Robert Half: Company Profile & Background Check FAQs

Robert Half was founded in 1948 by Robert Half in Los Angeles, California, making it one of the longest-running staffing firms in the United States. The company started as a specialist in placing accounting and finance professionals, a focus that remained central to its identity as it expanded over the following decades. From that single specialty, Robert Half grew into a global enterprise with thousands of offices operating across North America, Europe, Asia Pacific, and other regions.

Today, Robert Half International Inc. is publicly traded on the New York Stock Exchange under the ticker symbol RHI and is headquartered in Menlo Park, California. The company operates several staffing divisions under the Robert Half brand, placing candidates in accounting and finance, technology, legal, creative and marketing, and administrative support roles. In addition to its staffing operations, Robert Half owns Protiviti, a global consulting firm that provides internal audit, risk, compliance, and technology consulting services to companies worldwide.

Robert Half's business model centers on connecting client companies with qualified professionals on a temporary, contract, and permanent placement basis. Hundreds of thousands of candidates are placed annually, giving the firm significant reach across industries and employer types. For many candidates, working through Robert Half provides access to roles at companies that may not post positions publicly, making the staffing firm a common pathway into competitive employers.

Company culture and employee programs: Robert Half offers benefits and support programs to eligible temporary and full-time employees, which can vary by region and employment classification. Temporary workers placed through Robert Half may have access to health insurance, 401(k) plans, and paid time off depending on hours worked and tenure. The company also provides online training and skills development resources for candidates in its network.

Yes. Robert Half does conduct background checks as part of its screening and placement process. Background checks are standard for most, if not all, positions facilitated through Robert Half, though the specific scope and depth of screening may vary depending on the role, the client company's requirements, and applicable state or local laws. Candidates should expect to complete a consent form authorizing a background check at some point during the hiring and placement process.

A Robert Half background check typically takes three to five business days to complete, though the timeline can vary. For context on typical screening durations, see background check turnaround times.

Several factors can affect how quickly a background check is returned:

Candidates who respond promptly to any requests for additional information can help avoid unnecessary delays.

The specific records reviewed during a Robert Half background check will depend on the role and client requirements. Common components of employment background screening include:

The specific combination of checks run will depend on the nature of the role and any requirements set by the client company.

In most cases, background checks conducted through Robert Half will look back seven years for criminal records. This seven-year lookback is a common standard under many state laws and reflects guidance from the Fair Credit Reporting Act (FCRA) for certain types of records.

However, the actual lookback period can vary. Some states impose stricter limits, while others permit longer searches depending on the position. Higher-level or higher-trust roles, particularly those in finance or with significant fiduciary responsibility, may be subject to longer lookback periods where permitted. State and local "ban-the-box" laws may also affect when criminal history can be considered and how it factors into hiring decisions.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how background checks are conducted and how the resulting information can be used in employment decisions. When Robert Half or a client company uses a third-party CRA to conduct a background check, FCRA requirements apply.

Key candidate protections under the FCRA include:

Understanding these rights can help candidates navigate the process if questions or concerns arise.

Robert Half does not appear to have a universal drug testing policy that applies to all placements. Whether a drug test is required typically depends on the client company requesting the placement, the nature of the role, and any applicable state or local regulations. Positions in safety-sensitive industries or roles with specific compliance requirements are more likely to include drug testing as part of the screening process.

Candidates should be prepared for the possibility of a drug test, particularly if being placed in industries such as healthcare, transportation, or manufacturing, or if a client company has its own mandatory screening requirements. Robert Half will generally inform candidates if a drug test is required as part of a specific placement.

The Robert Half hiring process involves several stages, moving from initial application through placement with a client company. The process generally follows these steps:

Timelines can vary depending on the responsiveness of candidates, client companies, and the length of the background check process.

Robert Half evaluates candidates with criminal records on a case-by-case basis. The company is not known to have a blanket policy of automatically disqualifying candidates with felony convictions. However, placement decisions are also influenced by client company policies, and some client employers may have their own restrictions on the types of convictions that are acceptable.

The nature of the conviction, how long ago it occurred, and how it relates to the responsibilities of the role being filled are all factors that may be considered. State and local ban-the-box laws may limit when criminal history can be reviewed or weighed in the process. Candidates with a criminal record are generally encouraged to be transparent and prepared to provide context if asked.

Candidates who want to review their own background information before applying for positions through Robert Half or other employers can order a personal background check. Reviewing your own report in advance can help identify any errors or outdated information that may need to be disputed.

Checkr offers options for candidates to access their own background information:

If you have an open background check with Checkr, you can track your report status and get support through the Candidate Portal or the Checkr Help Center.

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.

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.