Staffing agency screening packages and pricing

Choose a starting package based on the role you are filling. Use the baseline light industrial tier for general warehouse placements and the management tier when the role calls for Employment Verification. Forklift and other credentialed roles may need documentation of employer-required training or certification. Check state-issued occupational licenses separately when a role requires them.

Use the non-CDL driver package for delivery roles and the CDL Driver package for commercial driving placements. Warehouse-only staff need a separate package without a routine motor vehicle record (MVR) check. Use Hospitality and Retail for frontline placements and Hospitality Manager when a supervisory role calls for Employment Verification.

Office and administrative, and financial services and accounting roles have their own starting packages. Our customizable multi-industry approach gives you a starting point when you serve several sectors. For healthcare placements, choose the clinical staff tier. The separate healthcare offering covers caregiver and licensed-provider needs. Client contracts and jurisdiction-specific rules may require checks beyond any baseline package.

Criminal searches cover different court systems and should be selected according to the placement and the requirements of the client contract and applicable law.

A baseline staffing package may pair a nationwide database search with county searches tied to address history. You can add federal searches, extra counties, or broader source-level research when the role or client contract requires them or the client specifies those checks.

Criminal record coverage varies by source and jurisdiction, so compare each package with the client contract and applicable federal, state, and local rules. Your legal counsel can help determine whether a jurisdiction requires additional searches, notices, or restrictions.

An MVR check reviews a candidate’s motor vehicle record. This search identifies the candidate’s name, license issue and expiration date, license status, license number, license type, endorsements, restrictions, driving violations, and suspensions. MVR checks supplement criminal and employment screening because those checks do not establish driving eligibility or history. Results are available within minutes to 24 hours.

CDL verification and MVR history turnaround depends on the reporting jurisdiction and record access. 5 Star Background Checks can save separate screening packages for warehouse, non-CDL, and CDL placements. You can then select the appropriate logistics package and add-ons to each order.

Clinical staffing agencies can add exclusion searches and clinical credential verification to baseline criminal checks. Client contracts, placement settings, and applicable rules determine which healthcare checks an order requires.

Use these options when placing nurses, allied health professionals, or other clinical staff in facilities that require exclusion and credential checks.

A pre-employment search reports the source information available at the time of screening. Monthly monitoring reruns OIG, GSA SAM, and OFAC searches after placement and costs $3 per person per month. Monitoring can help you identify newly reported exclusions, but it does not replace your client’s compliance review.

FACIS Level 3 is an optional search of additional healthcare sanctions and disciplinary sources beyond the federal exclusion lists. You can add it when a facility contract or internal screening policy requires broader coverage.

5 Star Background Checks offers separate healthcare screening options for caregiver and licensed-provider roles. Confirm required sources, search frequency, and license types with the client before ordering because healthcare requirements vary by role and jurisdiction.

Employment and Education Verification can be added to any staffing background check package. Employment Verification confirms details such as job title and dates of employment. Education Verification confirms attendance, degrees, or credentials reported by the candidate.

Add Employment Verification when experience affects eligibility for the assignment. Add Education Verification when a client requires a degree or when education supports a professional license requirement or the client’s stated criteria.

You can add drug testing to a screening package when the client policy or applicable transportation rules require it.

For CDL placements subject to DOT testing rules, add applicable DOT-compliant testing to the CDL Driver package. Do not assume non-CDL driving roles follow the same testing rules. Warehouse and non-driving logistics roles may follow a different client policy.

Each add-on carries a separate per-report charge, which appears in the order summary before screening begins. Turnaround depends on employer or school response times, specimen collection, laboratory processing, and whether additional review is required.