Market Force: Hiring, Background Check & Employment Verification FAQs

Market Force Information, which goes by Market Force on its website, helps multi-unit organizations improve performance at each location. Its website describes a suite of services in three areas: employee engagement, such as surveys, support, and rewards; operational excellence, such as mystery shopping, site audits, and merchandising; and customer experience, such as customer surveys, customer support, and social media reviews. The company pairs those services with analytics, apps, and reporting technology, including its KnowledgeForce platform.

Market Force's website says more than 200 brands use its services and that its network includes more than 600,000 certified mystery shoppers. Its About page lists clients in industries that include restaurants, fashion and specialty retail, grocery, petro-convenience, telecom, financial services, and government agencies, and the company publishes consumer panel studies such as its Casual Dining, Fast Casual, and US Wireless studies.

According to its About page, the company's monthly work includes completing mystery shops, processing customer experience surveys, handling inbound calls at its contact center, and hosting users on its reporting platform. Its careers page says the company has global offices and is always looking for independent contractors, and it lists mystery shopper sign-up alongside open positions. The workforce therefore spans employees, such as client delivery, operations, technology, and contact center staff, and independent contractors who complete field assignments.

Company culture and employee programs: Market Force's careers page lists four values: that experience matters, that people are driven by compassion, that differences are celebrated, and that life and work should be balanced. It lists a benefits package, competitive pay, a bonus program, and training and development, and it mentions mentorship opportunities. Specific benefits and pay vary by role and location, so candidates should confirm details during the hiring process.

Yes. Employers in the market research and customer experience industry, including Market Force, are legally permitted to run pre-employment background checks, provided they follow federal, state, and local law. In the United States, the Fair Credit Reporting Act (FCRA) sets the rules for candidate consent, disclosure, and adverse action when a third-party report is used. State or local rules may add further limits depending on where the role is based.

Market Force is generally reported to screen candidates for employee roles, but the company does not publish a detailed screening policy. Employers that manage client data, run contact centers, and send people to client locations commonly use background checks for at least some positions. The scope of the Market Force background check may vary by role, location, and whether the position is an employee role or an independent contractor assignment.

The Market Force hiring process typically starts with an online application for an open position, followed by one or more interviews, and the steps may vary by role. Candidates who want field work can instead sign up as mystery shoppers, which the careers page describes as an independent contractor opportunity, and may be asked to complete registration steps before taking assignments. Employee candidates who receive a conditional offer are generally asked to consent to a background check before a start date is confirmed. Candidates should review the registration terms and offer paperwork for the steps that apply to them.

Many background checks are returned within a few business days, though the timeline for a Market Force background check depends on the searches ordered and the records involved. Court record searches across several counties or states can take longer, as can employment verifications. Candidates who want more detail can review background check turnaround times to see what affects speed.

A background check may reveal criminal records, identity details, employment history, and other information, depending on the role. For an employee position at Market Force, 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 specific role. Independent contractor mystery shoppers may be handled through a registration process instead of a full employment background check, and requirements may vary by assignment and client.

Market Force may require a drug test for certain roles, but the company does not publish a company-wide drug-testing policy on its careers page. Employers more often add drug screening for safety-sensitive jobs than for office, analytics, or contact center roles. Independent contractor mystery shoppers are not employees, so employee testing rules may not apply to them in the same way. Candidates can confirm what applies to their position with the recruiter.

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.

Market Force is generally reported to review candidates with criminal records case by case, though it does not publish a detailed policy on felony convictions. Factors that may matter include the type of offense, how much time has passed, and the duties of the role, such as handling client data or visiting client locations. Many states and cities have enacted "ban-the-box" laws that limit when employers may ask about criminal history, so rules may differ by where the role is based. Candidates should answer application questions honestly.

Candidates for employee roles at Market Force will typically be asked to give written consent before a background check begins. Applicants should be ready to provide accurate personal information, including full legal name, date of birth, address history, and Social Security number for US-based roles. Mystery shoppers who register as independent contractors may be asked for identity and payment details instead, and requirements vary by program. Accurate information helps searches run in the correct jurisdictions and prevents 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).

Mystery shoppers sign up as independent contractors rather than employees, and whether a background check applies may vary by assignment and client. Market Force's careers and contact pages invite shoppers to register separately from employee applicants. Some client programs, such as those involving age-restricted products or secure locations, may carry added requirements, which would typically be stated in the assignment instructions. Shoppers should read the registration terms and each assignment's guidelines before accepting work.

Running a personal background check with Checkr lets you preview what Market Force 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.