Quest Diagnostics: Company Profile & Background Check FAQs

Quest Diagnostics traces its beginnings to April 1967, when Dr. Paul Brown founded Metropolitan Pathology Laboratory, Inc. (MetPath) in Manhattan to provide better laboratory testing to area hospitals. Corning Glass Works acquired the business in 1982 and expanded it through numerous acquisitions before spinning it off as an independent, publicly traded company named Quest Diagnostics at the beginning of 1997. The company trades on the New York Stock Exchange under the ticker DGX and is headquartered in Secaucus, New Jersey.

Today, Quest Diagnostics provides routine and specialized diagnostic testing used by physicians, hospitals, and health plans to diagnose, monitor, and treat disease. The company reports that it serves about one in three American adults through a network that includes major regional laboratories and more than 2,200 patient service centers where patients have blood drawn and specimens collected. Quest also operates a large logistics operation, with couriers and even aircraft moving specimens to its labs for processing.

Quest's 2024 corporate responsibility reporting describes a workforce of more than 55,000 colleagues. Frontline roles include phlebotomists, patient service representatives, specimen processors, and couriers, while its laboratories employ medical technologists, laboratory scientists, histotechnologists, and pathologists. Corporate functions span IT, data science, billing, sales, and health plan operations. Because so many roles touch patient specimens and protected health information, careful hiring and compliance practices are central to the business.

Company culture and employee programs:

Quest Diagnostics emphasizes quality, patient safety, and regulatory compliance across its operations, and employees typically complete training in HIPAA privacy, specimen handling, and safety protocols relevant to their roles. The company offers structured career paths for laboratory professionals and phlebotomists, along with corporate development programs. Benefits, schedules, and pay vary by role, location, and employment status, so candidates should confirm specifics during the interview process.

Yes. Employers in the healthcare and clinical laboratory industry, including Quest Diagnostics, are legally permitted to conduct pre-employment background checks when they comply with federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires candidate consent, clear disclosure, and a defined adverse action process. Healthcare employers also face industry-specific obligations, such as checks against federal healthcare program exclusion lists for certain roles.

Quest Diagnostics is generally reported to conduct background checks as part of its hiring process, consistent with standard practice across healthcare and laboratory employers. Employees routinely access patient specimens, protected health information, and clinical systems, which makes screening a routine step. The exact scope of the Quest Diagnostics background check may vary by role, state, and facility, so candidates should read the disclosure documents provided with a conditional offer.

While steps differ by role, the Quest Diagnostics hiring process typically begins with an online application through the company's careers site. Candidates who advance usually complete a phone or video screen with a recruiter, followed by interviews with the hiring manager and sometimes a panel. Clinical and patient-facing roles may require proof of certifications or licensure, such as phlebotomy certification where states require it. Candidates who receive a conditional offer are generally asked to consent to a background check, and many roles also require a pre-employment drug screen, before a start date is confirmed.

Timing depends on the searches included, the responsiveness of courts, schools, and past employers, and the number of jurisdictions in a candidate's history. Many background checks are finished within a few business days, while reports involving multiple county searches or license and education verifications can take longer. For a closer look at what affects timing, see this guide to background check turnaround times.

Employers select the screenings that fit each role. For a healthcare company like Quest Diagnostics, a background check may include some or all of the following:

Candidates should review their consent forms to understand which searches apply to their specific position.

Lookback periods depend on the type of search and applicable state law. Under the FCRA, most negative information other than criminal convictions generally cannot be reported once it is more than seven years old, with exceptions for certain higher-paying positions. Convictions can often be reported further back where state law allows, and license verifications may cover a candidate's full credential history. Candidates with records in several states may see different windows applied within one report.

Quest Diagnostics does not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made case by case. Employers in healthcare often consider the nature and age of an offense and its relevance to the role, and some positions are subject to state healthcare employment restrictions or federal exclusion list rules. Many states and cities have adopted "ban-the-box" laws that limit when criminal history questions can be asked. Candidates with records should answer application questions honestly and be prepared to provide context.

Candidates are typically asked to sign a written consent and disclosure form before screening begins. Applicants should be ready to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history, plus certification or license numbers for clinical roles and a valid driver's license for courier positions. Accurate details help the check search the correct jurisdictions and keep the process on schedule.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. Employers must obtain written consent before ordering a report, and if they intend to take adverse action based on the results, they must give the candidate a copy of the report and a summary of rights, along with an opportunity to dispute inaccurate information. For a deeper overview, read this introduction to the Fair Credit Reporting Act (FCRA) and EEOC guidance.

Running a personal background check with Checkr lets you preview what Quest Diagnostics 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 and hiring managers.

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.