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Virginia Background Check for Employment: A Complete Guide [2025]

By Matthew J. Rodgers | Last Updated - April 7, 2025

In This Article

virginia background check

Virginia employers depend on reliable, qualified employees to drive business success.

Running thorough background checks before hiring helps businesses make smart decisions and follow state and federal rules.

At iprospectcheck, we provide fast, accurate, and fully compliant background screening solutions for companies in Richmond, Arlington, and across Virginia.

This guide covers key requirements and best practices for conducting employment background checks to help you streamline your hiring process while ensuring compliance.

Key Takeaways

  • Comprehensive background checks help Virginia employers make informed hiring decisions while ensuring compliance with federal, state, and local laws, including ban-the-box regulations and FCRA requirements.
  • Background screenings verify critical candidate details such as criminal history, employment and education records, professional licenses, and driving history, helping employers reduce hiring risks and maintain workplace safety.
  • Partnering with a trusted background check provider like iprospectcheck ensures fast, accurate, and legally compliant screenings, streamlining the hiring process and protecting businesses from potential liabilities.

What is a Virginia Employment Background Check?

A Virginia employment background check inspects a candidate’s criminal history, education, work experience, professional licenses, and other essential details to assess their qualifications for a position.

Employers across Virginia use these screenings to verify applicant information and make hiring decisions based on accurate, reliable data rather than just resume claims.

Why Do Employers in Virginia Conduct Background Checks?

Employers in Virginia conduct background checks for several important reasons:

1. Ensure Workplace Safety

Background checks help Virginia businesses identify potential risks by revealing criminal records or past behaviors that may pose safety concerns for employees, clients, and the public.

Screening candidates for relevant offenses helps create a safer work environment.

2. Support Fair Hiring Practices

A standardized background check process ensures all candidates are evaluated fairly, reducing the risk of unconscious bias in hiring decisions.

Consistent screening procedures promote equal employment opportunities while minimizing legal risks.

3. Comply with Regulations

Virginia employers must adhere to federal, state, and industry-specific background check laws.

For example, companies regulated by the U.S. Department of Transportation (DOT) must conduct DOT background checks and DOT drug testing for safety-sensitive positions.

4. Reduce Negligent Hiring Risks

Employers who fail to properly vet candidates may face legal liability if an unverified hire causes harm in the workplace.

Comprehensive background screenings demonstrate due diligence and help protect businesses from negligent hiring lawsuits.

5. Build Trust with Clients

Many industries in Virginia, such as finance, healthcare, and legal services, require employees to handle sensitive customer information.

Background checks help employers verify a candidate’s integrity and ensure they can responsibly manage confidential data, reducing the risk of fraud or security breaches.

6. Protect Corporate Reputation

Employees represent their company, particularly in public-facing roles.

Thorough background screenings help employers avoid hiring individuals with a history of misconduct that could damage the company’s reputation or erode customer trust.

What Shows Up on a Virginia Background Check?

Most employers in Virginia request information about applicants’ criminal history, employment history, and educational qualifications and history.

Depending on the specific position, others might ask for additional types of background information.

Criminal History Information

If an applicant has a reportable criminal record, you should be able to see the following type of information:

  • Criminal case number
  • Jurisdiction
  • Date of the offense
  • Nature of the charges
  • Classification level (misdemeanor or felony)
  • Case disposition
  • Disposition date
  • Sentence (if applicable)

Employers should not automatically disqualify candidates based on criminal records.

Each case should be assessed in relation to the job’s responsibilities and workplace safety to ensure fair and compliant hiring decisions.

Additionally, consumer reporting agencies (CRAs) are prohibited from disclosing sealed, expunged, or pardoned records.

Education Verification

Education verification confirms that candidates meet the required academic qualifications for a position.

This screening includes:

  • Institution name(s) and location(s)
  • Enrollment periods
  • Degrees or diplomas earned

By verifying educational credentials, employers can ensure that applicants have accurately represented their academic backgrounds.

Employment Verification

Employment verification validates a candidate’s work experience by confirming:

  • Company names and locations
  • Employment start and end dates
  • Job titles and positions held

This screening helps employers ensure that candidates have accurately reported their work history and identify any unexplained employment gaps.

Professional License Verification

For positions requiring certification or licensure, professional license verification confirms key details, including:

  • License validity
  • License type
  • License number
  • Licensee’s name
  • Issuing organization
  • Issuance and expiration dates
  • Public disciplinary records

This process ensures that candidates in regulated industries possess the proper credentials for their roles.

Identity Verification

Identity verification confirms a candidate’s identity and provides jurisdictional insights for additional screenings by verifying:

  • Full legal name and known aliases
  • Address history
  • Date of birth

This check ensures that background screenings are conducted on the correct individual, reducing the risk of errors or misidentification.

Motor Vehicle Records (MVR) Check

MVR background checks offer valuable insights into a candidate’s driving history by verifying:

  • Driver’s license number
  • License class
  • Issuance and expiration dates
  • Legal name and registered address
  • Traffic infractions and major traffic offenses
  • License suspensions or revocations

For positions that involve driving, MVR checks help ensure that candidates are safe, responsible drivers and meet insurance eligibility requirements.

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Important Laws and Regulations

Federal Laws

Fair Credit Reporting Act (FCRA)

First enacted in 1970, the Fair Credit Reporting Act or FCRA is enforced by the Federal Trade Commission.

This law includes comprehensive rules governing employers’ hiring practices in the U.S. and was designed to guarantee that consumer information held by consumer reporting agencies is fair, accurate, and protected.

The FCRA includes a seven-year rule that prohibits CRAs from reporting the following information for jobs paying less than $75,000 when it’s seven or more years old:

  • Arrests not culminating in convictions
  • Paid tax liens
  • Chapter 13 bankruptcies (Chapter 7 can be reported for 10 years)
  • Civil lawsuits
  • Civil judgments
  • Debt collections

This rule doesn’t restrict CRAs from reporting this information for jobs paying more than $75,000 and also doesn’t prevent convictions from being reported regardless of age.

The FCRA provides a standard that employers must follow in how they collect and use consumer information.

The FCRA mandates employers to provide a notice to applicants that they intend to conduct background checks. They must then obtain written authorizations from applicants before they conduct the pre-employment background checks.

If an employer decides to make an unfavorable hiring decision based on the information revealed on a background check, the FCRA has stringent protocols in place for how the situation must be handled.

At iprospectcheck, you can rest easy knowing we comply with all FCRA regulations.

Title VII of the Civil Rights Act of 1964

Several laws prohibiting discrimination are enforced by the Equal Employment Opportunity Commission (EEOC), including Title VII of the Civil Rights Act of 1964. This law prohibits employment discrimination based on the protected characteristics of applicants and employees.

When a background check reveals criminal history information, EEOC guidance for employers states that they must individually assess the information in relation to the specific positions for which the applicants are being considered and workplace safety before they make final decisions not to hire based on convictions.

Fair Chance to Compete for Jobs Act

The Fair Chance to Compete for Jobs Act (FCA) is a federal law that applies to companies seeking federal contracts and the federal agencies that extend them.

Under the FCA, a federal contractor or federal agency must wait to inquire about an applicant’s criminal history until they have extended contingent job offers.

Federal agencies are not allowed to contract with companies that violate the FCA by inquiring about criminal history before making job offers.

State Laws

Social Media Checks in Virginia

Under Va. Code Ann. § 40.1-28.7:5, employers cannot do the following things regarding the social media accounts of employees or prospective employees:

  • Require the applicant or employee to provide their social media account username and password
  • Require the applicant or employee to add the supervisor or employer to his or her contact list
  • Threaten to discharge, penalize, or refuse to hire an employee or applicant because they exercised their rights under the social media law

Employers are not prohibited from viewing publicly available social media information, however.

Employers to Pay for Pre-Employment Medical Examinations

Under Va. Code Ann. § 40.1-28, employers are prohibited from requiring job applicants to pay for pre-employment medical examinations as a condition of employment.

Employers that violate this law are subject to a civil penalty assessed per violation.

Virginia’s Ban-the-Box Law

In 2015, the governor issued Executive Order 41, which prohibited public employers from asking about criminal convictions and arrests on applications.

Marijuana Criminal Record Exclusion

In July 2020, the state enacted Va. Code Ann. § 19.2-389.3, which applies to public and private employers in the state.

This law prohibits employers from asking applicants about arrests or criminal convictions for simple possession of marijuana.

Applicants who are asked about criminal history information on their applications are allowed to exclude any information about simple marijuana possession arrests or convictions on their applications.

Lawful Use of Medicinal Cannabis

Under Va. Code Ann. § 40.1-27.4, employers are prohibited from disciplining or terminating employees for lawfully using medicinal cannabis oil.

However, employers may terminate or otherwise discipline employees who are under the influence of cannabis while on duty.

Virginia Record Sealing Law

Under Va. Code § 19.2-392.5, individuals may petition the court to seal certain conviction records.

If the court grants the petition, the sealed record can’t be reported on background checks.

Not all convictions can be sealed, however.

Local Laws

Local Ban-the-Box Laws

Numerous counties and cities have implemented local ban-the-box rules that apply only to public employers, including:

  • Alexandria – Background checks must wait until after a conditional employment offer
  • Arlington County – Background checks are required for all positions, but no criminal history inquiries until after the initial interview
  • Blacksburg – No criminal history questions on applications; background checks must wait until the candidate is selected as a finalist
  • Charlottesville – No criminal history inquiries on applications; Background checks must wait until later in the hiring process but can occur pre-offer
  • Danville – No criminal history questions on applications and background checks must wait until after a conditional employment offer
  • Fairfax County – No criminal history questions on applications; Background checks after conditional job offers
  • Fredericksburg – No criminal history questions on applications; Background checks after conditional job offers
  • Harrisonburg – No criminal history questions on applications; Background checks after conditional job offers
  • Henry County – No criminal history questions on applications
  • Montgomery County – No criminal history questions on applications except for sensitive positions
  • Newport News – No criminal history questions on applications except for sensitive positions
  • Norfolk – No criminal history questions on applications except for sensitive positions
  • Petersburg – No criminal history questions on applications except for sensitive positions; Background checks only after conditional employment offer
  • Portsmouth – No criminal history questions on job applications
  • Prince William County – No criminal history inquiries until after the interview process
  • Richmond– No criminal history questions on job applications except for exempt positions
  • Roanoke – No criminal history questions on job applications
  • Staunton – No criminal history questions on job applications
  • Virginia Beach – No criminal history questions on job applications; Background checks are required for all jobs, but must wait until after conditional employment offers have been made

It’s important to note that each of these local ban-the-box laws only applies to public employers.

However, private employers should keep current with local laws to watch for any laws that might be passed.

How to Get a Background Check in Virginia

1. Create a Compliant Background Check Policy

Before you conduct background checks, create a background check policy that complies with federal, state, and local background check laws.

Include the steps HR should take before, during, and after the background check process.

Discuss the types of searches that will be performed for different jobs based on their duties and authority level.

2. Train HR Personnel

Train the HR personnel who will conduct background checks.

Make sure they understand their legal requirements to avoid unconscious bias.

3. Adhere to Notice and Consent Requirements

The FCRA requires employers to notify applicants in writing that they conduct background checks.

This notice must be on a standalone form without other information included.

You must also obtain an applicant’s written consent before beginning a background check.

4. Choose a Reliable Provider

Choose a background check company like iprospectcheck that is reliable and returns comprehensive, current, accurate, and FCRA-compliant reports.

5. Select Your Searches

Select the searches you will run based on the job and its level of authority.

Tailored background checks allow you to pay for the information you need rather than irrelevant reports.

6. Review and Communicate the Results

Review the background check report carefully when you receive it.

If you want to move forward with the candidate, communicate the results and schedule their onboarding.

If you find something that concerns you in a background check, proceed with the following steps.

7. Individually Assess Conviction Records

An applicant’s conviction should not be treated as an automatic bar to employment.

Instead, you should individually assess it as it relates to the job’s duties and workplace safety.

8. Complete the Adverse Action Process

Before you decide not to hire someone based on information you’ve learned in a background check, you must complete the following adverse action steps:

  • Send a pre-adverse action notice – Send a letter that includes the troubling information and include a copy of the report that contains it.
  • Give a reasonable response time – Give the applicant time to respond with evidence of the information’s inaccuracy or the candidate’s rehabilitation (usually five days).
  • Send a final adverse action notice – If you make a final decision not to hire the applicant based on information in the background check, send a final adverse action letter with a copy of their rights under the FCRA.

iprospectcheck: Your Trusted Partner for Fast, Accurate, Compliant Virginia Background Checks

Conducting comprehensive and compliant Virginia background checks requires access to multiple records, which can be time-consuming for employers.

Partnering with iprospectcheck provides access to reliable databases and expert staff trained to collect and analyze crucial screening information. Our reports are accurate, up-to-date, and fully FCRA-compliant.

We handle all background checks in-house, never outsourcing overseas, ensuring data security and confidentiality.

For more information or a free quote, call us today: 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.

FAQ

How long does a background check take in Virginia?

The length of time it might take you to receive a background report for a prospective employee will depend on the method you choose to conduct the background check.

If you try to access information by sending requests to different state agencies, it can take you a long time to receive comprehensive information for an applicant.

If you are an approved agency and send a request to the Virginia State Police, the agency reports it will take at least 15 business days before the information is sent.

If you also spend time calling each employer the applicant has listed, it can be time-consuming for your human resources staff.

Similarly, requesting transcript information from colleges or universities can take a couple of weeks for you to receive the information.

At iprospectcheck, we complete background checks within a few hours to a few days, depending on the information you request.

Our fast turnaround times help you to make faster hiring decisions so that you can continue your business operations confidently.

How far back do background checks go in Virginia?

A background check for employment in Virginia must comply with FCRA limitations on the length of time that adverse information can be used for employment purposes.

The FCRA establishes a seven-year limitation for certain types of information, including some arrest records.

CRAs cannot report arrest information for arrests that did not lead to convictions that are more than seven years old. However, there is an exception to these time restrictions for positions that pay $75,000 or more per year.

The FCRA’s time restrictions do not apply to convictions, educational information, or employment information. For these types of background information, you can receive data from an applicant’s entire history.

How Much Does a Virginia Background Check Cost?

The cost varies based on the screening package and order volume. Contact us for a customized quote.

County Resources

Accomack County

Located on Virginia’s Eastern Shore, Accomack County has a population of approximately 33,200. The county seat is Accomac.

Albemarle County

Located in central Virginia, Albemarle County has a population of approximately 115,600. The county seat is Charlottesville.

Alleghany County

Located in western Virginia, Alleghany County has a population of approximately 14,600. The county seat is Covington.

Amelia County

Located in central Virginia, Amelia County has a population of approximately 13,400. The county seat is Amelia Court House.

Amherst County

Located in central Virginia, Amherst County has a population of approximately 31,400. The county seat is Amherst.

Appomattox County

Located in central Virginia, Appomattox County has a population of approximately 16,800. The county seat is Appomattox.

Arlington County

Located in northern Virginia, Arlington County has a population of approximately 234,100. The county seat is Arlington.

Augusta County

Located in western Virginia, Augusta County has a population of approximately 78,200. The county seat is Staunton.

Bath County

Located in western Virginia, Bath County has a population of approximately 4,000. The county seat is Warm Springs.

Bedford County

Located in central Virginia, Bedford County has a population of approximately 81,500. The county seat is Bedford.

Bland County

Located in southwestern Virginia, Bland County has a population of approximately 6,100. The county seat is Bland.

Botetourt County

Located in western Virginia, Botetourt County has a population of approximately 34,100. The county seat is Fincastle.

Brunswick County

Located in southern Virginia, Brunswick County has a population of approximately 15,700. The county seat is Lawrenceville.

Buchanan County

Located in southwestern Virginia, Buchanan County has a population of approximately 19,000. The county seat is Grundy.

Buckingham County

Located in central Virginia, Buckingham County has a population of approximately 16,900. The county seat is Buckingham.

Campbell County

Located in central Virginia, Campbell County has a population of approximately 55,200. The county seat is Rustburg.

Caroline County

Located in eastern Virginia, Caroline County has a population of approximately 32,600. The county seat is Bowling Green.

Carroll County

Located in southwestern Virginia, Carroll County has a population of approximately 29,200. The county seat is Hillsville.

Charles City County

Located in eastern Virginia, Charles City County has a population of approximately 6,600. The county seat is Charles City.

Charlotte County

Located in southern Virginia, Charlotte County has a population of approximately 11,300. The county seat is Charlotte Court House.

Chesterfield County

Located in central Virginia, Chesterfield County has a population of approximately 383,300. The county seat is Chesterfield.

Clarke County

Located in northern Virginia, Clarke County has a population of approximately 15,400. The county seat is Berryville.

Craig County

Located in southwestern Virginia, Craig County has a population of approximately 5,000. The county seat is New Castle.

Culpeper County

Located in northern Virginia, Culpeper County has a population of approximately 54,900. The county seat is Culpeper.

Cumberland County

Located in central Virginia, Cumberland County has a population of approximately 9,800. The county seat is Cumberland.

Dickenson County

Located in southwestern Virginia, Dickenson County has a population of approximately 13,600. The county seat is Clintwood.

Dinwiddie County

Located in southern Virginia, Dinwiddie County has a population of approximately 28,300. The county seat is Dinwiddie.

Essex County

Located in eastern Virginia, Essex County has a population of approximately 10,600. The county seat is Tappahannock.

Fairfax County

Located in northern Virginia, Fairfax County has a population of approximately 1,141,800. The county seat is Fairfax.

Fauquier County

Located in northern Virginia, Fauquier County has a population of approximately 75,100. The county seat is Warrenton.

Floyd County

Located in southwestern Virginia, Floyd County has a population of approximately 15,600. The county seat is Floyd.

Fluvanna County

Located in central Virginia, Fluvanna County has a population of approximately 28,400. The county seat is Palmyra.

Franklin County

Located in southwestern Virginia, Franklin County has a population of approximately 55,500. The county seat is Rocky Mount.

Frederick County

Located in northern Virginia, Frederick County has a population of approximately 96,000. The county seat is Winchester.

Giles County

Located in southwestern Virginia, Giles County has a population of approximately 16,400. The county seat is Pearisburg.

Gloucester County

Located in eastern Virginia, Gloucester County has a population of approximately 40,000. The county seat is Gloucester Courthouse.

Goochland County

Located in central Virginia, Goochland County has a population of approximately 27,100. The county seat is Goochland.

Grayson County

Located in southwestern Virginia, Grayson County has a population of approximately 15,200. The county seat is Independence.

Greene County

Located in central Virginia, Greene County has a population of approximately 21,300. The county seat is Stanardsville.

Greensville County

Located in southern Virginia, Greensville County has a population of approximately 11,100. The county seat is Emporia.

Halifax County

Located in southern Virginia, Halifax County has a population of approximately 33,400. The county seat is Halifax.

Hanover County

Located in central Virginia, Hanover County has a population of approximately 114,100. The county seat is Hanover.

Henrico County

Located in central Virginia, Henrico County has a population of approximately 334,700. The county seat is Henrico.

Henry County

Located in southern Virginia, Henry County has a population of approximately 49,700. The county seat is Martinsville.

Highland County

Located in western Virginia, Highland County has a population of approximately 2,300. The county seat is Monterey.

Isle of Wight County

Located in southeastern Virginia, Isle of Wight County has a population of approximately 40,700. The county seat is Isle of Wight.

James City County

Located in southeastern Virginia, James City County has a population of approximately 82,600. The county seat is Williamsburg.

King and Queen County

Located in eastern Virginia, King and Queen County has a population of approximately 6,700. The county seat is King and Queen Court House.

King George County

Located in eastern Virginia, King George County has a population of approximately 28,500. The county seat is King George.

King William County

Located in eastern Virginia, King William County has a population of approximately 19,000. The county seat is King William.

Lancaster County

Located in eastern Virginia, Lancaster County has a population of approximately 10,800. The county seat is Lancaster.

Lee County

Located in southwestern Virginia, Lee County has a population of approximately 21,700. The county seat is Jonesville.

Loudoun County

Located in northern Virginia, Loudoun County has a population of approximately 436,300. The county seat is Leesburg.

Louisa County

Located in central Virginia, Louisa County has a population of approximately 41,000. The county seat is Louisa.

Lunenburg County

Located in southern Virginia, Lunenburg County has a population of approximately 12,000. The county seat is Lunenburg.

Madison County

Located in central Virginia, Madison County has a population of approximately 14,100. The county seat is Madison.

Mathews County

Located in eastern Virginia, Mathews County has a population of approximately 8,500. The county seat is Mathews.

Mecklenburg County

Located in southern Virginia, Mecklenburg County has a population of approximately 30,600. The county seat is Boydton.

Middlesex County

Located in eastern Virginia, Middlesex County has a population of approximately 10,900. The county seat is Saluda.

Montgomery County

Located in southwestern Virginia, Montgomery County has a population of approximately 98,600. The county seat is Christiansburg.

Nelson County

Located in central Virginia, Nelson County has a population of approximately 14,700. The county seat is Lovingston.

New Kent County

Located in eastern Virginia, New Kent County has a population of approximately 26,100. The county seat is New Kent.

Northampton County

Located in eastern Virginia, Northampton County has a population of approximately 12,000. The county seat is Eastville.

Northumberland County

Located in eastern Virginia, Northumberland County has a population of approximately 12,300. The county seat is Heathsville.

Nottoway County

Located in southern Virginia, Nottoway County has a population of approximately 15,500. The county seat is Nottoway.

Orange County

Located in central Virginia, Orange County has a population of approximately 38,500. The county seat is Orange.

Page County

Located in northern Virginia, Page County has a population of approximately 23,700. The county seat is Luray.

Patrick County

Located in southern Virginia, Patrick County has a population of approximately 17,500. The county seat is Stuart.

Pittsylvania County

Located in southern Virginia, Pittsylvania County has a population of approximately 59,500. The county seat is Chatham.

Powhatan County

Located in central Virginia, Powhatan County has a population of approximately 32,100. The county seat is Powhatan.

Prince Edward County

Located in central Virginia, Prince Edward County has a population of approximately 22,000. The county seat is Farmville.

Prince George County

Located in southeastern Virginia, Prince George County has a population of approximately 42,800. The county seat is Prince George.

Prince William County

Located in northern Virginia, Prince William County has a population of approximately 489,600. The county seat is Manassas.

Pulaski County

Located in southwestern Virginia, Pulaski County has a population of approximately 33,600. The county seat is Pulaski.

Rappahannock County

Located in northern Virginia, Rappahannock County has a population of approximately 7,400. The county seat is Washington.

Richmond County

Located in eastern Virginia, Richmond County has a population of approximately 9,100. The county seat is Warsaw.

Roanoke County

Located in southwestern Virginia, Roanoke County has a population of approximately 97,000. The county seat is Salem.

Rockbridge County

Located in western Virginia, Rockbridge County has a population of approximately 22,300. The county seat is Lexington.

Rockingham County

Located in northern Virginia, Rockingham County has a population of approximately 86,500. The county seat is Harrisonburg.

Russell County

Located in southwestern Virginia, Russell County has a population of approximately 25,400. The county seat is Lebanon.

Scott County

Located in southwestern Virginia, Scott County has a population of approximately 21,400. The county seat is Gate City.

Shenandoah County

Located in northern Virginia, Shenandoah County has a population of approximately 45,200. The county seat is Woodstock.

Smyth County

Located in southwestern Virginia, Smyth County has a population of approximately 29,200. The county seat is Marion.

Southampton County

Located in southeastern Virginia, Southampton County has a population of approximately 17,900. The county seat is Courtland.

Spotsylvania County

Located in northern Virginia, Spotsylvania County has a population of approximately 149,500. The county seat is Spotsylvania Courthouse.

Stafford County

Located in northern Virginia, Stafford County has a population of approximately 165,400. The county seat is Stafford.

Surry County

Located in southeastern Virginia, Surry County has a population of approximately 6,500. The county seat is Surry.

Sussex County

Located in southeastern Virginia, Sussex County has a population of approximately 10,700. The county seat is Sussex.

Tazewell County

Located in southwestern Virginia, Tazewell County has a population of approximately 39,100. The county seat is Tazewell.

Warren County

Located in northern Virginia, Warren County has a population of approximately 41,800. The county seat is Front Royal.

Washington County

Located in southwestern Virginia, Washington County has a population of approximately 54,000. The county seat is Abingdon.

Westmoreland County

Located in eastern Virginia, Westmoreland County has a population of approximately 19,000. The county seat is Montross.

Wise County

Located in southwestern Virginia, Wise County has a population of approximately 35,100. The county seat is Wise.

Wythe County

Located in southwestern Virginia, Wythe County has a population of approximately 28,100. The county seat is Wytheville.

York County

Located in southeastern Virginia, York County has a population of approximately 70,900. The county seat is Yorktown.

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About the Author
matthew rodgers

Matthew J. Rodgers

Matthew J. Rodgers is a highly accomplished business executive with over 30 years of experience providing strategic vision and leadership to companies ranging from the fortune 500 to iprospectcheck, a company which he co-founded over a decade ago. Matthew is a valued consultant who is dedicated to helping companies create and implement efficient, cost effective and compliant employment screening programs. Matt has been a member of the Professional Background Screeners Association since 2009 . When not focused on iprospectcheck, he can be found spending time with his family, fly fishing, or occasionally running the wild rivers of the American west. A lifetime member of American Whitewater, Matt is passionate about protecting and restoring America’s whitewater rivers.

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