21st Mortgage Corporation: Hiring, Background Check & Employment Verification FAQs

According to its website, 21st Mortgage Corporation opened in 1995 with a staff of four, founded by CEO Tim Williams and retired CFO Rich Ray. Clayton Homes acquired the company in December 2003, and the website says it has played an important role in the revitalization of downtown Knoxville and supports local organizations in and around Tennessee.

The company describes itself as a full-service lender specializing in manufactured and mobile home loans. It originates and services loans for borrowers through manufactured home retailers, mortgage brokers, and directly with consumers across the United States, and its website also promotes insurance services through the 21st Insurance Agency. The site reports that the company now has more than 1,000 team members.

The website's Join Our Team message invites motivated, dynamic professionals who want to advance in the finance industry to apply, and its leadership biographies describe career paths that began as a financial counselor and in accounting. Because the business originates and services loans, positions typically fall into areas such as financial counseling and sales, credit, customer service and loan servicing, insurance, and corporate support, though open roles change over time.

Company culture and employee programs: The company's website says it has been recognized as a Top Workplace in Knoxville numerous times and as a Top Employer for Benefits Package, and that it has been the largest employer of graduates from the University of Tennessee and Maryville College for more than 15 years. Its leadership biographies describe long careers within the company. Pay, benefits, and schedules typically vary by role and location, so candidates should confirm specifics during the hiring process.

Yes. Employers in the mortgage and financial services industry, including 21st Mortgage, are legally permitted to conduct pre-employment background checks, provided they follow federal, state, and local law. In the United States, the Fair Credit Reporting Act (FCRA) governs how third-party reports are used, including consent, disclosure, and adverse action. Financial services employers often screen more closely because employees handle personal financial information and loan data.

21st Mortgage is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among lenders. Employees in lending and servicing handle sensitive financial information, so screening is common across the industry. The scope of the 21st Mortgage background check may vary by role, and positions with licensing or regulatory requirements may involve additional steps.

The 21st Mortgage hiring process typically starts with an online application through the careers portal linked from its website, followed by one or more interviews with recruiters or hiring managers. Candidates who receive a conditional offer are generally asked to consent to a background check and any other pre-employment requirements before a start date is confirmed. The steps may vary by role and location. The company's website says it is looking for motivated professionals who want to advance in the finance industry.

Many background checks are returned within a few business days, though the timeline for a 21st Mortgage background check depends on the searches ordered and the records involved. Court record searches in several counties or states, employment verifications, and credit reports that depend on outside sources can take longer. Candidates who want more detail can review background check turnaround times to see what affects speed.

A background check may reveal criminal records, identity details, employment history, and credit information, depending on the role. For a position at 21st Mortgage, a check may include some or all of the following:

Candidates should review the disclosure and consent forms they receive to see which searches apply to their specific role.

21st Mortgage may require a drug test for certain roles, but the company does not publish a company-wide drug-testing policy on its website. Financial services employers use drug screening less consistently than employers in safety-sensitive industries, so practices may vary by role and location. Where testing applies, candidates are typically told in the offer paperwork and asked to consent before a sample is collected. Candidates can confirm requirements for their position with the recruiter.

The lookback period for a background check depends on the type of search and the laws of the state or country where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

21st Mortgage is generally reported to review candidates with criminal records case by case, though the company does not publish a detailed policy on felony convictions. Because employees handle financial information and customer funds, lenders often look closely at offenses involving theft or fraud, along with how much time has passed and the duties of the role. Many states and cities have enacted "ban-the-box" laws that limit when employers may ask about criminal history, so rules may differ depending on where the job is based. Candidates should answer application questions honestly.

Candidates for 21st Mortgage roles will typically be asked to provide written consent before a background check begins. Applicants should be ready to provide accurate personal details, including full legal name, date of birth, address history, and Social Security number. Roles that handle customer finances may also involve employment verification and, where permitted, a credit report. Accurate information helps searches run in the right jurisdictions and prevents delays.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

A credit check may apply to some 21st Mortgage roles, particularly those that handle loan data, payments, or customer funds, but it is not necessarily part of every hire. Under the FCRA, an employer must get a candidate's written permission before obtaining a credit report for employment, and some states limit when employers may use credit information in hiring. An employment credit report is different from the credit check a borrower goes through when applying for a loan. Candidates can review the disclosure form they receive to see whether a credit report is part of their screening.

Running a personal background check with Checkr lets you preview what 21st Mortgage may see and help you identify potential inaccuracies before they affect your job application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To showcase verified credentials proactively, build a free Checkr Profile you can share with recruiters, hiring managers, or potential employers.

Check your report status in the Candidate Portal. Or, visit the Checkr Help Center for FAQs, dispute steps, and to contact support.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.