Choice Home Warranty: Hiring, Background Check & Employment Verification FAQs

Choice Home Warranty was founded in 2005 and is headquartered in Edison, New Jersey. Victor Hakim is the company's founder and chairman. The business sells home warranty service contracts to homeowners, home buyers and sellers, and real estate professionals, covering the cost of repairing or replacing properly maintained major systems and appliances that fail through normal wear and tear.

The operating model is straightforward. A policyholder calls the company's claims center and pays a service call fee when a covered item breaks down, and Choice dispatches a technician from its contractor network. The company describes itself as technology first and says it services claims through a network of more than 15,000 independent contractors, which means much of the trade work is performed by third-party service providers rather than by direct employees.

Choice expanded meaningfully in 2022. On February 7 of that year the company announced it had acquired certain assets of Home Warranty of America, an Illinois-based provider founded in 1996 that was known for serving real estate professionals. Choice said it would continue to operate Home Warranty of America as a stand-alone brand. Financial terms of the transaction were not disclosed.

Because the business combines direct-to-consumer sales with high-volume claims handling, most Choice Home Warranty employees work in office and contact center functions. Common roles include inside sales and renewal representatives, claims authorizers, customer service and retention agents, contractor relations and network specialists, real estate account managers, and corporate staff across finance, marketing, technology, compliance, and human resources.

Company culture and employee programs:

The company emphasizes a hands-on service model, describing a structure in which a policyholder works with a small dedicated team of representatives on a claim rather than being passed between clerks in a large department. For employees, that translates into customer-facing work with performance expectations tied to call handling, resolution, and retention. Candidates should expect the following:

Yes. Employers in the home warranty and home services industry, including Choice Home Warranty, are legally permitted to conduct pre-employment background checks on job candidates so long as they follow applicable federal, state, and local law. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which sets out requirements for standalone disclosure, written candidate authorization, and a two-step adverse action process. New Jersey, where the company is headquartered, also has its own fair chance hiring statute that shapes when criminal history questions may be asked.

Choice Home Warranty is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among consumer services and contact center employers. Employees in sales, claims, and customer service roles routinely handle customer contact details, contract records, and payment information, which is a common reason employers in this sector screen new hires. The specific components of a Choice Home Warranty background check may vary by role, by state, and by the level of access to financial or customer data the position carries.

The Choice Home Warranty hiring process typically begins with an online application through the company's careers page or a job board. Candidates who match the requirements are usually contacted by a recruiter for a phone screen, followed by one or more interviews with a hiring manager or department lead, which may be conducted virtually or on site in Edison. Sales roles often include questions about quota-carrying experience and comfort with a call-based environment. Candidates who receive a conditional offer are generally asked to complete a disclosure and authorization form for a background check before a start date is confirmed. Onboarding and product training follow once pre-employment requirements are cleared.

Turnaround varies with the searches ordered, how quickly courts and past employers respond, and how many jurisdictions a candidate's history spans. Many reports come back within a few business days, while multi-county criminal searches or verifications that depend on a third party can extend the timeline. Candidates who want more detail on what drives these differences can read about background check turnaround times.

The employer decides which searches are included in a report. For a home warranty and consumer services employer such as Choice Home Warranty, a background check may include some or all of the following:

Read the disclosure and consent documents you receive during hiring to see which searches apply to your specific role.

The lookback period depends on the search type and on the law of the state where the candidate lives or works. Under the FCRA, consumer reporting agencies generally may not report most adverse information older than seven years, with limited exceptions tied to salary thresholds and to certain record types such as criminal convictions. Some states apply stricter limits, and a number of states restrict or prohibit the use of credit history in hiring decisions altogether. Candidates with records in more than one jurisdiction may see different windows applied to different searches inside the same report.

The company does not publish a detailed policy on applicants with felony records, and decisions of this kind are typically made case by case. Employers commonly weigh the nature and seriousness of the offense, how much time has passed, and whether the record relates to the responsibilities of the job. New Jersey and many other states have enacted "ban-the-box" laws that restrict when criminal history may be asked about during the application process and often require an individualized assessment before a record is used to deny a role. Applicants are encouraged to be truthful on their application and to be prepared to discuss their background if it comes up.

Candidates are generally asked to review a standalone disclosure and provide written consent before screening begins. Be prepared to supply your full legal name, date of birth, Social Security number, and address history so that searches run in the correct jurisdictions. Roles that involve licensed insurance or service contract sales in certain states may also require state-specific registration or licensing steps alongside the background check. Accurate information reduces the chance of delays or mismatched records.

The Fair Credit Reporting Act is the US federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain written authorization before ordering a report, to provide a copy of the report and a summary of rights before taking adverse action based on it, and to give the candidate a real opportunity to dispute inaccurate or incomplete information before a final decision. For a fuller explanation of how the FCRA works together with Equal Employment Opportunity Commission guidance, see Fair Credit Reporting Act (FCRA).

Not necessarily. Choice Home Warranty fulfills claims through a large network of independent service contractors rather than employing the technicians directly, and screening standards for independent contractors are set separately from employee hiring standards. Home services companies commonly ask network contractors to meet licensing, insurance, and screening requirements as a condition of receiving work orders, but the specifics are governed by the contractor agreement and by state licensing rules for the relevant trade. Technicians interested in joining the network should review the company's contractor servicing guidelines and confirm requirements directly during onboarding.

Running a personal background check with Checkr lets you preview what Choice Home Warranty may see and helps you identify potential inaccuracies before they affect your 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.