Survey.com: Hiring, Background Check & Employment Verification FAQs

Survey.com provides retail execution services and technology to consumer packaged goods brands and retailers. Its website describes a Retail Performance Suite and four solution areas: Retail Visibility, Execution and Compliance, Shelf Performance, and Demand Activation. The company says its mission is to help brands and retailers win in retail through fast, flexible, and scalable execution powered by real-time intelligence.

The Survey About page records the 2020 acquisition of Survey.com, described as a provider of prescriptive sales activation and merchandising services, in a growth timeline that also covers the retail technology company Trax. The Survey.com terms of service say the service is operated by BET Information Systems, Inc.

On the workforce side, Survey calls its on-demand merchandisers the Survey Flexforce, and says the Flexforce comprises mostly contractors, often referred to as 1099 workers, rather than full-time or part-time employees. People join by downloading the Survey Merchandiser app, registering, accepting the terms of service, and claiming gigs in their area. Gig types include audits (taking photos and collecting information about products, pricing, and promotions), merchandising (stocking shelves, organizing products, building displays, and placing promotional materials), sampling, and resets (updating shelf layouts).

The sign-up page says registration is free and that no experience is required to start, while Survey's blog says specialized reset jobs are assigned to workers with relevant skills, experience, and a good track record.

Company culture and employee programs:

Because most field work is done by contractors who choose their own gigs, there is no central workplace for most workers. The help center describes a learning center with best-practice articles, an onboarding project, and an in-app help assistant, and the sign-up page says each gig lists instructions, store location, estimated completion time, and pay before a worker accepts it. Payment terms and project availability may vary by region and client.

Yes. Companies in the retail merchandising industry, including Survey.com and the clients it works for, are legally permitted to require background checks for people who perform in-store work, provided they follow the Fair Credit Reporting Act (FCRA) and applicable state and local laws. Survey.com's terms say any check is typically directed by a client and performed by a third party.

Survey.com's terms say workers may be vetted for certain client projects, including identity verification and a criminal background check, though Survey.com says it does not run the checks itself. The terms state that users may be subject to a vetting process at the country, state, and local levels before receiving assignments from certain clients. Whether a check applies may vary by client, project, and location.

The Survey.com process typically begins in the Survey Merchandiser app, where a worker registers, accepts the terms of service, enrolls for payment, and completes an onboarding project. Workers then browse available gigs in their area and claim the ones they want. Reset and other specialized projects may involve a pre-screening questionnaire and assignment by Survey based on skills and experience.

The pages reviewed do not state a timeline for Survey.com vetting, which may depend on the client that requires it and on how quickly a worker responds. Searches across several jurisdictions can add time. Candidates who want typical timelines can review background check turnaround times.

Survey.com says vetting, when a client requires it, may include identity verification and a criminal background check at the country, state, and local levels. A check for in-store work may include some or all of the following:

Workers should read any vetting notice they receive to see which checks apply to a specific project.

Survey.com does not describe a drug test in the sign-up pages and terms reviewed, and any requirement would typically come from a client for a specific project. Requirements may vary by client, project, and location. Workers should read the details of a project before accepting it.

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.

Survey.com does not publish a policy on workers with felony records, and eligibility may depend on the client and the project. Where a client requires vetting, a conviction history may affect eligibility for that project, while other gigs may have no such requirement. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history, though how they apply to contractor work may vary. Workers are encouraged to answer honestly if asked.

Workers are typically asked to provide accurate personal information when they register and to accept the terms of service. For projects that require vetting, they respond to an email notice from Survey.com about the vetting process. The terms say a worker may opt out of a project or store visit that requires vetting. Providing accurate information helps avoid delays.

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).

Survey says its Flexforce comprises mostly contractors, often called 1099 workers, and its terms are titled an Independent Contractor Services Agreement. Under the terms, contractors provide their own device and are responsible for expenses such as mobile service and travel. How legal and tax rules apply to a particular worker may depend on state law, so candidates may want to read the agreement carefully.

According to the terms of service, the client decides whether vetting applies and tells Survey.com whether a worker is approved. Background checks, if any, are performed by a third party as directed by a client. Survey.com says it does not conduct background checks or receive the results. Workers who receive a vetting notice may opt out of that project or store visit.

Running a personal background check with Checkr lets you preview what Survey.com 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.