Order a US background check without leaving the candidate record

Surhires does not run background checks. It is not a consumer reporting agency, it does not collect or furnish consumer reports, and it makes no representation about the accuracy or completeness of anything a screening provider returns. It is recruitment software: candidate relationships, outbound sourcing, client submittals and the placement pipeline.

What the integration would do is narrow and worth stating precisely. It would let a recruiter trigger an order against a provider account you hold, track that the order is outstanding, and file the returned result and its documents against the candidate record so the placement file is complete. The screening relationship stays between you and Checkr.

If a check comes back and you decide not to place the candidate because of it, the process that follows is yours. Pre-adverse action notice, the copy of the report, the summary of rights, the waiting period and the final adverse action notice are steps you take with your screening provider under the law that applies to you. Surhires does not run them, does not time them and does not certify that they happened.

The same is true of disputes. If a candidate challenges what a report says, that dispute is raised with the provider that produced it, not with a CRM that stored a PDF. And whether you are permitted to order a particular check on a particular role in a particular state is a question for you and your counsel, not a setting in a candidate database.

On a contract desk the screening turnaround is often the critical path between an accepted offer and a start date. A check that was ordered on Tuesday and has not returned by Friday is the reason a Monday start slips, and the person who needs to know that is the recruiter watching the placement, not the operations mailbox where the provider's notification landed.

Putting the order state on the candidate record makes it visible in the pipeline the same way an outstanding reference or an unsigned offer is. That is most of the value. The report itself matters once; the fact that a report is outstanding matters every day until it lands.

Order the check in your own Checkr account, exactly as you do now. When the result comes back, file it against the candidate record in Surhires: attach the report or the completion certificate, record the date, record who ordered it and record the outcome you acted on. Set the review or expiry date if the client requires periodic rescreening.

This is the same discipline the product already applies to right-to-work and licensing documents. Document capture and expiry reminders sit against the candidate record; the verification itself is a workflow you run, not a certification we hold. Filing results now means the eventual integration inherits a real screening history instead of an empty tab.

A background check result is among the most sensitive things that will ever sit on a candidate record, and it should not be visible to every seat in the agency. Field-level permissions restrict who can see a filed result, in the same way compensation history and demographic data are restricted, and access is logged.

Demographic data used for equal-opportunity reporting is stored separately from the hiring record and is not visible to recruiters at all, so it cannot influence a decision it is meant to measure. Screening results follow the same principle: visible to the roles that need to act on them, invisible to the rest of the desk.