PJ Media: Hiring, Background Check & Employment Verification FAQs

PJ Media was launched in 2005, originally under the name Pajamas Media, by Academy Award nominee Roger L. Simon, Charles Johnson of Little Green Footballs, and law professor Glenn Reynolds of Instapundit. The founders brought a group of independent bloggers together into a single integrated website, and the outlet describes itself today as a source of original political analysis and commentary from a center-right perspective. It is also the home of Instapundit.com.

In March 2019, PJ Media was acquired by Salem Media Group and became part of the Townhall Media family. Townhall Media, an affiliate of Salem Media Group, publishes a group of right-of-center digital properties that includes Townhall, Hot Air, RedState, Twitchy, Bearing Arms, Townhall Finance, and PJ Media. According to Townhall Media, the combined platforms reach more than 24 million unique visitors each month and generate over 100 million monthly pageviews, and its senior editors appear regularly on national cable news programs.

Editorially, PJ Media covers news and politics, culture, faith, and homeland security, and it produces columns, video, podcasts, and newsletters alongside written reporting and analysis. Revenue comes from advertising and from a paid VIP membership program that readers can subscribe to directly. The outlet publishes a masthead that includes a managing editor, associate editors, a weekend editor, senior columnists, and an editor at large, and it operates under Townhall Media's publishing leadership. PJ Media also maintains a stated correction policy, noting corrections and updates at the bottom of published articles.

Company culture and employee programs:

As a digital-first newsroom inside a larger publishing group, PJ Media's roles cluster around editorial and digital operations. Typical positions include staff writers and reporters, columnists, copy editors and managing editors, video producers and hosts, podcast producers, social media and audience development staff, newsletter and email marketing specialists, web and product roles, and advertising, sponsorship, and subscription operations. Much of the writing workforce in this segment of publishing works remotely or on a contributor basis, while business-side functions are commonly handled at the Townhall Media and Salem Media Group level. Compensation, employment classification, and benefits vary by role and by whether a position is staff or contract, so candidates should confirm specifics directly with the hiring team.

Yes. Employers in the media and digital publishing industry, including PJ Media, are legally permitted to conduct pre-employment background checks on job candidates as long as they follow applicable federal, state, and local law. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which sets rules for candidate disclosure, written authorization, and the adverse action process before a hiring decision can be finalized on the basis of a report.

Digital publishers such as PJ Media are generally reported to screen candidates before hire, consistent with broader practice among media companies and their parent organizations. Publishers commonly verify identity and prior employment because editorial credibility depends on the accuracy of a writer's stated experience, and they may add criminal history searches for roles that involve financial systems, payroll, or sensitive corporate information. The scope of a PJ Media background check may vary by role, by employment classification, and by the policies of its parent company.

The steps differ by role, but the PJ Media hiring process generally follows a pattern familiar across digital media. Candidates apply through the outlet's job openings page or through Townhall Media, and editorial applicants are typically asked to submit clips or a portfolio alongside a resume. Promising applicants complete a screening conversation with an editor or hiring manager, and writers are often given a short test assignment or asked to pitch story ideas. Additional interviews may follow with senior editorial or business leadership. A conditional offer usually precedes any background check, and onboarding follows once pre-employment requirements are complete.

Turnaround varies with the searches ordered, how quickly courts and prior employers respond, and how many jurisdictions a candidate's history touches. Many reports come back within a few business days, while searches that reach across multiple counties or states, or verifications that depend on a former employer's human resources department, can take longer. Candidates who want more detail on what drives the clock can review background check turnaround times.

The employer decides which searches to include. For a role at a digital publisher, a background check may cover some or all of the following:

Candidates should read the disclosure and authorization paperwork they receive, since it identifies the searches that will actually run for their position.

Lookback windows depend on the search type and the law of the state where a candidate lives or worked. Under the FCRA, consumer reporting agencies generally may not report most adverse non-conviction information older than seven years, with exceptions for higher-salary positions and certain record categories. Several states apply stricter limits, and some restrict the reporting of convictions as well. A candidate with records in more than one state may see different lookback periods applied to different searches inside a single report.

PJ Media does not publish a detailed policy on applicants with felony convictions, and hiring decisions of this kind are typically made case by case. Employers commonly weigh the nature and seriousness of the offense, how long ago it happened, evidence of rehabilitation, and how the record relates to the duties of the job. Many states and cities have enacted "ban-the-box" laws that limit when an employer may ask about criminal history during the application process. Applicants are encouraged to answer questions honestly and to be prepared to discuss their background if it comes up.

Candidates are typically asked to provide written consent before any screening begins, usually through a standalone disclosure and authorization form. Expect to supply a full legal name, date of birth, Social Security number, and address history, and to list prior employers with accurate titles and dates. Editorial candidates may also be asked to verify published work. Providing complete and accurate information helps ensure searches are run in the correct jurisdictions and reduces the chance of delays.

The Fair Credit Reporting Act is the federal law that governs how consumer reporting agencies collect, use, and share background check information. Employers must obtain written authorization before ordering a report, deliver a pre-adverse action notice with a copy of the report and a summary of rights before finalizing a negative decision, and give the candidate an opportunity to dispute information they believe is inaccurate. For a fuller explanation of how the statute works alongside Equal Employment Opportunity Commission guidance, see this introduction to the Fair Credit Reporting Act (FCRA).

They can be. Digital publishers often engage columnists and contributors as independent contractors rather than employees, and screening practices for contractors vary by company and by the nature of the engagement. Where a publisher does order a background report on a contractor, the same FCRA obligations around disclosure, written authorization, and adverse action generally apply. Contributors should read whatever paperwork accompanies their agreement and ask the editorial contact which checks, if any, the arrangement involves.

Running a personal background check with Checkr lets you preview what PJ Media may see and helps you identify potential inaccuracies before they affect your 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, editors, 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.