Medely: Hiring, Background Check & Employment Verification FAQs

Medely was founded in 2016 and is based in Santa Monica, California. The company describes its origin as a collaboration between Angie Nasr, a Director of Nursing who was manually texting clinicians, verifying credentials, and assembling schedules by hand, and Waleed and Khaled Nasr, technology entrepreneurs who built the platform around her frontline experience. Waleed Nasr serves as chief executive officer and co-founder.

What began as a marketplace matching facilities with per diem talent has grown into what the company calls a workforce orchestration platform. Alongside shift matching, Medely now offers tools for managing internal and flexible staff, vendor management, and scheduling, with the stated aim of helping facilities control labor costs while keeping shifts covered. The company reports connecting more than 300,000 clinicians to work opportunities and more than two million shifts filled across hospitals, health systems, and outpatient care settings.

Because clinical work is credential-dependent, verification is central to how the platform functions. Medely states that it has earned The Joint Commission's Gold Seal of Approval, a certification the company describes as reflecting its commitment to supplying qualified professionals to healthcare facilities. Health Care Staffing Services certification of that kind involves review of how a staffing organization verifies licenses, competency, and ongoing performance.

Two different populations work with Medely. The first is the clinician network: registered nurses, licensed practical and vocational nurses, surgical technologists, sterile processing technicians, dental professionals, imaging and laboratory staff, and other allied roles who pick up assignments through the platform. The second is Medely's own corporate workforce, which the company recruits for functions including engineering, product management, marketing, sales, and clinical operations.

Company culture and employee programs:

Professionals working through the platform are matched to assignments rather than assigned fixed schedules, which makes credential currency, reliability, and facility ratings important to how much work a clinician can access. Onboarding generally centers on document collection: licenses, certifications, immunization and health records, references, and screening. Pay rates, assignment length, and requirements differ by specialty, facility, and state, so clinicians should confirm the particulars of each posting. Corporate roles at the company are separate from the marketplace and follow a conventional employment process.

Yes. Employers in the healthcare staffing and workforce technology industry, including Medely, may legally run pre-employment background checks on applicants, provided they comply with federal, state, and local screening law. The Fair Credit Reporting Act (FCRA) is the primary federal framework: it requires a standalone written disclosure, the candidate's signed authorization, and a two-step adverse action process if information in a report factors into a decision. Many states and cities layer on additional limits.

Medely is generally reported to require background screening as part of clinician onboarding, which is standard across healthcare staffing. Healthcare employers and the staffing organizations that supply them operate under accreditation standards, facility contract requirements, and state and federal rules that make verification of identity, licensure, and criminal history a routine condition of placement. The precise components of a Medely background check may vary by specialty, by the requirements of the receiving facility, and by state law.

Clinicians typically begin by creating a profile, selecting their specialty, and uploading licenses, certifications, and work history. The platform then guides them through a verification and compliance queue that can include license validation, reference checks, health and immunization documentation, and consent to a background check. Once a profile is cleared, the professional can browse and request shifts, and individual facilities may impose additional requirements of their own. Candidates applying to Medely's corporate teams follow a more conventional path of recruiter screen, hiring manager interview, team interviews, and a conditional offer that may be contingent on screening.

How long a report takes varies with the scope of the searches, the responsiveness of the courts and agencies being queried, and whether records exist in more than one county or state. A large share of checks are returned within a few business days, but verifications and manual court pulls can extend the window. For a more detailed breakdown, candidates can review background check turnaround times.

The scope of a report is set by the employer or, in staffing arrangements, by the combination of the staffing organization's standards and the client facility's requirements. For healthcare placements, a background check may include some or all of the following:

Candidates should read the disclosure and consent paperwork they receive during the hiring process, since that documentation describes the searches actually being ordered for their specific role.

The lookback window is set by the type of search and the state rules that apply to the candidate. The FCRA generally restricts consumer reporting agencies from reporting most negative information that is more than seven years old, though convictions and higher-salary roles can be treated differently. A number of states impose tighter limits, so two candidates with similar histories in different states may see different results.

Medely does not publish a detailed policy on applicants with felony records, and decisions of this kind are typically made case by case. Factors that commonly weigh on the outcome include the nature and seriousness of the offense, how much time has passed, evidence of rehabilitation, and how closely the record relates to the duties of the job. Many states and cities have adopted "ban-the-box" laws that limit when an employer may ask about criminal history and require individualized assessment before a record is used to deny a role. Healthcare placements add a layer beyond ordinary employment law, because facility contracts, accreditation standards, and state licensing boards can independently restrict who may work in a clinical setting. Candidates are generally best served by answering application questions honestly and being ready to discuss their history if it comes up.

Screening normally begins only after a candidate signs a disclosure form and gives written consent, which is commonly handled alongside the conditional offer paperwork. Applicants should expect to supply their full legal name, date of birth, Social Security number, and prior addresses. Supplying complete and accurate details matters, because the address history determines which courts are searched and small errors can slow a report down.

The Fair Credit Reporting Act is the federal law that sets the ground rules for employment background checks in the United States. Under it, an employer must get the candidate's written permission before running a report, must send a pre-adverse action notice with a copy of the report and a summary of rights if the results may cost the candidate the job, and must allow time to dispute errors before finalizing the decision. A detailed overview of the Fair Credit Reporting Act (FCRA) and related EEOC guidance is available from Checkr.

Healthcare staffing organizations generally verify that a professional's license or certification is active and unrestricted in the state of the assignment, confirm specialty certifications where a role requires them, and collect health and immunization documentation consistent with facility policy. Verification is typically ongoing rather than one-time, since licenses and certifications expire and assignments may cross state lines. Clinicians should keep documents current in their profile to avoid losing access to shifts.

Running a personal background check with Checkr lets you preview what Medely may see and gives you a chance to spot inaccuracies before they affect your application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To share verified credentials with employers proactively, build a free Checkr Profile you can send to recruiters, hiring managers, or prospective 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.