Employment credit reports, FCRA-compliant and state-aware.
Bureau-direct employment credit reports for finance, fiduciary, and executive roles. Soft-inquiry only, built-in adverse action workflow, and state-by-state guardrails so prohibited pulls never leave the queue.
What's included
Why Information Direct
FCRA-compliant by default
Permissible purpose, candidate disclosure, and adverse action workflow are built in.
State-law aware
Employment credit pulls are restricted in CA, CO, CT, HI, IL, MD, NV, OR, VT, WA, and NYC. Our workflow blocks prohibited uses.
Bureau-direct
Data comes direct from Experian, Equifax, or TransUnion, not a reseller summary.
Candidate-friendly
Soft inquiry only, does not affect the candidate's credit score or interest rates.
Consolidated report
Credit findings land in the same candidate dossier as court, verifications, and drug.
Instant return
Most employment credit pulls complete in seconds once candidate consent is on file.
How it works
- 1Confirm permissible purposeWorkflow validates the role qualifies for an employment credit pull under FCRA.
- 2Capture candidate disclosureStandalone FCRA disclosure and written authorization, separate from the main application.
- 3Run the soft inquiryBureau-direct soft pull, returns in seconds and does not affect the candidate's credit score.
- 4Adverse actionIf the report triggers adverse action, pre-adverse and adverse action letters are drafted automatically.
- 5Dispute handlingIf the candidate disputes the record, we coordinate directly with the bureau and re-issue a corrected report.
Frequently asked questions
Will an employment credit check hurt my candidate's score?
No. Employment credit pulls are classified as a soft inquiry and do not affect a candidate's credit score. The inquiry is visible on the candidate's own report, but not to other lenders or scoring models.
Which states restrict employment credit checks?
California, Colorado, Connecticut, Hawaii, Illinois, Maryland, Nevada, Oregon, Vermont, Washington, plus New York City and several other municipalities restrict employment credit pulls. Exceptions vary, usually for finance, fiduciary, and law-enforcement roles. Our workflow blocks prohibited pulls by state.
Do you include the credit score in the employment report?
Not by default. The FCRA and most employer best practices exclude the FICO or Vantage score from employment reports to reduce bias. The score can be included on request for roles where it is permissible and relevant.
How does adverse action work?
If a credit finding contributes to a negative hiring decision, the FCRA requires a two-step notice: a pre-adverse action letter with a copy of the report and the candidate's rights, a waiting period for the candidate to dispute, and then an adverse action letter if the decision stands. Our workflow generates both and tracks the waiting period.
How far back does the credit report go?
Most negative information, such as late payments, charge-offs, and collections, is visible for seven years. Bankruptcies are visible for seven to ten years depending on chapter. Employment credit reports follow the same FCRA lookback rules as consumer credit reports.
Ready to run your first employment credit report?
No contracts. No minimums. Paralegal-driven, FCRA-compliant, ready when you are.