Elevance Health: Hiring, Background Check & Employment Verification FAQs

Elevance Health's roots trace back to 1946, when Mutual Hospital Insurance Inc. and Mutual Medical Insurance Inc. were formed in Indianapolis, Indiana, later becoming Blue Cross of Indiana and Blue Shield of Indiana. These entities entered a joint operating agreement in 1972 and merged to form Associated Insurance Companies by 1985, with the Anthem name already in use by that point. Separately, Blue Cross of California, later joined by Blue Shield, merged in 1996 to form WellPoint Health Networks Inc. In 2004, Anthem and WellPoint Health Networks merged in a landmark transaction, with the combined company eventually taking the WellPoint name before rebranding as Anthem, Inc. in 2014.

In June 2022, Anthem announced a major corporate rebrand to Elevance Health, a portmanteau of "elevate" and "advance," reflecting the company's stated ambition to grow beyond traditional health insurance and support the total health of its members and communities. The rebrand did not affect the company's individual Anthem Blue Cross and Blue Shield product lines, which continued operating under their established, locally recognized names, but streamlined several other subsidiaries. As part of this transition, Elevance Health launched Carelon, its healthcare services division encompassing pharmacy benefits (CarelonRx) and clinical, behavioral, and complex care management services.

Today, Elevance Health is headquartered in Indianapolis, Indiana, and serves more than 47 million medical members and up to 112 million consumers overall through its broader portfolio of medical, pharmacy, behavioral, and clinical care solutions, generating close to $200 billion in annual revenue. The company operates as an independent licensee of the Blue Cross Blue Shield Association across 14 states. Elevance Health's workforce spans customer service and claims processing staff, clinical and behavioral health professionals, pharmacy benefit management personnel, and corporate functions supporting its large-scale health insurance operations.

Company culture and employee programs: Elevance Health has positioned itself around a "whole health" philosophy, aiming to serve members across their entire care journey rather than through single, isolated healthcare interactions. The company has been recognized for diversity and inclusion efforts, including recognition as a Best Place to Work for LGBTQ Equality. 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 health insurance and managed care industry, including Elevance Health, are legally permitted and, for many roles, required to conduct pre-employment background checks on job candidates, given access to sensitive member health information and financial data. 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.

Elevance Health is generally reported to conduct background checks as part of its hiring process, which is standard for health insurance and healthcare services employers, particularly given HIPAA-related data privacy considerations for roles with access to protected health information.

The hiring process for roles at Elevance Health typically includes an application, one or more interviews, and a background check prior to a final offer. Certain clinical or licensed roles may also require verification of relevant professional credentials.

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 a health insurance role may include:

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

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 role, particularly for positions involving access to sensitive health and financial data. Some states 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 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 Elevance Health 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 Elevance Health 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.