AppleOne: Company Profile & Background Check FAQs

AppleOne traces its history to 1964, when Bernie Howroyd opened a staffing agency called Howroyd Wright at an office in the Wilshire District of Los Angeles, California. After buying out his partner's interest, Howroyd became sole owner and later renamed the business AppleOne. The company is headquartered in Glendale, California, and remains privately held.

Today, AppleOne operates as part of the ActOne Group family of companies, a workforce solutions organization founded in 1978 by Janice Bryant Howroyd, which has grown into one of the largest privately held, minority-woman-owned personnel companies founded in the United States. Within that family, AppleOne serves as a flagship staffing brand, running branch offices across the United States and Canada that place candidates into administrative, clerical, customer service, accounting and finance, human resources, technology, and light industrial roles.

AppleOne's business model means it works on both sides of the hiring equation. Job seekers register with the agency, interview with an AppleOne hiring advisor, and are matched to openings at client companies. Employers engage AppleOne to source, vet, and place workers, whether for short-term assignments, contract-to-hire arrangements, or permanent positions. For temporary assignments, AppleOne is typically the employer of record, handling payroll and compliance while the candidate works on site at the client.

Company culture and employee programs: AppleOne describes its approach as keeping the human element in hiring, pairing candidates with career advisors who help with resumes, interview preparation, and skills matching. Associates on temporary assignment may have access to benefits programs offered through the agency, though eligibility varies by assignment length, hours, and location. Internal corporate and branch roles, such as recruiters and account executives, follow the company's own hiring and benefits structure. Candidates should confirm specifics for their situation with their local branch.

Yes. Employers and staffing agencies in the recruiting industry, including AppleOne, are legally permitted to run background checks on candidates, provided they follow federal, state, and local laws. Because staffing agencies procure background reports through consumer reporting agencies, the process is governed by the Fair Credit Reporting Act (FCRA), which requires standalone disclosure, written consent, and a formal adverse action process. Agencies must also follow the laws of each state where they place workers.

AppleOne is generally reported to conduct background checks on candidates, which is standard practice in the staffing industry. Screening often depends on client requirements: a client placing workers in financial services or healthcare may require more extensive checks than one filling general administrative roles. As a result, the components and timing of an AppleOne background check may vary by assignment, client, and location, and some candidates may be screened again when moving to a new client placement.

Candidates typically begin by submitting a resume online or registering with a local AppleOne branch. A hiring advisor usually conducts an interview to understand the candidate's skills, experience, and goals, and candidates may complete skills assessments relevant to the roles they want, such as typing, software, or accounting tests. When AppleOne matches a candidate to a client opening, the client may conduct its own interviews. Before an assignment or placement is confirmed, candidates are commonly asked to consent to a background check and to complete any client-required steps such as drug screening.

Many staffing-related background checks are finished within a few business days, which helps agencies move quickly on open assignments. Timing depends on the searches ordered and the responsiveness of courts and past employers, and reports that include county criminal searches in multiple jurisdictions can take longer. Candidates can review what affects timing in this guide to background check turnaround times.

The searches included depend on the assignment and the client's requirements. For a staffing agency like AppleOne, a background check may include some or all of the following:

Candidates should review the disclosure forms provided by the agency to see which searches apply to a given placement.

Lookback periods depend on the search type and applicable law. Under the FCRA, most negative information other than criminal convictions generally cannot be reported once it is more than seven years old, with exceptions for certain higher-salary positions. Criminal convictions can often be reported further back under federal law, but several states, including California, limit conviction reporting to seven years in most cases. Because AppleOne places candidates in many states, the rules that apply can differ from one assignment to another.

AppleOne does not publish a detailed public policy on placing candidates with felony records, and decisions are typically made case by case, often influenced by each client's requirements. Factors commonly considered include the nature and age of the offense and its relevance to the role. Many states and cities have adopted "ban-the-box" laws and fair chance rules that restrict when criminal history can be considered, and California's Fair Chance Act applies to many of the markets where AppleOne operates. Candidates with records are encouraged to register, be honest in the process, and discuss options with their hiring advisor.

Before a background check is run, candidates are typically asked to sign a disclosure and authorization form, either electronically or at a branch. Applicants should be prepared to provide their full legal name, date of birth, Social Security number, and address history, along with education and employment details for verification when required. Accurate, complete information helps searches run in the right jurisdictions and keeps placements from being delayed.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies prepare background reports and how employers and staffing agencies may use them. It requires written authorization before a report is ordered. If a report might lead to a lost placement or job offer, the agency or employer must first provide a copy of the report and a summary of rights, then give the candidate time to dispute inaccurate or incomplete information before finalizing the decision. Learn more in this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what AppleOne may see and help you identify potential inaccuracies before they affect your next placement. 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.