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7 Year Background Check Jobs (NOW HIRING)

Serrato Corp.

3 Year Background Check

Mckinney, TX

Each background check and any employment decision based upon them must conform to the requirements ... the 7 years prior to the date of the applicant's application for employment or the initial ...

State of Illinois

BACKGROUND CHECK ASSOCIATE

Chicago, IL · On-site

$4.1K - $5.4K/mo

Anticipated Starting Salary (Effective 7/1/26) $4,144 a month; Full Range $4,144 - $5,429 a month ... to year) * 10-25 Days of Paid Vacation time annually - (10 days in year one of employment)

Openwork

Production Assistant/ Cleaning

Hampton, GA · On-site

$13/hr

Pass a 7-year background check. * Pass a mouth swab drug screen. Polos provided! New to Openwork? Stop by our office to onboard. Know someone interested? Bring them too! Reply #ECHO + your T-shirt ...

Tricehealthcare

USD | Driver I

Irvington, NY · On-site

Standard Background Check Requirements : All Suppliers are required to run a 7 Year Background Check which MUST include a National Criminal, ...County Criminal, Address History, SSN Check, Sex ...

Trice Healthcare

USD | Driver I

Irvington, NY · On-site

All Suppliers are required to run a 7 Year Background Check which MUST include a National Criminal,...County Criminal, Address History, SSN Check, Sex Offender Search & Global Watchlist.

IMKO

Production Associate

Fulton, MO · On-site

$19/hr

Candidates need to be reliable, comfortable working in a manufacturing environment, able to read a tape measure accurately, and be able to pass a 7-year background check. Must wear sturdy work pants ...

IMKO

Production Associate

Fulton, MO

$19/hr

Candidates need to be reliable, comfortable working in a manufacturing environment, able to read a tape measure accurately, and be able to pass a 7-year background check. Must wear sturdy work pants ...

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How much do 7 year background check jobs pay per hour?

As of Sep 13, 2026, the average hourly pay for 7 year background check in the United States is $28.30, according to ZipRecruiter salary data. Most workers in this role earn between $14.42 and $32.69 per hour, depending on experience, location, and employer.

What is a 7 year background check?

A 7 year background check is a type of employment screening that reviews an individual's criminal, credit, and sometimes employment history over the past seven years. Employers use this timeframe to comply with federal and state regulations regarding how far back they can look into an applicant's background. The scope of the check can vary based on state laws and the type of job being applied for. It helps employers assess a candidate's suitability and trustworthiness for a position. Some states restrict reporting of certain records older than seven years, especially for non-management roles.

What are the key skills and qualifications needed to thrive as a background check specialist, and why are they important?

To thrive as a Background Check Specialist, you need strong attention to detail, analytical skills, and familiarity with compliance regulations, often supported by a degree in criminal justice or a related field. Proficiency in background screening software, data management systems, and knowledge of Fair Credit Reporting Act (FCRA) guidelines are typically required. Excellent communication, discretion, and critical thinking set candidates apart in this role. These skills are crucial for ensuring accurate, legal, and timely background checks, which protect organizations from potential risks and maintain regulatory compliance.

What challenges might I face when undergoing a 7 year background check for employment?

A 7-year background check typically reviews your criminal history, employment verification, and sometimes education from the past seven years. Common challenges include discrepancies in employment dates, incomplete or outdated records, or unresolved legal matters that could delay the process. To ensure a smooth experience, gather accurate information and address any potential issues in advance, such as correcting resume inconsistencies or obtaining official documents. Being transparent with your potential employer about past incidents can also help manage expectations and build trust.
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7 Year Background Check jobs near you
Infographic showing various 7 Year Background Check job openings in the United States as of September 2026, with employment types broken down into 2% As Needed, 71% Full Time, 18% Part Time, 2% Temporary, 2% Contract, and 5% Nights. Highlights an 100% In-person job distribution, with an average salary of $58,855 per year, or $28.3 per hour.

3 Year Background Check

Mckinney, TX

Serrato Corp.
Education Programs Administration • 51 - 200 employees
Learn more about Serrato Corp.external

Contractor

Posted 29 days ago

Job description

This listing will be used to run background checks for current employees every 3 years.

This is not an active job. This job should not be applied to. Do not apply to this job. This is not a position.

R6. Background Checks and Credential Verification for Employees of Job Corps Contractors
Center Operators and other Job Corps contractors, which include all subcontractors of a Job Corps contractor (collectively referred to below as "Job Corps Contractors"), must conduct a nationwide (to include all United States territories) criminal background check on all employees and all applicants for employment prior to making an offer of employment. Each background check and any employment decision based upon them must conform to the requirements set out below. Further, Job Corps Contractors must verify that all applicants receiving an employment offer and all employees have obtained all licenses, certifications, or other credentials required, and that the individual is in good standing with the licensing body for their profession.
a. All criminal background checks must be conducted by a third-party background checking company in accordance with the Fair Credit Reporting Act, and result in a written report from the third-party company.
b. All criminal background checks must include a review of the history of all state (including United States territories) and Federal criminal convictions.
1. Decisions on the employability of applicants and continued employment of employees must only be made on records of convictions, not arrest records or indictments.
2. Consideration must be given to any conviction or release from incarceration during the 7 years prior to the date of the applicant's application for employment or the initial employment date of an employee, except for convictions referenced in subparagraph c.1. below.
c. Disqualifying convictions
1. If an employee or applicant for employment has been convicted or adjudicated responsible as a juvenile of any of the crimes listed below, regardless of when the conviction or adjudication occurred, that employee or applicant cannot be employed by a Job Corps Contractor:
(a) Murder;
(b) Child Abuse; and
(c) Rape or Sexual Assault.
2. Health-and-wellness staff, or any other employee with access to prescription medications, cannot be employed by a Job Corps Contractor if they have been convicted of the following crimes:
(a) Fraud, theft, larceny, and similar crimes involving deception; and
(b) Drug-related offenses.
d. If an employee or applicant for employment has been convicted or released from incarceration for a crime not identified in c.1., the Job Corps Contractor must determine the relevance of the record of conviction or release from incarceration to the duties of the position of the employee or position for which the applicant is applying. In making an employment decision, the Job Corps Contractor must use an individualized assessment for each applicant and employee.
1. Individualized assessment means that the Job Corps Contractor must:
(a) Inform the individual that he/she may be excluded because of past criminal conduct;
(b) Provide an opportunity to the individual to present additional information regarding the criminal conduct and demonstrate that the exclusion does not properly apply to them; and
(c) Consider whether the additional information provided by the individual shows that the policy as applied is not job-related and consistent with business necessity.
2. In doing an individualized assessment for an employee or applicant with criminal convictions, the Job Corps Contractor must consider the following:
(a) Whether the conviction was a felony or a misdemeanor;
(b) The nature of the conviction(s) and the facts underlying it, and whether they involve serious or repeated violence;
(c) The amount and frequency of contact the employee has, or the applicant will have with students;
(d) The age of the employee or applicant at the time of the conviction;
(e) Whether the employee or applicant has a history of multiple convictions that suggests a pattern of criminal behavior or bad judgment;
(f) The length of time between the conviction and/or completion of any sentence and the employee's initial employment date or applicant's application to work at the center; and
(g) Any evidence of rehabilitation in the time period since the conviction.
e. When asking questions about criminal records, inquiries must be consistent with business necessity.
1. Questions must be limited to records for which exclusion or potential exclusion would be job related for the position in question.
2. Information about applicants' and employees' criminal records must be kept confidential and used only for the purpose for which it was intended.
f. For each employee or applicant hired, the Job Corps Contractor must document:
1. That he/she conducted a background check according to the requirements above;
2. What, if any information from the background check, factored into the Job Corps Contractor's employment decision; and
3. Details of the individualized assessment the Job Corps Contractor undertook in accordance with the above before making an employment decision based on the information from the background check.
g. Job Corps Contractors must conduct a new background check for each employee every 3 years. The documentation requirements in f. above apply.
h. Job Corps Contractors also must verify that all employees and applicants for employment or other individuals providing services under an agreement or contract have obtained all licenses, certifications, or other credentials required under state and Federal law, and that the individual is in good standing with the licensing body or regulatory authority for his/her profession. Job Corps Contractors must verify this information every 3 years.
i. Requests for exceptions for the hiring or continuation of employment restrictions imposed by this policy must be made in writing to the National Director. The National Director may waive the requirements in this policy for an employee or applicant for employment based on compelling evidence that such an exception is in the best interest of Job Corps, and Job Corps students and staff.
j. Job Corps Contractors may continue to use existing criminal background check procedures, provided those procedures are stricter than and do not conflict with the procedures outlined in the policy above. If a Job Corps Contractor's existing policy is less stringent or inconsistent with the policy outlined above, the Job Corps Contractor must modify the policy so that it is in line with the requirements outlined above.

  • Serrato Corporation conducts background checks and drug screens.

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