Background Check
Preparation
Understand what employers typically check, how the process works, and what to prepare. This is an educational guide, not legal advice.
This guide is for educational purposes only and does not constitute legal advice. Background check laws vary by state, city, and individual circumstance. MintCareer is not affiliated with any background check companies or government agencies. For legal questions, consult a licensed attorney in your jurisdiction. See our Disclaimer for full details.
Most employers who run background checks look at some combination of the following. What they check depends on the role, industry, and state law.
- Criminal history (typically 7 years)
- Employment verification
- Education verification
- Credit check (finance/government)
- Drug screening
- Driving record (MVR)
- Professional license verification
- FBI fingerprinting (gov/security)
- International record checks
Employers must get your written consent before running a background check under the federal Fair Credit Reporting Act (FCRA). You have the right to know what is being checked.
Most standard background checks complete in 3 to 7 business days. Timelines vary by vendor, employer, and what is being checked.
Consent and Authorization
You receive an email from the background check vendor. Complete the authorization form as soon as possible.
SAME DAYDatabase Searches
Vendor runs criminal, identity, and other database checks. Automated checks are typically fast.
1-2 DAYSEmployment and Education Verification
Manual outreach to past employers and schools. This is typically the slowest step, depends on how quickly they respond.
2-5 DAYSReport Sent to Employer
Vendor compiles results and delivers the report. Employer reviews and makes a decision.
1 DAYHave W-2s, pay stubs, and transcripts ready before you receive the authorization email. Responding within a few hours can shave 1-2 days off the timeline.
These are some of the background check companies employers commonly use. This list is not comprehensive and is provided for informational awareness only.
MintCareer is not affiliated with, endorsed by, or connected to any of these companies. Company names and trademarks are property of their respective owners. Information is based on publicly available data as of January 2026 and may not be current. Always verify directly with the vendor or your employer.
Employment and background check laws vary significantly by state. Here is a general summary of some common protections. This is not comprehensive and should not be relied upon as legal advice.
- ✓ Ban the Box (post-offer only)
- ✓ Credit checks restricted
- ✓ Marijuana protections
- ✓ 7-year lookback limit
- ✓ Ban the Box (15+ employees)
- ✓ Credit checks banned
- ✓ Marijuana protections
- ✓ 7-year lookback limit
- ✓ Ban the Box (NYC)
- ✓ Credit check restrictions
- ⚠ Marijuana, limited
- ✓ 7-year lookback limit
- ✗ No Ban the Box
- ✗ No credit restrictions
- ✗ No marijuana protections
- ✓ 7-year lookback limit
- ✗ No Ban the Box
- ✗ No credit restrictions
- ✗ Unlimited lookback
- ✗ No marijuana protections
This is a general summary based on research as of January 2026. Laws change through legislation, regulation, and court decisions. City and county ordinances may provide additional protections not listed here. This is not legal advice. Always verify current laws with a licensed attorney or official government sources before making decisions.
Background check reports can contain errors. If you believe your report has inaccurate information, you have the right to dispute it under the FCRA. Here are common error types and general steps to address them.
Identity or Name Mixups
- Request a copy of the full report from the vendor
- Identify the specific incorrect information
- File a dispute with proof of identity (government-issued ID)
- The vendor is required to investigate within 30 days under the FCRA
Incorrect Criminal Records
- Obtain court records showing the actual case disposition
- File a formal dispute with the background check company
- Provide documentation showing the error
- If unresolved, you may file a complaint with the CFPB (Consumer Financial Protection Bureau)
Employment Verification Errors
- Gather documentation: W-2s, pay stubs, or offer letters
- Contact your former employer's HR department directly
- Submit documentation to the background check vendor
- Request re-verification with your evidence
Education Verification Issues
- Request official transcript from your institution
- Provide diploma or degree verification letter
- Use the National Student Clearinghouse if applicable
- Submit directly to the employer if the vendor cannot resolve
The Fair Credit Reporting Act (FCRA) is a federal law that gives you specific rights regarding background checks. Key rights include:
- Written consent required. Employers must get your written permission before running a background check.
- Right to know. You have the right to know what is in your report.
- Pre-adverse action notice. If an employer plans to take negative action based on your report, they must give you a copy of the report and a summary of your rights before making the final decision.
- Right to dispute. You have the right to dispute inaccurate or incomplete information. The reporting agency must investigate within 30 days.
- Right to a free report. If adverse action is taken, you can request a free copy of the report.
- Adverse action notice. After taking negative action, the employer must provide written notice including the name of the reporting agency and your right to dispute.
The FTC and CFPB publish consumer guides about your rights under the FCRA. For the official text of the law and consumer summaries, visit consumer.ftc.gov or consumerfinance.gov.
Before you receive the background check authorization email, gather the following:
Having these documents ready before you receive the authorization email means you can respond quickly. Faster response typically means faster completion, which gets you to your start date sooner.