Industry screening guide
Find the right package
for your industry.
Every industry carries different hiring risks, regulatory obligations, and compliance requirements. Select your industry below to see which aINSIGHT package, add-on bundles, and standalone services are most commonly paired together — and why.
Healthcare
Protecting patients starts before day one.
Healthcare organizations face some of the strictest screening requirements in any industry. From OIG exclusion lists and abuse registries to professional license verification and FCRA adverse action compliance — the stakes are too high for a basic background check.
Patient safety
OIG / Sanctions exposure
License verification
HIPAA compliance
Abuse registry
Why these bundles? Here's the reasoning.
Bundle 2Add-on
Employment & education depth
Employment — past 7 years
Education — all degrees
Professional license verification
Reference check — up to 3
Why healthcare needs this: A nurse, physician, or allied health professional with falsified credentials is a direct patient safety liability. Verifying all degrees obtained — not just the highest — and confirming active licensure status protects your organization from credential fraud and regulatory penalties. The 7-year employment history catches gaps that shorter windows miss.
Essential
Bundle 3Add-on
Identity & sanctions
MedEx (Sanctions Screening)
Abuse Registry
Why healthcare needs this: OIG exclusion and MedEx sanctions screening is a compliance requirement for any organization billing Medicare or Medicaid. Hiring an excluded individual — even unknowingly — triggers repayment obligations and potential False Claims Act exposure. Abuse registry checks are required for roles involving vulnerable populations in most states.
Essential
Bundle 5Add-on
I-9 & compliance
Electronic I9 & E-Verify
Remote Electronic I9 & E-Verify
Individualized Assessment Notifications
Why healthcare needs this: Healthcare organizations frequently onboard remote staff, traveling nurses, and contract workers across multiple states. Remote electronic I-9 and E-Verify closes the compliance gap for distributed hiring. Individualized Assessment Notifications are especially important when applicants have criminal records — they protect you from disparate impact claims.
Recommended
Standalone services to consider
Recommended
Adjudication
Custom risk thresholds for clinical vs. non-clinical roles. A prior drug offense may be disqualifying for a pharmacy tech but not for a facilities manager — adjudication logic handles that distinction automatically.
Optional
Employee Rescreens
Annual or periodic rescreening of existing staff is increasingly expected by CMS and accreditation bodies. Especially relevant for large hospital systems with high staff turnover.
Optional
Motor Vehicle Report (MVR)
Required for home health aides, mobile nurses, and medical transport roles where driving is part of the job description.
Education
Every hire is a trust decision.
Schools, universities, and childcare providers are entrusted with the safety of minors and young adults. State licensing requirements, abuse registries, and sex offender checks are non-negotiable — and credential verification protects academic integrity.
Minor safety
Abuse registry
State licensing
Credential fraud
Volunteer screening
Why these bundles? Here's the reasoning.
Bundle 1Add-on
Criminal depth
State Criminal — unlimited states, 7 years
Nationwide Wants & Warrants
National Criminal Insight + AKAs
Why education needs this: Predatory individuals frequently relocate between states to evade local registry flags. The AKAs search catches name changes and aliases. Unlimited state criminal coverage ensures a candidate's full geographic history is reviewed — not just where they currently live.
Essential
Bundle 2Add-on
Employment & education depth
Employment — past 7 years
Education — all degrees
Professional license verification
Reference check — up to 3
Why education needs this: Teaching certifications, administrative credentials, and coaching licenses must all be verified and active. Reference checks catch behavioral patterns that criminal records don't show — a prior dismissal from a school district may never appear in a background check but surfaces through references.
Essential
Bundle 3Add-on
Identity & sanctions
MedEx (Sanctions Screening)
Abuse Registry
Why education needs this: Abuse registry checks are required in most states for any role involving direct contact with minors. This is non-negotiable for K–12 and childcare settings — and increasingly expected at the higher education level for roles working with vulnerable student populations.
Essential
Standalone services to consider
Recommended
Employee Rescreens
Many states now require periodic rescreening of school employees. Annual or biennial rescreens of existing staff are increasingly mandated by state education departments.
Recommended
Adjudication
Define clear thresholds for disqualifying offenses by role type — classroom vs. administrative vs. facilities. Consistent adjudication protects against discrimination claims.
Optional
Motor Vehicle Report (MVR)
Required for bus drivers, field trip chaperones with driving duties, and any staff transporting students.
Transportation requires a specialist — not a standard package.
DOT-regulated employers face mandatory compliance requirements that go far beyond a standard background screening package. FMCSA Clearinghouse queries, SAMHSA-certified drug testing, random pool management, MVR monitoring, and modal-specific policy requirements can't be templated — they need to be built around your operation.
FMCSA
PHMSA
FTA
FAA
FRA
USCG
Talk to a transportation expert →
Our transportation specialists will scope a compliant package for your modal authority, fleet size, and hiring volume.
🧪 DOT drug testing
FMCSA-mandated drug testing, random pool management, MRO review, and SAMHSA-certified lab testing must all be scoped through a transportation specialist — not a standard drug testing package.
🔄 MVR monitoring
Continuous MVR monitoring is essential for all CDL holders — license suspensions, violations, and disqualifications must be caught between annual review cycles. Scoped as part of your transportation package.
Insurance
Trust is the product — screen accordingly.
Insurance carriers, brokers, and adjusters handle sensitive financial data and make decisions that directly impact policyholders. Fraud history, sanctions exposure, and professional license status are critical screening dimensions that a basic check will never surface.
Financial fraud risk
License verification
Sanctions / OFAC
Credit history
Fiduciary roles
Why these bundles? Here's the reasoning.
Bundle 2Add-on
Employment & education depth
Employment — past 7 yearsProfessional license verificationEducation — all degrees
Why insurance needs this: State insurance licensing is a prerequisite for most producer and adjuster roles. License verification confirms active status and catches lapses or suspensions that may indicate prior disciplinary action — before you make an offer.
Essential
Bundle 3Add-on
Identity & sanctions
MedEx (Sanctions Screening)Abuse Registry
Why insurance needs this: OFAC and sanctions screening is essential for any role handling international transactions or high-value policies. Hiring a sanctioned individual creates regulatory liability across the entire organization — not just for the individual's book of business.
Essential
Bundle 4Add-on
Global & financial
Consumer Credit ReportGlobal InsightInternational Criminal
Why insurance needs this: Consumer credit reports surface financial stress and prior fraud that won't appear in a criminal search — critical for roles with access to policyholder funds or claims authority. Global Insight is essential for carriers operating in international markets or hiring from abroad.
Recommended
Standalone services to consider
Essential
Adjudication
Financial crimes, fraud, and embezzlement require clearly defined disqualifying thresholds. Custom adjudication logic ensures consistent, legally defensible decisions across all financial roles.
Optional
Employee Rescreens
Annual rescreening of employees in fiduciary roles is an emerging best practice — particularly for those with access to claims funds or policyholder accounts.
Optional
Motor Vehicle Report (MVR)
Required for field adjusters and any role where driving company or rental vehicles is part of the job scope.
Energy
Safety-sensitive roles demand deeper screening.
Utilities, oil & gas, and renewable energy organizations operate in safety-critical environments with strict regulatory oversight. Drug testing, sanctions screening, and robust criminal history are baseline requirements — not differentiators.
Safety-sensitive roles
PHMSA / FERC
Drug & alcohol testing
Contractor screening
Sanctions exposure
Why these bundles? Here's the reasoning.
Bundle 1Add-on
Criminal depth
State Criminal — unlimited states, 7 yearsNationwide Wants & WarrantsNational Criminal Insight + AKAs
Why energy needs this: Field technicians, pipeline workers, and plant operators often relocate across states to follow projects. Unlimited state criminal coverage ensures their full geographic history is reviewed — particularly important for roles with access to critical infrastructure.
Essential
Bundle 3Add-on
Identity & sanctions
MedEx (Sanctions Screening)Abuse Registry
Why energy needs this: Energy companies operating internationally or contracting with government entities need sanctions screening to avoid OFAC violations. Pipeline and utility operators may also have NERC CIP or TSA compliance requirements that include sanctions checks.
Recommended
Standalone services to consider
Essential
Motor Vehicle Report (MVR)
Field workers, equipment operators, and service technicians frequently drive company vehicles or operate on roadways. MVR is non-negotiable for these roles.
Recommended
Adjudication
Safety-sensitive roles require clear adjudication thresholds — a DUI may be disqualifying for a field technician but handled differently for an office role. Custom logic keeps decisions consistent.
Optional
Employee Rescreens
Periodic rescreening of long-tenured employees in safety-sensitive roles is an emerging best practice, particularly for contractors and third-party workers.
Professional business
Credential integrity is your competitive advantage.
Finance, legal, consulting, and professional services firms build their reputation on the expertise of their people. Credential fraud, undisclosed conflicts, and financial misconduct can be existential risks for client trust and regulatory standing.
Credential fraud
Financial misconduct
Client trust
Regulatory standing
Conflict of interest
Why these bundles? Here's the reasoning.
Bundle 2Add-on
Employment & education depth
Employment — past 7 yearsEducation — all degreesProfessional license verificationReference check — up to 3
Why professional services needs this: Résumé fraud is most prevalent in professional services, where prestigious credentials carry direct revenue implications. Verifying all degrees — not just the terminal degree — catches fabrications. Bar admission, CPA licensure, and CFA status must be confirmed active, not just claimed.
Essential
Bundle 4Add-on
Global & financial
Consumer Credit ReportGlobal InsightInternational Criminal
Why professional services needs this: Firms hiring internationally educated candidates or placing staff in global client engagements need international criminal coverage. Consumer credit checks are standard for roles with client fund access — a pattern of financial distress is a meaningful risk indicator for embezzlement exposure.
Recommended
Bundle 5Add-on
I-9 & compliance
Electronic I9 & E-VerifyRemote Electronic I9 & E-VerifyIndividualized Assessment Notifications
Why professional services needs this: Remote and hybrid hiring across multiple states is standard in professional services. Remote electronic I-9 closes the compliance gap without slowing down onboarding. For firms with government contracts, E-Verify may be legally required.
Recommended
Standalone services to consider
Recommended
Adjudication
Financial crimes and fraud warrant automatic disqualification for client-facing roles — adjudication logic makes that decision consistent across the organization without case-by-case HR judgment.
Optional
Employee Rescreens
Annual rescreening for partners, executives, and those with client fund access is an emerging governance best practice — particularly for publicly traded or regulated firms.
Manufacturing
Safe workplaces are built with the right people.
Manufacturing, warehousing, and supply chain organizations balance high-volume hiring with serious safety obligations. Substance use, workplace violence history, and unreliable employment histories are the core risks — and fast turnaround matters.
Workplace safety
High-volume hiring
OSHA compliance
Contractor screening
Equipment operation
Why these bundles? Here's the reasoning.
Bundle 1Add-on
Criminal depth
State Criminal — unlimited states, 7 yearsNationwide Wants & WarrantsNational Criminal Insight + AKAs
Why manufacturing needs this: Manufacturing workforces often draw from transient labor pools with work histories across multiple states. Unlimited state criminal coverage ensures you're not relying on where someone currently lives to determine what their full record looks like.
Recommended
Bundle 5Add-on
I-9 & compliance
Electronic I9 & E-VerifyRemote Electronic I9 & E-VerifyIndividualized Assessment Notifications
Why manufacturing needs this: I-9 compliance is a significant audit risk for manufacturers — particularly those with large hourly workforces and high turnover. Electronic I-9 with E-Verify dramatically reduces documentation errors and audit exposure. For facilities in states with mandatory E-Verify laws, this bundle is legally required.
Essential
Standalone services to consider
Recommended
Motor Vehicle Report (MVR)
Forklift operators, delivery drivers, and any role operating company vehicles or heavy equipment on public roads requires an MVR before hire.
Recommended
Adjudication
High-volume hiring environments benefit most from consistent adjudication — the same offense should produce the same outcome for a floor role every time, regardless of which HR team member is reviewing.
Optional
Employee Rescreens
For long-tenure employees in safety-sensitive or supervisory roles, periodic rescreening is a best practice that major manufacturers are increasingly adopting.
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