Lyneer Staffing Solutions: Hiring, Background Check & Employment Verification FAQs

Lyneer Staffing Solutions began as a local New Jersey staffing company serving area business owners and job seekers, with company records citing founding dates ranging from the mid-1990s to 2010 depending on the source. The company was co-founded by Todd McNulty, who continues to serve as CEO, along with co-founder Jim Radvany. Lyneer is headquartered in Ewing Township (also referenced as Lawrenceville or Trenton), New Jersey.

Lyneer grew from its regional New Jersey roots into a national staffing organization through both organic expansion and acquisitions, including Anchor Staffing in 2019, expanding its footprint into the Baltimore, Maryland, and south-central Pennsylvania markets, and more recently Primary Services, a Houston-based staffing firm, extending Lyneer's reach into Texas. The company has been backed by private equity investors, including Palm Beach Capital, and was acquired by IDC Technologies in 2021. Lyneer has been recognized by Forbes on its list of America's Best Temporary Staffing Firms.

Today, Lyneer operates more than 100 branch office locations with around 400 internal staffing employees, generating reported revenue in the range of $380 million. The company specializes in commercial, financial, information technology, direct placement, and managed service provider (MSP) staffing verticals. Lyneer's own workforce includes recruiters and branch staffing coordinators who match candidates with client companies, alongside the broader pool of temporary and contract workers placed at client sites.

Company culture and employee programs: Lyneer emphasizes integrity, consistent communication, and trust as the three core tenets underpinning its client and candidate relationships. The company positions its reputation as its most valuable asset, built through decades of regional and national staffing partnerships. Benefits, scheduling, and advancement opportunities can vary depending on whether a role is an internal Lyneer position or a client placement, so candidates should confirm specifics with a Lyneer recruiter during the hiring process.

Yes. Employers and staffing firms in the workforce solutions industry, including Lyneer, 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.

Lyneer is generally reported to conduct background checks as part of its placement process, which is standard for staffing firms, particularly since candidates are often placed in light industrial, healthcare, and financial roles that may carry specific client-mandated screening requirements.

The hiring process through Lyneer typically includes an application or recruiter outreach, one or more interviews with a Lyneer branch 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 staffing role 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 Lyneer Staffing Solutions 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 Lyneer Staffing Solutions 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.