Diario Las Américas: Hiring, Background Check & Employment Verification FAQs

Diario Las Américas was founded on July 4, 1953, by brothers Horacio and Francisco Aguirre, who were of Nicaraguan origin. It was the first Spanish-language newspaper established in South Florida and is among the oldest Spanish-language newspapers in the United States, following La Opinión in Los Angeles. For decades it has been a fixture of Miami's Hispanic media landscape, covering local and national news alongside events in Cuba, Venezuela, Colombia, and the wider region.

The newspaper is headquartered on Coral Way in Miami, Florida. Ownership changed at the end of 2012, when the publication was acquired by the Mezerhane group, and it is currently owned by Nelson J. Mezerhane G. and published under the Américas Multimedia Group banner. It remains privately held.

Diario Las Américas publishes a print edition and operates diariolasamericas.com, a digital newsroom that launched online in June 2006. Coverage areas include local South Florida news, politics, international affairs with a focus on Latin America, business and finance, sports, entertainment, and opinion. The organization also produces advertising and sponsored content products for local and regional advertisers.

As a newspaper organization, its workforce covers newsroom and commercial functions. Typical roles include reporters, editors, copy editors, photographers and video journalists, digital producers and social media staff, page designers and production personnel, advertising sales representatives and account managers, circulation and distribution staff, and administrative and finance employees. Many editorial roles require professional fluency in Spanish, and bilingual Spanish and English skills are common across the organization.

Company culture and employee programs:

Newsroom work at a daily publication follows a deadline-driven rhythm, and editorial staff often work evenings, weekends, or shifting schedules depending on the news cycle. The organization's long history in Miami means much of its hiring draws on journalists and commercial staff with strong ties to the region's Hispanic communities. As a privately held publisher, Diario Las Américas does not publish detailed compensation or benefits information, so candidates should confirm pay, schedule, and benefits directly with the hiring manager during the interview process.

Yes. Employers in the media and publishing industry, including Diario Las Américas, are legally permitted to conduct pre-employment background checks on job candidates as long as they follow applicable federal, state, and local law. When screening is performed through a third-party provider, it is governed by the Fair Credit Reporting Act (FCRA), which requires a clear standalone disclosure, written candidate authorization, and a defined adverse action process before an employer may decline an applicant based on the report. Florida employers are also subject to state rules on how certain records may be used in hiring.

Diario Las Américas is generally reported to conduct background checks as part of its hiring process, which is consistent with common practice among media employers of its size. Newsroom and commercial staff may handle confidential source material, advertiser payment information, and access to company systems and facilities, and those responsibilities typically shape how a publisher approaches screening. The scope of any background check may vary by role and by department, and specific practices are not publicly documented.

Hiring at a newspaper of this size is usually handled directly by the department that has the opening. Candidates generally apply by submitting a resume and, for editorial roles, clips or a portfolio of published work. Editorial applicants often complete an interview with an editor and may be asked to write or edit a test piece, since Spanish-language writing ability is central to the job. Advertising and commercial candidates typically interview with a sales or business manager. Applicants who receive a conditional offer may be asked to authorize a background check before a start date is finalized. Onboarding and desk training follow once pre-employment steps are complete.

Turnaround varies with the searches requested and how quickly courts, schools, and prior employers respond. Many checks return within a few business days when searches are limited to one or two jurisdictions. Reports that require manual court record retrieval, that span multiple states, or that involve records or credentials from another country can take longer, and international verification is a common factor for candidates in Miami's media industry. For a closer look at what affects the timeline, see background check turnaround times.

The employer decides which searches to include. For a role at a newspaper or digital publisher, a pre-employment background check may cover some or all of the following:

Candidates should read the disclosure and authorization paperwork they receive, since it identifies the searches that will actually be run for their role.

The lookback window depends on the type of search and on state law. Under the FCRA, consumer reporting agencies are generally restricted from reporting most adverse information older than seven years, with exceptions for criminal convictions and for positions paying above a set salary threshold. Some states apply stricter limits than the federal rule. Employment and education verification are handled differently, because confirming a past job or a degree is a factual check rather than adverse information. A candidate who has lived or worked in several jurisdictions may see different windows applied across one report.

Diario Las Américas does not publish a policy on applicants with felony records, and decisions of this kind are typically made on a case-by-case basis. Employers generally weigh the nature and seriousness of the offense, how much time has passed, evidence of rehabilitation, and whether the record has any relationship to the duties of the job. Many states and municipalities have adopted "ban-the-box" laws that restrict when criminal history questions may be asked during the application process. Candidates are generally best served by answering accurately and being prepared to discuss the circumstances if the topic comes up.

Applicants are typically asked to sign a disclosure and provide written consent before any screening begins. Candidates should be ready to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history. Accuracy matters because these details determine which courts and records get searched, and inconsistencies are a frequent cause of delay. Candidates whose prior work or education took place outside the United States may be asked for additional documentation so verification can be completed.

The Fair Credit Reporting Act is the US federal law that governs how consumer reporting agencies collect, use, and share background check information for employment purposes. Under the FCRA, an employer must obtain written authorization before ordering a report, must provide a copy of the report and a summary of rights before taking adverse action based on it, and must give the candidate a reasonable opportunity to dispute inaccurate information before making a final decision. For a fuller explanation of how the FCRA and Equal Employment Opportunity Commission guidance apply to hiring, see Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Diario Las Américas may see and gives you time to 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 present verified credentials to editors and hiring managers, 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.