Allied Universal: Company Profile & Background Check FAQs

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Allied Universal: Company Profile & Background Check FAQs

Allied Universal draws hundreds of thousands of job seekers each year as one of the largest private security employers in North America. Understanding how the company screens candidates - and what the Allied Universal background check involves - can help you prepare before you apply. Below, we cover Allied Universal's history and operations, and straightforward answers to the most-searched questions about the Allied Universal background check and hiring process.

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Allied Universal: Company overview

Allied Universal traces its roots to two separate organizations: Allied Security, founded in 1957 and later renamed AlliedBarton Security Services, and Universal Services of America (parent of Universal Protection Service), founded in 1965. The two companies merged in 2016 to create Allied Universal, forming one of the largest security services organizations in North America. In 2021, Allied Universal expanded further by acquiring G4S plc, a global security company operating across approximately 85 countries, significantly increasing its worldwide workforce and service footprint. The company is co-headquartered in Santa Ana, California, and Conshohocken, Pennsylvania, and is backed by private equity investors including Warburg Pincus and CDPQ.

Today, Allied Universal employs approximately 800,000 people, making it one of the largest private employers in the United States. The company provides security guard staffing, technology solutions, investigations, and consulting services to clients across commercial real estate, healthcare, government, education, retail, and entertainment sectors. Its scale means that hiring standards, licensing requirements, and screening practices can vary considerably depending on the state, client site, and role type.

Security guard work is regulated differently from most other industries. Many states require guards to hold an active security license before they can be deployed, and those licensing requirements frequently include their own background check. Felony convictions can disqualify candidates from licensure in certain states, which means the screening standard at Allied Universal often reflects both company policy and applicable state law.

Company culture and employee programs:

Allied Universal positions itself as a security services provider focused on workforce scale and operational deployment. The company offers benefits that can include health insurance, paid time off, and 401(k) plans for eligible employees, with specific offerings varying by position and location. The company has received recognition on Forbes lists of America's Best Large Employers in prior years, presented here as a data point rather than an endorsement. Training programs are available for guards working toward state licensing certifications.

Allied Universal background check FAQs

Can Allied Universal run background checks?

Yes. Allied Universal can request a background report through a third-party Consumer Reporting Agency (CRA) after extending a conditional offer of employment. The company obtains written consent from candidates before initiating a report, as required by the Fair Credit Reporting Act (FCRA). The scope and depth of the background check may vary by role, state, and client site requirements.

How long can an Allied Universal background check take?

Three to five business days is a typical range for employment background checks, though the Allied Universal background check timeline can extend depending on several factors. Security roles often require additional checks beyond a standard criminal search, which can add time. Factors that commonly affect turnaround include:

Court records that require manual retrieval from specific county courthouses
Statewide criminal database searches with delayed response times
Employment or education verification that depends on a third party responding
State security license verification, which may involve a separate licensing agency
High application volume at regional hiring offices

For a broader look at what affects timelines, see Checkr's guide to background check turnaround times.

What can be revealed in an Allied Universal background check?

A background check report for an Allied Universal position may include:

Identity verification and criminal history: SSN trace to confirm identity; county, state, federal, and national criminal record searches; sex-offender registry search; global watchlists screening.
State security license verification: Many states require guards to be licensed, and licensing boards conduct their own background review. Allied Universal may verify active or pending licensure as part of the hiring process.
Employment verification: Confirming prior employers, job titles, and dates of employment is common for security roles where work history is relevant to deployment decisions.
Motor vehicle records (MVR): Relevant for roles that involve driving a company or client vehicle, or transportation security assignments.
Drug screening: Security work is safety-sensitive. Drug testing is commonly required, though policies and timing can vary by state and client contract.
Role-specific searches: Armed security positions or roles at government or healthcare sites may trigger additional screenings beyond the standard package.

What are Allied Universal's background check requirements?

Allied Universal background check requirements reflect both company policy and applicable state law. Key elements candidates should be aware of:

Written consent: Federal law requires candidates to provide written authorization before a CRA can produce a background report. Allied Universal will include consent paperwork in the hiring workflow.
Accurate application information: Discrepancies between application data and verified records (employment dates, job titles, education) can delay or disqualify a candidacy.
State security licensing: Many states require security guards to obtain a state-issued license before working. Licensing applications typically involve a separate background check submitted directly to the state licensing authority. Candidates with certain felony convictions may be ineligible for licensure under state law, which would affect their ability to work as a guard in those states regardless of Allied Universal's own hiring decision.
Role and site-specific requirements: Armed guard positions, healthcare facility assignments, and government contract sites may carry additional screening criteria beyond the standard requirements.

How far back can Allied Universal's background check go?

Most employers, including Allied Universal, focus on the prior seven years for criminal record searches, which aligns with limits set by the Fair Credit Reporting Act for many consumer reports. However, look-back periods can vary based on:

The state where the work will be performed (some states have shorter look-back windows)
The salary level of the position (federal FCRA limits on seven-year reporting do not apply to roles above a certain income threshold)
State security licensing requirements, which may examine a longer period of criminal history as part of the license application process

Candidates should review state fair-chance and "ban-the-box" laws in their state, as these laws govern when an employer can inquire about criminal history in the hiring process.

Does Allied Universal hire felons?

It depends. Allied Universal evaluates criminal history on a case-by-case basis in many jurisdictions, consistent with EEOC guidance that recommends considering the nature of the offense, how much time has passed, and the relevance of the conviction to the specific job. However, the security industry has additional constraints that apply regardless of company policy:

State licensing disqualifiers: Many states automatically disqualify applicants with certain felony convictions from receiving a security guard license. If a state requires licensure and an applicant cannot obtain a license due to a prior conviction, employment as a security officer in that state is generally not possible.
Client site requirements: Allied Universal's clients - including government agencies, healthcare systems, and financial institutions - may set their own background requirements that are more restrictive than Allied Universal's baseline policy. A candidate who passes Allied Universal's internal review may still be ineligible for certain client sites.
Armed guard positions: These typically carry stricter requirements, and felony convictions are commonly disqualifying for armed roles regardless of state licensing rules.

Candidates with felony histories are encouraged to be forthcoming on their applications and to research the licensing requirements in their specific state before applying.

How often does Allied Universal hire candidates with misdemeanors?

Misdemeanor convictions are evaluated differently from felonies, and many candidates with misdemeanor records are hired by Allied Universal. The outcome depends on several factors:

The nature and severity of the misdemeanor (a minor traffic offense is treated differently from a misdemeanor involving violence or theft)
How recently the offense occurred
Whether the misdemeanor affects eligibility for a state security license in the candidate's state
The requirements of the specific client site or role the candidate is being considered for
Whether the candidate disclosed the conviction accurately on their application

Allied Universal, like most employers operating under EEOC guidance, is generally expected to conduct an individualized assessment rather than applying automatic exclusions for all misdemeanor records. Candidates with misdemeanor histories who are concerned about eligibility should review their state's security licensing rules, as licensing boards set their own standards separate from Allied Universal's hiring policy.

How long does Allied Universal take to hire?

The Allied Universal hiring timeline from application to start date typically runs two to four weeks, though this can vary. The main stages and approximate timing include:

Online application - Submitted through Allied Universal's careers portal
Initial screening / phone interview - Often within a few days of application for active openings
In-person or video interview - Scheduled within the first one to two weeks
Conditional offer - Extended after the interview for qualified candidates
Background check and drug test - Initiated after the offer; typically three to five business days, though state license verification can extend this
State security license processing - If the candidate does not yet hold a license, this step can add several days to several weeks depending on the state
Orientation and onboarding - Scheduled after all screenings are complete

The background check and state licensing steps are the most common sources of delay. Candidates who already hold an active state security guard license in the applicable state may move through this process faster.

What is the FCRA and how does it protect candidates?

The Fair Credit Reporting Act (FCRA) establishes federal rules governing how employers use consumer reports, including background checks, in hiring decisions. Key protections include:

Written consent required: Employers must obtain written authorization from the candidate before ordering a background report.
Pre-adverse action notice: If Allied Universal intends to take adverse action (such as rescinding an offer) based in whole or in part on the background report, it must first provide the candidate with a copy of the report and a summary of their FCRA rights.
Waiting period: Candidates are entitled to a reasonable amount of time to review the report and dispute any inaccurate or incomplete information before a final adverse decision is made.
Adverse action notice: If the employer proceeds with the adverse decision, a formal adverse action notice must be sent explaining the decision and providing contact information for the CRA.
Dispute rights: Candidates can contact the CRA directly to dispute errors in their report, and the CRA is required to investigate the dispute.

EEOC guidance further recommends that employers conduct an individualized assessment when criminal history is a factor, considering the nature of the offense, its age, and its direct relevance to the duties of the role.

Order your own background check

Running a personal background check with Checkr lets you preview what Allied Universal may see before your application moves forward. Reviewing your own report helps you identify inaccuracies and gives you time to address any errors. A personal check can include:

Criminal history searches: SSN trace, sex-offender registry, global watchlists, national criminal database, and county or state court record searches.
Motor vehicle records: State DMV search confirming license status and driving history, relevant for Allied Universal roles involving driving or transportation security.

Start your report at Checkr Personal Background Checks. To proactively share verified information with recruiters or hiring managers, create a free Checkr Profile.

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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.