Epic Systems: Hiring, Background Check & Employment Verification FAQs

Epic was founded in 1979 by Judith Faulkner, who started the business with a modest initial investment after completing a graduate degree in computer science. The company built its reputation on large-scale clinical software, and it has grown into the largest electronic health record vendor by market share in the United States. Epic reports that more than 325 million patients have a current electronic record in its systems.

The company is headquartered in Verona, Wisconsin, a small city southwest of Madison, where it moved its operations in 2005. Its campus is unusually large for a software company and is known for themed office buildings, extensive grounds, and an underground auditorium. Epic remains privately held and has never taken venture funding or gone public, an approach Faulkner has maintained throughout the company's history. CNBC reported in 2024 that the company employs roughly 14,000 people, which makes it one of the largest private employers in Dane County, Wisconsin.

Epic's product suite spans inpatient and ambulatory clinical documentation, revenue cycle and billing, patient scheduling, pharmacy, laboratory and imaging workflows, population health tools, and the MyChart patient portal. Its customers are health systems, academic medical centers, community hospitals, and physician groups, which means Epic staff regularly work alongside clinical and administrative teams inside healthcare organizations. Implementation and support work frequently involves travel to customer sites, and employees can encounter protected health information in the course of testing, troubleshooting, and supporting live clinical systems.

Company culture and employee programs:

Epic hires heavily for software developers, quality assurance engineers, technical services and technical solutions engineers, implementation consultants, project managers, trainers, user experience designers, and corporate functions such as finance, legal, and recruiting. The company is known for recruiting recent graduates from a wide range of academic backgrounds and training them internally, and new employees typically complete a structured onboarding and certification process tied to the specific application they will support. Roles are largely based at the Verona campus, and many customer-facing positions involve regular travel. Compensation, benefits, relocation support, and remote-work eligibility vary by role and team, so candidates should confirm specifics with their recruiter during the hiring process.

Yes. Employers in the healthcare software and technology industry, including Epic Systems, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local laws. In the United States, background screening is governed by the Fair Credit Reporting Act (FCRA), which sets requirements around disclosure, written candidate authorization, and the adverse action process. Because healthcare software vendors work inside client environments that contain protected health information, customers frequently impose contractual vetting expectations on the vendors and consultants who access their systems.

Epic Systems is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among healthcare technology employers. Staff in implementation, support, and engineering roles can have access to clinical systems and sensitive patient data, and many travel to hospital sites where the customer sets its own access requirements. The precise scope of an Epic Systems background check may vary depending on the role, the customer engagement, and the state or country where the position is based.

Epic is known for a multi-stage process that begins with an online application and, for many roles, an online assessment that may include logic, aptitude, or problem-solving components. Candidates who advance typically complete one or more interviews with recruiters and team members, and some technical positions include a coding or skills exercise. Later-stage candidates are often invited to an onsite or virtual interview day at the Verona campus that includes multiple conversations across teams. Candidates who receive a conditional offer are usually asked to consent to a background check before their start date is finalized, and onboarding and role-specific training follow once pre-employment steps are cleared.

Turnaround depends on the searches ordered, the responsiveness of courts and previous employers, and how many jurisdictions the candidate's history touches. Many reports come back within a few business days, while searches spanning multiple counties or states, international education verification, or records requiring manual retrieval can add time. Candidates relocating from outside the United States may see additional steps tied to work authorization. For more on what drives timelines, review background check turnaround times.

The employer decides which searches to include. For a healthcare software role, a background check may cover some or all of the following:

Candidates should read the disclosure and consent forms provided during hiring to confirm which searches apply to their specific role.

The lookback period depends on the type of search and on the law of the state where the candidate lives or worked. Under the FCRA, consumer reporting agencies are generally restricted from reporting most adverse information older than seven years, with exceptions that can apply to convictions and to positions above certain salary thresholds. Some states apply tighter limits or restrict reporting of non-conviction records. Education and employment verifications are not subject to the same seven-year framing, since they confirm facts a candidate has supplied rather than report adverse information.

Epic does not publicly detail its approach to applicants with felony records, and decisions of this nature are typically made case by case. Common considerations include the nature and seriousness of the offense, how much time has passed, and how the record relates to the responsibilities of the role, particularly where access to patient data or customer systems is involved. Many states and cities have adopted "ban-the-box" laws that limit when an employer may inquire about criminal history during the application process. Candidates are encouraged to be accurate on their application and prepared to discuss their background if the topic arises.

Candidates are typically asked to provide written consent before a background check begins, usually through a standalone disclosure and authorization form issued during the hiring process. Applicants should be ready to supply accurate personal information, including full legal name, date of birth, Social Security number for U.S.-based applicants, and address history. Candidates should also be prepared to provide details for education and employment verification, such as institution names, graduation dates, and previous employer contact information. Accurate details help ensure searches run in the right jurisdictions and reduce the risk of delays.

The Fair Credit Reporting Act is the U.S. federal law governing how consumer reporting agencies collect, use, and share background check information. Employers must obtain written authorization before running a report, provide the candidate with a copy of the report and a summary of rights before taking adverse action, and allow a reasonable opportunity to dispute inaccurate information before making a final decision. For a detailed overview of how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance apply to employment screening, visit Fair Credit Reporting Act (FCRA).

They can. When an implementation consultant, trainer, or technical services staff member works inside a hospital or health system, that customer may set its own access requirements on top of the employer's screening. These can include healthcare sanctions and exclusion list checks, immunization or health screening records, HIPAA training attestations, confidentiality agreements, and badge issuance. Requirements differ by customer, state, and engagement, so candidates should ask their recruiter which client-level steps apply to the role they are considering.

Running a personal background check with Checkr lets you preview what Epic Systems may see and helps 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.

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.