El Vocero de Puerto Rico: Hiring, Background Check & Employment Verification FAQs

El Vocero was originally founded in 1974 and grew into one of Puerto Rico's largest circulation newspapers by the mid-1990s, known in its early decades for tabloid-style coverage of crime and current events. After financial difficulties led to a bankruptcy filing in late 2013, a group of local Puerto Rican entrepreneurs organized as Publi-Inversiones acquired the rights to the publication and relaunched it in December 2013 under new ownership and editorial direction. The paper has operated as El Vocero de Puerto Rico since that relaunch and is headquartered on Avenida Ponce de León in San Juan.

Today El Vocero de Puerto Rico distributes as a free daily newspaper Monday through Friday, reaching readers through thousands of distribution points and street locations across San Juan and other municipalities, including the island municipalities of Vieques and Culebra. The company operates in the newspaper and media publishing industry, covering news, government, sports, business, and entertainment for a Spanish-speaking Puerto Rican audience. Company size estimates place the organization in the 51-200 employee range, consistent with a regional daily newsroom and distribution operation.

As a media and publishing company, El Vocero de Puerto Rico employs a mix of journalists, editors, photographers, sales and advertising staff, and distribution personnel who manage the paper's street-level and retail delivery network. The company's business model relies on advertising revenue supporting free distribution, which shapes staffing needs across both editorial and commercial teams.

Company culture and employee programs: El Vocero de Puerto Rico positions itself around community-focused journalism and being Puerto Rico's most widely read daily newspaper. The company's editorial staff cover breaking news alongside features on government, health, and entertainment topics relevant to Puerto Rican readers. Benefits, scheduling, and role structures vary by department and whether a position is editorial, sales, or distribution-focused, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the media and publishing industry, including El Vocero de Puerto Rico, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with applicable federal, Puerto Rico, and local laws. In the United States and its territories, employment screening involving consumer reporting agencies is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow adverse action procedures.

El Vocero de Puerto Rico is generally reported to follow standard hiring practices common in the media industry, which typically include background screening for editorial, sales, and administrative roles. As with most employers, the scope and depth of screening may vary by role and location, and candidates should confirm specifics directly with the company's hiring team.

The hiring process for roles at El Vocero de Puerto Rico typically follows a standard structure: application review, one or more interviews with hiring managers or department heads, and potentially a writing or skills assessment for editorial and sales positions. Given the company's relatively small workforce, hiring managers often play a direct role in interviewing and vetting candidates.

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 speed up or slow down the process.

A typical pre-employment background check for a media company role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state and territory-specific laws may extend or restrict this timeframe further depending on the type of record and role.

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 the position. Some jurisdictions, including certain areas of Puerto Rico, have adopted "ban-the-box" laws that restrict when employers can ask about criminal history during the hiring process.

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 local 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 El Vocero de Puerto Rico may see and help you identify potential inaccuracies before they affect your job application. In one secure report you can review:

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.

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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.