Grapetree Medical Staffing: Hiring, Background Check & Employment Verification FAQs

GrapeTree Medical Staffing was founded in 1999 by Tim Kinnetz, a traveling registered nurse, in his hometown of Milford, Iowa. Having personally experienced the staffing challenges faced by both healthcare facilities and traveling healthcare workers, Kinnetz built GrapeTree around a technology-enabled staffing and scheduling model designed to fill last-minute and long-term shifts caused by staffing shortages. The company remains headquartered in Milford, Iowa, where it has invested millions of dollars in expanding its corporate campus to support continued growth.

GrapeTree partnered with private equity firm New MainStream Capital in a recapitalization deal that provided capital to support the company's expansion, including adding employees, broadening service offerings, and pursuing strategic acquisitions. Steve Heeg later became CEO, with founder Tim Kinnetz transitioning to the company's board of directors. GrapeTree has been repeatedly recognized on the Inc. 5000 list of fastest-growing private companies for multiple consecutive years and has been named among the fastest-growing U.S. staffing firms by Staffing Industry Analysts. The company is certified by The Joint Commission, reflecting its commitment to quality standards in healthcare staffing.

Today, GrapeTree manages thousands of healthcare professionals working in more than 2,000 healthcare facilities across a roughly twelve-state area spanning Iowa, Minnesota, South Dakota, Nebraska, Missouri, Illinois, Wisconsin, Indiana, Kansas, Ohio, Michigan, and Pennsylvania. GrapeTree's own workforce includes corporate staffing coordinators, recruiters, and administrative personnel who manage the placement of certified nursing assistants (CNAs), licensed practical nurses (LPNs), and registered nurses (RNs) at partner healthcare facilities on per diem, local contract, and traveling assignment bases.

Company culture and employee programs: GrapeTree emphasizes accountability, passion, and dedication as core values, citing these traits among both its corporate staff and the healthcare professionals it places at client facilities. The company has continued to grow its Milford headquarters and corporate staff to support its expanding client base. Benefits, scheduling, and advancement opportunities can vary depending on whether a role is an internal GrapeTree corporate position or a healthcare placement, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers and staffing agencies in the healthcare staffing industry, including GrapeTree, are legally permitted and, in most states, legally required to conduct pre-employment background checks on healthcare worker candidates, given the vulnerable populations served in skilled nursing and assisted living settings. 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.

GrapeTree is generally reported to conduct thorough background screenings for healthcare professional candidates, consistent with industry standards and state regulatory requirements for staff working in nursing homes, assisted living facilities, and hospitals.

The hiring process for CNA, LPN, and RN roles at GrapeTree typically includes an application, an interview, verification of any required nursing licenses or certifications, and a background check prior to placement at a partner facility. State-specific nurse aide registry checks and abuse/neglect registry screenings are also commonly required for these roles.

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 healthcare staffing role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though many states impose more extensive lookback periods or lifetime disqualifying offense lists for healthcare workers who care for elderly or vulnerable populations.

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 a healthcare role involving direct care of vulnerable patients or residents. Many states maintain specific disqualifying offense lists for healthcare and long-term care workers that go beyond standard "ban-the-box" laws protections.

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 state healthcare licensing 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 GrapeTree Medical Staffing 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 GrapeTree Medical Staffing 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.