As an employer, you need a background check partner who understands your industry, ensures compliance, and supports you throughout the hiring process.
Three reputable providers, including iprospectcheck, GoodHire, and HireRight, are widely recognized as leaders in the employment background check space.
This comparison guide will help your company evaluate each provider and understand which one will best meet your needs.
Key Takeaways
- When comparing iprospectcheck, GoodHire, and HireRight, iprospectcheck is the best choice overall because of its flexibility, emphasis on regulatory and legal compliance, fast turnaround times, 100% US-based support and services, and extensive industry knowledge.
- GoodHire is a good choice for small businesses that want a simple interface, while HireRight is a good option for enterprise-level and multinational corporations with complex hiring needs.
- When choosing a provider, you should understand your industry’s needs, decide how many background checks you’ll run, set your turnaround expectations, define your customer service standards, check integration options, ensure compliance, and compare pricing models.
iprospectcheck: Best Overall
iprospectcheck is a family-owned business that was founded in 2009 by Matt and Andrea Rodgers.
The company offers a broad menu of background check searches and clinical services for employers of all sizes and industries across the U.S.
The company focuses on accuracy, speed, and legal compliance and is especially well-suited for regulated employers in industries such as:
- Healthcare
- Transportation
- HVAC, Plumbing, and Roofing Contractors
- Staffing Companies
- Education
- Armored Transportation
- and more.
Pricing
iprospectcheck provides transparent pricing for its background checks on its website, including:
- Basic package – $24.95 per check
- Standard package – $49.95 per check
- Standard + Motor Vehicle Records (MVR) package – $55.95 per check
- Premium package – $79.95 per check
- Healthcare package – $89.95 per check
Employers requiring 50 or more background checks annually can receive volume discounts.
You can also benefit from the company’s extensive add-on searches at affordable prices to create tailored background checks.
Pros:
- Fast turnaround times that typically range from a few hours to three days
- 100% U.S.-based support with high responsiveness
- Extensive API integrations with leading HRIS and ATS systems
- Deep knowledge of regulatory requirements with tailored searches for industries such as healthcare, finance, transportation, etc.
- Never offshores its services; 100% U.S. Based Service Team
- SwiftHire mobile app provides a smooth experience for applicants
Cons
- Provides background checks primarily within the U.S. and its territories
- Doesn’t offer fingerprinting services
Best for: Regulated businesses of all sizes in industries such as healthcare, transportation, the trades, finance, etc., as well as companies in any industry that want help with maintaining legal compliance.
Know Before You Hire
GoodHire: Best for Small to Mid-Sized Businesses
GoodHire was founded in 2012 in Redwood City, CA, by tech entrepreneurs Brian and Matthew Monahan as a self-service background check company.
They leveraged their tech background to deliver a straightforward, easy-to-use platform for small businesses.
In April 2022, Checkr, a background check provider specializing in automated solutions for high-volume and gig-economy hiring, acquired GoodHire to expand into the small and mid-sized business market.
Since its acquisition, GoodHire has focused on helping its customers automatically maintain compliance with automation tools via its platform.
Pricing
GoodHire’s pricing depends on the number of checks businesses need per year.
For companies requiring 10 or fewer checks, the pricing is listed as follows:
- Basic + package – starting at $29.99 per check
- Essential package – starting at $54.99 per check
- Complete check – starting at $89.99 per check
Companies that need more than 10 checks per year must call for a custom quote.
Pros
- Straightforward, easy-to-use platform interface
- Automated FCRA compliance support
- Customizable screening options for companies requiring more than 10 checks per year available on a quote basis
Cons
- Turnaround times may vary (1-5+ days)
- International checks are available, but are limited in scope
- May lack scalability for high-volume hiring needs
Best for: GoodHire is best for small businesses that want a simple background check process and that don’t have deep compliance needs.
HireRight: Best for Enterprise Clients and Compliance at Scale
Based in Nashville, TN, and founded in 1995, HireRight has grown to become one of the largest background check companies in the world because of numerous mergers over the past three decades.
HireRight focuses on providing background checks and clinical services to large enterprises and multinational corporations, directing small to mid-sized businesses to its subsidiaries, backgroundchecks.com or ClearChecks.
Pricing
HireRight doesn’t publish pricing information on its website.
Instead, companies negotiate custom pricing based on their hiring volume and the complexity of their search requirements.
Employers must contact HireRight’s sales team to receive a quote.
Pricing information for small businesses through BackgroundChecks.com includes the following:
- Basic check – $24.95 each
- Complete standard check – $39.99 each
- Professional – $69.99 each
Pros:
- Comprehensive international screening capabilities
- Strong compliance infrastructure across multiple jurisdictions
- Deep experience with enterprise and government clients
- Extensive integrations with major ATS platforms
Cons:
- Longer turnaround times for complex or international checks
- The platform may be overly complex for smaller to mid-sized businesses
- Support experience can vary based on service level agreements
Best for: HireRight is best for large enterprises and multinational companies with complex hiring needs.
GoodHire vs HireRight vs iprospectcheck: Side-by-Side Comparison
| Feature | iprospectcheck | GoodHire | HireRight |
|---|---|---|---|
| Best for | Businesses in regulated industries and companies of all sizes that want help maintaining legal compliance, the human touch, and fast turnaround times | Small to mid-sized businesses that desire a simple interface and don’t have deep compliance needs | Enterprise-level and multinational corporations with complex hiring and compliance needs |
| Turnaround Time | Typically 1 to 3 business days | Ranges from 1 to 5+ days | Can take 2 to 10+ days, depending on complexity |
| Industry focus | Companies of all sizes, especially those operating in regulated industries | Small to mid-sized businesses that want a simple process and don’t have deep compliance needs | Enterprise-level and multinational corporations with complex hiring needs |
| Global Background Check Availability | Background checks for companies operating primarily in U.S. states and territories | U.S. only | Extensive global background check availability in numerous countries worldwide |
| Customer Support | 100% US-based, personalized support available by phone, email, or contact form | Support provided on a ticketing basis | Provides support articles and FAQs to handle customer support needs, a ticketing system, and global phone numbers based on the country you’re operating in |
| Compliance Guidance | Deep, industry-specific regulatory and legal compliance guidance | Automated compliance guidance tools are available for the FCRA | Strong compliance guidance in multiple countries |
| Pricing Transparency | Very transparent for companies needing up to 50 checks per year; quote-based for those requiring more than 50 checks per year | Transparent for companies needing 10 or fewer checks per year; quote-based otherwise | Doesn’t provide pricing information on its website; quote-based pricing for enterprise-level and multinational corporations; small businesses directed to its subsidiary for pricing |
| Customizability | High with industry-specific packages, add-ons, and a comprehensive suite of clinical services | Moderate for companies needing 10 or more checks per year | High |
| API Integration | Yes, API integrations with many ATS and HRIS | Yes, API integrations with 24 leading ATS | Yes, API integrations with numerous ATS and HRIS |
How to Choose the Right Background Check Provider
To choose the right background check provider for your company, follow the steps below:
1. Understand the Requirements of Your Industry
If your company operates in a regulated industry like healthcare, finance, or transportation, you must meet strict legal requirements for specific background checks and clinical screenings.
One example includes companies regulated by the US Department of Transportation (DOT) that hire CDL drivers to operate in interstate commerce.
If you are a regulated transportation carrier that hires CDL drivers, you must comply with all of the background check requirements under the Federal Motor Carrier Safety Administration (FMCSA) regulations.
These include performing DOT drug tests at specific intervals (including pre-hire and post-hire), DOT physicals (both pre- and post-hire at set times), and specific DOT background checks.
2. Determine How Many Checks You’ll Need
Your company’s hiring volume can also affect which provider you choose.
For example, if you are a small or mid-sized business, you might not want to choose a provider that focuses on enterprise-level or multinational corporations with complex hiring needs when yours are more straightforward.
In that case, you might instead choose to work with a flexible provider that offers tailored background checks, strong customer support, and good customization options for businesses of all sizes.
If you do have high-volume hiring needs, a provider that offers volume discounts is a good choice.
3. Decide Your Turnaround Requirements
It’s important to reduce time-to-hire to attract quality new-hires.
Choosing a background check service that offers fast turnaround times is one way to improve this metric.
Candidates who wait too long for background check results might accept another offer, which can lead to productivity losses and slower onboarding.
4. Factor in Your Customer Support Expectations
Think about your expectations for customer support.
Do you need fast answers, or are you okay with waiting for a response after submitting a ticket-based request?
Also consider whether you’ll be okay with having to read through a list of support articles or FAQs to find the information you’re searching for.
If you want fast, personal help, prioritize providers that offer live phone or email support instead of only using ticket systems or self-service articles.
5. Check the Provider’s Integration Options
API integration with the HR tools you already use can make your background checks seamless.
ATS and HRIS integrations allow you to see background check results in your candidate’s profile when they arrive and can reduce data-entry mistakes.
Before you make your decision, check with the provider to ensure it offers API integrations for your company’s HRIS or ATS.
6. Assess Your Compliance Needs
Regardless of whether you’re in a regulated industry or not, your company must comply with local, state, and federal laws.
Your provider should have a deep knowledge of federal laws, including the FCRA, the Fair Chance to Compete for Jobs Act, and Title VII of the Civil Rights Act of 1964.
Additionally, it should also have extensive knowledge of state and local laws where applicable, including:
- Credit history check laws
- Ban-the-box laws
- Social media check laws
- Expungement and record-sealing laws
- And more
If you’re regulated, you must also comply with regulations enforced by the administration that governs your industry.
If you fail to comply with all relevant laws, you risk significant civil penalties and potential liability.
The provider you choose should have systems in place to help you avoid potential regulatory and legal violations and be able to explain how they can help you stay compliant.
7. Compare Pricing Models
Consider each company’s pricing model as it relates to your requirements and hiring volume.
If you want customized background checks and don’t want to pay for unnecessary information, a provider that offers flexible pricing for background checks is a good choice.
Also, choose a provider with transparent pricing so you can easily plan and budget for background checks each year.
Trust iprospectcheck as Your Best Option for Background Checks
Choosing the right background check service helps you get fast, accurate, and compliant reports you can trust.
iprospectcheck, GoodHire, and HireRight are all reliable and established background check companies.
However, iprospectcheck is the best choice overall because of its fast turnaround times, deep compliance guidance, personalized support, and flexibility.
Contact us today to learn more about our employment background checks and clinical services: (888) 509-1979.
DISCLAIMER: The resources provided here are for educational purposes only and do not constitute legal advice. Consult your counsel if you have legal questions related to your specific practices and compliance with applicable laws.
FAQs
How do background check services handle candidate disputes?
When an employer decides not to hire an applicant because of information contained in a background check report, they must follow the FCRA adverse action process.
This includes sending a pre-adverse action notice to the candidate and providing them with a reasonable time to respond.
The candidate can respond by providing evidence that the information is inaccurate or that they have been rehabilitated.
If the employer still doesn’t want to hire the applicant, they must provide the background check provider’s contact information and a copy of the candidate’s rights under the FCRA.
Candidates can contact the provider and request a copy of their reports. If the information is wrong, they can provide evidence to the background check service.
The service will then have to confirm the information’s accuracy or remove it.
To avoid potential issues, individuals should conduct personal background checks before applying to correct anything that’s inaccurate and understand what employers will see.
Do background check services monitor candidates after they’re hired?
No, standard background checks don’t include post-hire monitoring.
A background check is a snapshot of a candidate’s history at one point in time, and the information can grow stale.
However, if your company wants ongoing monitoring, you can choose continuous monitoring to receive alerts when new events, including convictions or professional license discipline, occur.
Will using a background check service slow down my hiring process?
No, using a background check service will not slow down your hiring process.
Instead, a good background check provider can help you speed up hiring.
It can take much more time to compile information about an applicant’s background yourself, vs. partnering with a reliable provider like iprospectcheck.
