Right at Home: Hiring, Background Check & Employment Verification FAQs

According to the company's website, Right at Home grew out of an idea from founder Allen Hager, a hospital administrator who saw that many patients, especially seniors, left the hospital but did not return to health at home. After talking with families and becoming a certified nursing assistant to see the need firsthand, he built the model that became Right at Home. The company's mission is to improve the quality of life for seniors and adults with disabilities.

Right at Home's global corporate headquarters is in Omaha, Nebraska, and its website says the company has locations in five countries. The About page says the network has grown to more than 700 locations serving tens of thousands of clients, and it describes services that range from meal preparation to 24-hour nursing care. A 2024 company press release says most Right at Home offices are independently owned and operated and directly employ and supervise their caregiving staff, so hiring decisions are typically made by the local office.

The company's Work With Us page describes caregiver careers near you, corporate career opportunities, and franchise opportunities, and says owners, support staff, and caregivers all play key roles. It notes that being a caregiver can mean keeping an older client company or using trained nursing skills to help clients stay healthy.

Company culture and employee programs: Right at Home's careers page lists five core values: approachable, collaborative, accountable, integrity, and authentic. It says the company earned a 2026 Great Place to Work certification and describes a Caregivers of the Year recognition program. It also says caregivers are given training and support from the start. Pay, benefits, and schedules typically vary by local office and by whether a role is full-time or part-time, so candidates should confirm specifics with the office they apply to.

Yes. Employers in the home care industry, including Right at Home, are legally permitted to conduct pre-employment background checks, provided they follow federal, state, and local law. In the United States, the Fair Credit Reporting Act (FCRA) governs how third-party reports are used, including consent, disclosure, and adverse action steps. Because caregivers work in clients' homes, some states also set their own background check rules for home care workers, so requirements may vary by state.

Right at Home is generally reported to screen caregiver candidates, and the company has described its caregivers as screened, trained, and bonded and insured. Because caregivers work one-on-one with older adults in their homes, screening is standard practice in the industry. The scope of the Right at Home background check may vary by role, state, and local office.

The Right at Home hiring process typically starts with an online application to a local office, followed by an interview, and the steps may vary by office. The company's careers page directs caregivers to search for jobs near them, and most offices handle hiring directly. Candidates who receive a conditional offer are generally asked to consent to a background check and to complete any required training or paperwork before their first shift. Corporate roles at the Omaha headquarters may follow a different process.

Many background checks are returned within a few business days, though the timeline for a Right at Home background check depends on the searches ordered and the records involved. Searches that involve several counties or states, or a response from a former employer, can take longer. Candidates who want more detail can review background check turnaround times to see what affects speed.

A background check may reveal criminal records, identity details, employment history, and licensing information, depending on the role. For a caregiver or office role at Right at Home, a check may include some or all of the following:

Candidates should review the disclosure and consent forms they receive to see which searches apply to their specific role.

Right at Home may require a drug test for certain caregiver roles, but because most offices are independently owned, drug-testing practices may vary by local office. The company does not publish a company-wide drug-testing policy on its careers pages. Employers in home care, where caregivers work with vulnerable clients and may drive, commonly consider drug screening. Candidates can ask the local office about requirements for their position before accepting an offer.

The lookback period for a background check depends on the type of search and the laws of the state or country where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

Right at Home may consider candidates with criminal records, but decisions are typically made case by case by the local office and may vary by state. Because caregivers work closely with seniors and adults with disabilities, offices commonly weigh the type of offense, how much time has passed, and how the offense relates to the job, and some states restrict who may work as a caregiver after certain offenses. Many states and cities have also enacted "ban-the-box" laws that limit when employers may ask about criminal history. Candidates should answer application questions honestly.

Candidates for Right at Home caregiver roles will typically be asked to give written consent before a background check begins. Applicants should be ready to provide accurate personal details, including full legal name, date of birth, address history, and Social Security number, along with work history and any certifications. Caregivers may also need a valid driver's license and proof of insurance if the role involves driving, and some states require additional registry checks. Accurate information helps searches run in the right jurisdictions.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

The local Right at Home office that hires you typically decides which checks apply, because most offices are independently owned and operated. According to a 2024 company press release, those offices directly employ and supervise their caregiving staff. That means screening steps, drug-testing practices, and onboarding timelines may differ from one office to the next, even within the same state. Candidates can ask the office's hiring contact which checks will be run and when.

Running a personal background check with Checkr lets you preview what Right at Home 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.