Internal Revenue Service: Company Profile & Background Check FAQs

The IRS traces its origins to 1862, when Congress created the Office of the Commissioner of Internal Revenue and enacted the nation's first income tax to help fund the Civil War. The modern income tax system took shape after the Sixteenth Amendment was ratified in 1913, and the agency, long known as the Bureau of Internal Revenue, was renamed the Internal Revenue Service in 1953. Major reorganizations, most notably following the IRS Restructuring and Reform Act of 1998, shaped the taxpayer-focused structure the agency uses today.

The IRS is a bureau of the US Department of the Treasury, headquartered at 1111 Constitution Avenue NW in Washington, DC. Its workforce numbers in the tens of thousands and is distributed across service centers, campuses, and field offices throughout the country, with published headcount figures varying by year and counting method, and staffing levels shifting notably in recent years. The agency processes tax returns, issues refunds, provides taxpayer assistance, conducts examinations and collections, and investigates financial crimes through its Criminal Investigation division.

IRS roles span a wide range of skills. The agency hires customer service representatives, tax examiners, clerks, and data transcribers, often in large seasonal waves ahead of filing season, as well as revenue agents, revenue officers, appeals officers, attorneys, IT specialists, and special agents. Many positions are classified as public trust roles because they involve access to federal tax information.

Company culture and employee programs: As a federal employer, the IRS offers structured pay under the General Schedule system, along with federal benefits that typically include health insurance options, retirement coverage, and paid leave. The agency frequently hires entry-level and seasonal staff, and internal promotion paths are common. Telework availability, schedules, and duty locations vary by role and business unit, so applicants should read each job announcement on USAJOBS carefully to understand the specific requirements.

Yes. Employers in the federal government sector, including the IRS, are legally permitted, and in fact required, to screen applicants before employment. Federal agencies conduct suitability and fitness reviews under government-wide standards, and when a consumer report from a screening company is used, the Fair Credit Reporting Act (FCRA) applies, requiring written consent and specific candidate protections. Federal vetting also includes checks that go beyond what most private employers perform.

The IRS conducts background investigations on employees as a standard part of federal onboarding. Positions are designated by risk level, and most IRS jobs are public trust positions because employees can access federal tax information. Pre-employment vetting is generally reported to include fingerprint-based criminal history checks, a review of employment and education history, and a tax compliance check verifying that the applicant has filed and paid federal taxes as required. The depth of the investigation may vary with the risk level of the role.

The IRS hiring process runs through USAJOBS, the federal government's employment portal. Applicants submit an application package for a specific announcement, are rated against the position's qualifications, and may be referred to a hiring manager for interviews. Selected candidates receive a tentative offer that is contingent on pre-employment steps, which typically include fingerprinting, a background investigation appropriate to the position's risk designation, and a federal tax compliance review. A final offer and start date follow once vetting is complete. Federal timelines can run longer than private-sector hiring, so patience helps.

Federal vetting often takes longer than a standard commercial background check because it can involve fingerprint checks, agency database queries, tax compliance verification, and, for higher-risk roles, a fuller investigation. Some candidates may begin work after initial checks clear while the complete investigation continues. Commercial background check timelines, by comparison, are described in this overview of background check turnaround times.

The components of federal vetting depend on the position's risk and sensitivity designation. For IRS roles, screening may include some or all of the following:

Applicants should review the vetting forms provided during onboarding, which describe the specific checks for their position.

Federal background investigations follow federal investigative standards, and the period reviewed typically depends on the position's risk level, with higher-risk roles requiring a look at more years of history. When a commercial consumer report is used, the FCRA generally limits reporting of most non-conviction information to seven years, while convictions may be reported longer. Questionnaires for federal positions may ask about specific lookback windows for items such as employment, residences, and police records, and applicants should answer them accurately and completely.

A felony record does not automatically disqualify someone from all federal employment, and suitability decisions are made case by case under federal standards that consider the nature and recency of conduct, the duties of the position, and evidence of rehabilitation. That said, some IRS roles, particularly law enforcement positions, carry stricter requirements, and unresolved tax issues or offenses involving dishonesty can weigh heavily for a tax agency. The federal government has also adopted fair chance hiring rules similar to state "ban-the-box" laws, which generally delay criminal history inquiries until later in the process. Honesty on federal forms is essential, since false statements are themselves disqualifying and potentially unlawful.

Candidates who receive a tentative offer should expect to complete fingerprinting, sign authorizations for the background investigation, and fill out federal forms that collect identity, residence, employment, education, and reference information. Applicants will need to provide their full legal name, date of birth, Social Security number, and documentation supporting citizenship. Because the IRS checks tax compliance, candidates should confirm that their federal tax filings are current before applying. Accurate, consistent information across all forms helps prevent delays.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. When an employer, including a government agency using a commercial screening provider, obtains a consumer report, the FCRA requires written consent, disclosure of the report if adverse action is contemplated, and an opportunity for the candidate to dispute inaccurate information. To understand these protections in more detail, read this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what the IRS or any employer 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.