Mia Aesthetics: Hiring, Background Check & Employment Verification FAQs

Mia Aesthetics was founded in 2017 and is headquartered in Miami, Florida. The company operates a network of cosmetic surgery clinics built around a high-volume, affordability-focused model, and it describes its mission as delivering quality plastic surgery at prices that make the procedures attainable for a wider group of patients. It is privately held rather than publicly traded.

The company has expanded well beyond its original Florida base. Its own locations directory lists clinics serving Miami, Tampa, Atlanta, Baltimore, Chicago, Dallas, Houston, Austin, Las Vegas, and New York City. Procedures offered include the Brazilian butt lift, tummy tucks, liposuction, breast augmentation, and combination procedures such as mommy makeovers, along with related consultations and post-operative care.

Mia Aesthetics reports a staff of more than 20 plastic surgeons and describes a patient journey that runs from a free online consultation through surgery and follow-up care. Supporting that journey requires a broad clinical and non-clinical workforce. Typical roles include board-certified plastic surgeons, registered nurses, certified registered nurse anesthetists and anesthesiologists, surgical technologists, medical assistants, patient care coordinators, sterile processing staff, front desk and scheduling personnel, and centralized sales, marketing, and administrative teams.

Company culture and employee programs:

As a surgical care provider, Mia Aesthetics operates in a regulated clinical environment where credentialing, infection control, and patient privacy obligations shape day-to-day work. Clinical staff are expected to hold and maintain the licenses and certifications required by the state where they practice, and patient-facing roles involve handling protected health information. Non-clinical roles in scheduling and patient coordination are customer-service intensive and often involve consultative conversations with prospective patients. Compensation, scheduling, and benefits vary by role, credential, and clinic location, so candidates should confirm specifics during the hiring process.

Yes. Employers in the healthcare and cosmetic surgery industry, including Mia Aesthetics, are legally permitted to conduct pre-employment background checks on job candidates provided they follow federal, state, and local law. The Fair Credit Reporting Act (FCRA) governs employment screening in the United States, setting requirements for written disclosure, candidate authorization, and adverse action. Healthcare employers also operate under state licensing and patient-safety rules that can require additional vetting for clinical positions.

Mia Aesthetics is generally reported to conduct background checks as part of hiring, which is consistent with standard practice across healthcare and surgical care employers. Staff work directly with patients under sedation, handle protected health information, and in clinical roles may access controlled substances, all of which are common reasons a medical employer screens. The scope of a Mia Aesthetics background check may vary by role, by state, and by whether the position is clinical or administrative.

The Mia Aesthetics hiring process generally begins with an application submitted through the company's careers page for a specific clinic or for a centralized support role. Candidates who advance typically complete a recruiter screen followed by one or more interviews with clinic or department leadership. Clinical candidates are usually asked to document licensure, certifications, and relevant surgical experience, and credentialing review can run alongside the interview process. Applicants who receive a conditional offer are typically asked to authorize a background check, with onboarding and clinic-specific orientation following once pre-employment steps are complete.

Turnaround depends on the searches ordered, how quickly courts, schools, licensing boards, and previous employers respond, and how many jurisdictions the candidate's history spans. Many reports return within a few business days, while healthcare screening that includes license verification, education verification, and multi-state criminal searches can take longer. Clinical candidates often see the longest timelines because credentialing involves more third parties. For more on what drives timing, see background check turnaround times.

The employer sets the scope. For a role at a surgical care provider, a background check may include some or all of the following:

Candidates should read the disclosure and authorization forms issued during hiring to see exactly which searches apply to their role.

Lookback windows depend on the search type and on state law. Under the FCRA, consumer reporting agencies are generally restricted from reporting most adverse non-conviction information older than seven years, with exceptions for certain records and for higher-salary positions, a threshold that can matter for clinical roles. Some states impose narrower limits. License and credential verification works differently from criminal history and typically confirms current standing plus any disciplinary actions on record with the board, which are not bound by the same seven-year framing.

Mia Aesthetics does not publish a detailed policy on applicants with felony records, and healthcare employers generally assess these situations case by case. Considerations usually include the nature and seriousness of the offense, how long ago it occurred, evidence of rehabilitation, and how directly it relates to patient care or the duties of the specific role. Many states and cities have enacted "ban-the-box" laws limiting when employers may ask about criminal history during hiring, though some healthcare-specific statutes place their own restrictions on certain positions. Candidates should answer application questions honestly and be prepared to discuss their history.

Candidates are typically asked to give written consent before any background check begins, delivered as a standalone disclosure form. Applicants should expect to provide their full legal name, date of birth, Social Security number, and address history. Clinical candidates will also generally need to supply license numbers, issuing states, certification documentation, and details of their education and clinical training. Accurate information keeps searches in the right jurisdictions and helps prevent avoidable credentialing delays.

The Fair Credit Reporting Act is the United States federal law governing how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain written authorization before ordering a report, to provide a copy of the report and a summary of rights before taking adverse action based on it, and to allow the candidate an opportunity to dispute inaccurate information before a decision becomes final. For a detailed explanation of how the FCRA and Equal Employment Opportunity Commission guidance apply to background checks, visit Fair Credit Reporting Act (FCRA).

License verification is standard practice for surgical and nursing roles across the healthcare industry, and candidates for clinical positions should expect their credentials to be confirmed with the issuing state board. That check typically establishes whether a license is active, what its expiration date is, and whether any disciplinary or restriction history is on file. Because licensure is state-specific, clinicians moving between the states where Mia Aesthetics operates may need to hold or obtain a license in the destination state before they can practice there. Candidates should keep certification documents current and be ready to share license numbers early in the process, since credentialing is often the longest step before a start date.

Running a personal background check with Checkr lets you preview what Mia Aesthetics 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.