ScribeAmerica: Company Profile & Background Check FAQs

ScribeAmerica was founded in 2003 in Lancaster, California, by co-founders Michael Murphy and Luis Moreno, and is now headquartered in Fort Lauderdale, Florida. The company describes itself as the nation's largest medical scribe company, and since 2016 it has operated under HealthChannels, a parent organization created to house ScribeAmerica alongside related healthcare staffing and support divisions.

The company's core business is recruiting, training, and managing medical scribes: team members who document patient encounters in the electronic health record in real time so that physicians and advanced practice providers can focus on patient care. ScribeAmerica reports serving more than 3,500 client partners across all 50 states, with programs spanning emergency medicine, primary care, orthopedics, cardiology, and dozens of other specialties. In addition to traditional on-site scribes, the company offers virtual TeleScribe services that support providers remotely through audio or video connections.

ScribeAmerica reports employing more than 25,000 people across the country. Many scribes are pre-med, pre-PA, or nursing students who use the role to gain clinical experience before applying to professional school, and the company also employs trainers, quality analysts, project leaders, regional managers, and corporate staff. Because scribes work inside hospitals and clinics, they are typically held to the compliance, privacy, and credentialing standards of both ScribeAmerica and the healthcare facilities where they are placed.

Company culture and employee programs: ScribeAmerica's employment model is built around structured classroom and on-the-floor training, since most new hires have not worked as scribes before. The role is often positioned as a stepping stone into medicine, with leadership tracks available for scribes who advance into chief scribe or trainer positions. Benefits and scheduling vary by site, role, and full-time or part-time status, so candidates should confirm details during the hiring process. Common roles include:

Yes. Employers in the healthcare industry, including ScribeAmerica, are legally permitted to conduct pre-employment background checks on job candidates as long as they comply with applicable federal, state, and local laws. In the United States, screening through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires candidate consent, clear disclosures, and a defined adverse action process. Healthcare employers may also need to satisfy facility credentialing rules and state health regulations.

ScribeAmerica is generally reported to conduct background checks as part of its hiring process. This is consistent with standard practice in healthcare, where employees work near patients and handle protected health information covered by HIPAA. Because scribes are placed at client hospitals and clinics, the specific requirements of a ScribeAmerica background check may reflect both company policy and the credentialing standards of the facility where a scribe will work, so the scope can vary by site and role.

While steps can vary by location, the ScribeAmerica hiring process typically starts with an online application, followed by an assessment or a phone or video interview with a recruiter. Because most applicants are new to medical documentation, strong candidates are evaluated on typing ability, attention to detail, and interest in healthcare rather than prior scribe experience. Candidates who receive a conditional offer are usually asked to consent to a background check and complete any site-required health or compliance steps before beginning paid classroom and clinical training.

Turnaround depends on which searches are ordered, how quickly courts and past employers respond, and how many jurisdictions appear in the candidate's address history. Many background checks are completed within a few business days, while reports involving multiple county courthouse searches or verifications can take longer. Candidates can learn more by reviewing background check turnaround times.

The employer determines which screenings to include, and healthcare facilities may add their own requirements. For a healthcare documentation role like a medical scribe, a background check may include some or all of the following:

Candidates should read the disclosure and consent documents provided during hiring to see exactly which searches apply to their position.

Lookback periods depend on the type of search and the laws of the state where the candidate lives or works. The FCRA generally prevents consumer reporting agencies from reporting most negative information older than seven years, though convictions can often be reported for longer and exceptions apply to certain higher-salary roles. Some states impose stricter limits, and different searches within the same report can carry different lookback windows.

ScribeAmerica does not publish a detailed public policy on hiring candidates with felony records, and these decisions are typically made case by case. Relevant factors often include the nature of the offense, how long ago it occurred, and its relationship to a role that involves patient contact and access to medical records. Healthcare clients may also apply their own credentialing standards. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates with records should answer application questions honestly and be prepared to discuss their history if asked.

Candidates are typically asked to provide written consent before a background check begins, usually through a standalone disclosure and authorization form. Applicants should be ready to provide accurate personal information, including their full legal name, date of birth, Social Security number, and address history. Depending on the client facility, additional requirements such as immunization records or health screenings may also apply. Accurate information helps searches run in the correct jurisdictions and prevents avoidable delays.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies compile and share background check information and how employers may use it in hiring. Employers must obtain written consent before ordering a report, and before taking adverse action based on the results they must give the candidate a copy of the report, a summary of rights, and an opportunity to dispute inaccurate information. For a deeper overview, see this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what ScribeAmerica may see and helps 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.