Prestigious Placement: Company Profile & Background Check FAQs

Prestigious Placement, Inc. is an employment agency headquartered in Memphis, Tennessee, with its main office located on Hacks Cross Road. According to Better Business Bureau records, the company was incorporated in 2012. The agency describes itself as a Memphis born and raised corporation and focuses on staffing for the local market, where logistics, distribution, and light industrial work are major sources of employment.

The company provides temporary staffing, temp-to-hire placements, and permanent job placement services for area employers. Much of its placement activity centers on warehouse, distribution, and administrative positions, and the agency also operates a vocational rehabilitation division that provides individualized training and job placement support for job seekers with disabilities. Through partnerships, the company has worked with programs such as Tennessee Vocational Rehabilitation, Social Security's Ticket to Work, ECF CHOICES, Shelby County Schools, and Project SEARCH.

Prestigious Placement was selected by the city of Memphis, through the Workforce Investment Network (WIN) and the Greater Memphis Alliance for a Competitive Workforce (GMACW), as one of the area's "Gold Standard" staffing agencies. That designation came with funding for training programs and technology that lets the agency track employee training progress digitally and share it with client companies. Free vocational and college-aligned courses offered through the agency have included certified logistics technician, medical device packaging, metal finishing, quality assurance, and pre-apprentice machinist programs.

Company culture and employee programs:

Prestigious Placement promotes a set of employee perks that are less common among staffing agencies. According to the company, these have included:

Specific perks and eligibility can change over time and may vary by assignment, so candidates should confirm current offerings directly with the agency.

Yes. Employers in the staffing and employment services industry, including Prestigious Placement, are legally permitted to conduct background checks on job candidates, provided they follow applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires written consent, clear disclosures, and a defined adverse action process when background check results influence hiring or placement decisions.

Staffing agencies like Prestigious Placement are generally reported to conduct background checks, either when a worker first registers with the agency or before placement on a specific assignment. In the staffing industry, screening requirements are often driven by the client company where the worker will be placed, so the scope of a Prestigious Placement background check may vary from one assignment to the next. Warehouse, distribution, and administrative clients commonly request criminal history searches, and some may require additional screenings.

While steps can vary, the hiring process at a staffing agency typically begins with an application, submitted online or in person at the agency's office. Candidates usually meet with a recruiter to review their skills, work history, availability, and transportation needs, and may complete skills assessments for certain roles. When the agency matches a candidate to an open assignment, the candidate is generally asked to consent to any background check or drug screening the client employer requires before starting. Once cleared, the agency coordinates the start date, schedule, and onboarding details.

Turnaround time depends on the searches included in the report and the responsiveness of the courts and agencies being queried. Many background checks are completed within a few business days, though searches spanning multiple counties or states can take longer. Because staffing assignments often move quickly, candidates can help avoid delays by providing complete and accurate information up front. For more detail, review background check turnaround times.

The components of a background check are determined by the employer and, in staffing, often by the client company as well. For placements through an agency like Prestigious Placement, a background check may include some or all of the following:

Candidates should review the disclosure and consent forms provided during onboarding to understand which searches apply to their assignment.

Lookback periods depend on the type of search and the laws where the candidate lives and works. Under the FCRA, most types of negative information older than seven years generally cannot be reported by consumer reporting agencies, though criminal convictions can often be reported further back and exceptions apply for certain higher-paying positions. Some states set stricter limits, so the window can differ from one report or search type to another.

Prestigious Placement does not publicly publish a detailed policy on candidates with felony records, and placement decisions are typically made case by case, often depending on the requirements of the client company. Factors that commonly matter include the nature of the offense, how long ago it occurred, and its relevance to the assignment. The agency's stated mission includes helping disadvantaged job seekers overcome barriers to employment, and many jurisdictions have adopted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates with records should answer application questions honestly and discuss options with their recruiter.

Candidates will typically be asked to sign a written consent form before any background check is run. To complete screening, candidates should be prepared to provide accurate personal information, including full legal name, date of birth, Social Security number, and address history, along with a government-issued ID for identity and work eligibility verification. Accurate details help ensure the correct records are searched and prevent delays in starting an assignment.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires employers to get written permission before ordering a background check and, if they plan to take adverse action based on the results, to provide the candidate with a copy of the report and a summary of rights, plus time to dispute inaccurate information. For a deeper overview of the FCRA and related Equal Employment Opportunity Commission (EEOC) guidance, visit this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Prestigious Placement may see and helps you identify potential inaccuracies before they affect a placement. 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.