Aston Carter: Company Profile & Background Check FAQs

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Aston Carter: Company Profile & Background Check FAQs

Aston Carter is a professional staffing and consulting firm that places candidates in accounting, finance, HR, business operations, and administrative roles across North America. As a staffing agency, Aston Carter screens candidates before placing them with client companies - and the depth of that screening can vary based on client requirements. This article covers how Aston Carter operates and answers common questions about their background check process.

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Aston Carter: Company overview

Founded in 1997, Aston Carter is a staffing and professional services firm headquartered in Hanover, Maryland, near Baltimore. The company operates offices across the US and Canada and places professionals in both contract and permanent positions. Aston Carter focuses specifically on white-collar functional areas, including accounting, finance, human resources, business operations, supply chain, procurement, and administrative support roles.

Aston Carter is a subsidiary of Allegis Group, one of the largest staffing companies in North America. Operating under the Allegis umbrella gives Aston Carter access to significant infrastructure and a broad client network spanning industries such as financial services, healthcare, technology, manufacturing, and professional services.

Because Aston Carter functions as a staffing intermediary, candidates who apply through Aston Carter are typically screened before being presented to or placed with client employers. The scope and depth of that screening depends in part on what the end client requires, which means background check requirements can vary from one placement to another.

Company culture and employee programs:

Health, dental, and vision benefits for eligible employees and contractors
401(k) retirement savings plan options
Paid time off and holiday schedules for qualifying roles
Access to training and professional development resources
Career coaching and placement support through the Aston Carter talent network
Employee assistance program (EAP) services

Aston Carter background check FAQs

Does Aston Carter do background checks?

Yes. Aston Carter conducts background checks on candidates during the hiring and placement process. Because Aston Carter is a staffing agency rather than a direct employer in most cases, the timing and scope of the background check often reflects the requirements of the client company where the candidate will be placed. Clients in regulated industries such as financial services or healthcare may require more comprehensive screening, while clients in other sectors may have narrower requirements. Candidates should expect that some form of background screening is part of the process for most roles.

How long can an Aston Carter background check take?

Most background checks conducted through staffing agencies like Aston Carter complete within 2 to 5 business days, though the timeline can vary. Several factors influence how long the process takes, including:

The number and type of screenings included (criminal, employment verification, education, drug testing)
How quickly previous employers or educational institutions respond to verification requests
Court access delays in jurisdictions with limited electronic records
Whether international records need to be checked
The specific requirements of the client company where the candidate is being placed

For placements in industries with more rigorous screening requirements, the process may take longer. Candidates are generally advised to respond promptly to any requests for additional information, as delays on the candidate side can slow the overall timeline. See Checkr's guide to background check turnaround times for more detail.

What can be revealed in an Aston Carter background check?

The specific components of an Aston Carter background check depend on the role and what the client company requires. Common elements of a staffing agency background check may include:

Criminal history search: A review of county, state, and federal criminal records to identify felony or misdemeanor convictions
[SSN trace](https://checkr.com/resources/articles/ssn-trace): Verifies the candidate's Social Security Number and helps identify aliases or prior addresses to ensure a thorough criminal search
Employment verification: Confirms prior job titles, employers, and dates of employment reported on the candidate's resume
Education verification: Confirms degrees, certifications, or other credentials the candidate has listed
[sex-offender registry](https://checkr.com/resources/articles/sex-offender-registry): Checks national and state sex offender registries
[global watchlist](https://checkr.com/resources/articles/global-watchlist): Reviews sanctions lists, terrorist watchlists, and other restricted party databases
Drug screening: Some roles or clients may require a pre-placement drug test, particularly in safety-sensitive environments
Credit history check: May be included for roles involving financial responsibilities, such as accounting or finance positions, subject to applicable state laws
Motor vehicle records (MVR): Relevant for positions that require driving as part of the role

The combination of checks applied to any given candidate will reflect the requirements of the specific placement opportunity.

How far back can Aston Carter's background check go?

The look-back period for a background check depends on the type of record being reviewed and applicable federal and state laws.

Criminal records: Under the Fair Credit Reporting Act (FCRA), consumer reporting agencies generally cannot report criminal convictions older than 7 years for positions where the expected annual salary is below a specified threshold. For higher-salary roles, there is no FCRA-imposed limit on how far back criminal convictions can be reported. However, many states have enacted stricter rules that cap reporting at 7 years regardless of salary. Arrests that did not lead to conviction are also subject to restrictions in many states.
Employment and education verification: There is no standard regulatory limit on how far back employment or education records can be verified, and employers often verify all positions or degrees listed on a resume.
Credit history: Consumer credit reports typically reflect the past 7 years of activity.
Drug testing: Drug tests reflect current substance use at the time of testing and are not historical records.

Because Aston Carter places candidates across multiple states, the applicable rules will depend on the laws where the work is being performed. Candidates should be aware that state-specific "ban-the-box" laws may also affect when and how criminal history can be considered in the process.

What is the FCRA and how does it protect candidates?

The Fair Credit Reporting Act (FCRA) is a federal law that governs how background checks are conducted and how the information in them can be used in hiring decisions. Key FCRA protections for candidates include:

Written disclosure and authorization: Before a background check can be run, the employer or staffing agency must provide a clear written disclosure that a background check will be conducted and obtain the candidate's written consent.
Pre-adverse action notice: If information in the background check may result in a negative hiring decision, the employer must first provide the candidate with a copy of the report and a summary of their rights under the FCRA. This gives the candidate an opportunity to review the report and dispute any inaccuracies before a final decision is made.
Adverse action notice: If the employer proceeds with a decision not to hire or place the candidate, the candidate must receive an adverse action notice along with information about the reporting agency, the candidate's right to request a free copy of the report, and their right to dispute inaccurate information.
Dispute rights: Candidates have the right to dispute inaccurate or incomplete information in their background report with the reporting agency.

The FCRA applies to staffing agencies and their clients alike, so these protections are relevant throughout Aston Carter's screening process.

Does Aston Carter conduct background checks before or after an offer?

In most cases, staffing agencies like Aston Carter initiate background checks after a conditional offer has been extended to a candidate, though practices can vary by role, client, and location. For some placements, the screening may happen earlier in the process - particularly if the client requires pre-screening before a formal offer is made. Candidates should expect to provide authorization for background screening at some point before a final placement is confirmed.

What happens if an Aston Carter background check comes back with a discrepancy?

If a background check reveals information that differs from what a candidate reported, or that raises a concern for the client company, Aston Carter will typically pause the placement process to review the findings. Common discrepancies include differences in employment dates, job titles that don't match what was listed on a resume, or criminal records that were not disclosed.

Before any adverse action is taken, the FCRA requires that the candidate receive a pre-adverse action notice and a copy of the background report, giving them the opportunity to review the findings and dispute any information they believe is inaccurate. If a discrepancy turns out to be a data error, the candidate can work with Checkr to correct the record.

What happens if you fail an Aston Carter background check?

Not every negative finding automatically disqualifies a candidate. Staffing agencies and their clients are required under FCRA guidelines to conduct an individualized assessment, which means evaluating the nature of the offense, how long ago it occurred, and how relevant it is to the specific role. Factors considered may include:

The type of offense and whether it is directly related to the responsibilities of the position
The amount of time that has passed since the offense
Evidence of rehabilitation or subsequent conduct
The candidate's overall history and qualifications

If Aston Carter or the client company decides not to proceed based on background check results, the candidate will receive an adverse action notice as required by the FCRA, along with information about their rights to dispute the findings. State and local ban-the-box laws may also apply, providing additional protections depending on the location of the placement.

Does Aston Carter's background check include misdemeanors?

Yes. Background checks conducted through staffing agencies typically include both felony and misdemeanor records. Misdemeanor convictions can appear in county, state, and federal criminal records searches, depending on where the offense was recorded and the scope of the search conducted.

Whether a misdemeanor affects a candidate's placement will depend on the nature of the offense, the requirements of the client company, the type of role, and applicable state laws. As with felony records, an individualized assessment is required before any adverse action is taken.

What is the Aston Carter hiring process?

Because Aston Carter is a staffing agency, the path from initial contact to placement typically involves both Aston Carter's internal process and the requirements of the client company. A general sequence looks like:

Application: Candidates apply for open roles through Aston Carter's website or are contacted by a recruiter based on their skills and experience.
Recruiter screening: An Aston Carter recruiter reviews the candidate's background and conducts a phone or video screen to assess qualifications and fit.
Candidate profile review: The recruiter works with the candidate to align their experience and goals with available opportunities and client requirements.
Client submission: Qualified candidates are presented to client companies for consideration.
Client interview: Depending on the role, the client may conduct one or more interviews directly with the candidate.
Conditional offer: Once a client selects a candidate, a conditional offer is extended, contingent on successful completion of screening.
Background check: Aston Carter initiates the background check process, which may include criminal history, employment verification, education verification, and other components as required.
Drug screening (if applicable): Some client requirements or role types include a pre-placement drug test.
Final placement: Upon successful completion of all screening requirements, the candidate is placed in the role and onboarding begins.

Order your own background check

Running a personal background check with Checkr lets you preview what Aston Carter or a client company may see and helps you identify potential inaccuracies before they affect a placement decision. In one secure report you can review:

Criminal history searches: SSN trace, sex-offender registry, global watchlists, plus national, county, state, and federal court records.
Motor vehicle records: Search a state's DMV, confirm driver's license status, and identify driving incidents.

Create your report at Checkr Personal Background Checks. To share verified credentials directly with recruiters or hiring managers, build 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.