Employers prefer Pink Screening for ease-of-use, speed, accuracy and compliance.

We also integrate with every ATS and onboarding platform for total convenience.

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What usually is an extensive onboarding process with other companies turned out to be very quick and easy with Pink Screening. I’m also extremely impressed with how modern and easy their system is, and their pricing is extremely affordable…

Carol, Pink Screening Customer

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The best background screening solution for business. Hands down.

The Old Way

  • Convoluted reports cause confusion
  • Poor data quality and reliability
  • Increased regulatory scrutiny and lawsuits
  • New and evolving ban-the-box regulations
  • Changing drug laws and legalization efforts
  • Inconsistent turnaround means costly delays
  • Conflicting FCRA, state and local laws
  • Manual, outdated and paper-based workflows
  • Lack of transparency for candidates

Our Way

Fast, Accurate Results

Courthouse and data integrations ensure the fastest turnaround while data science and QA = <0.02% dispute rate.

Trusted Support

Our in-house compliance experts and highly-trained US support team provide knowledgable compliance advice so you can rest easy.

Easy Everything

Easy to order. Easy to use. Easy to integrate. You will have the best customer experience and your candidates will feel the same.

Pink Screening Testimonial

I really admire the women at Pink Screening. They are so committed to their customers and I think it’s really amazing that they dedicate 100% of their profit to breast cancer research. I will be a Pink Screening client for life…

Jan, Pink Screening Customer

Meet The Pink Screening Leadership Team.

Cathy Andersen

CEO and Co-Founder

Cathy has more than 20 years experience starting and building companies, raising capital and managing exits. Her primary focus has been applicant tracking and background screening platforms.

Karen Taylor

CFO and Co-Founder

Karen has more than 20 years experience serving as a financial executive for small to mid-market private companies. She loves using technology to drive growth and achieve strategic objectives.

Dawn Horowitz

COO and Co-Founder

Dawn manages our operations and is committed to ensuring that our customers and applicants enjoy superior service quality. She believes in leveraging technology to improve operational efficiency.

Meet The Entire Team

When I first started using Pink Screening, I was with a transportation carrier and Pink Screening covered all of the complex DOT requirements. Then I moved to a health care staffing agency and they met these needs as well. They are well versed in meeting the needs of every industry…

Maya, Pink Screening Customer

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Pink Screening Testimonial

It’s hard to keep up with all the changing regulations for background checks and if you don’t keep up, your company can get entangled in a lawsuit. Pink Screening has built-in filters that cover compliance and I love their easy adverse action feature…

Sharon, Pink Screening Customer

In addition to consulting your legal counsel and reviewing applicable state laws, use these
five steps to create compliant employment screening policies for your business.

1) Provide Disclosure and Get Consent

Before starting a background check with a consumer reporting agency (CRA), employers must get a candidate’s (or employee’s) written authorization and receive acknowledgement that the background check may be used as a basis for employment decisions, such as hiring, promotion, or retention.

HOW WE HELP: Our integrated, mobile-optimized electronic consent avoids candidate confusion, speeds up turnaround times, and minimizes litigation risk. However, if you wish to use paper forms, you can find samples here.

2) Use a Consumer Reporting Agency (CRA)

Provide candidate information to a compliant CRA and they will collect the information and deliver a report. Depending on the CRA used, the background check may include identity verification, criminal records, civil judgments, and possibly information about education credentials, past employers, drug testing and more.

HOW WE HELP: Secure collection and management of a candidate’s personal information is critical to ensure their privacy. Our candidate self-complete workflow ensures the highest standards of accuracy without compromising candidate privacy.

3) Share Results With The Candidate

Once the background check results are ready, a copy will be returned to the employer and to the candidate. If the candidate disputes any records in the results, the CRA can reinvestigate the records and provide updated results to both employer and candidate.

HOW WE HELP: We automatically provide every candidate with their own results through a secure, online account – for free. With such early access, candidates can review results quickly, reducing hiring delays and helping you make better, more informed hiring decisions.

4) Review Results According to EEOC Guidance

Any hiring policy that disproportionately screens out minorities, including policies that ban employment of people with criminal records that are not job-related or consistent with business necessity, may automatically be considered in violation of the Equal Employment Opportunity Commission’s (EEOC) guidance and requirements under Title VII of the Civil Rights Act of 1964.

HOW WE HELP: Beyond our built-in compliance filters and automated adverse action feature, Pink Screening provides a customized, secure digital form that candidates can use to explain information in their background check. Their context can help you make an informed, individualized assessment as required by the Equal Employment Opportunity Commission.

The EEOC and FTC teamed up and prepared an informative guide on background checks compliance, available here.

“Background Checks: What Employers Need to Know.”

5) Implement Adverse Action

If an employer decides not to hire or promote a candidate or to terminate an employee, based in whole or in part on a background check, the employer must follow the Adverse Action process. It’s a two-stage process and you can learn more about it here.

HOW WE HELP: Our automated Adverse Action feature makes it super easy for you to comply with this FCRA requirement and our US-based customer support team is available to help both you and your candidates if this becomes necessary.

When it comes to background checks, I value things like a user friendly system, rapid turnaround, accurate reporting and compliance features, and I will pay more to get these things but with Pink Screening, I get more for less…

Susan, Pink Screening Customer

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You Can Choose One of the Pre-Set Packages Below and Register Now or You Can Call Us at 
1-877-850-PINK (
7465) to Price a Custom Package That Meets Your Specific Needs.

  • SSN Trace + Counties of Residence
  • National Criminal Database Search
  • Sex Offenders List Search
  • Terrorist Watch List Search
  • 7 Year County Criminal Search**
  • Education Verification - Highest Degree
  • Past Employment Verification
  • Basic
  • 1 Business Day
  • $10.95 each
  • SSN Trace + Counties of Residence
  • National Criminal Database Search
  • Sex Offenders List Search
  • Terrorist Watch List Search
  • Standard
  • 1-3 Business Days
  • $29.95 each
  • SSN Trace + Counties of Residence
  • National Criminal Database Search
  • Sex Offenders List Search
  • Terrorist Watch List Search
  • 7 Year County Criminal Search**
  • Premium
  • 2-3 Business Days
  • $41.95 each
  • SSN Trace + Counties of Residence
  • National Criminal Database Search
  • Sex Offenders List Search
  • Terrorist Watch List Search
  • 7 Year County Criminal Search**
  • Education Verification - Highest Degree
  • Past Employment Verification

*All pricing is negotiable based on projected monthly volume

** Additional court fees may apply.
# Package price includes one verification. Additional verifications $8.00 each.
Learn more about county court fees and driving record fees.