Clipboard Health: Hiring, Background Check & Employment Verification FAQs

Founded in 2016 and headquartered in San Francisco, California, Clipboard Health built a marketplace that lets healthcare facilities post open shifts and lets credentialed professionals browse and claim them based on location, pay rate, and timing. The model is designed around a persistent problem in the industry, which is that skilled nursing facilities, long-term care communities, and hospitals often need qualified coverage on short notice and have no efficient way to find it. Rather than running a traditional agency branch network, the company approaches the problem as a software and logistics challenge.

The professionals who work through the platform include registered nurses, licensed practical and vocational nurses, certified nursing assistants, and a range of allied health roles. Facilities on the other side of the marketplace span skilled nursing, long-term care, assisted living, and acute care settings. As of early 2025, published reporting on the company described a network serving tens of thousands of healthcare professionals and working with more than 1,000 healthcare facilities across the United States.

Clipboard Health itself operates with a distributed, remote-first corporate team rather than a large physical office footprint. Internal roles include recruiting and onboarding specialists, customer support and account management, marketplace operations, engineering, and product. The company has raised venture funding across multiple rounds and has said publicly that it reached profitability in 2022. Because it sits between workers and regulated care environments, credentialing and compliance are central to how the marketplace functions.

Company culture and employee programs:

Clipboard Health describes itself as a remote, globally distributed organization, and its corporate roles are generally advertised as work-from-anywhere positions. Healthcare professionals who take shifts through the platform are typically onboarded through a document and credential upload process rather than a conventional in-office orientation, and they choose their own schedules rather than being assigned to fixed rotations. Pay rates, available shift types, and any additional facility-specific requirements vary by market and by the facility posting the shift, so candidates should confirm details for their own location during onboarding.

Yes. Employers and staffing platforms in the healthcare industry, including Clipboard Health, are legally permitted to conduct pre-employment and pre-placement background checks, provided they follow applicable federal, state, and local law. In the United States, screening conducted through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which sets rules for disclosure, written consent, and adverse action. Healthcare settings add another layer, because many states require criminal history checks or registry clearances before a worker can provide direct patient care.

Clipboard Health is generally reported to require background checks and credential verification before a professional can claim shifts. This is consistent with standard practice across healthcare staffing, where facilities are responsible for who works on their floors and often require documented screening for anyone with patient contact. The exact scope of a Clipboard Health background check may vary by state, by facility, and by the type of role, since licensing boards and state health agencies impose different requirements on different credentials.

The Clipboard Health hiring process differs depending on whether a candidate is joining the corporate team or signing up to work shifts through the marketplace. Professionals joining the platform generally create an account, select their credential type, and upload documentation such as a license or certification, identification, and any required health records. Screening and credential review follow, and once the account is cleared the professional can begin browsing and booking shifts. Candidates applying for corporate roles typically submit an application online, complete one or more remote interviews, and then receive a conditional offer that may be contingent on a background check.

Turnaround depends on which searches are ordered, how quickly courts and licensing boards respond, and whether the candidate has lived or worked in multiple jurisdictions. Many reports come back within a few business days, while searches that reach into several counties, involve common names, or require manual court retrieval can take longer. Credential and license verification can add time if a state board is slow to respond. Candidates who want a fuller picture of typical timing can review background check turnaround times.

The employer or facility determines which searches are included. For healthcare staffing roles, a background check may include some or all of the following:

Candidates should read the disclosure and consent forms provided during onboarding to see which searches apply to their role and state.

The lookback window depends on the search type and on state law. Under the FCRA, consumer reporting agencies are generally restricted from reporting most adverse information older than seven years, although convictions may be reportable indefinitely in many states and exceptions exist for higher-salary positions. Several states apply stricter limits, and some healthcare-specific statutes require registry or abuse-registry checks that operate on their own rules. A candidate with history in more than one state may see different lookback periods applied to different parts of the same report.

Clipboard Health does not publish a detailed policy on candidates with felony records, and outcomes in healthcare staffing are generally handled case by case. The nature of the offense, how long ago it occurred, and its relevance to patient care all tend to matter, and some states independently bar specific convictions from direct-care roles regardless of employer preference. Many states and cities have adopted "ban-the-box" laws that limit when criminal history can be asked about during an application. Candidates are encouraged to answer honestly and to be ready to discuss their record if it comes up.

Candidates are typically asked to provide written consent before any screening is initiated, usually through a disclosure form presented during onboarding. Expect to supply a full legal name, date of birth, Social Security number, and address history, along with credential documentation such as a license number and issuing state. Accurate information matters, because mismatched names or missing addresses are among the most common causes of delay in a healthcare screening file.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies gather, use, and share background check information. It requires employers to obtain written permission before ordering a report, to give the candidate a copy of the report and a summary of rights before taking adverse action, and to allow time to dispute anything inaccurate before a final decision is made. For a fuller explanation of how the statute and Equal Employment Opportunity Commission guidance apply together, see this overview of the Fair Credit Reporting Act (FCRA).

Requirements vary by role and by state, but professionals generally need an active license or certification appropriate to the work they want to claim, such as an RN, LPN, LVN, or CNA credential. Facilities commonly ask for proof of identity, current immunization records, and in many cases a recent tuberculosis screening or physical. Some states and facilities add their own registry clearances for direct-care staff. Because these requirements are set by state boards and by the individual facility posting the shift, candidates should confirm the exact list for their market during onboarding.

Running a personal background check with Checkr lets you preview what Clipboard Health may see and gives you a chance to spot potential inaccuracies before they affect a placement. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To share verified credentials with recruiters and hiring managers before they ask, build a free Checkr Profile.

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.