Morgan & Morgan: Company Profile & Background Check FAQs

Morgan & Morgan was founded in 1988 by attorney John Morgan in Orlando, Florida, where the firm remains headquartered today. The firm began with a focus on personal injury law and has since grown into one of the most recognizable consumer law brands in the United States, describing itself as America's largest personal injury law firm. It remains privately held, with members of the Morgan family continuing to play prominent roles in its leadership.

The firm's practice areas center on representing individuals rather than corporations. Core areas include personal injury, car and truck accidents, medical malpractice, workers' compensation, product liability, and class action litigation, along with additional consumer-focused practice areas the firm has added over time. Morgan & Morgan is also known for heavy advertising across television, billboards, and digital channels, which has helped build its national profile.

Morgan & Morgan has expanded well beyond Florida. As of 2025, the firm reported more than 1,000 attorneys working across roughly 140 offices in cities throughout the United States, supported by a total workforce of more than 6,000 employees. That growth has made it one of the larger plaintiffs' firms in the country by attorney headcount.

The firm's workforce includes trial attorneys and associates, paralegals and legal assistants, case managers, intake specialists, investigators, client experience staff, and corporate functions such as IT, marketing, finance, and human resources. Because staff routinely handle confidential client information, medical records, and settlement funds, trust and integrity are significant considerations in the firm's talent selection.

Company culture and employee programs: Morgan & Morgan promotes a mission-driven culture built around its "For the People" identity and representing everyday individuals against larger opponents. The firm hires for both legal and non-legal career paths, and many roles offer structured training in case management and client service. Benefits, compensation, and remote or in-office arrangements vary by role and location, so candidates should confirm details for their specific position during the interview process.

Yes. Employers in the legal services industry, including Morgan & Morgan, are legally permitted to conduct pre-employment background checks on candidates, provided they comply with federal, state, and local laws. In the United States, background screening conducted through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires written candidate consent, clear disclosures, and specific adverse action procedures if the results affect a hiring decision.

Morgan & Morgan is generally reported to conduct background checks as part of its hiring process, which is consistent with common practice at large law firms. Legal employees routinely access confidential client files, protected health information, and financial details connected to settlements, so screening is standard across the industry. The exact scope of a Morgan & Morgan background check may vary by role, office location, and level of access to sensitive information.

The Morgan & Morgan hiring process typically starts with an online application through the firm's careers page or a job board. Candidates who advance generally complete a phone or video screen with a recruiter, followed by one or more interviews with hiring managers or practice group leaders. Attorney candidates may also discuss bar admission status and litigation experience. Candidates who receive a conditional offer are usually asked to consent to a background check and to complete any remaining pre-employment steps before a start date is finalized.

Turnaround depends on which searches are ordered, how quickly courts and past employers respond, and how many jurisdictions appear in the candidate's address history. Many background checks are completed within a few business days, while reports that involve multiple county court searches or manual employment and education verifications can take longer. For a closer look at typical timelines, review background check turnaround times.

The employer determines which screenings apply to each role. For positions at a large law firm like Morgan & Morgan, a background check may include some or all of the following:

Candidates should read the disclosure and authorization forms they receive to understand which searches will be run for their specific role.

Lookback periods depend on the type of record and the laws of the state where the candidate lives or works. The FCRA generally restricts consumer reporting agencies from reporting most non-conviction negative information older than seven years, while criminal convictions may be reportable for longer under federal law. Some states apply a seven-year limit to convictions as well, and exceptions can apply for positions above certain salary thresholds. As a result, how far back a Morgan & Morgan background check goes can vary by candidate and location.

Morgan & Morgan does not publish a detailed public policy on hiring candidates with felony records, and such decisions are typically made case by case. Relevant factors often include the nature of the offense, how much time has passed, and the duties of the role, particularly where a position involves client funds or confidential records. Many states and cities have adopted "ban-the-box" laws that limit when employers may ask about criminal history. Candidates with records should answer application questions truthfully and be ready to provide context if asked.

Candidates will typically be asked to sign a written disclosure and consent form before any background check is initiated, as the FCRA requires. Be prepared to provide accurate personal details, including your full legal name, date of birth, Social Security number, and address history, along with information needed for employment, education, or bar admission verification where relevant. Accurate information helps the screening process move quickly and ensures records are matched to the right person.

The Fair Credit Reporting Act is a federal law governing how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain written consent before ordering a report, and if an employer plans to take adverse action based on the findings, it must first give the candidate a copy of the report and a summary of rights, plus a reasonable window to dispute inaccurate or incomplete information. For a deeper explanation of the FCRA and related Equal Employment Opportunity Commission (EEOC) guidance, see this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Morgan & Morgan may see and helps 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.