Answers that help your hiring team move forward with confidence.
Whether you are evaluating a new background screening partner or already work with Atlantic, our team is here to make screening easier, faster, and more personal. Explore answers for HR, talent acquisition, compliance, and hiring teams below.
A screening partner built around your organization.
Atlantic combines scalable technology with hands-on service. Our clients range from growing organizations with approximately 50 employees to enterprise employers with more than 125,000 employees. That range gives us the experience to deliver personal support without sacrificing the controls, integrations, reporting, and consistency complex hiring programs require.
Still have a question?
Contact our Customer Care Team for help with an order, report, candidate, account, or screening-program question.
Building the right screening program
Learn how Atlantic helps organizations design and launch a screening program aligned with their hiring process, workforce, technology, and compliance needs.
Getting started begins with a conversation about your organization, hiring process, screening needs, locations, compliance requirements, and HR technology. Our team then helps configure a program designed around the way you hire.
Depending on your needs, implementation may include:
- Screening packages tailored by role, location, or business unit
- ATS, HRIS, or HCM integration planning
- Candidate invitations and mobile-friendly workflows
- User roles, permissions, and account structure
- Billing, reporting, and operational preferences
- Training and ongoing Client Success support
Visit our contact page or email customercare@atlanticscreening.com to speak with our team.
Employment screening services help organizations verify candidate information, evaluate job-related risk, and make more informed hiring decisions. Atlantic offers configurable screening programs for mid-size, enterprise, multi-location, and international employers.
Available services include:
- County, state, federal, and national criminal searches
- Employment, education, and professional license verifications
- Motor vehicle records and fleet monitoring
- Drug testing and occupational health services
- International background screening
- Healthcare sanctions and credentialing
- Social media screening
- Identity verification and candidate authentication
- Post-hire and continuous monitoring solutions
Our team can recommend a program based on your positions, industry, hiring footprint, and internal policies. Contact us to discuss your requirements.
Organizations often come to Atlantic when they need faster service, clearer communication, more responsive support, stronger integrations, or a screening program that better fits their operations.
Atlantic pairs screening technology with a dedicated, U.S.-based team that takes the time to understand your account. Rather than treating support as a ticket number, we work to resolve questions, explain reports, identify delays, and help your hiring team keep moving.
Our goal is to become an extension of your team—not simply another vendor in your hiring process.
Atlantic clients receive access to a U.S.-based support team with experience assisting HR, talent acquisition, compliance, and hiring teams. We help with report questions, candidate issues, order status, account configuration, integrations, billing, and general program support.
For assistance, email customercare@atlanticscreening.com or submit a request through our contact page.
Turnaround times, searches, and report accuracy
Background screening is not one-size-fits-all. Timing and results depend on the searches ordered, source availability, jurisdiction, and how quickly third parties respond.
Turnaround time depends on the services included in the order. Many database and electronic searches can return quickly, while county court searches, employment verifications, education verifications, international searches, and drug testing may require additional time.
Delays can occur when a court requires manual research, an employer or school is slow to respond, a candidate needs to provide documentation, or a jurisdiction has limited access. Atlantic monitors orders and works to address avoidable delays so your hiring process can continue moving forward.
Clients needing an update on a specific order can email customercare@atlanticscreening.com.
The reportable period depends on the type of record, the search ordered, the position, the jurisdiction, applicable federal law, and state or local requirements. Some records may be subject to seven-year reporting restrictions, while other conviction records may be reportable for a longer period where permitted.
Atlantic configures searches based on the client's authorized program and applicable requirements. Because laws vary, employers should consult qualified legal counsel when establishing screening and hiring policies.
Atlantic's trained screening professionals review available identifying information before reporting a record. Depending on the source, identifiers may include full name, date of birth, address history, Social Security number information, or other available data.
Our objective is to provide accurate, appropriately matched information and to help clients understand the results. Questions about a specific report should be sent to customercare@atlanticscreening.com.
Information may not appear for several reasons, including the searches ordered, the location of the record, court availability, reporting restrictions, disposition, record-matching requirements, or the scope of the screening package.
Do not make assumptions based on a missing record. Email customercare@atlanticscreening.com so our team can review the order, explain what was searched, and determine whether additional research may be appropriate.
Supporting a responsible screening process
Atlantic helps clients implement screening workflows that support their compliance obligations, while employers remain responsible for their hiring criteria, policies, and employment decisions.
In most employment-screening situations, the Fair Credit Reporting Act requires an employer to provide a compliant disclosure and obtain the candidate's written authorization before requesting a consumer report. Additional state or local notices may also apply.
Atlantic provides technology and resources that support compliant workflows, but this information is not legal advice. Employers should work with qualified legal counsel to confirm that their forms, procedures, and hiring policies meet all applicable requirements.
Organizations hiring across multiple states, cities, business units, or job categories may need different screening packages, disclosures, workflows, and review procedures. Atlantic can configure role- or location-based packages, user permissions, candidate workflows, and account structures to support a more consistent screening program.
Our platform can also support pre-adverse and adverse action workflows. Because hiring laws and requirements can change, clients should maintain their own legal guidance and regularly review their policies.
To discuss your hiring footprint and program requirements, contact our team.
Candidates who believe information in their report is inaccurate or incomplete have the right to contact Atlantic and request a reinvestigation. Employers should direct the candidate to communicate with Atlantic directly so our team can verify identity, review the disputed information, and follow the appropriate process.
Candidates may begin by emailing customercare@atlanticscreening.com or using the resources available through our website.
Enterprise capability with personal service
Atlantic supports growing and complex organizations without losing the responsiveness and accountability clients expect from a true service partner.
Yes. Atlantic serves clients ranging from organizations with approximately 50 employees to enterprise employers with more than 125,000 employees. This broad client base gives us experience supporting both focused hiring teams and large, distributed programs with complex operational requirements.
Whether your organization is adding locations, expanding into new states or countries, centralizing recruiting, acquiring new business units, or increasing hiring volume, Atlantic can adapt your screening program as your needs change.
Scalable options include:
- Packages customized by position, location, department, or risk level
- Multiple users, locations, divisions, and role-based permissions
- ATS, HRIS, and HCM integrations
- Centralized or location-specific billing and reporting
- National and international screening capabilities
- Dedicated implementation, integration, and Client Success resources
- Support for high-volume and decentralized hiring environments
Our clients do not have to choose between enterprise-level capability and personal service. Atlantic is structured to provide both.
Yes. Atlantic supports more than 100 ATS, HRIS, and HCM integrations, helping recruiting teams initiate screening requests and receive results within their existing hiring workflow.
Supported platforms include many widely used systems, such as:
- UKG Ready and UKG Pro
- Workday
- Paylocity
- Paycor
- PageUp
- Greenhouse
- BambooHR
- iCIMS
- SAP SuccessFactors
- Cornerstone and other leading platforms
Integration capabilities and workflows vary by platform. Visit our contact page to discuss your system and implementation requirements.
Yes. Atlantic can structure accounts to support centralized, decentralized, or hybrid hiring models. Organizations may establish different packages, users, permissions, billing codes, locations, and reporting views based on their operating model.
Our implementation team works with your stakeholders to understand how orders should be initiated, reviewed, billed, and reported across the organization.
Flexible programs with transparent pricing
Screening needs vary by organization, industry, role, and location. Atlantic helps clients build packages that align with their needs without paying for unnecessary services.
Pricing depends on the searches included, anticipated volume, industry requirements, jurisdictions, integrations, and other program needs. Atlantic offers configurable packages for organizations ranging from approximately 50 employees to more than 125,000 employees.
Visit our pricing page to review available options. Organizations with specialized, high-volume, multi-location, or enterprise requirements can also contact our team for a customized discussion.
Yes. Atlantic can help create screening packages by position, department, location, regulatory requirement, or level of responsibility. Additional services may also be added where appropriate.
Review our pricing page or contact us to discuss a program designed around your hiring needs.
Billing arrangements are established during onboarding and may vary based on the client agreement and account structure. Atlantic can support electronic invoicing and other approved billing arrangements based on program needs.
Current clients with billing questions should email customercare@atlanticscreening.com.
Fingerprinting solutions for regulated hiring needs
Atlantic helps employers incorporate Livescan fingerprinting into broader screening programs when positions, industries, agencies, or state requirements call for fingerprint-based checks.
Yes. Atlantic provides Livescan fingerprinting solutions for employers that need fingerprint-based screening as part of hiring, licensing, credentialing, volunteer, or regulatory requirements.
Depending on the program, Livescan may be used for Florida Department of Law Enforcement and FBI fingerprint-based checks, agency-specific submissions, or other approved purposes. Requirements, eligible transaction types, pricing, and submission instructions vary by agency and program.
Companies can learn more on our Livescan Fingerprinting page or contact our team to discuss an employer fingerprinting program.
In Florida, “Level 1” generally refers to a name-based state records check and may include other employment-screening components depending on the applicable program. “Level 2” generally refers to fingerprint-based state and national criminal history checks for positions or licenses subject to specific statutory or agency requirements.
The correct screening type depends on the agency, position, ORI number, VECHS program, and applicable regulation. Visit our Livescan page for additional information.
Livescan pricing varies based on the requesting agency, transaction type, government fees, ORI or VECHS number, and any additional services required.
Companies should visit our Livescan Fingerprinting page or email customercare@atlanticscreening.com for program-specific guidance.
Help for candidates and current clients
Our team is available to help resolve issues and direct questions to the right resource.
Atlantic's employment screening services are designed primarily for verified business clients with a permissible purpose under applicable law. Individuals seeking a personal criminal-history record may need to contact the appropriate state agency or law-enforcement authority.
For Livescan or fingerprint-based needs, visit our Livescan page.
Use the password-reset option available on the platform login page. When additional help is needed, email customercare@atlanticscreening.com and our team will assist.
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Contact Our TeamReady for a background screening partner that puts your team first?
Whether your organization has 50 employees or more than 125,000, Atlantic provides the technology, flexibility, and responsive support needed to build a screening program that grows with you.