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There is no evidence-based universal “best” employment background check service for every U.S. employer. Checkr is worth shortlisting if you want a vendor-published price example to start a quote comparison; Sterling customers are directed to order Sterling checks through First Advantage. Choose between them—and other providers—by comparing the exact checks, jurisdictions, total cost, workflow, and compliance support you need. Available evidence does not establish which provider is more accurate, faster, or better supported.
Which employment background check services can employers compare?
The evidence supports a limited shortlist, not a quality ranking. The providers below have specific, verifiable facts relevant to a buyer; those facts do not show that either is best overall.
| Provider | What is established | Useful starting point | What is not established |
|---|---|---|---|
| Checkr | Its pricing page lists employment verification starting at $12.50 per check. It says prices vary with employment-history lookback depth and that standard third-party database access fees may apply. The price is a vendor-published example; the retrieved page did not state a publication year. Checkr pricing | Ask for a quote that spells out the verification lookback, all database fees, and every other check in the proposed package. | The listed price is not a guaranteed quote or market average, and it does not establish that Checkr is cheaper, more accurate, or faster than another provider. |
| First Advantage / Sterling | Sterling’s official site says “Sterling Background Check Solutions is now First Advantage” and directs customers to order the same Sterling checks through First Advantage. Sterling / First Advantage | If you are considering Sterling, confirm the current product name, ordering route, package, and contract with First Advantage. | The brand relationship does not establish comparative quality, price, coverage, or service performance. |
Other familiar names, including HireRight and GoodHire, cannot be ranked on the evidence available here: current offerings, prices, coverage, and performance have not been established on a comparable basis.
How to choose the right screening service for your hiring needs
Match checks to the role and the locations involved
Start with the requirements of the job and the places where candidates will work. Depending on the role, a screening program might involve criminal or civil searches, employment or education verification, identity checks, driving records, or drug testing. Do not order a check just because it appears in a package: decide whether it is relevant and permitted for the position and jurisdiction.
#1 Best Overall
Ask each provider exactly what sources and jurisdictions a search covers. A database search and a search of relevant court records are not interchangeable descriptions. No independent comparison establishes which provider has broader or more complete coverage, so ask vendors to define coverage for your hiring locations and roles.
Compare the complete cost, not one advertised line item
Request written quotes for the same set of checks, lookback periods, locations, and hiring volume. Ask whether the price includes database access or other pass-through charges, and whether the agreement adds minimums, platform or subscription fees, or per-search charges. Checkr’s listed verification starting price illustrates why the configuration matters: longer employment-history lookbacks can cost more, and database fees may apply.
Rank #2
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Test the workflow candidates and staff will actually use
Confirm whether the service integrates with your applicant tracking or HR system, how candidates receive invitations and provide consent, and whether your team can see the status of a check. Ask what happens when records are incomplete or delayed and how a candidate can dispute information. Pilot the proposed workflow or request recent customer references; there is no independent comparative evidence here on integrations, candidate experience, or dispute handling.
Ask for measurable support commitments
Before choosing a provider, request written definitions for service levels, an escalation path for urgent or unresolved cases, and references from employers with similar hiring needs. Treat a vendor’s marketing claims as claims, not independent proof of accuracy, turnaround, or customer service.
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Using a screening company does not transfer responsibility for a lawful hiring process to that company. The EEOC and FTC employer guidance says federal nondiscrimination laws apply when employers use background information in decisions about hiring, retention, promotion, or reassignment. It states: “Except for certain restrictions related to medical and genetic information (see below), it’s not illegal for an employer to ask questions about an applicant’s or employee’s background, or to require a background check.” The quoted sentence carries those medical and genetic information caveats; it is not permission to use every type of information for every job.
When a report comes from a company that compiles background information, the Fair Credit Reporting Act (FCRA) also applies. In general, employers should account for advance written permission and required adverse-action procedures. The FTC’s employer instructions explain the process, including steps before and after a decision based on a report. The FTC’s consumer guidance describes applicant rights. Ask a provider how its documents and workflow support your process, but do not treat “FCRA-compliant” marketing as a substitute for carrying out your own obligations.
Rank #4
Federal guidance is only a starting point. State and municipal rules may impose additional restrictions, and requirements can depend on where the job is located and what information is sought. Review current rules for each hiring jurisdiction before setting a screening policy.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.A practical shortlist process
- Define the hiring use case. List the roles, work locations, checks that are relevant to each role, and expected hiring volume.
- Request like-for-like proposals. Give each provider the same scope and ask for all fees, lookback options, coverage details, and any minimum or recurring charges in writing.
- Review the candidate and compliance flow. Walk through disclosure, written permission, status updates, dispute handling, and the provider’s support for adverse-action steps. Check the workflow against applicable law rather than relying on the vendor’s description alone.
- Validate operations before rollout. Pilot the process or speak with recent references whose hiring profile resembles yours. Agree on service levels and escalation contacts before signing.
For a small business, a sensible starting point is not the longest package or the lowest advertised line item; it is a narrowly scoped, role-relevant set of checks with a written all-in quote and a workable candidate process.
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Best Value
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- Helpful in various ways
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.
