provide a pre-adverse action notice with a copy of the report and rights summary.
2. Allow the candidate reasonable time to respond or dispute the findings.
3. Conduct an individualized assessment if appropriate.
4. Make your final decision and issue a post-adverse action notice.
Read More FAQs
Your Background Screening Resource Center
FYI Screening offers free guides, templates, checklists and compliance tools to help HR teams stay protected.
New to Background Screening – foundational guides to get you started
Compliance Center – FCRA, EEOC, and state-law updates
Candidate Experience Hub – resources that improve communication and trust
Blog + Insights – research-backed articles on modern hiring
Ready to Simplify Your Background Screening?
Experience a faster, easier, more compliant way to screen candidates without the headaches.
Book Your Demo Today
