Lexington Law: Hiring, Background Check & Employment Verification FAQs

Lexington Law traces its origins to 1991, when a group of lawyers and credit experts convened in Salt Lake City, Utah, to evaluate the credit repair industry and concluded that consumers seeking to improve their credit would be better served by a dedicated law firm rather than a traditional credit repair company. The firm grew from a small office into a large operation, and John C. Heath joined as directing attorney in 2004, giving the firm its formal legal name, John C. Heath, Attorney at Law, PLLC. Lexington Law is headquartered in North Salt Lake or Salt Lake City, Utah.

Lexington Law positions its lawyer-driven approach as a differentiator from other credit repair companies, employing attorneys and paralegals who use consumer protection laws to challenge inaccurate, unfair, or unverifiable items on client credit reports. The firm has secured multiple U.S. patents related to its credit repair strategies and reports having served millions of clients since its founding. Lexington Law's parent company, PGX Holdings, filed for Chapter 11 bankruptcy in June 2023 amid regulatory and legal challenges, including a federal lawsuit brought by the Consumer Financial Protection Bureau concerning marketing and billing practices in the broader credit repair industry.

Lexington Law's workforce includes licensed attorneys, paralegals, credit consultants who interact with clients, and administrative and technology staff supporting the firm's dispute processing systems. Given that the firm operates as a legal practice, licensing compliance and client confidentiality are important considerations for its screening and hiring processes.

Company culture and employee programs: Lexington Law emphasizes a mission of providing ethical, legally grounded credit repair services, distinguishing itself from firms it has characterized as using less rigorous approaches. As a large, established company operating from a substantial Salt Lake City campus, Lexington Law has scaled its legal and support staff to handle a high volume of client cases. Benefits, training, and advancement opportunities can vary by role, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the legal and financial services industry, including Lexington Law, 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.

Lexington Law is generally reported to conduct background checks as part of its hiring process, which is standard for companies handling sensitive consumer financial and credit information, particularly given the firm's role in accessing client credit reports.

The hiring process for roles at Lexington Law typically includes an application, one or more interviews, verification of any required legal licensing for attorney and paralegal roles, and a background check prior to a final offer.

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-employment background check for a credit repair or financial services role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state laws may extend or restrict this timeframe, and credit history reporting can follow different lookback periods.

Hiring 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, and its relevance to a role that involves handling sensitive client financial and credit information. 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. Attorney and paralegal roles typically also require bar admission or licensing verification.

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 Lexington Law 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 to Lexington Law 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.