Self-Background Check in Colorado: A Complete Guide [2025]

If you are searching for a job in Colorado, it is very likely that potential employers will review your background before or shortly after offering you a position.

But do you know what information might appear in that report?

Running a personal background check ahead of time allows you to catch mistakes, confirm that your records are accurate, and see exactly what hiring managers will see.

In this guide, we guide you through how to check your own background in Colorado and share other relevant information, including laws you should be aware of.

Why Run a Background Check on Yourself in Colorado?

1. Correct Mistakes Before Employers See Them

Background reports can sometimes contain errors or outdated details.

You might even discover records that belong to another person with a similar name.

By checking your own report first, you have the opportunity to dispute and correct these issues before they affect your chances of being hired.

2. Detect Possible Identity Theft

If your personal information has been misused, you could see unfamiliar charges or criminal records linked to your name.

A self-background check can help you identify signs of identity theft early on.

From there, you can take action to clear your record and inform potential employers about the situation if necessary.

3. Review Your Social Media Activity

Before beginning your job search, it is wise to obtain a professional review of your social media profiles.

Many employers examine a candidate’s online presence during the hiring process, and even harmless-looking posts can raise concerns or send the wrong message about your professionalism.

A social media check can pinpoint possible risks, outdated or inappropriate content, and privacy weaknesses that you might not be aware of.

By proactively cleaning up your online footprint, you ensure that it reflects the image you want to share with potential employers.

4. Anticipate Employer Questions

Some employers will ask for explanations about certain information that appears on your background check.

When you know in advance what is in your report, you can prepare thoughtful and truthful responses.

This preparation helps you feel confident and remain composed during interviews.

What Shows Up on a Personal Background Check in Colorado?

The information that appears in your background check depends on the type of job you are applying for and any rules that apply to your industry.

Most common reports include:

Identity Verification

Identity verification is often one of the first steps taken by background screening providers such as iprospectcheck.

It helps consumer reporting agencies (CRAs) ensure they are matching records to the correct person, which reduces the risk of being mistaken for someone with a similar name.

Criminal History

A criminal background check in Colorado may include searches of national criminal databases, state-maintained records, federal criminal records, and county-level court files from places where you have lived or worked within the last seven years.

The specific criminal record searches ordered often depend on the position’s responsibilities and level of trust involved.

These checks can report felony and misdemeanor convictions, along with any charges that are still pending.

Reports generally cover a seven-year period from the date of conviction, release, or parole, whichever is most recent.

They will not include arrests without convictions or records that have been sealed, expunged, or officially pardoned.

Social Media Analysis

A social media check examines publicly available online content you’ve posted and shared on your social profiles and compiles a report showing what an employer might see when considering you for a role.

How to Run a Background Check on Yourself in Colorado

Option 1: Do-It-Yourself Search

You can piece together your own background report by checking records from multiple sources, including:

• Colorado State Criminal History – You can request your official criminal history from the Colorado Bureau of Investigation (CBI) through their online portal or in person. This search will return a partial list of statewide arrest and conviction information. While helpful, it may not be as precise as searching individual County Court records.
• County Court Records – Employers often review county-level court records where you have lived or worked. You can search these indexes directly through local, county, and district courthouses, or use the Colorado Judicial Branch’s online public access system and other available online criminal records databases.
• Driving Record – If you are applying for a job that requires driving, your motor vehicle history will likely be checked. You can order your own driving record from the Colorado Division of Motor Vehicles (DMV) to review any traffic violations, suspensions, or accidents.
• Federal Court Records – Some employers run checks for federal criminal and civil cases. You can search federal court records by subscribing to the PACER (Public Access to Court Electronic Records) system for any cases related to your name.
• Sex Offender Registry – Many background checks include a search of the sex offender registry. You can check the Colorado Sex Offender Registry online to confirm that your name does not appear in error. You may also search the National Sex Offender Public Website for nationwide results.
• Social Media and Internet Search – Search your name on major search engines and review your public social media profiles. Employers sometimes use online content to evaluate a candidate’s character and professionalism.
• Education Verification – Contact the schools, colleges, or universities you attended and request official transcripts or degree verification. This ensures that your educational history matches what employers will find.
• Employment Verification – Call or email former employers to confirm dates of employment, job titles, and positions held. Some companies use third-party verification services, so you may need to contact them as well.

Pros:

• Low or no cost
• Direct access to official records
• Control over what and when you check

Cons:

• Time-consuming and requires visiting multiple websites or offices
• Some records may be hard to access without special credentials
• Requires professional expertise
• Results may not be compiled in the same way as employers see them

Best For:

Those with little to no budget who are willing to spend the time gathering records themselves.

Option 2: Partner with iprospectcheck

The fastest and most reliable option is to work with a professional background check company like iprospectcheck.

iprospectcheck provides accurate, employer-grade reports that meet Fair Credit Reporting Act (FCRA) requirements and use the same screening standards employers rely on.

Pros:

• Comprehensive, professional employer-grade results
• Researched by industry experts
• Fast turnaround times
• Secure platform with advanced encryption
• Reports are formatted for easy reading and review
• Secure data management (secured through a multi-layered approach, encompassing data security measures, access controls, and employee training. Data is secured both in transit and at rest, and includes encryption, anonymization, and robust access management.)

Cons:

• Paid service
• Requires providing personal information for verification

Best For:

Individuals who want a quick, thorough, and reliable report without tracking down records from multiple agencies.

How to Get Started:

Using our secure platform, enter your full legal name, previous names, Social Security number, and address history.

Once your report is ready, review it carefully for accuracy.

If you find errors, such as incorrect criminal records, employment dates, or name mismatches, contact us so we can help correct them.

For criminal record corrections in Colorado, you may need to submit a request to the Colorado Bureau of Investigation or the court that maintains the record.

Important Laws and Regulations in Colorado

When you undergo a background check in Colorado, both federal and state laws protect your rights and set limits on how your information can be gathered and used.

Federal Laws

Fair Credit Reporting Act (FCRA)

The Fair Credit Reporting Act (FCRA) regulates how background check companies collect, store, and share your personal information.

Under the FCRA’s seven-year reporting rule, background check providers cannot include the following information if it is more than seven years old and the job pays less than $75,000 per year:

• Arrests that did not lead to convictions
• Debt collection accounts
• Paid tax liens
• Bankruptcies (Chapter 13 – 7 years; Chapter 7 – 10 years)
• Civil lawsuits and judgments

This rule does not prevent the reporting of older criminal convictions, and the time limits do not apply to jobs with an annual salary of more than $75,000.

Before an employer can order a background check, they must notify you in writing and obtain your written consent.

If they decide not to hire you based on the report, they are required to give you a copy of the report and a summary of your rights.

You also have the right to dispute any inaccurate information.

Title VII of the Civil Rights Act of 1964

Title VII makes it illegal for employers to discriminate in hiring or employment decisions based on race, color, national origin, sex, or religion.

The Equal Employment Opportunity Commission (EEOC), which enforces this law, advises employers to evaluate criminal history information on a case-by-case basis.

This means they must consider factors such as the nature of the offense, how much time has passed, and how the offense relates to the job duties before making a negative decision.

Employers cannot automatically reject you simply because you have a criminal record.

Fair Chance to Compete for Jobs Act (FCA)

The Fair Chance to Compete for Jobs Act applies to federal agencies and federal contractors.

If you apply for a job with a federal contractor or an organization seeking federal contracts, the FCA limits when they can ask about your criminal history.

They cannot request this information or run a background check until after you have received a conditional job offer.

This law is designed to ensure you are evaluated primarily on your skills and qualifications before your criminal history is considered.

State Laws

Ban-the-Box Law for Public Employers

Under C.R.S. § 24-5-101, state and local government agencies in Colorado cannot ask about criminal history on initial job applications.

Public employers must wait until an applicant is either a finalist for the position or has received a conditional job offer before conducting a criminal background check.

If a conviction is found, the employer must consider it in context with the following factors instead of treating it as an automatic disqualifier:

• The conviction’s nature
• Whether a direct relationship exists between the conviction and the job duties or public safety
• How much time has elapsed since the conviction
• Information the candidate provides about rehabilitation since the conviction

However, public employers hiring for the following jobs are exempt from this requirement and can inquire about criminal history earlier:

• Peace officers
• K-12 educators
• People working with vulnerable populations
• Correctional officers
• Juvenile facility officers
• Employees of the state Department of Revenue
• Employees of the Colorado Public Employees’ Retirement Association (PERA) who have access to sensitive financial and identifying information

Ban-the-Box Law for Private Employers

Colorado’s Chance to Compete Act, found at C.R.S. § 8-2-130, extends similar protections to applicants in the private sector.

Employers are not allowed to state in job ads that applicants with criminal records will not be considered, and they cannot request criminal history information on initial paper or online applications.

However, the law does permit employers to review publicly available criminal records at any stage in the hiring process.

This law applies to all employers, regardless of size.

Credit History Check Law

The Colorado Employment Opportunity Act, found at C.R.S. § 8-2-126, limits when an employer can request a credit report as part of pre-employment screening.

Credit checks are only permitted if:

• The position is professional, managerial, or executive in nature
• The employer is a bank or financial institution
• The report is required by law
• The credit information is directly related to the job duties

Credit checks are commonly used for positions such as executives, management roles, or certain federal contractor positions.

Employers must clearly explain in writing why the credit check is necessary before it is conducted.

If an employer decides not to hire someone based on their credit report, they must follow the Fair Credit Reporting Act (FCRA) rules, which include giving the applicant the specific reason in writing, providing a copy of the report that contains the adverse information, and allowing the applicant a reasonable time to respond with evidence of the information’s inaccuracy or mitigation.

Seven-Year Rule on Reporting Conviction Records

Under C.R.S. § 5-18-109(1)(e), background check companies cannot report arrests, indictments, or convictions that are more than seven years old from the date of disposition, parole, or release from incarceration.

This rule applies regardless of the salary offered for the job.

The Colorado Clean Slate Act may affect how this rule is applied in the future.

Colorado Clean Slate Act

Signed into law on May 31, 2022, the Clean Slate Act will automatically seal certain records without requiring the individual to submit a petition to the court:

• Arrest records with no conviction
• Civil infractions 4 years following the disposition of the case
• Petty offenses and misdemeanor convictions 7 years following the disposition of the case
• Eligible felony convictions 10 years following the disposition of the case

Crimes of violence and sexual offenses are not eligible for sealing.

Once sealed, these records cannot be reported in a background check.

Employers can’t use information about sealed records they might learn through other means when making employment decisions.

Salary History Inquiry Ban

Effective January 1, 2021, and found at C.R.S. § 8-5-101 et seq., the Equal Pay for Equal Work Act makes it illegal to pay employees differently based on gender or a combination of gender and another protected category.

It prohibits employers from asking about salary history or using an applicant’s past pay that employers discover to determine the salary to offer.

Employers must notify current employees about job openings and promotions and include pay ranges in those postings.

They must also review and correct gender-based pay disparities.

Name-Based Criminal Records Checks Law

Under HB 19-1166, multiple statutory sections concerning professional licensing were amended to require that certain professional license applicants submit fingerprints for a background check.

If the fingerprint search shows an arrest without a disposition, a name-based court records search is required to confirm the outcome of the case.

Social Media and the Workplace Law

Colorado’s Social Media and the Workplace Law, found at C.R.S. § 8-2-127, has been in effect since 2013 and provides specific protections for job applicants and employees regarding their personal online accounts.

Employers cannot:

• Request, suggest, or require applicants or employees to provide passwords, usernames, or other account access methods
• Force applicants or employees to add the employer to their contact lists
• Ask applicants or employees to change privacy settings so the employer can view their accounts
• Discharge, discipline, or refuse to hire an applicant or employee for refusing to disclose their social media or other online account information

However, this section doesn’t prevent employers from conducting investigations into whether an employee has downloaded information in violation of securities laws or finance regulations.

Inquiries About Age and Schooling Dates Prohibited

Under the Job Application Fairness Act, employers can’t ask applicants their age or require them to provide their school attendance dates on their applications.

This means applicants do not have to list their attendance or graduation dates on their applications or resumes.

Employers must inform applicants that they can redact their age information from transcripts.

However, when employers need to confirm an applicant’s age because of safety requirements, they can verify that they meet the minimum age requirement.

Get a Personal Background Check in Colorado with iprospectcheck

Checking your own background before you apply for jobs in Colorado can help you spot mistakes, fix inaccurate records, and get ready to answer any questions a potential employer might raise.

At iprospectcheck, we offer accurate, employer-quality personal background checks for individuals in Colorado and throughout the United States.

Order your personal background check today so you can apply with confidence and improve your chances of landing the job you want.

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.