Family First Life: Company Profile & Background Check FAQs

Family First Life was founded in 2013 by Shawn Meaike and is headquartered in Uncasville, Connecticut. The company operates as an insurance marketing organization, meaning it recruits, trains, and supports independent insurance agents who sell policies issued by third-party carriers rather than underwriting insurance itself. In October 2019, Family First Life joined Integrity Marketing Group, a Dallas-based distributor of life and health insurance products, and it continues to operate under the Family First Life brand as an Integrity partner.

The company focuses on several core product lines, including mortgage protection life insurance, final expense life insurance, retirement planning through universal life policies, and retirement protection using fixed indexed annuities. To serve clients with different needs and budgets, Family First Life agents work with multiple insurance carriers, including well-known names such as Mutual of Omaha and Americo.

Family First Life has grown into one of the larger IMOs focused on the life insurance and annuity markets, with affiliate offices and thousands of licensed agents spread across the country. A distinctive feature of the Family First Life model is that its sales agents are typically independent contractors rather than traditional employees. Agents run their own businesses, purchase leads, set their own schedules, and earn commission-based compensation, while the organization provides training, carrier relationships, and sales support.

Company culture and employee programs:

Family First Life promotes an agent-first culture built around training, mentorship, and uncapped commission opportunities. The organization offers new agents access to sales training, product education, and support with the state licensing process. Because most positions are commission-based independent contractor roles, compensation, lead costs, and support structures can vary by office and by agent agreement, so candidates are encouraged to confirm the specifics of any offer during the recruiting process.

Yes. Employers and contracting organizations in the insurance industry, including Family First Life, are legally permitted to conduct background checks on job candidates and prospective agents, provided they follow applicable federal, state, and local laws. When a background check is run by a consumer reporting agency, the process is governed by the Fair Credit Reporting Act (FCRA), which requires disclosure, written consent, and specific adverse action procedures. In insurance, screening is especially common because state insurance departments and carriers have their own fitness and licensing standards for the people who sell regulated financial products.

Family First Life is generally reported to use background screening as part of its agent onboarding process, which is consistent with standard practice across the insurance industry. Even where the IMO itself does not order a report, prospective agents in the United States must typically pass a state insurance licensing process that includes a background review, often with fingerprinting, and insurance carriers commonly screen agents before granting appointments to sell their products. The exact scope of a Family First Life background check may vary by state, by carrier, and by the role a candidate is pursuing.

Because most Family First Life positions are independent contractor agent roles, the onboarding path looks different from a traditional corporate hiring process. Candidates generally connect with a local office or recruiter, complete an interview or informational session, and then work toward obtaining a state life insurance license if they do not already hold one. Licensing typically involves a pre-licensing course, a state exam, and a background review conducted by the state insurance department. Once licensed, agents complete carrier contracting and appointment paperwork, which is the stage where background checks and consent forms most often appear. Corporate and administrative roles, where available, tend to follow a more conventional application and interview sequence.

Background check turnaround times depend on the searches ordered, the responsiveness of courts and state agencies, and how many jurisdictions appear in a candidate's history. Many reports are completed within a few business days, while checks that involve multiple county courthouse searches or state licensing reviews can take longer. Candidates who want a deeper look at typical timelines can review background check turnaround times.

The components of a background check are chosen by the organization ordering it. For an insurance sales role connected to Family First Life, a background check may include some or all of the following:

Candidates should read the disclosure and consent documents they receive so they understand exactly which searches apply to their situation.

Lookback periods depend on the type of search and the laws of the state where the candidate lives or works. Under the FCRA, consumer reporting agencies generally cannot report most types of negative information older than seven years, although criminal convictions can often be reported further back and exceptions exist for certain higher-salary positions. Several states apply stricter limits than federal law. State insurance licensing reviews follow their own rules and may consider older records than a standard employment report would include.

Family First Life does not publish a detailed policy on candidates with felony records, and decisions are typically made on a case-by-case basis. In the insurance industry, an important consideration is that federal law prohibits individuals convicted of certain felonies involving dishonesty or breach of trust from working in the business of insurance unless they obtain written regulatory consent, and state licensing boards weigh criminal history when issuing licenses. Outside of those restrictions, factors such as the nature of the offense, how much time has passed, and the responsibilities of the role usually shape the outcome. Many states and localities have adopted "ban-the-box" laws that limit when employers can ask about criminal history, and candidates with records are encouraged to be accurate and forthcoming during licensing and contracting.

Candidates pursuing a role with Family First Life will typically be asked to provide written consent before any background check is run, usually through a standalone disclosure form. Applicants should be prepared to supply accurate personal information, including their full legal name, date of birth, Social Security number, and address history, along with details required for state licensing such as fingerprints where a state mandates them. Accurate information helps ensure the right jurisdictions are searched and reduces the chance of delays during licensing and carrier contracting.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires organizations to obtain written consent before ordering a report for employment purposes, to provide a copy of the report and a summary of rights before taking adverse action based on its contents, and to give candidates a chance to dispute information they believe is inaccurate. For a fuller overview of how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance apply to hiring, visit this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Family First Life may see and helps you identify potential inaccuracies before they affect your application or licensing. 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.