ServiceNow: Hiring, Background Check & Employment Verification FAQs

ServiceNow was founded on November 5, 2003 as Glidesoft, Inc. by Fred Luddy, who had previously served as chief technology officer at Peregrine Systems. Luddy was the company's only employee until mid-2005, when $2.5 million in venture financing from JMI Equity allowed the business to hire five more people. The company was renamed Service-Now.com in 2006, reported $13 million in annual revenue and opened its first Silicon Valley office in 2007, and turned cash flow positive that same year. David Loo, Don Goodliffe, Bow Ruggeri, and Patrick Casey are also named as founders.

The company went public in June 2012 through a $210 million initial public offering and relocated its headquarters from San Diego to Santa Clara, California shortly afterward. It trades on the New York Stock Exchange under the ticker NOW and is a component of both the S&P 100 and S&P 500. Bill McDermott, previously chief executive of SAP, became chief executive officer at the end of 2019, and Fred Luddy serves as chairman.

For the 2025 fiscal year the company reported revenue of $13.28 billion, operating income of $1.824 billion, net income of $1.748 billion, total assets of $26.04 billion, and total equity of $12.96 billion. It reported 29,187 employees in 2025. The company crossed $10 billion in revenue in 2024 and has grown largely through a combination of platform expansion and acquisitions, including a 2023 partnership with Nvidia to bring AI services into enterprise help desk software.

The product line centers on IT service management, IT operations, strategic portfolio management, and workflow automation extending into HR, customer service, and security operations. Hiring spans software engineering, product management, platform architecture, technical support, professional services and implementation consulting, enterprise sales and solution consulting, customer success, security, finance, and corporate functions, across offices worldwide.

Company culture and employee programs:

Roles at the company are predominantly salaried and professional, and many are hybrid or office-based depending on team and region. Because the platform is deployed inside large enterprises and public sector organizations, employees in engineering, support, and professional services roles may work with customer environments and data, which shapes onboarding and access requirements. Compensation structures differ by function, with sales roles typically carrying variable pay, and benefit offerings vary by country and by role, so candidates should confirm the specifics for the position and location they are considering.

Yes. Nothing prevents employers in the enterprise software and cloud computing industry, including ServiceNow, from screening candidates before hire, so long as they follow the federal, state, and local rules that govern the practice. The Fair Credit Reporting Act (FCRA) requires clear written disclosure, candidate consent, and a defined adverse action sequence before an employer may finalize a decision based on a consumer report. Several states and municipalities also restrict how and when criminal history may be requested.

ServiceNow is generally reported to conduct pre-employment background checks, which is consistent with standard practice among large enterprise software companies. Employees may receive access to internal systems, source code, or customer environments, and customers in regulated industries and government often impose contractual vetting requirements on the vendors that serve them. The specific scope of a ServiceNow background check may vary by role, by the level of system access involved, and by the country where the position is based.

The process typically begins with an online application or a recruiter outreach, followed by a recruiter screen covering background, motivation, and compensation expectations. Technical roles generally include one or more technical interviews or a practical exercise, then a panel or loop with the hiring manager and cross-functional interviewers. Sales and consulting candidates often complete a presentation or case discussion. A conditional offer usually precedes onboarding steps, which can include consent to a background check and, for roles touching regulated customers, additional verification before a start date is confirmed.

The time a background check takes is driven by the searches included, court and agency response times, and the number of jurisdictions involved. Straightforward reports are often complete in a few business days, while multi-county criminal searches, motor vehicle records, or employment verifications can add time. Candidates can read more about background check turnaround times to set expectations.

The employer chooses which searches are ordered. For an enterprise software role, a background check may include some or all of the following:

Candidates should read the disclosure and consent paperwork they receive during the hiring process, since that documentation describes the searches actually being ordered for their specific role.

How far back a report reaches depends on the search type and on state law. The FCRA generally bars consumer reporting agencies from reporting most adverse items older than seven years, with carve-outs that can apply to criminal convictions and to higher-paying positions. Several states go further and cap what may be reported regardless of salary, so the practical lookback can differ by location.

ServiceNow does not publish a detailed policy on applicants with felony records, and decisions of this kind are typically made case by case. Factors that commonly weigh on the outcome include the nature and seriousness of the offense, how much time has passed, evidence of rehabilitation, and how closely the record relates to the duties of the job. Many states and cities have adopted "ban-the-box" laws that limit when an employer may ask about criminal history and require individualized assessment before a record is used to deny a role. Candidates are generally best served by answering application questions honestly and being ready to discuss their history if it comes up.

A written disclosure and a signed authorization are the standard prerequisites before any employment screening is ordered, and they are usually presented once a conditional offer is on the table. Candidates should be prepared to provide their legal name, date of birth, Social Security number, and address history, and to correct any discrepancies. Accurate details keep searches pointed at the right jurisdictions and help avoid delays.

The Fair Credit Reporting Act governs how background check information is collected, reported, and used for employment purposes. It gives candidates the right to know that a report is being run, the right to receive a copy and a summary of rights before an employer acts on it, and the right to dispute inaccurate or incomplete information. Candidates can read more about the Fair Credit Reporting Act (FCRA) and how EEOC guidance intersects with it.

They often are. Work involving federal, state, or local government customers can require citizenship or residency verification, fingerprint-based checks, or a security clearance adjudicated by a government agency rather than by the employer. Clearance processes are separate from an employment background check and follow their own standards and timelines. Postings for these roles usually state the requirement up front because it affects eligibility.

Running a personal background check with Checkr lets you preview what ServiceNow may see and gives you a chance to spot 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 employers proactively, build a free Checkr Profile you can send to recruiters, hiring managers, or prospective 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.