What Shows Up on a Contractor Background Check

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Quick answer: A contractor background check typically shows criminal records (county, state, federal and national database), sex-offender registry status, SSN trace and address history, a motor vehicle record for drivers, and verified employment and education. Reveal Background returns most searches the same day. FCRA rules require disclosure and written authorization first.

• What appears depends on the searches you order, so match the package to the job.
• Federal FCRA rules (15 U.S.C. 1681) require a standalone disclosure and written authorization before you run a report.
• Pre-adverse and adverse action steps apply if a result influences your decision.

What does a contractor background check cover?

A contractor check is built from separate searches. Each one answers a different question about the person you are about to put on a job site, in a client's home or on your payroll-adjacent roster.

Reveal Background (employment background screening) offers these searches as pay-per-report orders with no setup fee. Most return the same day.

Which searches show which records?

Common contractor screening searches and what each one shows

Search	What it shows	Best for
County criminal	Felony and misdemeanor records from the county courts searched	Every contractor; the core search
National criminal database	Records aggregated from many jurisdictions; used to find counties to search	Wide net, plus a lead generator for county checks
Federal criminal	Federal court cases such as fraud or interstate offenses	Finance, procurement, access to client data
Sex-offender registry	Registry listings	Work in homes, schools, healthcare, with vulnerable people
SSN trace	Names and addresses tied to the number; identifies where to search	Every contractor, first step
Motor vehicle record (MVR)	License status, violations, suspensions	Drivers, delivery, field service
Employment verification	Past employers, titles, dates	Skilled trades, project leads
Education verification	Degrees and certificates confirmed with the issuer	Licensed or credentialed specialists

What does a criminal search actually return?

County, state and federal records

County courts hold most felony and misdemeanor case files, so a county search is the most reliable record check. A federal search covers federal district courts only. A national database search widens coverage but should be confirmed at the county level before you act on a hit.

Sex-offender registry

A registry search shows whether the person is listed. It is a separate search from criminal history and is not a substitute for it.

How far back do records go?

FCRA section 605 (15 U.S.C. 1681c) limits reporting of most adverse items, such as arrests not leading to conviction, to seven years. Convictions are not subject to that federal limit. The seven-year limit does not apply to jobs with an annual salary of $75,000 or more, as stated in the statute (15 U.S.C. 1681c, Cornell Legal Information Institute, as of 2026).

Some states set shorter lookbacks or restrict arrest and conviction use. Ban-the-box laws in many states and cities delay criminal-history questions until later in the hiring process. Check the rules where the contractor will work.

Do FCRA rules apply to contractors?

FTC guidance treats background reports obtained for hiring purposes as consumer reports, and FTC staff have taken the position that this can include independent contractors. Confirm with counsel how your engagement is classified. The safe approach is to follow the same steps for contractors as for employees.

FCRA steps in order

1. Give a standalone written disclosure that you may obtain a background report.
2. Get the person's written authorization.
3. Run only the searches relevant to the role.
4. If a result may lead you to reject the person, send a pre-adverse action notice with a copy of the report and the summary of rights.
5. Allow a reasonable time for the person to dispute errors.
6. If you proceed, send the final adverse action notice.

The FTC explains these steps in Using Consumer Reports: What Employers Need to Know. The EEOC advises employers to assess convictions individually, considering the nature of the offense, time elapsed and relevance to the job, in its Enforcement Guidance on arrest and conviction records.

Contractor screening checklist

• Define the role and its risks: client homes, cash, vehicles, data or vulnerable people.
• Choose searches that match those risks, and no more.
• Collect the disclosure and authorization before ordering.
• Check state and local limits on lookback and timing.
• Verify any hit at the county level before acting.
• Apply the same standard to every contractor in the same role.
• Keep records and follow the adverse action steps.
• For drivers, add an MVR; for drug testing, coordinate through American Screening Corp.

How do I order one?

Create an account at app.revealbackground.com, choose the searches for the role, and send the candidate the disclosure and authorization. Most searches return the same day. Education and employment verification depend on how quickly the issuer or employer responds.

Frequently asked questions

Does a contractor background check show everything?

No. It shows only the searches ordered and the records those sources contain. Court coverage varies, so no check is 100% complete.

Can I run a check on an independent contractor?

Yes, with disclosure and written authorization. FTC staff have taken the view that FCRA can apply to contractors, so follow the employee steps and consult counsel.

How long does a contractor background check take?

Most Reveal Background searches return the same day. Verifications can take longer because they depend on third parties responding.

What if a contractor's report has a record?

Review it against the job, send a pre-adverse action notice with the report and summary of rights, and allow time to dispute before a final decision.

Sources

• Fair Credit Reporting Act, 15 U.S.C. 1681 (Cornell Legal Information Institute)
• FTC: Using Consumer Reports: What Employers Need to Know
• EEOC: Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions

This article is general information, not legal or medical advice; consult counsel on adverse action and state-specific rules.