Dynata: Company Profile & Background Check FAQs

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Dynata: Company Profile & Background Check FAQs

Dynata is one of the world's largest first-party data and insights platforms, connecting millions of survey respondents and panel members with companies that need market research data. The company offers a broad range of roles, from remote survey and panel positions to corporate, technology, and call center jobs, making it an employer of interest for job-seekers across many backgrounds. Below, we cover Dynata's company history, business model, employee programs, and straightforward answers to the most-searched questions about the Dynata background check process.

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Dynata: Company overview

Dynata traces its origins to two legacy research companies, Survey Sampling International (SSI) and Research Now, both of which were major forces in the market research and data collection industry for decades. SSI was founded in 1977 and became a global leader in survey sampling, while Research Now launched in 1999 as one of the first online panel providers. In 2017, private equity firms Court Square Capital Partners (which owned Research Now) and HGGC (which owned SSI) agreed to merge their respective portfolio companies under one roof. The combined entity rebranded as Dynata in 2019, bringing together extensive global panel assets, data technology infrastructure, and research services under a single unified brand.

Headquartered in Plano, Texas, Dynata operates across more than 90 countries and maintains a panel of over 60 million verified survey respondents in more than 70 markets worldwide. The company serves hundreds of clients in industries including consumer goods, financial services, healthcare, technology, and media. Dynata's core business involves providing first-party data, fielding surveys and research studies, and offering technology platforms that help clients gather consumer and business insights at scale. The company works with major brands, advertising agencies, consulting firms, and academic researchers who require reliable, representative data to inform business decisions.

Dynata employs a diverse workforce ranging from panel operations and call center staff to data scientists, software engineers, research consultants, and account management teams. A significant portion of its workforce operates in remote or hybrid settings, reflecting the data-collection nature of the business and the distributed structure of its global operations.

Company culture and employee programs:

Dynata offers positions across a wide range of functions, including survey operations, data quality, technology, client services, analytics, and corporate support roles.
Remote and work-from-home positions are available in many departments, particularly for survey panel roles and certain corporate functions.
The company has offices and operations across North America, Europe, Asia-Pacific, and Latin America, supporting both regional and global research projects.
Dynata provides competitive compensation packages for corporate and technology roles, with benefits that may include health coverage, retirement plans, and paid time off for eligible full-time employees.
Panel and survey-related positions may be structured as part-time, contract, or project-based roles depending on business needs and region.

Dynata background check FAQs

Does Dynata do background checks?

Yes. Dynata conducts background checks as part of its hiring process. The scope of screening may vary by role type. Corporate, technology, client services, and management positions typically involve more comprehensive checks, while panel-based or survey participant roles may have different or more limited screening requirements. Candidates who receive conditional offers can expect to be asked for written authorization to proceed with a background check before their start date is confirmed.

How long can a Dynata background check take?

Most employment background checks can be completed in three to five business days, but timing varies with the screenings ordered and the accessibility of records. Database searches can return results in minutes, whereas searches that require manual courthouse retrieval or additional verification may extend beyond a week. Factors that can affect turnaround include:

The number and type of screenings ordered (criminal, employment, education, identity)
The candidate's residential history across multiple counties or states
Court record availability and retrieval times in specific jurisdictions
Any discrepancies in application information that require follow-up

See Checkr's guide to background check turnaround times for details.

What can be revealed in a Dynata background check?

A Dynata background check report may include:

Identity and criminal history: SSN trace; county, state, federal, and national criminal record searches; sex-offender registry; global watchlists.
Employment verification: Confirmation of previous job titles, employers, and dates of employment listed on your application.
Education verification: Confirmation of degrees, diplomas, or certifications claimed on your application, if required for the role.
Advanced, role-specific searches, such as professional license verification or credit history checks for positions involving financial responsibilities or sensitive client data.

The specific screenings conducted depend on the position level, department, state regulations, and Dynata's internal hiring requirements for that role.

How far back can Dynata's background check go?

Look-back periods vary by state law, position, and the CRA's data sources. Many employers focus on the past seven years for most convictions, though this can differ based on state fair-chance laws and the nature of the role. Some states limit how far back employers can review criminal records, while others may allow or require longer look-back periods for certain positions. Candidates should review applicable state fair-chance or "ban-the-box" laws to understand local limits that may apply.

What is the FCRA and how does it protect candidates?

The Fair Credit Reporting Act (FCRA) is a federal law that governs how consumer reporting agencies collect, use, and share background information for employment purposes. Under the FCRA, Dynata must obtain written consent from a candidate before ordering a background report. If the company is considering taking an adverse action (such as rescinding a job offer) based in whole or in part on information in the report, it must:

Provide the candidate with a copy of the report and a summary of their FCRA rights before taking final action.
Allow a reasonable period (typically five business days) for the candidate to review the report and dispute any inaccurate or incomplete information.
Send a final adverse action notice if the decision stands after the review period.

EEOC guidance also recommends that employers conduct an individualized assessment considering the nature, age, and job-relevance of any findings before making a final hiring decision.

Does Dynata drug test?

Drug testing practices at Dynata vary by position, location, and applicable state and local laws. Pre-employment drug testing is more common for roles involving safety-sensitive responsibilities or on-site work at client facilities. Remote, corporate, or panel-focused roles may not require a drug test as a standard part of the hiring process. Candidates who receive a conditional offer should review any screening disclosures provided by Dynata at that stage for information specific to their role and location. Drug testing, where conducted, typically uses urine screening methods at an approved testing facility.

What is the Dynata hiring process?

The Dynata hiring process generally follows these steps:

Application - Submit your application online through the Dynata careers portal or a job board listing. Provide your resume, relevant experience, and any required materials.
Application review - Dynata's recruiting team reviews submissions and screens for candidates who meet the minimum qualifications for the role.
Initial screening - Qualified candidates are typically contacted for a phone or video screening with a recruiter to discuss the role, background, and availability.
Interviews - Depending on the position, candidates may participate in one or more structured interviews with hiring managers and team members. Technical or role-specific assessments may be included for certain positions.
Conditional offer - Candidates who advance through the interview process may receive a conditional offer of employment contingent on successful completion of background screening.
Background check - After accepting a conditional offer and providing written consent, candidates undergo a background check conducted by a third-party CRA. Timing typically ranges from three to five business days.
Onboarding - Once the background check is cleared and all pre-hire requirements are met, candidates receive final offer documentation and begin the onboarding process, which may include remote orientation, equipment setup for work-from-home roles, and access provisioning.

What are Dynata background check requirements?

Dynata background check requirements vary by position and location. Standard requirements typically include:

Written consent: Candidates must provide written authorization for Dynata to obtain a background report, as required by the FCRA.
Accurate application information: Information provided on your application should be complete and accurate, as discrepancies between application data and background report findings can create delays or raise concerns during review.
Compliance with state and local laws: Background check procedures must comply with applicable regulations, including fair-chance hiring laws, ban-the-box ordinances, and look-back period restrictions that vary by jurisdiction.
Position-specific screenings: Certain roles may require additional screenings such as employment verification, education verification, professional license confirmation, or credit history checks depending on job responsibilities.

Candidates receive disclosure documents explaining their rights under the FCRA and the scope of screenings that may be conducted.

How do you know if you passed your Dynata background check?

Dynata or its third-party CRA will typically communicate the outcome of the background check directly to the candidate. If the check is clear, you may receive confirmation from the recruiter or an automated notification, often followed by final offer paperwork and onboarding instructions. If a potential issue is identified, Dynata must follow the FCRA's pre-adverse action process, which includes providing you with a copy of the report and time to review and dispute any information before a final decision is made. Checking the candidate portal provided by the CRA during the process can also give you visibility into the status of your report.

Order your own background check

Running a personal background check with Checkr lets you preview what Dynata may see and help you identify potential inaccuracies before they affect your application. In one secure report you can review:

Criminal history searches: Search databases and registries; SSN trace, sex-offender registry, global watchlists, plus national, county, state, and federal court records.
Motor vehicle records: Search a state's DMV, confirm driver's license, and identify driving incidents if relevant to your role.
Employment and education history: Understand what previous employers or educational institutions may report when contacted for verification.

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.

Are you a candidate with an open background check with Checkr?

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.