Snagajob: Company Profile & Background Check FAQs

Snagajob was founded in 2000 by Shawn Boyer, who noticed that early online job boards focused on salaried, white-collar roles while hourly workers still relied largely on storefront help wanted signs. The company launched to fill that gap and is headquartered in Glen Allen, Virginia, in the Richmond area. Boyer led the company as CEO through 2013, and Snagajob grew from a regional listing site into one of the country's leading marketplaces for hourly hiring, earning repeated recognition among the fastest-growing companies in the United States during its scale-up years.

The platform serves both sides of the hourly labor market. Job seekers create profiles and apply to openings in industries such as restaurants, retail, hospitality, warehousing, and customer service, while employers use Snagajob's tools to post jobs, source candidates, and fill shifts. The company has reported that its marketplace grew to more than 100 million registered job seekers and hundreds of thousands of employer locations. For a time in 2018 the company rebranded as Snag before returning to the Snagajob name.

In November 2024, Snagajob was acquired by JobGet, a Boston-based, app-first platform for hourly workers, and it has continued to operate as a standalone entity within JobGet. As an employer, Snagajob's own workforce is concentrated in technology and business roles, including software engineers, product managers, data analysts, sales and account management professionals, marketers, and customer support staff.

Company culture and employee programs:

Snagajob has long positioned its culture around its mission of putting people in the right-fit hourly positions, and its teams work in a technology-company environment that blends engineering, sales, and support functions. Corporate employees typically receive structured onboarding and role-specific training. Benefits and work arrangements vary by role and have evolved alongside the company's ownership changes, so candidates should confirm current details with a recruiter during the interview process.

Yes. Employers in the technology and staffing marketplace industry, including Snagajob, are legally permitted to conduct pre-employment background checks when they follow federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires written candidate consent, standalone disclosure, and a fair adverse action process. The employers that post jobs on Snagajob's marketplace are separately responsible for their own screening decisions and compliance.

Snagajob is generally reported to conduct background checks when hiring for its own corporate roles, consistent with standard practice among technology employers whose staff access company systems and user data. Separately, many employers that hire through the Snagajob platform run their own background checks on applicants. The scope of any Snagajob background check may vary by role, so candidates should review the disclosure forms they receive after a conditional offer.

Creating a profile and applying to jobs on Snagajob does not itself require a background check. Screening typically enters the picture after an employer on the platform extends a conditional offer and requests the candidate's written consent to run a check. Each hiring company decides which searches to order and is responsible for following the FCRA and applicable state laws when it does.

For roles at Snagajob itself, the hiring process typically begins with an online application, followed by a recruiter phone screen and one or more interviews with hiring managers and team members, which may include technical assessments for engineering positions. Candidates who receive a conditional offer are generally asked to consent to a background check before a start date is confirmed. For hourly jobs found through the platform, hiring steps are set by the individual employer and often move quickly from application to interview to offer.

Turnaround depends on which searches are ordered, how quickly courts and past employers respond, and how many jurisdictions appear in a candidate's history. Many background checks are completed within a few business days, while reports involving multiple county criminal searches or verifications can take longer. For more on what drives timing, see this guide to background check turnaround times.

Employers choose which screenings fit each role. For a technology company like Snagajob, or for hourly employers hiring through its marketplace, a background check may include some or all of the following:

Candidates should read the consent documents provided during any hiring process to see which searches apply.

Lookback periods depend on the type of search and state law. Under the FCRA, most negative information other than criminal convictions generally cannot be reported once it is more than seven years old, with exceptions for certain higher-paying roles. Convictions can often be reported further back where state law permits, and several states impose stricter limits. Candidates with history in more than one state may see different windows applied within the same report.

Snagajob does not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made case by case, as they are at most employers. The platform has historically featured many hourly employers open to candidates with records, though each company sets its own standards. Many states and cities have adopted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates with records should complete applications honestly and be ready to add context when appropriate.

Before any background check begins, candidates are typically asked to sign a written consent and disclosure form. Applicants should be prepared to provide accurate personal information, including full legal name, date of birth, Social Security number, and address history. Accurate details help the screening cover the correct jurisdictions and reduce the chance of delays, whether the check is for a corporate role at Snagajob or a job found through the marketplace.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. Employers must obtain written consent before ordering a report, and if they intend to take adverse action based on the findings, they must provide the candidate a copy of the report and a summary of rights, along with an opportunity to dispute inaccurate information. For a fuller overview, read this introduction to the Fair Credit Reporting Act (FCRA) and EEOC guidance.

Running a personal background check with Checkr lets you preview what Snagajob or an employer on its platform may see and helps you identify potential inaccuracies before they affect your 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 and hiring managers.

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.