KPMG: Company Profile & Background Check FAQs

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KPMG: Company Profile & Background Check FAQs

KPMG draws tens of thousands of job seekers each year across its audit, tax, and advisory practices in the United States and globally. Understanding what the KPMG background check process involves, including pre-employment screening steps and drug testing policies, can help you prepare before you apply. Below, we cover KPMG's history, business lines, and operations, and straightforward answers to the most-searched questions about the KPMG background check process.

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KPMG: Company overview

KPMG is one of the world's largest professional services networks, providing audit, tax, and advisory services to organizations across a wide range of industries. KPMG LLP, the U.S. member firm of KPMG International, is headquartered in New York City and operates offices across the United States, employing approximately 35,000 professionals in audit, tax, and advisory functions. The KPMG network operates in 138 countries and territories, with approximately 275,000 professionals worldwide.

The KPMG name traces its origins to a 1987 merger between Peat Marwick International and Klynveld Main Goerdeler (KMG), two major accounting and consulting organizations with roots dating back to the early twentieth century. Today, KPMG International is structured as a cooperative of independent member firms, with KPMG LLP serving as the U.S. member firm. Along with Deloitte, Ernst & Young, and PricewaterhouseCoopers, KPMG is recognized as one of the Big Four accounting and professional services firms.

KPMG's U.S. operations serve clients across financial services, healthcare, technology, energy, consumer markets, and the public sector, among others. The advisory practice includes management consulting, deal advisory, and risk services. The audit practice serves public and private companies, financial institutions, and nonprofit organizations. The tax practice provides corporate tax, international tax, and individual tax services.

Company culture and employee programs:

KPMG offers competitive compensation and benefits to eligible employees, including medical, dental, and vision coverage.
The firm provides paid time off, parental leave, and professional development resources, including support for CPA and other professional license examinations.
KPMG maintains diversity, equity, and inclusion programs across its U.S. workforce, along with various employee resource groups.
Career development programs include rotational assignments, formal mentorship tracks, and continuing professional education.
KPMG operates flexible and hybrid work arrangements for many roles, particularly in audit, tax, and advisory functions.

KPMG background check FAQs

Does KPMG do background checks?

Yes. KPMG conducts pre-employment background checks on candidates as part of its standard hiring process. Background screening is generally required across audit, tax, and advisory roles, including positions at the associate, manager, senior manager, and director levels. The specific searches included may vary depending on the role, the practice area, client-facing requirements, and the candidate's jurisdiction.

How long can a KPMG background check take?

Most employment background checks can be completed in three to five business days, though the actual timeline for a KPMG background check can vary based on several factors:

Criminal record searches requiring manual courthouse retrieval rather than database access
Multi-jurisdiction searches spanning multiple counties, states, or countries
Employment or education verification dependent on response times from prior employers or institutions
International background screening for candidates with residence or work history outside the United States
High application volume during peak campus recruiting cycles, particularly in the fall recruiting season

For a broader overview of what affects screening timelines, see Checkr's guide to background check turnaround times.

What can be revealed in a KPMG background check?

A background check report for a KPMG position may include the following:

Identity verification: SSN trace to confirm identity and establish name and address history for U.S.-based candidates.
Criminal history: County, state, federal, and national criminal record searches; sex offender registry search; global watchlist screening for international sanctions and compliance records.
Employment verification: Confirmation of prior employers, job titles, and dates of employment, which is particularly relevant for experienced hires and senior-level positions.
Education verification: Confirmation of degrees, certifications, and professional credentials claimed on the application, which is particularly relevant given the firm's emphasis on academic qualifications and professional licensure.
Credit history: For roles involving access to client financial data, financial reporting, or trust assets, a credit report may be included as a role-specific screening component.

The specific combination of searches depends on the role, the practice area, and applicable legal requirements in the candidate's jurisdiction.

How far back can KPMG's background check go?

The look-back period for a KPMG background check typically covers the past seven years for most criminal history searches, consistent with the default limits under the Fair Credit Reporting Act for U.S.-based consumer reports. However, the actual look-back period may vary based on:

The state or jurisdiction where the position is located - some states impose shorter look-back windows by law
The salary or compensation level of the role - FCRA look-back limits on certain record types do not apply above a defined income threshold
Client-specific requirements for roles involving access to regulated or sensitive client environments

Candidates should review applicable state fair-chance and "ban-the-box" laws, which govern when and how an employer may inquire about criminal history during the hiring process.

What is the FCRA and how does it protect candidates?

The Fair Credit Reporting Act (FCRA) is the federal law governing how employers use consumer reports, including background checks, in hiring decisions. Key candidate protections under the FCRA include:

Written consent required: Employers must obtain written authorization from the candidate before ordering a background report.
Pre-adverse action notice: If the employer intends to take adverse action - such as rescinding a conditional offer - based in whole or in part on the background report, it must first provide the candidate with a copy of the report and a written summary of their FCRA rights.
Reasonable dispute window: Candidates are entitled to a reasonable period to review the report and dispute any inaccurate or incomplete information before a final adverse decision is made.
Adverse action notice: If the employer proceeds with the adverse decision, it must send a formal adverse action notice identifying the CRA and providing the candidate with information on how to contact them.
Dispute rights: Candidates can contact the CRA directly to dispute errors, and the CRA is required to investigate and correct inaccurate information.

EEOC guidance further recommends that employers conduct an individualized assessment when criminal history is a factor in a hiring decision, considering the nature of the offense, how much time has passed, and the direct relevance of the conviction to the duties of the specific role.

Does KPMG drug test?

KPMG's drug testing practices vary by role, location, and applicable local law. Drug testing is not universally required across all KPMG positions. For most office-based audit, tax, and advisory roles, a pre-employment drug screen is not typically required. However, certain positions - particularly those supporting federal government clients, roles requiring security clearance, or positions subject to specific client contractual requirements - may include drug testing as part of the pre-employment process. Candidates are typically notified of any drug testing requirement as part of the conditional offer and pre-employment screening documentation. If you have questions about whether a specific role includes a drug test, the recruiting team or offer documentation will be the most reliable source of information.

What is the KPMG hiring process?

The KPMG hiring process typically follows these steps, though specific steps may vary by role, level, and recruiting pathway:

Online application - Submit your application through the KPMG careers portal or a campus recruiting system, providing your resume, academic history, and any role-specific information.
Application review - A recruiter reviews your application against the position's requirements and qualifications.
Recruiter screen - An initial conversation with a recruiter to confirm your interest, work authorization, and basic eligibility for the role.
Video or phone interview - A structured interview covering behavioral and technical questions relevant to the practice area and role level.
In-person or virtual interview rounds - One or more interviews with partners, managers, or a hiring panel, depending on the role and seniority level.
Conditional offer - A written offer of employment is extended, contingent on successful completion of background screening and any other pre-employment requirements.
Consent and background check - The candidate provides written consent, and a background report is initiated through a third-party Consumer Reporting Agency. Drug testing may also be required for select roles at this stage.
Onboarding - Once the background check is cleared and all pre-employment steps are complete, the candidate receives onboarding instructions and a confirmed start date.

Timelines at each stage can vary depending on the recruiting cycle, role urgency, and the specifics of the background screening.

What are KPMG background check requirements?

KPMG's pre-employment screening requirements generally include the following for U.S.-based candidates:

Written consent: Before a background report can be initiated, candidates must provide written authorization as required by the FCRA.
Accurate application information: The information provided on the job application - including work history, education, certifications, and identity details - serves as the basis for verification searches. Discrepancies identified during the background check may affect the hiring decision.
State and local compliance: The specific searches included and the look-back periods applied will reflect applicable state and local laws, including fair-chance hiring requirements in jurisdictions where they exist.
Role-specific screenings: Depending on the position, additional screening components such as employment verification, education verification, or credit history may be required.

Candidates with questions about what will be included in their specific background check should review the consent documentation provided during the offer stage or contact the KPMG recruiting team directly.

Order your own background check

Running a personal background check with Checkr lets you preview what KPMG may see before your application advances to the screening stage. Reviewing your own report in advance gives you the opportunity to identify inaccuracies and address them before they affect a hiring decision. A personal background check can include:

Criminal history searches: SSN trace, sex offender registry, global watchlists, national criminal database, and county or state court record searches.
Employment verification: Confirmation of prior employment history as it would appear in a background report.

Start your report at Checkr Personal Background Checks. To share verified background information proactively with recruiters or hiring managers, create a free Checkr Profile.

Are you a candidate with an open background check with Checkr?

Check your report status or get answers through the Candidate Portal, or visit the Checkr Help Center for FAQs, dispute steps, and support contact options.

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.