Order criminal, drug, driving, and verification checks from the same platform you use for Form I-9 and E-Verify. Most reports come back within 24 hours and land on the hire's record, right next to Section 2 and the E-Verify result.
There's no second system for HR to log into. The candidate gets a link by email, signs the disclosure, fills in their history, and picks a collection site if the role needs a drug test.
Add a drug test or a driving record when the role calls for one. That's the only step for your HR team until the results come in.
The candidate signs their consent online, so nobody has to chase a paper form or scan a signature.
You get an email when the report is ready, and it opens from the hire's record. If something needs a closer look, the report shows which search flagged it. Once the hire accepts your offer, the I-9 and E-Verify run on the same record.
Run a full package on every hire or add single searches when a role needs them. These are the checks HR teams ask us for most.
Once Section 2 is signed, the case is created from the data already on the form. Nobody retypes it or logs in to E-Verify.gov.
A Social Security trace confirms the number and turns up the names and addresses that tell the county searches where to look.
Confirm job titles and dates with past employers, degrees with schools, and licenses with the boards that issue them.
Lab-based urine, hair, and saliva tests, instant oral swabs, and DOT testing, with the candidate scheduling their own visit online.
License status, violations, and history for anyone who drives for you, with CDL and crash history for commercial drivers.
Exclusion-list searches for healthcare hires, and criminal, education, and employment checks for candidates who've lived or worked abroad.
The same search for everyone in a role keeps your screening consistent and fair. Pick a role to see the package most employers start with.
Add screening to any i9 Intelligence plan and order it only for the roles that need it. Tell us what you screen for and how many people you hire, and we'll send a quote.
The background check and the I-9 answer different questions and follow different laws. We keep them on one record and keep their data apart, because federal rules limit what the I-9 can be used for.
"Any information contained in or appended to the Form I-9, including copies or electronic images of documents listed in paragraph (c) of this section used to verify an individual's identity or employment eligibility, may be used only for enforcement of the Act..."
8 CFR 274a.2(b)(4), Limitation on use of Form I-9
The documents a hire shows for Section 2 can only be used for I-9 purposes, so they can't double as ID for the screening.
The background check collects its own information and signature, and I-9 copies stay in the I-9 file.
It confirms work authorization and nothing else, with no criminal or credit history, and you can't use it to screen applicants.
E-Verify runs after the I-9 for every new hire at the site, and screening runs on its own consent.
Asking applicants to prove work authorization before they accept an offer is pre-screening, and DHS warns it may violate anti-discrimination law.
The I-9 link goes out once the hire accepts your offer, and E-Verify runs only after the I-9 is done.
Before you act, the candidate gets a copy of the report and the FCRA summary of rights, so they have time to explain or dispute it. After you decide, they get a final notice with the screening company's contact information and their right to dispute.
The report shows which search flagged a record, and the pre-adverse and adverse action letters, the waiting-period reminder, and the audit trail are built in.
Most screening vendors treat the I-9 as an add-on to the report they really sell. The I-9 is where the fines are, though, at $288 to $2,861 per form, and it's the part of hiring that keeps changing with new USCIS guidance and Federal Register notices.
We've done nothing but I-9 and E-Verify for 28 years. Adding screening means your HR team orders everything a new hire needs from the platform built around the riskiest form in the file.
HR sees the background check, drug test, Section 2, and E-Verify result in one place, without checking two systems to clear someone to start.
A remote hire can finish the background check, the drug test scheduling, and a video call with our US-based I-9 team for Section 2, all from their phone.
Reports open from the hire's record when you view them instead of being copied into a second system, on a platform that's SOC 2 compliant.
Yes. You order criminal, verification, drug, and driving checks from the same platform as your I-9s, and the results sit on the hire's record next to Section 2 and the E-Verify result, and you can turn it on for any plan.
Our screening partner, SRA Screening, is the consumer reporting agency behind every report. They run the searches, handle candidate disputes, and carry the duties the FCRA puts on a consumer reporting agency. During setup you sign their screening agreement and the employer certification the FCRA requires, and from then on you order everything from i9 Intelligence.
Most reports come back within 24 hours, though a county search that needs a court clerk to pull a file can take longer, and the hire's record shows each search as pending until it's done.
It depends on the package and how many people you hire. A database package costs less than a live county search package, and drug tests, driving records, and verifications are priced per item. Tell us what you screen for and roughly how many hires you make a year, and we'll send a quote with volume pricing if it applies. Screening is billed per report, separately from your I-9 plan.
Yes. The FCRA requires a written disclosure, in a document of its own, that you may use a background report for employment decisions, plus the candidate's written authorization. The candidate reads and signs both online before any search starts.
Most employers make a conditional offer, run the background check, and send the I-9 once the hire accepts. The I-9 just can't start before the offer is accepted. Section 1 is due by the first day of work, Section 2 within three business days of the start date, and E-Verify runs after the I-9 is complete.
No. Federal rules say anything on or attached to Form I-9, including the document copies, can be used only for I-9 enforcement. The background check collects its own information and signature from the candidate.
No. E-Verify only confirms that a new hire is authorized to work in the US, and it doesn't look at criminal or credit history. You also can't use it to screen applicants before they're hired. Our guide Is E-Verify a background check? explains what each one checks.
The report shows which search flagged it, and you decide whether it matters for the role. If you plan to turn the candidate down because of it, send the pre-adverse action notice with a copy of the report and the FCRA summary of rights, give them time to respond, then send the final adverse action notice. The letters, the reminder when the waiting period ends, and the audit trail are built into the report.
Yes. We offer lab-based urine, hair, and saliva tests, instant and proctored oral swabs, DOT drug and alcohol testing, random and post-accident testing, and physicals. The candidate picks a nearby collection site online.
Yes. Motor vehicle reports cover license status, violations, and driving history. For commercial drivers, add CDL history, the FMCSA crash and inspection history (PSP), and a DOT drug and alcohol test.
Yes. International criminal, education, and employment checks are available, along with Canadian criminal and credit searches. Coverage for driving and credit records varies by country.
No. Your I-9 and E-Verify plan works the same with or without screening, and you can add it whenever you're ready.
We'll set up packages for your roles and the states where you hire, and your next candidate's background check and I-9 show up side by side.
Our team picks up Monday to Friday, 8am to 5pm Central.