Talent Acquisition
The Best Background Check Services of 2026
A shortlist of employment background screening providers ranked from verified service data, so you can compare check types, turnaround, compliance support and real pricing instead of vendor claims. Every score traces back to a fact we checked against provider documentation and public sources.
- products ranked
- 6
- last updated
LeadChange may earn a fee when you request pricing through our site or follow a sponsored link. Rankings are computed without knowing which vendors pay us.
How we make money
LeadChange may earn a fee when you request pricing through our site or follow a sponsored link. Rankings are computed without knowing which vendors pay us.
Our top picks
- Best overall
Highest LeadChange Score here (6.3/10), with 8 of 13 core background check companies for employers capabilities verified.
- Best for small businesses
Highest score among products that list small businesses as a target segment, with pricing and fit weighted more.
- Best for enterprises
Highest score among products that list enterprises as a target segment, with security and integrations weighted more.
Background Check Services ranked by LeadChange Score
Ranked by LeadChange Score from verified facts. Prices are list prices as published by each vendor.
Certn
Best for Teams hiring across borders that need one platform for many countries
Certn is a Canadian-founded screening platform with US criminal, driving and verification checks, pay-per-check ordering, a REST API and 100+ ATS and HRIS integrations. Certn does not publish US prices on the pages we reviewed, and its SOC 2 Type 2 and ISO 27001 reports are current.
- Pricing model
- Per check
- SOC 2 Type II
- Yes
Checkr
Best for Employers screening candidates pay-as-you-go
Checkr is a US background screening service for employers of any size that want published pay-per-report pricing and a dashboard or API with FCRA workflows. The trade-off is that package prices exclude third-party court fees and many add-on checks are billed separately.
- Pricing model
- Per check
- SOC 2 Type II
- Yes
HireRight
Best for Employers screening candidates across multiple countries
HireRight suits employers that want a global background screening provider with FCRA compliance tooling and deep HCM/ATS integrations. Pricing is quote-only, so cost cannot be assessed before contacting sales.
- Pricing model
- Quote only
- SOC 2 Type II
- Yes
GoodHire
Best for Small employers running fewer than 50 checks per year
GoodHire is a Checkr-owned screening platform for employers of any size, with published per-check packages from $29.99 and FCRA-compliant consent and adverse action workflows. Pricing is public only below 50 checks per year, and third-party fees can be added.
- Pricing model
- Per check
Intelifi
Best for Staffing and employment firms that need FCRA-compliant checks with adverse action built in
Intelifi is a Beverly Hills screening provider serving all 50 states with criminal, verification, DMV and drug testing plus an integrated adverse action workflow. It publishes no pricing, so cost requires a quote.
- Pricing model
- Quote only
First Advantage
Best for Employers needing screening integrated into an existing ATS or HCM
First Advantage is a background screening provider for employers that want a wide range of checks, with ATS and HCM integrations and API access across 200+ countries and territories. Pricing is quote-only, so cost cannot be compared before talking to sales.
- Pricing model
- Quote only
- SOC 2 Type II
- Yes
Compare the top 6 side by side
| Product | Score | Pricing model | Open API | SOC 2 Type II | FCRA compliance | ISO 27001 |
|---|---|---|---|---|---|---|
| Certn | 6.3 | Per check | ||||
| Checkr | 5.9 | Per check | Not available | |||
| HireRight | 4.2 | Quote only | Not available | |||
| GoodHire | 3.7 | Per check | Not available | Not available | ||
| Intelifi | 3.4 | Quote only | Not available | Not available | ||
| First Advantage | 2.3 | Quote only | Not available |
How to choose background check services
A screening provider is a compliance partner as much as a data vendor. Choose for accuracy, legal process support and speed, in that order.
Ask for a sample report, the full package list, and the provider's dispute process before you compare prices.
FCRA compliance workflow
Employers must give a written, stand-alone disclosure, obtain authorization, and provide pre-adverse and adverse action notices that include a copy of the report and a summary of rights.
Data accuracy and matching
Reports that mismatch identity or include outdated records lead to wrongful rejections and disputes.
Criminal search scope
Coverage differs by county, state, federal, national databases and sex offender registries, and no single database is complete.
Individualized assessment support
EEOC guidance says arrest alone does not establish that criminal conduct occurred, and recommends an individualized assessment based on the nature and gravity of the offense, the time elapsed and the nature of the job.
Dispute handling
Candidates have a right to dispute inaccurate information, and the provider must handle disputes properly.
Turnaround time and candidate experience
Slow checks lose candidates, and clunky consent flows add friction.
Requirements by company size
Small businesses
- Compliant disclosure, authorization and adverse action templates built in
- Transparent per-report pricing with court fees stated
- Quick candidate consent on mobile
Watch out for
- Low base prices that exclude county court and verification fees
- Instant database searches sold as complete checks
- No help with adverse action steps
Mid-sized companies
- Integration with your ATS and onboarding tools
- Role-based packages and criteria-based adjudication
- Reporting on turnaround and dispute volume
Watch out for
- Volume tiers that change pricing mid-contract
- Weak support for state and local rule changes
- Packages that duplicate checks across hiring stages
Enterprises
- Global and multi-jurisdiction coverage with consistent standards
- Adjudication matrices, audit trails and data retention controls
- Service levels for turnaround and accuracy
Watch out for
- Subcontracted data sources without visibility into quality
- Custom workflows that depend on vendor services
- Data privacy and cross-border transfer terms
Red flags
- The provider offers instant nationwide criminal searches as sufficient on their own.
- No pre-adverse or adverse action workflow is available or documented.
- The disclosure form is combined with an application or other documents instead of standing alone.
- Pricing excludes court and third-party fees that are billed afterward.
- The provider cannot describe how it handles candidate disputes.
Popular comparisons
Popular alternatives
Integrations for background check services
Apps with documented integrations across the products ranked on this page.
Most integrated apps
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Frequently asked questions
What are background check services for employers?
They are consumer reporting agencies that verify identity and history for hiring, including criminal records, employment, education and credentials. Because their reports are consumer reports, employers must give written disclosure, get authorization and follow adverse action steps when a report influences a decision.
What are the best background check companies for small business?
Look for built-in compliant forms, adverse action support, transparent per-report pricing that includes court fees, and a simple candidate consent flow. Our small-business ranking weights those factors using verified data, so compare the shortlist on this page against the roles you hire.
How much does an employment background check cost?
Pricing is usually per report package, with additional charges for county court searches, verifications and rush service. Costs vary by package and volume. Request the full price including pass-through fees for your typical role, rather than the advertised starting price.
What must I do before rejecting a candidate based on a background check?
Under the Fair Credit Reporting Act, send a pre-adverse action notice that includes a copy of the report and a summary of rights, so the candidate can review and dispute it. After a final decision, send an adverse action notice with the provider's contact details and dispute rights.
Can I reject someone because of an arrest?
EEOC guidance says an arrest alone does not establish that criminal conduct occurred. Employers may consider conduct underlying an arrest only if it makes the person unfit for the position. For convictions, consider the nature and gravity of the offense, the time elapsed and the nature of the job.
Do I need written permission to run a background check?
Yes. The FTC says employers must tell the applicant in writing, in a stand-alone format, that a consumer report may be used for employment decisions, and must get written permission first. If you want ongoing access during employment, say so clearly in the authorization.
Is it okay to run my own online searches instead?
It is risky. Inconsistent searches can introduce information you should not use and produce unequal treatment. A documented process with a consistent set of checks by role is easier to defend. Where a third-party report is used, FCRA notice steps apply.
Are background checks worth it?
They are worth it for roles with access to money, vulnerable people, sensitive data or property, and when customers or insurers expect screening. Value depends on a consistent process and on following notice rules. For low-risk roles, limit checks to what is job-related.
How we research
Products are ranked by the LeadChange Score, computed only from verified facts: capability coverage (30%), pricing transparency and value (20%), integrations and API (15%), security and compliance (15%), fit and support (10%) and data confidence (10%), times a category fit that lowers products built for another job. Payment never changes a score or a position.
Facts, not impressions
Every input is a fact verified against vendors’ official documentation, with the date we last checked it.
Missing data scores zero
We never assume a feature; unverified items lower the confidence label.
Independent of revenue
Rankings are computed before and without knowing which vendors pay us.
Changelog
First published.
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