SnapCare: Hiring, Background Check & Employment Verification FAQs

The company launched in 2017 as SnapNurse, founded in Atlanta by a group of clinicians and technologists who built a cloud-based PRN platform around a simple promise to nurses: work where you want, when you want, and get paid at the end of your shift. Same-day pay and flexible shift selection were the differentiators in a market where traditional agencies moved slowly.

The COVID-19 pandemic reshaped the business. As facilities across the country needed clinicians on short notice, the SnapNurse platform scaled rapidly to supply travel nursing support nationwide, and the company describes that stretch as its period of explosive growth. In 2023, SnapNurse became SnapCare, a change meant to reflect a broader marketplace serving the full range of healthcare workforce needs rather than nursing alone. The company acquired Medecipher, Inc. in 2024 to add predictive analytics to its staffing tools, and in 2025 it launched Booker, a software platform that combines predictive scheduling with real-time shift fulfillment and can be used by facilities directly or through SnapCare as a managed service provider. In 2026, SnapCare and connectRN combined, pairing SnapCare's workforce platform with connectRN's PRN network and clinician mobile app.

SnapCare is headquartered in Atlanta, Georgia, and remains privately held. The company says hundreds of facilities nationwide and more than 400,000 clinicians use its platform for talent and job search. It has been certified by The Joint Commission with zero Requirements for Improvement in its 2018, 2020, 2022, and 2024 reviews, and it won Tiara Staffing Awards for Best Use of Technology in 2024 and 2025. Chief executive officer Jeff Grant leads the company.

Company culture and employee programs:

SnapCare's workforce falls into two broad groups. The first is the clinical community that works through the platform: registered nurses, licensed practical nurses, certified nursing assistants, allied health professionals such as respiratory and surgical technologists, and non-clinical support staff, working per diem, local contract, or travel assignments across care settings from hospitals to post-acute and long-term care. The second is the corporate organization: recruiters and clinician support, account and client success managers, credentialing and compliance specialists, software engineers and product staff, data scientists, finance, marketing, and legal. The company also runs the SnapCare Foundation. Pay, assignment length, and benefits vary considerably by clinician type, state, facility, and whether an engagement is per diem or a longer contract, so candidates should confirm terms for the specific opportunity.

Yes. Employers and staffing organizations in the healthcare industry, including SnapCare, are legally permitted to conduct pre-employment background checks on candidates provided they follow applicable federal, state, and local law. In the United States, screening is governed by the Fair Credit Reporting Act (FCRA), which sets rules for disclosure, written authorization, and the adverse action process. Healthcare staffing carries an additional layer: client facilities, state licensing boards, and accrediting organizations impose their own credentialing and screening expectations that a staffing partner has to satisfy before placing anyone.

Healthcare staffing companies such as SnapCare are generally reported to screen clinicians and corporate hires, and screening is effectively unavoidable in this field. Facilities will not grant access to patients or medical records without verified credentials and a completed background check, and accrediting bodies expect staffing firms to verify licenses at the primary source. The specific components of a SnapCare background check may vary by clinical discipline, by state, and by the requirements of the client facility where an assignment is based.

The path differs for clinicians and corporate staff. Clinicians typically create a profile in the SnapCare app, upload licenses, certifications, and work history, and complete a credentialing packet before browsing and requesting shifts or assignments. Credentialing generally covers license verification, certification checks, background screening, health documentation, and facility-specific requirements, and a clinician is cleared once that file is complete. Corporate candidates apply through the company's careers portal, complete a recruiter screen, and then interview with the hiring manager and team, with a conditional offer typically preceding any background check. Onboarding follows for both groups once pre-employment requirements are met.

Turnaround depends on the searches ordered, the responsiveness of courts, licensing boards, and prior employers, and the number of jurisdictions involved. Many background reports come back within a few business days, though full clinical credentialing can take longer because it bundles license verification, certification checks, employment history, and health documentation alongside the background report. Candidates who want more detail on what drives the clock can review background check turnaround times.

The employer or client facility determines the scope. For a healthcare staffing role, a background check may include some or all of the following:

Candidates should review the disclosure and authorization documents in their credentialing packet, which list the searches that apply to their assignment.

Lookback windows depend on the search type and on state law. The FCRA generally limits consumer reporting agencies from reporting most adverse non-conviction information older than seven years, with exceptions for higher-salary roles and certain record categories, and a number of states apply tighter rules. Healthcare adds another dimension, because some state licensing boards and facility policies look at disciplinary history over a clinician's full career rather than a fixed seven-year window. Clinicians licensed in multiple states may see different rules applied in each.

SnapCare has not published a detailed policy on applicants with felony records, and these decisions are typically made case by case, often in consultation with the client facility that would host the assignment. Common considerations include the nature and seriousness of the offense, how long ago it occurred, evidence of rehabilitation, and whether the record bears on patient safety. Many states have "ban-the-box" laws that limit when an employer may ask about criminal history, though healthcare roles in some states are subject to statutory disqualifications that apply regardless. Candidates should answer honestly and be prepared to discuss their history.

Candidates are asked to provide written consent before screening begins, usually as part of the onboarding or credentialing packet. Expect to supply a full legal name, date of birth, Social Security number, and address history. Clinicians should also be ready to provide license numbers and issuing states, certification cards such as BLS or ACLS, immunization and health screening records, and a detailed work history with facility names and dates. Accurate, complete information keeps searches in the right jurisdictions and prevents delays that could push back a start date.

The Fair Credit Reporting Act is the US federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain written authorization before ordering a report, to provide a pre-adverse action notice with a copy of the report and a summary of rights before finalizing a negative decision, and to allow the candidate an opportunity to dispute information they believe is inaccurate. For a fuller explanation of how the FCRA works alongside Equal Employment Opportunity Commission guidance, see this overview of the Fair Credit Reporting Act (FCRA).

Credentialing requirements are set by the clinical discipline, the state, and the client facility, but they generally include an active and unrestricted license or certification, current basic life support and any discipline-specific certifications, documented work history, health records such as immunizations and a tuberculosis screening, and a completed background check and drug screen. Accrediting organizations expect staffing firms to verify licenses directly with the issuing board rather than relying on a copy supplied by the clinician. Clinicians who keep their documents current and upload them early typically clear credentialing faster.

Running a personal background check with Checkr lets you preview what SnapCare may see and helps you identify potential inaccuracies before they affect an assignment or 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, facilities, 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.