Concentra: Hiring, Background Check & Employment Verification FAQs

Concentra's origins trace to 1979, when the original company, OccuSystems Inc., was founded in Amarillo, Texas, by Dr. Richard Rhem and other clinicians with a sharp focus on occupational health services that remains the company's core competency to this day. Over subsequent decades, Concentra grew through numerous mergers and ownership transitions, including a period under health insurer Humana and later under Select Medical Corporation, a major healthcare operator. In November 2001, the company acquired National Healthcare Resources, further expanding its occupational health network.

In February 2018, Concentra combined with U.S. HealthWorks, a similarly focused occupational health provider network that had itself been founded in 1995 and was owned by Dignity Health, in a transaction between Dignity Health and Select Medical; the two networks fully merged under the Concentra brand by 2019, significantly expanding Concentra's combined footprint of medical centers. Concentra operated as a subsidiary of Select Medical Corporation, which owned 100% of the company's outstanding membership interests as of the end of 2023. In January 2024, Select Medical announced its intention to separate Concentra into a new, independently publicly traded company through a spin-off distribution, which was completed later in 2024, with Concentra beginning to trade on the New York Stock Exchange under the ticker CON.

Today, Concentra is headquartered in Addison, Texas, operating more than 625 occupational health centers and 410 onsite health clinics at employer worksites across 44 to 47 states, along with Concentra Telemed virtual care services. The company employs approximately 12,000 to 13,000 colleagues and affiliated physicians and clinicians, treating an average of approximately 50,000 patients per day and working with more than 185,000 employers nationwide. Concentra's workforce includes physicians, physician assistants, and nurse practitioners, physical therapists, medical assistants and clinic support staff, and drug and alcohol testing technicians supporting its occupational health centers.

Company culture and employee programs: Concentra describes its mission as improving the health of America's workforce, one patient at a time, guided by what the company calls its "Orange Book" principles, emphasizing a healing focus, a selfless heart, and a tireless resolve. The company has built a reputation for evidence-based occupational medicine practices aimed at helping injured workers return to work safely and efficiently. Benefits, training, and advancement opportunities can vary by role and location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the occupational health and clinical services industry, including Concentra, are legally required to conduct thorough background checks on employee candidates, given healthcare licensing requirements and the clinical nature of the work in addition to standard employment screening. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow adverse action procedures.

Concentra is generally reported to conduct background checks as part of its hiring process, which is standard and often mandated for healthcare employers, particularly for clinical roles involving direct patient care and access to patient health records.

The hiring process for clinical and support roles at Concentra typically includes an application, one or more interviews, verification of any required medical licenses or certifications, and a background check prior to a final offer.

Background check timelines can vary based on the type of screening requested and how quickly records can be verified. Learn more about typical background check turnaround times to understand what factors can affect the process.

A typical pre-employment background check for an occupational health clinic role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state healthcare licensing requirements for clinical staff may involve more extensive background review.

Hiring decisions involving candidates with criminal records are generally made on a case-by-case basis, taking into account the nature of the offense, how much time has passed, and its relevance to a role involving direct patient care, with state healthcare licensing regulations imposing additional restrictions for certain clinical positions. Some states have adopted "ban-the-box" laws that may apply differently in regulated healthcare contexts.

Candidates can generally expect to provide personal information such as full legal name, date of birth, and Social Security number, along with signed consent authorizing the background check, in compliance with FCRA and applicable state healthcare licensing requirements.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers can use background check information in hiring decisions. It requires employers to notify candidates before running a check, obtain written consent, and follow specific adverse action procedures if a decision is made based on background check results.

Running a personal background check with Checkr lets you preview what Concentra may see during the hiring process, helping you address any concerns before you apply. A personal background check can include:

Learn more about Checkr Personal Background Checks and explore your Checkr Profile to see what information may appear in your own background check.

If you're a candidate with a background check in progress through Checkr as part of your application to Concentra or another employer, you can check your status through the Candidate Portal. For additional support, visit the Checkr Help Center.

The information provided in this article does not, and is not intended to, constitute legal advice. All information is for general informational purposes only. Checkr does not guarantee the accuracy, completeness, or usefulness of this information and is not responsible for any errors or omissions, or for the results obtained from the use of this information. This article may contain links to other third-party websites. Such links are only for the convenience of the reader. Checkr does not endorse the contents of the third-party sites and disclaims any affiliation with the companies mentioned in this article unless otherwise stated.