Qps Employment Group: Hiring, Background Check & Employment Verification FAQs

QPS Employment Group was founded in 1985 by Scott A. Mayer, who launched the company from a one-room office in Hales Corners, a suburb of Milwaukee, Wisconsin. QPS grew from a two-person operation into one of the largest independently owned staffing firms in the region, with long-tenured leaders including Dan McNulty, who was involved with QPS since its earliest years and helped grow the company from 8 internal employees to more than 375 before retiring in June 2023, and Mark Immekus, who played a critical role in expanding QPS's sales and regional footprint from shortly after the company's founding until his passing in April 2018.

QPS has continued to grow significantly over its 40-year history, expanding to more than 50 branch office locations across nine states, primarily throughout the Midwest, with corporate headquarters remaining in Brookfield, Wisconsin. The company developed Accelerate Talent Group (also referred to as Accelerate Professional Talent Solutions), a specialized division focused on IT, accounting, finance, and HR positions, particularly within manufacturing settings. QPS has received industry recognition, including the Best of Staffing Client and Talent 10-Year Diamond Awards from ClearlyRated and a Top Workplaces honor from the Milwaukee Journal Sentinel based on employee feedback.

Today, QPS Employment Group employs more than 300 internal staff members and places more than 6,000 to 7,000 associate employees into work weekly, working with more than 1,500 client companies across the Midwest. QPS's own internal workforce includes recruiters, branch managers, and staffing coordinators, while the larger pool of associate employees placed through QPS work across a wide range of client businesses in manufacturing, warehousing, professional services, and clerical settings.

Company culture and employee programs: QPS emphasizes a customer-service-oriented, people-first approach that the company describes as central to its identity since its founding, along with a reputation for responsiveness to both employees and client companies. The company has built its growth around long-tenured leadership and a hands-on, relationship-driven staffing model. Benefits, scheduling, and specific working conditions depend heavily on which client site a candidate is placed with; candidates should confirm exact details with a QPS recruiter during the hiring process.

Yes. Staffing agencies, including QPS Employment Group, are legally permitted to conduct pre-employment background checks on candidates, provided they comply with applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow adverse action procedures.

QPS Employment Group is generally reported to conduct background checks as part of its hiring process, which is standard for staffing agencies, particularly since candidates are placed in manufacturing, industrial, and professional roles that may carry specific client-mandated screening requirements.

The hiring process through QPS typically includes an application, an interview with a QPS branch recruiter, and a background check prior to placement with a client company. Specific requirements can vary depending on the client and role.

Background check timelines can vary based on the type of screening requested and how quickly records can be verified. Learn more about typical background check turnaround times to understand what factors can affect the process.

A typical pre-placement background check for a role sourced through QPS may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state laws and specific client requirements may extend or restrict this timeframe.

Hiring and placement decisions involving candidates with criminal records are generally made on a case-by-case basis, taking into account the nature of the offense, how much time has passed, its relevance to the role, and the requirements of the specific client company. Some states have adopted "ban-the-box" laws that restrict when employers can ask about criminal history during the hiring process.

Candidates can generally expect to provide personal information such as full legal name, date of birth, and Social Security number, along with signed consent authorizing the background check, in compliance with FCRA requirements.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers can use background check information in hiring decisions. It requires employers to notify candidates before running a check, obtain written consent, and follow specific adverse action procedures if a decision is made based on background check results.

Running a personal background check with Checkr lets you preview what QPS Employment Group or its client companies may see during the hiring process, helping you address any concerns before you apply. A personal background check can include:

Learn more about Checkr Personal Background Checks and explore your Checkr Profile to see what information may appear in your own background check.

If you're a candidate with a background check in progress through Checkr as part of your application through QPS Employment Group or another employer, you can check your status through the Candidate Portal. For additional support, visit the Checkr Help Center.

The information provided in this article does not, and is not intended to, constitute legal advice. All information is for general informational purposes only. Checkr does not guarantee the accuracy, completeness, or usefulness of this information and is not responsible for any errors or omissions, or for the results obtained from the use of this information. This article may contain links to other third-party websites. Such links are only for the convenience of the reader. Checkr does not endorse the contents of the third-party sites and disclaims any affiliation with the companies mentioned in this article unless otherwise stated.