ResultsCX: Hiring, Background Check & Employment Verification FAQs

ResultsCX has been operating for more than three decades and is headquartered in Fort Lauderdale, Florida. The company was previously known as The Results Companies and rebranded as ResultsCX to reflect a broader focus on customer experience management rather than call handling alone. It is privately held and has been backed by the private equity firm ChrysCapital since 2021.

The company designs and operates customer-facing programs on behalf of client brands. Its service lines include omnichannel customer care and retention, technical support, customer acquisition and sales, billing and collections, complaints management, back-office processing, workforce management, speech and performance analytics, and AI-supported operations. ResultsCX also offers proxy voting and shareholder engagement services. Its clients concentrate in healthcare and health insurance, telecommunications and media, retail, technology, banking and financial services, insurance, and utilities.

ResultsCX reports more than 26,000 people worldwide, support in 16 languages, more than 10,000 home-office agents, and more than 30 engagement hubs. Its operations span seven countries, including the United States, Mexico, Honduras, the United Kingdom, Ireland, Bulgaria, South Africa, India, and the Philippines, and the company serves more than 75 global brands. It established a European presence through the acquisition of the Bulgarian customer experience company 60K and a European headquarters in London. The company reports Great Place to Work certification across eight countries.

Roles across the organization include customer service and support representatives, healthcare member services associates, technical support agents, sales and retention specialists, team leaders and supervisors, quality analysts, trainers, workforce management analysts, recruiters, and operations and account leadership. A significant share of positions are work-from-home, which broadens where the company can hire.

Company culture and employee programs:

ResultsCX describes a people-first approach built on upskilling employees in newer technologies and supporting their wellbeing, and it points to employee survey based certification as evidence. Frontline roles typically begin with a structured paid training period covering the client program, systems, and compliance requirements, followed by ongoing coaching against service quality targets. Because so much of the workforce is remote, home-office roles usually carry technical requirements such as a reliable internet connection and a private workspace. Compensation, benefits, and shift patterns vary by country, client program, and whether a role is full-time, so candidates should confirm details during hiring.

Yes. Employers in the business process outsourcing and contact center industry, including ResultsCX, are legally permitted to conduct pre-employment background checks on job candidates provided they follow applicable federal, state, and local law. In the United States, third-party employment screening is governed by the Fair Credit Reporting Act (FCRA), which sets requirements for disclosure, written authorization, and the adverse action process. Candidates hired outside the United States are covered by the employment and privacy laws of the country where they are based, which can differ substantially.

ResultsCX is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice across the customer experience outsourcing industry. Agents regularly access customer accounts, payment details, and, in healthcare programs, protected health information on behalf of client brands. Because the company works in regulated sectors such as health insurance and financial services, client contracts often carry their own screening expectations. The scope of a ResultsCX background check may therefore vary by program, by role, and by country.

The process usually starts with an online application for a specific program or location, including fully remote openings. Qualified applicants typically complete a recruiter phone or virtual screen, and many programs include an online assessment covering communication skills, typing, or customer service scenarios. One or more interviews with a recruiter and an operations or program leader generally follow. Candidates who receive a conditional offer are usually asked to authorize a background check, and home-office candidates may also need to pass a technical check of their internet connection and equipment. Paid training and onboarding follow once pre-employment steps are cleared.

Turnaround depends on the searches ordered, how many jurisdictions apply, and how quickly courts and previous employers respond. Many checks return within a few business days, while searches requiring manual court record retrieval across several counties, or verifications involving an unresponsive former employer, can take longer. International hires may see longer timelines when records must be obtained from multiple countries. For more on what affects the clock, review background check turnaround times.

The employer sets the scope of the report. For a customer experience outsourcing role, a pre-employment background check may include some or all of the following:

Candidates should read the disclosure and consent forms provided during hiring, because those documents identify the searches that apply to their specific offer.

The lookback window depends on the search and on where the candidate lives and has worked. In the United States, the FCRA generally restricts consumer reporting agencies from reporting most adverse information older than seven years, with exceptions for criminal convictions and for positions above a defined salary threshold. Several states impose tighter limits, and rules on reporting non-conviction records differ from state to state. Employment verification is treated differently, since confirming a prior job is a factual check rather than adverse information. Candidates with records in more than one jurisdiction may see different windows applied within a single report.

ResultsCX does not publish a detailed policy on applicants with felony records, and decisions of this kind are typically made on a case-by-case basis. Employers generally consider the nature and seriousness of the offense, how long ago it occurred, signs of rehabilitation, and whether the record bears on the duties of the role, particularly where sensitive customer or health data is involved. Many US states and cities have enacted "ban-the-box" laws that limit when an employer may ask about criminal history during the application process. Candidates should answer application questions accurately and be ready to discuss their history if it comes up.

Candidates are typically asked to provide written consent before screening begins, usually through a disclosure and authorization form supplied at the offer stage. Applicants should be prepared to give accurate personal information, including full legal name, date of birth, address history, and, for US-based roles, a Social Security number. Accurate details matter because they determine which courts and records are searched, and discrepancies are a common source of delay. Home-office candidates may face separate, non-screening requirements related to equipment and workspace.

The Fair Credit Reporting Act is the US federal law that governs how consumer reporting agencies collect, use, and share background check information for employment. It requires an employer to obtain written authorization before ordering a report, to provide a pre-adverse action notice with a copy of the report and a summary of rights if it is considering a negative decision, and to give the candidate a reasonable chance to dispute inaccurate information before that decision becomes final. For a detailed look at how the FCRA works alongside Equal Employment Opportunity Commission guidance, see Fair Credit Reporting Act (FCRA).

Programs that support health plans and providers commonly carry extra pre-employment steps because agents may handle protected health information. In healthcare outsourcing generally, that can mean additional identity verification, checks against federal healthcare exclusion lists, program-specific compliance training, and in some cases drug screening. These requirements usually come from the client contract and applicable healthcare regulations rather than from a single company-wide rule, so candidates should ask which conditions apply to the program they would support.

Running a personal background check with Checkr lets you preview what ResultsCX may see and gives you time to correct 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 share verified credentials with recruiters before an interview, build a free Checkr Profile.

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.