Jobs2Careers: Hiring, Background Check & Employment Verification FAQs

Jobs2Careers was founded in 2010 by CEO Bruce Ge as a nationwide job search aggregator, headquartered in Austin, Texas. The platform grew rapidly, reporting more than 20 million registered users and billions of monthly searches at its peak, and pioneered a pay-per-application model that let employers pay only for completed job applications rather than flat advertising fees. The company was recognized multiple years running on the Inc. 5000 list of fastest-growing private companies and was named one of the Austin Business Journal's Fast 50 companies.

In 2018, Jobs2Careers rebranded as Talroo, reflecting an evolution from a simple job search aggregator into a broader talent attraction and programmatic advertising platform for employers. Talroo continues to operate from Austin, Texas, serving employers across sectors including customer service, financial services, food service, the gig economy, grocery, retail, healthcare, logistics, manufacturing, trucking, and warehousing.

It's important to understand that Jobs2Careers/Talroo itself does not employ the workers who apply to job listings on its platform; it functions as an advertising and matching intermediary between job seekers and the employers who actually post openings. Jobs2Careers' own internal workforce, separate from the employers advertising on its platform, includes software engineers, data scientists, account managers, and sales staff who build and operate the job-matching technology.

Company culture and employee programs: Talroo (formerly Jobs2Careers) emphasizes its mission to innovate how talent finds work and how work finds talent, using predictive analytics to help employers estimate hiring costs and applicant volume. As a technology company, Talroo's own internal hiring and workplace culture is separate from the background check practices of the many different employers who post jobs through its platform. Benefits, scheduling, and advancement opportunities for internal Talroo roles can vary, so candidates applying to work at Talroo itself should confirm specifics with a recruiter.

Jobs2Careers/Talroo itself does not run background checks on job seekers, since it is an advertising and job-matching platform rather than the employer doing the hiring. Whether a background check is required, and what it involves, depends entirely on the specific employer whose job listing you're applying to through the platform.

Likely, yes, for many roles. Most U.S. employers, particularly in the retail, logistics, warehousing, and healthcare sectors commonly advertised on Jobs2Careers, conduct some form of pre-employment background check. In the United States, this screening is governed by the Fair Credit Reporting Act (FCRA), which requires the actual hiring employer to obtain written consent, provide disclosures, and follow adverse action procedures.

The hiring process varies entirely by employer, since Jobs2Careers aggregates postings from many different companies. Generally, candidates apply directly through the platform or are redirected to the employer's own application system, after which the specific employer's own interview and screening process applies.

Background check timelines depend on the specific hiring employer and the type of screening requested. Learn more about typical background check turnaround times to understand what factors can affect the process.

A typical pre-employment background check, run by the actual hiring employer rather than Jobs2Careers itself, may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though this depends on the specific hiring employer's practices and applicable state laws.

This depends entirely on the specific employer's policies, the nature of the offense, and its relevance to the role. Some states have adopted "ban-the-box" laws that restrict when employers can ask about criminal history during the hiring process, regardless of how the candidate found the job listing.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers can use background check information in hiring decisions. It requires the hiring employer 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.

What if I disagree with something in my background check?

Under the FCRA, if you believe your background check report contains inaccurate information, you have the right to dispute it directly with the consumer reporting agency that prepared the report. The agency is generally required to investigate the dispute, typically within 30 days, and to correct or remove any information it cannot verify as accurate. If Checkr conducted the background check, dispute instructions are included in the notification sent to your Checkr candidate account.

Can I see a copy of my own background check report?

Yes. Under the FCRA, if a background check is used to make an adverse hiring decision, you are entitled to receive a copy of the report along with a summary of your rights under the law before the decision becomes final.

Running a personal background check with Checkr lets you preview what an employer 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 a job application, 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.