Employment Background Checks
Personal Attention & Around-the-Clock Commitment
Since 2005, Hire Image LLC has provided reliable and comprehensive employment background checks and background screenings, and other background investigation services including national criminal and civil searches, drug screenings, employment, education and professional license verifications, tenant screenings, motor vehicle records, address and social security number traces, and credit reports. We enable our clients to make well-informed hiring and retention decisions, and are a valued partner in their success. We work with national and international companies, from small businesses to large corporations, ensuring that they hire the right people in their own image.
Effective September 1, 2019: Alabama employers are prohibited from refusing to interview, hire, promote, or employ any applicant, or retaliate against any applicant, because that applicant does not provide a wage history. It is important to note that unlike other...read more
Nevada Follows in New York City’s Footsteps and Becomes the First State to Ban Pre-Employment Marijuana Screening
Effective January 1, 2020: Employers in Nevada are prohibited from refusing to hire a prospective employee because he or she submitted to a screening test and the results indicate marijuana. Nevada is the first state to pass such a law. Exceptions include if the...read more
Maryland Governor Lawrence J. Hogan Jr. explained his reasons for vetoing the Maryland Ban the Box legislation (Senate Bill 839 and House Bill 994) in a letter to the President of the Senate and Speaker of the House. In that letter, he notes that hiring the right...read more
Effective September 1, 2019: Colorado employers with 11 or more employees (effective September 1, 2021, for all employers) are prohibited from: Advertising that a person with a criminal history may not apply for a position; Placing a statement in an employment...read more
Effective October 31, 2019: Kansas City employers with six or more employees are prohibited from: Asking about the salary history of an applicant for employment; Screening applicants based on their current or prior wages, benefits, other compensation, or salary...read more
Effective January 1, 2021: Colorado employers are prohibited from (1) seeking the wage history of a prospective employee; (2) relying on the wage history of a prospective employee to determine a wage rate; or (3) discriminating or retaliating against a prospective...read more
Effective July 28, 2019: Washington employers with 15 or more employees are prohibited from asking applicants or their current or former employers about their prior wages or salaries. Employers are also prohibited from requiring an applicant’s prior wage or salary...read more
The Massachusetts Attorney General’s (AG) Office recently launched an investigation into whether employers were complying with the state’s Ban the Box law. The law went into effect in 2010 as part of a legislative effort to reform the state’s Criminal Offender Record...read more
Attention New York City Employers: First Ever Ban on Pre-Employment Marijuana Testing will Become Effective on May 20, 2020
Last month, New York City passed a first-of-its-kind law banning employers from conducting pre-employment marijuana testing. According to New York City Council’s Legislative Process, because the law was not signed or vetoed by the mayor within 30 days, it became law...read more
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Protecting Against Cyber Breaches
Cyber breaches continue to demonstrate that people are the greatest vulnerability for even the most sophisticated organizations. Although it is easy to feel prepared by talking about firewalls, detection software, and encryption methods, employees continue to be the easiest means for hackers to gain access.
To be effective in hiring practices involves delving into the background of applicants to get a better idea of their abilities and employment performance, while staying compliant.
California’s Ban the Box and Salary History laws are now in effect, as of January 1, 2018. For additional information on these laws…