The Tool Desk
Outbyte Driver Updater FREEFix the driver behind crashes, sound loss and screen glitchesFind Drivers →Outbyte PC Repair FREEClear out junk files and repair common Windows errorsFree Scan →The original 2022 “10 best” ranking cannot be verified, so it would be misleading to present a reconstructed top ten as that historical list. For employers choosing a screening provider today, compare the checks and locations covered, pricing model, turnaround evidence, candidate process, integrations, and compliance support—and verify each provider’s current terms directly.
Why there is no verified 2022 top-ten ranking
The title refers to a specific ranked list, but no matching original article or reliable record of its ten companies was identified. The companies below therefore are not a recovered 2022 ranking. The available current vendor material supports a comparison framework and limited information about two providers, not an independent ranking of ten companies.
How to choose a background check company
Match screening scope to the role and location
Start with the checks your hiring process actually requires and the jurisdictions in which you hire. Ask providers which searches and screening packages are available for those locations, what each includes, and whether any checks require additional information or steps from the candidate. Broad claims about service range do not establish that a particular package is available for every employer or location.
Compare the full purchasing model
Find out whether pricing is published, quote-based, or bundled into packages. Request a written breakdown of per-check charges, package inclusions, and any other fees relevant to your hiring volume. The available comparison does not establish a dependable current price for either provider, so confirm prices and terms with vendors before making a decision.
#1 Best Overall
Evaluate turnaround claims by their measurement
Ask whether a quoted turnaround is an average, a median, a service target, or a guarantee, and what steps or jurisdictions the figure covers. A single speed claim is not a reliable predictor of timing for every report.
Assess the candidate experience and correction process
Ask how applicants receive required notices, access information about their reports, and raise possible errors. A provider’s workflow may help administer these steps, but the employer remains responsible for meeting applicable legal requirements.
Check workflow fit and support
Consider hiring volume and how screening would fit into your HR or applicant-tracking process. The available material does not verify provider-by-provider integrations, so request details for the systems you use. Also ask how support handles delays, report questions, and disputes; do not infer service quality from a marketing claim alone.
What the current Checkr comparison says—and does not establish
Checkr’s current comparison of Checkr and First Advantage identifies both as providers serving employers and discusses scope, price transparency, and turnaround. Checkr’s page claims a 62% higher hit rate and 16% faster median turnaround for Checkr, and reports a 73% G2 quality-of-support score for First Advantage. These are claims published on Checkr’s own comparison page; the material available here does not establish their methodology or independent verification. They should not be treated as neutral, independently tested rankings.
The page also identifies Sterling as a First Advantage company and says First Advantage was founded in 2003. Those are current-page context, not evidence of the companies’ status or market position in 2022. Confirm current corporate details, specific services, and availability directly with the providers.
Employment background checks: key federal steps
In the United States, the Federal Trade Commission explains that employers using a background reporting company must follow disclosure, permission, and adverse-action steps. This is general consumer guidance, not a complete statement of every federal, state, or local requirement.
- Before requesting a report: Give the applicant a standalone written disclosure that a report may be used for employment decisions, and obtain written permission.
- Before taking adverse action based on a report: Provide the applicant with a copy of the report and a Summary of Rights.
- After taking adverse action: Tell the applicant the reporting company’s name and contact information, clarify that the company did not make the hiring decision, and explain the right to dispute the report and obtain a free report. The FTC says a person may request an additional free report within 60 days of the decision.
The FTC’s guidance on employer background checks and applicant rights also notes that state and local rules may affect when or whether employers can ask about criminal or credit history. Employers should check the laws that apply where they hire rather than assuming a vendor’s software resolves every compliance obligation.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.What applicants can do if a report is wrong
Review the report carefully. If it contains inaccurate or incomplete information, contact the reporting company to dispute it, provide supporting documents, and ask the company to send any corrected report to the employer. Keep copies of the report and correspondence. The FTC’s guidance explains these steps, but the applicable rules and procedures can vary by location.
Quick Recap
A practical provider-selection checklist
- List the checks and jurisdictions required for the roles you hire.
- Get a written explanation of package contents, pricing, and fees for your expected volume.
- Ask how turnaround figures are calculated and whether they are targets or guarantees.
- Review how applicants receive notices, access report information, and dispute errors.
- Confirm integrations, implementation requirements, and support arrangements for your workflow.
- Check federal, state, and local obligations independently; do not treat screening software as a substitute for compliance.
- Verify vendor claims and current service availability directly before choosing a provider.
Product prices and availability are accurate as of the date/time indicated and are subject to change. Any price and availability information displayed on Amazon at the time of purchase will apply.
