RemX: Hiring, Background Check & Employment Verification FAQs

RemX was founded in 2002 and is headquartered in Atlanta, Georgia. Rather than recruit for a single industry, the brand concentrates on professional and administrative talent: office and administrative support, accounting and finance, customer contact center staffing, information technology, and engineering. Assignments range from short-term coverage and project work to contract-to-hire arrangements and permanent placements made on behalf of client employers.

RemX operates as the professional staffing division of Employbridge, and the parent organization supplies much of its scale. Employbridge is described by industry analysts as the largest industrial staffing firm in the United States, and company materials describe a network of more than 600 offices across the United States and Canada and more than 440,000 people placed into work annually. RemX itself maintains a nationwide presence, with offices in major markets including Phoenix, Orlando, Dallas, Denver, and San Diego alongside its Atlanta base.

The brand landscape is shifting. Employbridge has announced a brand evolution in which its specialty staffing brands, including Select, ResourceMFG, ProLogistix, ProDrivers, Hire Dynamics, Remedy, Westaff, Bluecrew, and RemX, come together under a single Employbridge identity. Candidates may therefore encounter RemX branding, Employbridge branding, or both during a single hiring process, and should confirm which legal entity appears on the paperwork they are asked to sign.

Staffing work has a distinctive employment structure. For temporary and contract assignments, the staffing firm is typically the employer of record, handling the application, onboarding, payroll, and pre-employment screening, while the client company directs the day-to-day work. Internal roles at the firm itself, such as recruiters, staffing consultants, account managers, branch managers, and corporate support staff, are hired directly.

Company culture and employee programs:

Placement-focused organizations move quickly, and candidates are often matched to an opening within days of applying. Recruiters typically walk applicants through role requirements, pay rate, schedule, worksite expectations, and any client-specific screening before an assignment starts. Because pay, benefits eligibility, and assignment length depend on the client, the position, and the state, candidates should confirm those specifics with their recruiter rather than assume a uniform package across assignments.

Yes. Employers in the staffing and recruitment industry, including RemX, 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, employment screening is governed by the Fair Credit Reporting Act (FCRA), which sets requirements for candidate consent, disclosure, and adverse action, and those obligations apply to a staffing firm acting as the employer just as they do to any other employer. State and city fair-chance laws add rules on timing and individualized assessment.

RemX is generally reported to conduct background checks before placing candidates, which is standard practice throughout professional staffing. Screening in this industry is usually driven by two layers: the staffing firm's own standards and the requirements of the client company where the assignment will take place. As a result, the scope of a RemX background check may vary considerably from one assignment to the next, and a contact center placement, a finance placement, and an information technology placement are often screened to different depths.

Steps vary by market and role, but the RemX hiring process typically follows a staffing-industry pattern. Candidates apply online or through a branch, then speak with a recruiter who reviews experience, availability, pay expectations, and location. Skills assessments are common for administrative, accounting, and contact center roles. Once a suitable assignment is identified, the candidate may interview with the client company. A conditional offer or assignment confirmation is generally followed by consent to a background check, any client-required screening such as a drug test, and onboarding paperwork before the first day.

Turnaround depends on the searches ordered, how quickly courts and previous employers respond, and how many jurisdictions the candidate's history touches. Many staffing placements move fast, and standard criminal and identity searches are frequently returned within a few business days. Assignments that require education verification, professional credential checks, multi-state criminal searches, or client-specific screening can take longer. Candidates who want more detail can review background check turnaround times.

The employer and, in staffing, often the client company determine the scope. For a professional staffing placement, a background check may include some or all of the following:

Candidates should review the disclosure and consent forms provided at onboarding to see exactly which searches apply to their assignment.

Lookback depends on the search type and the state. Under the FCRA, consumer reporting agencies are generally limited from reporting most negative information older than seven years, with exceptions for certain record types such as criminal convictions and for higher-salary positions. Several states set shorter limits or restrict reporting of arrests that did not lead to conviction, and the rule that applies usually follows the candidate's location and the worksite. Employment and education verifications are handled separately, since they confirm what a candidate reported rather than report adverse records.

RemX does not publish a detailed policy on applicants with felony records, and outcomes are typically decided case by case. In staffing, the client company's requirements often carry significant weight, so a record that is not a barrier for one assignment may be disqualifying for another with stricter access rules. Common considerations include the nature and seriousness of the offense, how much time has passed, and how the record relates to the job duties. Many states and cities have enacted "ban-the-box" laws that limit when criminal history may be raised and require an individualized assessment. Candidates are encouraged to be honest with their recruiter, who is often best placed to identify assignments that fit.

Candidates should expect to sign a written disclosure and authorization before any screening begins, and to provide accurate identifying information: full legal name, date of birth, Social Security number, and address history. Staffing onboarding also typically includes employment eligibility verification and tax paperwork. Assignments may add requirements such as a resume that matches verifiable work history, professional references, a valid driver's license for roles involving travel, or client-specific documentation. Accurate information helps ensure the right jurisdictions are searched and keeps a fast-moving placement on schedule.

The Fair Credit Reporting Act is a US federal law governing how consumer reporting agencies collect, use, and share background check information. Under the FCRA, an employer must obtain written consent before ordering a report, must provide a copy of the report and a summary of rights before taking adverse action based on it, and must allow the candidate an opportunity to dispute inaccurate information before a final decision. These protections apply when a staffing firm orders the report as well. For a fuller explanation of how the Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission guidance apply to employment screening, see Checkr's introduction to both.

Usually the staffing firm, because for temporary and contract assignments it is typically the employer of record. The firm collects the disclosure and authorization, orders the report, and handles the adverse action process if one is required. Client companies sometimes require additional screening of their own before granting site or system access, in which case a candidate may sign a second authorization. Either way, the same FCRA protections apply to each report: written consent first, a copy of the report and a summary of rights before an adverse decision, and an opportunity to dispute inaccurate information. Candidates who are unsure which organization ordered a report should ask their recruiter, since that determines who to contact about a dispute.

Running a personal background check with Checkr lets you preview what RemX may see and help you identify potential inaccuracies before they affect your job 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.