Paylocity: Hiring, Background Check & Employment Verification FAQs

Paylocity describes itself as a leading HR, payroll, and spend management technology provider, and says it has been partnering with organizations since 1997. The company is based in Schaumburg, Illinois, and is publicly traded on Nasdaq under the symbol PCTY. Public reference sources report that it began as Ameripay Payroll, founded by Steve Sarowitz, and took the Paylocity name in December 2005, before going public in March 2014.

Paylocity's products cover payroll, HR, time and labor, recruiting, onboarding, expense management, performance management, and compensation management, and its homepage highlights an artificial intelligence offering called Ignite AI. The company's about page says it serves more than 44,400 clients and works with more than 5,500 partners such as brokers, financial advisors, and consultants. Because its software handles payroll, tax, and employee data for client organizations, many roles involve access to sensitive information.

The same page puts the company's headcount at about 6,700 employees and says its workforce is largely remote, spread across the United States and other countries, with additional office locations that support local teams beyond the Schaumburg headquarters. Its careers page also lists a location in the Czech Republic.

Paylocity's careers page groups opportunities into operations, sales and marketing, product and technology, early career programs, corporate functions, and corporate development. Those categories suggest roles such as implementation and service specialists, sales representatives, software engineers, and finance and HR professionals, although available positions vary by team and location and change over time.

Company culture and employee programs:

The careers page invites candidates to "launch your career," and highlights benefits and perks, inclusion and diverse perspectives programs, community uplift efforts, sustainability, and a video gallery from leaders. It also lists workplace recognitions from outside organizations. Benefits, compensation, and work arrangements vary by role, location, and whether a position is remote, hybrid, or in office, so candidates are encouraged to confirm specifics during the hiring process.

Yes. Employers in the HR and payroll software industry, including Paylocity, are legally permitted to run pre-employment background checks, provided they follow applicable federal, state, and local laws. In the United States, background screening through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which sets rules for candidate consent, disclosure, and adverse action. Because Paylocity hires remotely across many states, state and local rules may also apply depending on where a candidate lives or works.

Paylocity is generally reported to conduct background checks as part of its hiring process, although the scope may vary by role and location. This is consistent with standard practice in software and payroll companies, where many employees have access to confidential employee, tax, and financial information on behalf of clients. The specific Paylocity background check may differ between, for example, a sales role and a role with access to payroll systems.

While the exact steps vary by team and role, the Paylocity hiring process typically follows a sequence common to large software employers. Candidates generally search positions on the careers page, apply online, and complete a recruiter conversation followed by one or more interviews with hiring managers and team members. Candidates who receive a conditional offer are usually asked to consent to a background check before a start date is confirmed. Onboarding and training follow once pre-employment requirements are cleared.

Turnaround depends on the searches ordered, the responsiveness of courts and agencies, and the candidate's history across jurisdictions. Many checks return within a few business days, while searches covering several counties or states can take longer. Candidates who want to understand typical timelines in more detail can review background check turnaround times.

A Paylocity background check may reveal criminal history, identity details, employment and education records, and, for some roles, credit history. The specific components are set by the employer and may vary by role. For a role at a software and payroll company, a background check may include some or all of the following:

Paylocity does not state a drug-testing requirement on the pages reviewed, and testing may vary by position and location. Some employers test for safety-sensitive roles or where a client contract or law requires it, and candidates should read their offer paperwork to see whether testing applies. This answer describes common industry practice and does not state Paylocity's confirmed internal policy, and it makes no claim about state marijuana laws.

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.

Paylocity's policies regarding candidates with felony records are not publicly stated in detail, and decisions are typically made case by case. Factors that may influence a decision include the type of offense, how much time has passed, and the responsibilities of the role, particularly roles with access to payroll or financial data. Many states and cities have enacted "ban-the-box" laws that limit when and how employers can ask about criminal history during the application process. Candidates are encouraged to be honest on their application and prepared to discuss their background during the hiring process.

Candidates will typically be asked for written consent before a background check begins, usually through a disclosure form provided during the hiring process. Candidates should be prepared to supply their full legal name, date of birth, Social Security number, address history, and details of prior employers and education. Providing accurate information helps ensure searches are run in the correct jurisdictions and can prevent 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).

Roles with access to payroll, tax, or financial data may include additional checks, such as credit history, subject to applicable state and federal law. Because Paylocity's software processes payroll and employee information for client organizations, employers in this field commonly screen for identity, criminal history, and work history, and some also review financial history for finance or system administration roles. Some states restrict the use of credit history in hiring, so what applies to a given candidate may depend on the job and the state where they work. Candidates should review any disclosure and consent forms they receive.

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