PeopleShare: Hiring, Background Check & Employment Verification FAQs

PeopleShare was founded in 2005 in King of Prussia, Pennsylvania, and the company later moved its corporate headquarters to Collegeville, Pennsylvania, in 2016. Over time it grew through acquisitions in Pennsylvania, Virginia, Illinois, and the Carolinas. In 2023, the global staffing company PROMAN acquired PeopleShare, which now presents itself as PeopleShare by PROMAN. PROMAN's North American headquarters is in Northbrook, Illinois.

The company says its offices cover the Mid-Atlantic and Midwest regions. Its services include temporary staffing, temp-to-hire, direct hire placement, insurance licensed agents, and strategic solutions. PeopleShare describes its work as connecting employers with people in roles ranging from accounting and administration to customer service and warehouse operations.

Because PeopleShare is a staffing firm, there are two kinds of candidates. Some apply to be placed on assignments with client employers, and others apply for PeopleShare's own internal jobs through its careers pages. The screening for a placement can reflect what the client employer asks for, so the checks may differ from one assignment to the next.

Company culture and employee programs:

PeopleShare's website lists the values teamwork, passion, urgency, and reputation, and its careers pages describe the company as a career partner rather than only a staffing agency. The careers pages also mention hybrid and onsite work options, health coverage, an employee assistance program, retirement savings options, and paid time off. Pay, benefits, and schedules may vary by role, office, and whether a position is a temporary assignment or a PeopleShare staff role, so candidates are encouraged to confirm specifics during the hiring process.

Yes. Employers in the staffing industry, including PeopleShare, are legally permitted to conduct pre-employment background checks, provided they follow applicable federal, state, and local laws. In the United States, the Fair Credit Reporting Act (FCRA) requires disclosure and written consent when a screening company prepares the report, and it sets out adverse action steps. Some states and cities add their own limits on how criminal history may be used.

PeopleShare is generally reported to conduct background checks for candidates, though the scope may vary by role and by the client employer. That is consistent with staffing industry practice, where clients often ask for screening before an assignment begins. Candidates headed to finance or office roles that handle sensitive information may see a different mix of searches than those headed to warehouse roles.

The PeopleShare hiring process typically starts with an online application or a visit to a local office, followed by an interview with a recruiter. Recruiters may match candidates to open assignments and share the details of each role. Candidates are usually asked to consent to a background check before an assignment starts, and some assignments may add skills assessments or a drug screen. Steps may vary by office and role.

Many employment background checks return within a few business days, though staffing candidates often want results quickly so an assignment can start on time. Searches that involve court records in several counties or states can take longer. For typical timelines, see background check turnaround times. Accurate personal details and address history on the first submission help avoid delays.

A PeopleShare background check may include some or all of the following, depending on the role and the client employer:

Candidates should review the disclosure and consent forms provided during the process to see which searches apply to their role.

Some PeopleShare assignments may require a drug test, but requirements typically vary by role, client employer, and applicable law. Light industrial and warehouse work may be more likely to involve testing than clerical work. Candidates should check the job details and any offer paperwork to see what applies to the assignment they are pursuing.

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.

PeopleShare's decisions about candidates with criminal records are typically made case by case, and a client employer's requirements may also play a role. Factors that may matter include the type of offense, how much time has passed, and the duties of the assignment. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates should answer application questions honestly and be ready to discuss their background.

Candidates will typically be asked for written consent and basic personal details before a PeopleShare background check begins. That usually includes a full legal name, date of birth, Social Security number for US-based applicants, and address history. Accurate information helps searches run in the right jurisdictions, and some client employers may add requirements of their own.

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).

Yes, PeopleShare was acquired by the global staffing company PROMAN in 2023 and now presents itself as PeopleShare by PROMAN. Candidates may therefore see both names on application pages and onboarding paperwork. The two names refer to the same staffing business, and screening steps may still vary by office, role, and client employer.

PeopleShare fills temporary, temp-to-hire, and direct hire roles in clerical, financial, and light industrial fields. Its website lists accounting, administration, customer service, and warehouse operations, and it also places insurance licensed agents. The checks that apply may differ across these categories, and each client employer may set its own requirements.

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