ADP: Company Profile & Background Check FAQs

Automatic Data Processing, Inc. - commonly known as ADP - was founded in 1949 by Henry Taub and his brother Joe Taub in Paterson, New Jersey, originally to automate payroll calculations for businesses still processing them by hand. The company went public in September 1961 and has grown through decades of product development and acquisitions into a global provider of human capital management (HCM) software and outsourced HR services. ADP is headquartered in Roseland, New Jersey, and trades on the Nasdaq under the ticker symbol ADP. As of its 2024 fiscal year, the company reported approximately $19.9 billion in revenue and employs approximately 65,000 people worldwide.

ADP organizes its business into two primary segments. Employer Services delivers HR, payroll, tax, and benefits administration software and services to businesses of all sizes, from small businesses using the cloud-based RUN Powered by ADP platform to large enterprises using ADP Workforce Now or ADP Vantage HCM. The Professional Employer Organization (PEO) segment provides a co-employment model in which ADP takes on HR, benefits, and compliance responsibilities alongside client businesses, serving employers who want to outsource these functions entirely. Together, these segments serve more than one million clients across more than 140 countries.

Maria Black has served as President and CEO since January 2023, following a career spanning more than two decades at ADP across product, service, and leadership roles. ADP is a component of the S&P 500 and has raised its dividend for 50 consecutive years as of 2024, a record that places it among a select group of companies known as Dividend Kings.

Company culture and employee programs:

ADP describes its culture around the principle of "Always Designing for People," with a stated focus on inclusion, innovation, and employee development. The company maintains a number of internal programs supporting career growth, including ADP University for role-based learning and leadership development. Benefits for employees generally include medical, dental, and vision coverage, a 401(k) with employer matching, paid parental leave, employee stock purchase plans, and wellness programs. ADP has received recognition on a range of employer lists, including consistent placement on Forbes'' list of America''s Best Large Employers and recognition on the Human Rights Campaign Foundation''s Corporate Equality Index for LGBTQ+ workplace inclusion.

Yes. ADP conducts background checks for candidates across its business segments, including roles in software engineering, sales, client service, HR consulting, and corporate functions. Because ADP handles sensitive payroll, tax, and HR data on behalf of client businesses, the company places significant emphasis on screening candidates who will work with confidential employer and employee information. The specific components of the ADP background check may vary by role, location, and applicable regulatory requirements.

ADP''s pre-employment screening typically covers several categories of information depending on the role:

ADP works with highly sensitive payroll, financial, and HR data for over one million client businesses, so the company''s screening practices tend to reflect the responsibilities associated with data access and client trust. Roles in finance, data security, client services, and senior management are likely to involve more thorough review. That said, no single item automatically disqualifies a candidate. The company is expected to follow EEOC guidance on individualized assessments, considering the nature of any conviction, how much time has passed, and how relevant the offense is to the job being filled. Candidates should review applicable state "ban-the-box" laws and fair-chance hiring regulations, which can affect how criminal history is considered.

Most employment background checks can be completed in three to five business days, though timing varies with the number and type of screenings ordered and the accessibility of records. Database searches typically close quickly, while searches that require manual courthouse retrieval or follow-up with past employers or educational institutions may extend beyond a week. International employment or education history can add additional time. See Checkr''s guide to background check turnaround times for more detail on what affects the process.

After consenting to a background check, candidates typically receive an email invitation from the CRA selected to conduct the review. That email includes a link to a candidate portal where applicants can log in to view the ADP background check status, confirm submitted information, and upload any documents the CRA requests. Candidates who have questions about the status of a Checkr-administered background check can visit the Candidate Portal or the Checkr Help Center.

Drug testing policies vary by role, location, and applicable law. Some positions at ADP, particularly those subject to federal contractor requirements or roles that involve safety-sensitive responsibilities, may include a pre-employment drug screen. Candidates are generally informed at the time of the offer whether a drug test is required.

Look-back periods depend on state law, the type of record, and the position. For most criminal record searches, employers commonly focus on the past seven years, which aligns with FCRA guidelines and many state laws. Some states set shorter look-back windows or restrict the use of certain older records. Candidates should review the fair-chance and "ban-the-box" laws in their state to understand what limits may apply.

ADP employment verification in the context of pre-employment screening refers to the process of confirming past employment information a candidate has provided on their application or resume. A third-party CRA contacts prior employers listed by the candidate to confirm job titles, dates of employment, and other relevant details. This is separate from ADP''s commercial employment verification services, which ADP offers to third parties on behalf of employers who use ADP for payroll. If you are a former ADP employee or a third party seeking to verify employment for someone who works or worked for an ADP client company, the process and contacts will differ from the pre-employment screening process described here.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how consumer reporting agencies collect and report background check information and how employers may use it. Under the FCRA, ADP must:

EEOC guidance also recommends that employers conduct an individualized assessment that weighs the nature of any offense, how much time has passed, and whether the offense is directly relevant to the job duties involved.

The ADP hiring process for most roles follows a sequence similar to this:

Running a personal background check with Checkr lets you preview what ADP may see and identify any inaccuracies before they become an issue during the hiring process. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To showcase verified credentials proactively to recruiters or hiring managers, build a free Checkr Profile.

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.

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.