Preply: Company Profile & Background Check FAQs

Preply was founded in 2012 by Ukrainian entrepreneurs Serge Lukianov, Kirill Bigai, and Dmytro Voloshyn, who launched the first version of preply.com in November of that year. The privately held company is incorporated as Preply Inc. and is headquartered in Brookline, Massachusetts, with additional offices in Barcelona, London, New York, and Kyiv. As of 2024, Preply employed more than 678 people representing over 50 nationalities, and its platform serves users across more than 190 countries.

The company operates an online marketplace for live, personalized language instruction. A machine-learning recommendation algorithm matches students with tutors based on factors such as budget, schedule, and learning goals, and lessons take place in Preply Classroom, the company's integrated video and chat environment. Preply runs on a subscription model that combines human tutoring with artificial intelligence-powered study tools, and it also offers a corporate language training program called Preply Business. By March 2021, the platform had facilitated more than 10 million lessons and listed about 40,000 tutors across 190 countries.

Preply has grown with the backing of venture investors, raising a total of $170 million as of 2023, including a Series C round that closed at $120 million. Its workforce spans product management, engineering, marketing, customer support, sales, and operations roles across its international offices. Tutors on the platform work as independent contractors who set their own rates and schedules, which is an important distinction for anyone researching how Preply screens the people it works with.

Company culture and employee programs: Preply's corporate teams work in an international, multilingual environment focused on education technology. The company has publicly emphasized support for its employees, including offering relocation assistance to staff in Ukraine after the 2022 Russian invasion. Specific benefits and compensation vary by office location, role, and employment type, so candidates are encouraged to confirm details during the interview process. Common role categories include:

Yes. Employers in the education technology industry, including Preply, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local laws. In the United States, screening conducted through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires candidate consent, clear disclosures, and specific adverse action procedures. Because Preply operates offices in several countries, hiring in other regions is subject to local employment and privacy laws, such as the GDPR in Europe.

Preply is generally reported to conduct background checks for at least some positions as part of its hiring process, which is consistent with common practice among technology and education companies. The scope of a Preply background check may vary by role, seniority, and country. Corporate employees who handle payment data, customer information, or company systems may be screened differently than platform tutors, who work as independent contractors. Candidates should review the disclosures they receive during hiring to understand what applies to their specific situation.

While steps can vary by team and location, the Preply hiring process for corporate roles typically begins with an online application, followed by a recruiter screening call. Qualified candidates usually complete one or more interviews with hiring managers and team members, and some roles include a skills assessment or practical exercise. Candidates who receive an offer may be asked to consent to a background check or reference checks before their start date is confirmed. For tutors, the process is different: applicants create a profile, submit an introduction video, and go through a platform review before being listed in the marketplace.

Preply tutors are independent contractors rather than employees, and the vetting process for tutors centers on profile review and verification of the information tutors submit, such as credentials and introduction videos. Marketplace platforms take varying approaches to contractor screening, and policies can change over time, so prospective tutors should review Preply's current tutor requirements and terms directly. Regardless of platform policy, tutors who want to build trust with students can proactively verify their own records and credentials.

Turnaround time depends on the types of searches ordered, the responsiveness of courts and agencies, and how many jurisdictions appear in a candidate's history. Many background checks are completed within a few business days, while reports that involve county court record searches across multiple states, or international verifications, can take longer. Candidates who want a deeper look at typical timelines can review background check turnaround times.

The employer determines which searches to include in a background check. For a role at an online education company like Preply, a background check may include some or all of the following:

Candidates should read the disclosure and consent forms provided during hiring to see exactly which searches will be run for their role.

The lookback period depends on the type of search and the laws where the candidate lives or works. In the United States, the FCRA generally restricts consumer reporting agencies from reporting most types of negative information older than seven years, although criminal convictions may be reported for longer in many states, and exceptions exist for certain higher-salary positions. Some states apply stricter limits, and candidates outside the US are covered by their own national rules. As a result, two candidates applying for the same role in different locations may see different lookback windows.

Preply's policies regarding candidates with felony records are not publicly detailed, and hiring decisions of this kind are typically made on a case-by-case basis. Employers commonly weigh the nature and severity of an offense, how long ago it occurred, and its relevance to the role. Many US states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history during the application process. Candidates with records are encouraged to answer application questions honestly and to be prepared to provide context if asked.

Candidates asked to complete a Preply background check will typically need to provide written consent before any screening begins, usually through a standalone disclosure form. Applicants should be ready to supply accurate personal information, including full legal name, date of birth, address history, and, for US-based candidates, a Social Security number. Accurate information helps ensure records are searched in the right jurisdictions and reduces the chance of delays or mismatched results.

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, an employer must obtain written consent before ordering a background check, and if it intends to take adverse action based on the results, it must provide the candidate with a copy of the report and a summary of rights, along with a reasonable opportunity to dispute inaccurate information. For a deeper overview of how the Fair Credit Reporting Act (FCRA) and EEOC guidance apply to employment screening, review Checkr's introduction to these protections.

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