Deloitte: Company Profile & Background Check FAQs

Deloitte traces its origins to 1845, when William Welch Deloitte opened an accounting practice in London. US operations were established in the late 19th century, and over the following decades the firm grew through a series of mergers and expansions to become one of the largest professional services organizations in the world. Today, Deloitte is recognized as one of the "Big Four" professional services networks alongside EY, PwC, and KPMG, providing audit, consulting, financial advisory, tax and legal, and risk advisory services to clients across virtually every industry.

The Deloitte network operates across more than 150 countries and employs over 460,000 professionals globally. The US member firm, Deloitte LLP, is the largest in the network. Globally, the Deloitte network reported revenues of approximately $67.2 billion in fiscal year 2024, with the US firm generating approximately $33 billion of that total. Clients served by the network include Fortune 500 corporations, government agencies, financial institutions, and healthcare organizations. Deloitte operates as a network of legally separate but affiliated member firms rather than a single unified global entity.

Deloitte's four service lines reflect the breadth of work its professionals perform. Audit and Assurance provides independent assurance services and financial statement audits subject to oversight by the Public Company Accounting Oversight Board (PCAOB) and the Securities and Exchange Commission (SEC) for public company engagements. Strategy, Risk and Transactions combines advisory work across business strategy, mergers and acquisitions, restructuring, forensic accounting, and enterprise risk management. Technology and Transformation advises clients on technology strategy, digital transformation, AI and data, and cybersecurity. Tax and Legal provides tax planning, compliance, and legal advisory services. In 2024, Deloitte consolidated its prior five-division structure into these four business units.

Company culture and employee programs:

The firm has invested significantly in professional development, including through Deloitte University, a learning and leadership development center that offers training programs for professionals at all career levels. The firm offers programs designed to support employee well-being, including mental health resources and flexible work arrangements. Additional benefits for eligible professionals may include:

Yes. Deloitte conducts background checks for candidates across all service lines and positions. The depth and components of the background check vary by role. Audit and financial advisory positions, which involve access to client financial records, regulated data, and engagements subject to SEC and PCAOB oversight, may require more extensive screening than roles in other practice areas. Candidates applying from outside the United States or with international employment history may face additional verification steps, as Deloitte operates in over 150 countries and may need to verify records across multiple jurisdictions.

For professional services roles at Deloitte, the background check process typically takes two to four weeks, which is longer than many industries. This extended timeline reflects the scope of verification typically required, including education credential checks, employment history verification across multiple prior employers, professional license and certification verification, and international record searches that are common in a globally connected firm. Factors that may extend the timeline further include:

For general guidance on typical timelines, see Checkr's resource on background check turnaround times.

A background check report for a Deloitte candidate may include several categories of information depending on the role and location. Common components include:

The FCRA standard look-back period for most criminal records is seven years for most positions. However, several factors can affect the applicable look-back period:

Many states and municipalities also have "ban-the-box" laws that restrict when and how employers may ask about criminal history during the hiring process. Candidates should review the laws applicable in their state or city.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how employers may use consumer reports in hiring decisions. Under the FCRA, employers must obtain written authorization from the candidate before ordering a background check. If the employer intends to take adverse action based on findings in the report, they must first provide the candidate with a copy of the report and a written summary of their rights, along with a pre-adverse action notice giving the candidate a reasonable opportunity to review the report and dispute any inaccurate information. If the employer proceeds with adverse action, a final adverse action notice must also be provided. EEOC guidance further recommends that employers conduct an individualized assessment that considers the nature of any offense, how much time has passed, and the relevance of the offense to the specific role being applied for.

Background checks at Deloitte are initiated after a conditional offer of employment is extended. The offer is contingent on the successful completion of the background check and any other pre-employment requirements. Candidates should not resign from current positions, relocate, or make other significant decisions based solely on a verbal or conditional offer until the background check has cleared and the offer has been formally confirmed in writing.

A discrepancy occurs when information provided by the candidate on the application does not match what the CRA finds in its records. Common discrepancies include employment dates that do not align with employer records, a degree that cannot be confirmed by the issuing institution, or a name or SSN mismatch. Under the FCRA, if Deloitte intends to take adverse action based on information in the background check report, including a discrepancy, the firm must issue a pre-adverse action notice. This gives the candidate a copy of the report and a reasonable period to review the findings and submit a dispute if any information is inaccurate or incomplete. Candidates can reduce discrepancy risk by reviewing their own records before applying and ensuring that all dates, titles, degree names, and credential details on the application are accurate and match official records exactly.

A background check result that raises a concern does not automatically disqualify a candidate. Under the FCRA and EEOC guidance, employers are expected to apply an individualized assessment rather than blanket disqualification based on any single finding. If Deloitte determines it may take adverse action based on background check results, the candidate will receive a pre-adverse action notice with a copy of the report and a summary of rights, along with a reasonable period to review the findings and dispute any inaccuracies. For roles in Deloitte's audit and financial advisory practices that require clearance under SEC or PCAOB rules, or for positions requiring security clearances with government clients, certain findings may carry additional significance based on regulatory requirements that apply to those roles specifically.

Yes. A comprehensive background check at the county level typically surfaces both misdemeanor and felony criminal records. County criminal searches, which are a standard component of pre-employment screening, include misdemeanor convictions in addition to felonies. Whether a misdemeanor affects a candidate's prospects at Deloitte depends on several factors, including the nature of the offense, how much time has passed, applicable state law, and the relevance of the offense to the specific role. For roles in Deloitte's audit and financial advisory practices, which operate under SEC and PCAOB oversight, financial crimes or offenses involving dishonesty, fraud, or breach of fiduciary duty may be more material than offenses unrelated to financial responsibility.

The Deloitte hiring process for professional-level roles generally follows these steps:

Running a personal background check before applying to Deloitte allows candidates to verify that education credentials, employment dates, and professional certifications on their resume will match what the CRA finds during the firm's screening process. Identifying and correcting any inaccuracies in advance reduces the risk of discrepancies that could delay or complicate the offer process. In one report, you can review:

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

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.