Smith.ai: Hiring, Background Check & Employment Verification FAQs

Smith.ai's website describes the company as running end-to-end intake for law firms, using AI and live agents trained on each firm to answer calls and convert callers around the clock. The site also presents services for home services businesses and IT companies.

Smith.ai's careers page lists two remote roles. Virtual Receptionists support client offices by answering questions, taking messages and scheduling appointments, and Customer Engagement Representatives educate and support prospective clients interested in new products or services. The company says it operates 24 hours a day, every day of the year, and its virtual receptionist posting says the role is open to candidates in the United States and Mexico.

Agents answer calls on behalf of client businesses and may handle callers' contact details and sensitive matters, which is one reason employers in this field commonly screen candidates before they start taking calls.

Company culture and employee programs:

Smith.ai's careers page describes remote work from home, paid training, and a path for Virtual Receptionists to grow into specialized support team roles, with leaders promoted from within. The virtual receptionist posting also says healthcare benefits are available for US-based agents working at least 30 hours a week, and that shifts are scheduled in shorter blocks. Details vary by role and location, so candidates are encouraged to confirm specifics during the hiring process.

Yes. Employers in the call answering and customer intake services industry, including Smith.ai, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local laws. In the United States, background screening is governed by the Fair Credit Reporting Act (FCRA), which sets requirements around candidate consent, disclosure, and adverse action procedures. Smith.ai's remote workforce may be spread across states and countries, so the rules that apply to a candidate's check can depend on where the candidate lives and works.

Smith.ai's virtual receptionist posting lists the ability to pass a background check among the requirements for applicants, so screening is part of that hiring process. This is consistent with standard practice for remote customer-facing roles that involve caller and client information. The specific scope of the Smith.ai background check may vary depending on the role and the candidate's country.

The Smith.ai hiring process typically starts with an online application for the Virtual Receptionist or Customer Engagement Representative role on the careers page. Candidates may then complete interviews or assessments, and those who advance are usually asked to consent to a background check before starting. Hired agents go through paid training before taking calls. Steps may vary by role and location.

A Smith.ai background check can take anywhere from a few business days to longer, depending on the searches ordered and how quickly courts and agencies respond. Remote candidates who have lived in several states or countries may see longer timelines. Candidates who want more detail on typical timelines can review background check turnaround times.

The specific components of a background check are determined by the employer. For a role at a call answering company like Smith.ai, a background check may include some or all of the following:

Candidates should review any disclosure and consent forms provided during the hiring process to understand which searches will be conducted for their specific role.

Smith.ai's drug-testing practices are not publicly detailed, and remote roles may be screened differently from on-site roles. Employers sometimes include a drug screen for certain positions, but it is not a standard part of every hiring process. Candidates should review any offer paperwork and disclosure forms to see which screenings apply to their position.

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.

Smith.ai does not publicly detail how it handles felony records, and decisions are typically made case by case. Factors that may influence a decision include the type of offense, how much time has passed, and the duties of the role, which for agents include access to caller and client information. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history during the hiring process. Candidates are encouraged to be honest on their application and to be prepared to discuss their background if asked.

Candidates applying to Smith.ai will typically be asked to provide written consent before a background check is initiated, usually through a disclosure form during the hiring process. Be prepared to supply your full legal name, date of birth, address history and, for US-based applicants, a Social Security number. The virtual receptionist posting also lists authorization to work in the United States for US-based candidates.

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 posting lists US work authorization for US-based candidates, the ability to pass a background check, and a reliable broadband connection that meets stated minimum speeds. It also describes flexible hours with required shift commitments, in a quiet remote setting, and calls for experienced professional communicators. Candidates should read the full posting for current requirements.

Running a personal background check with Checkr lets you preview what Smith.ai 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.