Cigna: Company Profile & Background Check FAQs

The Cigna Group was formed in 1982 through the merger of Connecticut General Corporation and INA Corporation, combining two long-established American insurance businesses under one name. The company is headquartered in Bloomfield, Connecticut, and its shares trade publicly under the ticker CI. Over four decades, Cigna has evolved from a traditional insurer into a diversified health services organization.

Today the company operates through two primary divisions. Cigna Healthcare provides medical, pharmacy, dental, behavioral, and related benefit plans for employers, individuals, and government program participants. Evernorth Health Services delivers pharmacy benefits, specialty pharmacy, and care services to health plans, employers, and other clients. Together, these businesses place Cigna among the largest health companies in the United States, with operations that also reach international markets.

Cigna reported approximately 73,500 employees as of 2024. Its workforce spans customer service and claims professionals, nurses and clinicians, pharmacists and pharmacy technicians, underwriters, actuaries, data and technology specialists, sales and account management teams, and corporate staff in finance, legal, compliance, and human resources.

Company culture and employee programs: Cigna presents itself as a mission-driven health company focused on improving the health and vitality of the people it serves. Employees generally have access to structured onboarding, professional development resources, and, for clinical roles, support for licensure and continuing education. Benefits vary by role, location, and schedule, so candidates should confirm details such as health coverage, retirement plans, and remote or hybrid arrangements during the hiring process.

Yes. Employers in the health insurance and health services industry, including Cigna, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local laws. In the United States, screening is governed by the Fair Credit Reporting Act (FCRA), which requires written consent, disclosures, and adverse action procedures. Healthcare-related employers may also be subject to additional requirements, such as exclusion list checks for roles connected to federal health programs.

Cigna is generally reported to conduct background checks as part of its hiring process, consistent with standard practice across the health insurance industry. Employees routinely handle protected health information, payment data, and other sensitive records, which shapes how health companies approach screening. The scope of the Cigna background check may vary by role and location, and clinical or pharmacy positions may involve additional verifications, such as license checks and healthcare sanctions searches.

While steps vary by team, the Cigna hiring process typically begins with an online application through the company's careers site. Selected candidates usually complete a recruiter phone screen followed by one or more interviews with hiring managers, which may be conducted virtually. Some roles include assessments or panel interviews. Candidates who receive a conditional offer are generally asked to consent to a background check, and certain roles may also require a drug screening before a start date is confirmed.

Turnaround depends on the searches ordered, court and agency responsiveness, and how many jurisdictions must be checked. Many background checks are completed within a few business days, while reports involving multiple county searches, license verifications, or employment history checks can take longer. Candidates can learn more by reviewing background check turnaround times.

Employers select screening components based on the role. For a health services company like Cigna, a background check may include some or all of the following:

Candidates should review their disclosure and consent forms to understand which searches apply to their role.

Lookback periods depend on the type of search and the laws of the states involved. Under the FCRA, consumer reporting agencies generally cannot report most types of negative information older than seven years, though convictions can often be reported further back and exceptions exist for certain higher-salary positions. Some states impose stricter limits, so candidates with history in multiple states may see different lookback windows applied within the same report.

Cigna's internal policies on candidates with felony records are not publicly detailed, and decisions are typically made on a case-by-case basis. Employers in regulated industries often weigh the nature and age of the offense against the role, and positions touching federal healthcare programs or financial data may face stricter legal constraints. Many states and localities have adopted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates with records should respond honestly and be prepared to provide context if asked.

Candidates will typically be asked to provide written consent before a background check begins, usually after a conditional offer. Applicants should be prepared to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history, plus license numbers for clinical or credentialed roles. Providing complete and accurate information helps ensure searches cover the correct jurisdictions and keeps the process on schedule.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires written consent before an employer orders a report, and if an employer intends to take adverse action based on the results, the candidate must receive a copy of the report and a summary of rights, along with an opportunity to dispute inaccurate information before a final decision. For more detail, visit this overview of the Fair Credit Reporting Act (FCRA).

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