Fancy Hands: Hiring, Background Check & Employment Verification FAQs

Fancy Hands was founded in 2010 by Ted Roden, a former creative technologist at The New York Times. The idea grew out of a practical frustration: juggling a new baby, a book deadline, and a full-time job, Roden realized he would happily pay someone to handle the small logistical tasks that consumed his time. The company is headquartered in New York City, in the Union Square area, and has operated continuously since launch.

The service works on a subscription model. Customers purchase a monthly allowance of requests and submit tasks through the web, a mobile app, email, or by phone, and an available assistant picks the task up and completes it. Typical requests include calling a provider to dispute a bill, comparison shopping, scheduling appointments, data entry, travel research, and follow-up calls that require a human on the line. Because tasks arrive around the clock and assistants choose which to accept, the workforce is distributed rather than centralized.

Fancy Hands operates with a small core team and a much larger pool of United States based assistants who work remotely. Published accounts of the work describe assistants as independent contractors who set their own hours, are paid per completed task, and do not receive employee benefits. Applicants should confirm the current classification and terms directly with the company, since classification practices can change and vary by jurisdiction. The corporate team covers product and engineering, operations, support, and business functions.

Company culture and employee programs:

The roles associated with Fancy Hands fall into two broad groups. The first is the assistant pool: remote workers who need strong written and verbal communication skills, a reliable computer and internet connection, comfort making outbound phone calls, and the self-direction to work without a manager watching. The second is the core team that builds and runs the platform, including software development, operations, and support. Assistants generally go through an application and evaluation process rather than a traditional multi-round corporate interview, and they typically learn the workflow through documentation, practice tasks, and feedback on completed work. Because assistants are distributed nationwide and set their own schedules, terms differ considerably from those of a salaried office role, and applicants should read the agreement they are asked to sign closely.

Yes. Companies in the virtual assistant and remote services industry, including Fancy Hands, are legally permitted to conduct background checks on applicants and contractors, provided they follow applicable federal, state, and local laws. In the United States, background screening for employment and similar purposes is governed by the Fair Credit Reporting Act (FCRA), which requires clear disclosure, written authorization from the individual, and a defined adverse action process. Those FCRA obligations generally apply when a consumer report is used to evaluate someone for work, whether that person is classified as an employee or an independent contractor.

Vetting practices in this industry are generally reported to include identity verification and some form of screening before an assistant is approved to take on client work, because assistants handle customer calendars, contact details, account information, and sometimes payment-related tasks. Fancy Hands does not publish a detailed screening policy, so the specific components of a Fancy Hands background check may vary by role and may have changed over time. Applicants should read the onboarding paperwork they receive and ask directly which checks apply to the position they are pursuing.

For assistant roles, the process is typically application-driven rather than interview-heavy. Applicants complete an online application, often including writing samples or sample task responses that test communication quality and attention to detail, and may be asked to demonstrate comfort with phone-based work. Those who are approved agree to the platform's terms, complete any required onboarding steps, and begin claiming tasks from the queue. Core team positions at the company follow a more conventional path of recruiter screen, interviews with team members and leadership, and a conditional offer that may be contingent on a background check.

Turnaround depends on which searches are ordered, how quickly courts respond, and how many jurisdictions the applicant's history covers. Identity verification and database searches frequently return within a day or two, while county-level criminal record searches or verifications that require manual retrieval can take several business days or longer. Applicants who have lived in multiple states may see longer timelines because more jurisdictions must be searched. For more on what drives these timelines, see background check turnaround times.

The company running the check decides which searches to include. For a remote assistant or platform role, a background check may cover some or all of the following:

Applicants should review the disclosure and authorization documents they receive to confirm which searches apply to them.

The lookback window depends on the search type and the law of the state where the applicant 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. New York, where the company is based, and several other states apply additional limits on how criminal record information may be used in hiring decisions. Because remote workers can live anywhere in the country, the rules that apply often follow the applicant's own state rather than the company's.

The company does not publish a detailed policy on applicants with felony records, and decisions of this kind are typically made case by case. Common considerations include the nature and seriousness of the offense, how much time has passed, evidence of rehabilitation, and how the record relates to the responsibilities of the work, which for assistants includes access to client calendars, contact details, and account information. Many states and cities have enacted "ban-the-box" laws that limit when an employer may ask about criminal history during the application process. Applicants are encouraged to be accurate on their application and prepared to discuss their record if it comes up.

Applicants are typically asked to provide written consent before a background check is initiated, usually through a disclosure and authorization form presented during onboarding. Applicants should be ready to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history. Remote work also commonly requires proof of identity and work authorization, plus confirmation of the equipment and internet connection needed to perform the role. Accurate information helps ensure searches are run in the correct jurisdictions and reduces the risk of delays.

The Fair Credit Reporting Act is the U.S. federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires the company ordering a report to obtain written consent first, to provide a copy of the report and a summary of rights before taking adverse action based on it, and to allow a reasonable opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance apply to background screening, visit Fair Credit Reporting Act (FCRA).

It changes some things and not others. Classification affects taxes, benefits, and how work is assigned, but the FCRA's protections generally attach to the use of a consumer report for work purposes, so an independent contractor who is screened is still entitled to disclosure, written authorization, a copy of the report, and the opportunity to dispute inaccuracies before an adverse decision becomes final. What can differ is the depth of screening, since task-based contractor onboarding is often lighter than a full corporate pre-employment check. Applicants should read the agreement and the disclosure form carefully and ask the company to clarify anything the paperwork leaves unclear.

Running a personal background check with Checkr lets you preview what Fancy Hands may see and helps you identify potential inaccuracies before they affect your 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.