Jobot: Hiring, Background Check & Employment Verification FAQs

Jobot was founded in October 2018 by Heidi Golledge, a three-time Ernst & Young Entrepreneur of the Year award winner who had previously founded and scaled other companies, including CareerBliss, a workplace happiness platform, and CyberCoders, another staffing and recruiting firm. Jobot launched with just four employees on October 15, 2018, at 10:15 a.m., building a recruiting firm centered on a company culture value of "kindness and respect" alongside its proprietary AI matching technology, branded Jax.

Jobot is headquartered in Newport Beach, California, and grew rapidly, reaching 500 employees within about four years of its founding despite widespread hiring and retention struggles across the staffing industry during the "Great Resignation" period. The company has continued to develop its AI recruiting technology, launching tools such as Jax 6.0 and an AI recruiting assistant called Jeni that calls candidates directly. Jobot has also expanded into specialized service lines, including Jobot Health, extending its staffing model into the healthcare sector. The company has been recognized on the Inc. 5000 list of fastest-growing private companies and has received coverage from outlets including Forbes, Fortune, and USA Today.

Jobot's own internal workforce includes its recruiters (Jobot Pros), AI and software engineering staff who build and maintain its proprietary technology, and account management personnel who work with client companies. The broader pool of candidates placed through Jobot work across a wide range of client companies and industries, since Jobot operates as a staffing and recruiting intermediary rather than a direct employer for most placed roles.

Company culture and employee programs: Jobot emphasizes a "no jerks allowed" policy and a mission built around connecting "good people with good jobs," positioning its blend of AI technology and human recruiters as a differentiator from more traditional staffing firms. The company has been recognized as a top workplace in its own right. Benefits, scheduling, and advancement opportunities can vary depending on whether a role is an internal Jobot position or a client placement, so candidates should confirm specifics with a Jobot Pro during the hiring process.

Yes. Employers and staffing firms in the recruiting industry, including Jobot, are legally permitted to conduct pre-employment background checks on job 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.

Jobot is generally reported to conduct background checks as part of its placement process, which is standard for staffing and recruiting firms, particularly since candidates are placed across a wide range of industries and roles that may carry specific client-mandated screening requirements.

The hiring process through Jobot typically includes an application (often facilitated through its AI matching technology), an interview with a Jobot Pro recruiter and potentially the client company, and a background check prior to placement. 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 Jobot 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 Jobot 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 Jobot 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.