Sunstates Security: Hiring, Background Check & Employment Verification FAQs

Sunstates Security says it began in 1998 and built its approach on two principles: clients come first, and great service begins with great employees. Its contact page lists a corporate address in Raleigh, North Carolina. Trilantic North America, a private equity firm, lists Sunstates Security among its portfolio companies and states that it invested in 2024.

Sunstates says it offers armed and unarmed security officers, video surveillance, access control, and more, with customized solutions for diverse markets that safeguard communities, campuses, and businesses nationwide. Trilantic's portfolio page adds reception and concierge, monitoring, and emergency response to that list of services.

Sunstates states that it is hiring security personnel across the country, with positions that include armed and unarmed security officers, night security officers, and general security personnel. Its career site is updated daily, and testimonials on its website come from roles such as security officer, armed security officer, site manager, and operations manager. Because officers are placed at client sites and trusted with access and safety responsibilities, screening is a central part of staffing in the security industry.

Company culture and employee programs: Sunstates says it recognizes employees with tokens of appreciation, celebrates employee anniversaries, offers referral bonuses, and invests in employees' skills and education. It also says it gathers real-time feedback through tools such as WorkStep, describes career advancement opportunities, and publishes an employee benefits page for candidates. Pay, schedules, and benefits may vary by role, client site, and location, so candidates should confirm specifics during the hiring process.

Yes. Employers in the security services industry, including Sunstates Security, 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. Because security officers work in many states, state licensing and screening rules may also apply to a specific role.

Sunstates Security is generally reported to conduct background checks as part of its hiring process, though the company has not published a detailed screening policy. That would be consistent with the security industry, where officers are trusted with access to client property, people, and sensitive areas. The scope of any Sunstates Security background check may vary by role, client site, state, and whether the position is armed or unarmed.

The Sunstates Security hiring process typically starts with an online application through the Sunstates career site, which is updated daily. Candidates may complete a phone screen and an interview with a recruiter or site manager, and some roles may require site-specific interviews with the client. Candidates who receive a conditional offer are usually asked to consent to a background check, and training and any required licensing steps follow. Exact steps may vary by role, site, and state.

A Sunstates Security background check can take a few business days for many candidates, and longer when records span several counties or states, or when licensing steps are involved. Turnaround depends on the searches ordered and how quickly courts and past employers respond. Candidates who want to understand typical timelines in more detail can review background check turnaround times.

A Sunstates Security background check may include criminal history, identity, and employment checks, with other searches added depending on the role. The specific components are determined by the employer. For a security officer role at a company like Sunstates, a 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.

Sunstates Security has not publicly stated a drug testing policy, so whether a candidate is tested may vary by role, client site, and state. Employers in the security industry sometimes require a drug screen for certain positions, particularly armed roles, typically after a conditional offer. Candidates who receive an offer should review the paperwork they are given to see whether testing applies 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.

Sunstates Security has not published a detailed policy on candidates with felony records, and decisions are typically made on a case-by-case basis. Security work is closely tied to trust and, in many states, to licensing rules that can limit who may serve as an officer, especially an armed one. Other factors may include the nature of the offense, how much time has passed, and the duties of the role. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates are encouraged to answer questions honestly.

Candidates are typically asked for written consent and accurate personal details before a Sunstates Security background check begins. The consent is usually part of a disclosure form provided during the hiring process. Candidates should be prepared to supply their full legal name, date of birth, Social Security number, and address history, because accurate information helps ensure searches cover the right jurisdictions and can prevent delays. Armed roles may also require documents tied to state licensing.

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).

Armed officer roles at Sunstates Security may involve additional screening beyond a standard background check, though the company has not published specifics. Carrying a firearm on duty is typically regulated by state law, so armed positions may require a state firearms permit or license, firearms training and qualification, and sometimes drug screening or a medical or psychological evaluation, depending on the state and the client. Candidates should read the job posting and check their state licensing agency for details.

Whether you need a security license depends on the state where the job is located and on whether the role is armed or unarmed. Sunstates Security says it is hiring across the country, and state rules for licensing or registering security officers vary. Some states tie licensing to a fingerprint-based criminal history check. Candidates should read the posting for the specific site and confirm requirements with their state's licensing agency.

Running a personal background check with Checkr lets you preview what Sunstates Security 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.