Hire Dynamics: Hiring, Background Check & Employment Verification FAQs

Hire Dynamics was founded in 2001 by Dan Campbell and Jon Neff with a stated mission to become the "#1 staffing company you'd refer to a friend," building a staffing model centered on putting people first and fostering partnerships that benefit both client businesses and individual workers. The company is headquartered in the Atlanta, Georgia area (Duluth, Georgia), and grew steadily by focusing on high service quality, earning ClearlyRated's "Best in Staffing" award multiple times, a recognition placing it among the top 2% of more than 10,000 staffing companies in the United States.

Hire Dynamics has expanded significantly through strategic acquisitions across the Southeast. In October 2017, the company acquired StaffMasters, a Charlotte, North Carolina-based staffing provider founded in 1982, expanding its reach into the Carolinas and growing to serve more than 1,500 clients and offer work to more than 38,000 people. In October 2022, Hire Dynamics acquired Trace Staffing Solutions, a Savannah, Georgia-based commercial staffing company, further solidifying its position as the largest commercial staffing company focused on the Southeast, serving more than 2,000 clients and placing more than 10,300 people into work weekly. MSouth Equity Partners, an Atlanta-based private equity firm, holds majority ownership of Hire Dynamics.

Today, Hire Dynamics operates dozens of branches across Georgia, North Carolina, South Carolina, Tennessee, Alabama, Virginia, and Texas, offering work to tens of thousands of individuals annually, including significant numbers of military veterans. Hire Dynamics' own internal workforce includes recruiters and staffing coordinators managing placements, while the broader pool of talent placed through the company works across a wide range of client businesses in contact centers, manufacturing, logistics, e-commerce, and office environments.

Company culture and employee programs: Hire Dynamics has been recognized as a "Best Place to Work" by its own employees and emphasizes accelerated growth fueled by commitment to opportunities for employees, clients, talent, and communities. The company measures its performance based on the loyalty of its clients, talent, and internal staff. Benefits, scheduling, and specific working conditions depend heavily on which client site a candidate is placed with; candidates should confirm exact details with a Hire Dynamics recruiter during the hiring process.

Yes. Staffing agencies, including Hire Dynamics, are legally permitted to conduct pre-employment background checks on candidates, provided they comply with applicable federal, state, and local laws. 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.

Hire Dynamics is generally reported to conduct background checks as part of its hiring process, which is standard for commercial staffing agencies, particularly since candidates are placed in manufacturing, logistics, and call center roles that may carry specific client-mandated screening requirements.

The hiring process through Hire Dynamics typically includes an application, an interview with a staffing coordinator, and a background check prior to placement with a client company. Specific requirements can vary depending on the client and role.

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-placement background check for a role sourced through Hire Dynamics may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state laws and specific client requirements may extend or restrict this timeframe.

Hiring and placement 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, its relevance to the role, and the requirements of the specific client company. 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 Hire Dynamics or its client companies 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 through Hire Dynamics 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.