Labor Finders: Hiring, Background Check & Employment Verification FAQs

Labor Finders says it was founded in 1975 in West Palm Beach, Florida, and describes itself as a franchise company and one of the country's oldest and largest privately held industrial labor staffing companies. Its franchisor, Labor Finders International, Inc., lists its corporate headquarters in Palm Beach Gardens, Florida.

The company says its network is made up of almost 200 offices nationwide that are locally owned and operated. In practice, that means the local franchise office is typically the party a job seeker deals with day to day, from registration to job placement. Labor Finders also says it belongs to the American Staffing Association and follows that association's code of ethics.

Labor Finders staffs jobs in production and assembly, construction, maintenance, electrical work, carpentry, welding and office or clerical roles, along with service positions that range from chefs to wait staff. The company says it matches workers with employers who need flexible staffing while taking on payroll and administrative duties for them. Its website also publishes job guides and articles for job seekers, including entry-level and temporary work ideas.

Company culture and employee programs: Labor Finders lists values such as integrity, accountability, safety, urgency and servant leadership, and says it takes reasonable precautions to keep employees safe. Pay, schedules and any benefits for temporary assignments typically vary by office, client and role, so candidates should confirm details with their local office before accepting an assignment.

Yes. Employers in the staffing industry, including Labor Finders, are legally permitted to run pre-employment background checks if they follow the FCRA and state law. In the United States, the Fair Credit Reporting Act (FCRA) sets rules for candidate consent, disclosure and adverse action when a third-party report is used. Staffing agencies place workers with other companies, so both the agency and the client company may have screening requirements.

Labor Finders offices are generally reported to run background checks for some placements, which is consistent with standard practice in industrial and light-industrial staffing. Because each office is locally owned and operated, the scope of a Labor Finders background check may vary by office, client and role. Some clients may also set their own screening requirements before an assignment begins.

While exact steps vary by office, the Labor Finders hiring process typically starts with a job search on its website or a visit or call to a nearby office. Candidates generally complete an application, meet a recruiter and provide identification and work eligibility documents. A background check or drug test may follow if the client or office requires one, and the recruiter then matches the candidate to an assignment. Because assignments are often short notice, candidates can ask the office up front which steps to expect.

Turnaround varies with the searches ordered, the responsiveness of courts and agencies, and the candidate's history across jurisdictions. Many checks return within a few business days, while court searches across several counties or states can take longer. Staffing placements can move quickly, so candidates can ask their office how long screening usually takes for the job. For more detail, review background check turnaround times.

The components of a background check are chosen by the staffing office or its client. For a staffing placement through Labor Finders, a check may include some or all of the following:

Candidates should review the disclosure and consent forms they receive to see which searches apply to their assignment.

Drug testing is common for some industrial and construction assignments, and for Labor Finders it may depend on the office and the client. A client company may require a test before a worker starts on site, while other assignments may not require one. Any requirement would typically be explained when the assignment is offered. This page makes no claim about Labor Finders' own policy, and it makes no statement about state marijuana law.

The lookback period for a background check depends on the type of search and the laws of the state or country where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

Labor Finders' policies on candidates with felony records are not publicly stated in detail, and decisions are typically made case by case by the local office and the client. Factors that may matter include the type of offense, how much time has passed and the duties of the assignment, since a client may set its own rules for a particular work site. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history during the application process.

Candidates should expect to give written consent before a background check is started, usually through a disclosure form during registration or hiring. They should be ready to provide accurate personal information, including full legal name, date of birth, Social Security number, address history and government ID, along with documents that show work eligibility. Accurate details help searches reach the right jurisdictions and prevent delays.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

Some Labor Finders clients may require their own screening in addition to the agency's, depending on the job and the work site. A client that hires for construction, manufacturing or warehouse assignments may ask for a criminal background check, a drug test or site-specific safety training before a worker starts. Because requirements differ by client, candidates can ask their local office which screening steps apply to a specific assignment.

Running a personal background check with Checkr lets you preview what Labor Finders may see and help you identify potential inaccuracies before they affect your job 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.