TEKsystems: Hiring, Background Check & Employment Verification FAQs

The business traces to 1983, when cousins Steve Bisciotti and Jim Davis started a contract engineering company from a basement office in the Baltimore, Maryland suburbs. That company grew into Allegis Group, and its IT staffing and services operations were consolidated under the TEKsystems brand. TEKsystems and TEKsystems Global Services are Allegis Group companies, headquartered in Hanover, Maryland.

The company reports serving 6,000 global customers, including 80 percent of the Fortune 500, from more than 100 locations worldwide, with more than $7 billion in annual revenue. Its parent, Allegis Group, describes itself as a $14.5 billion enterprise spanning a network of talent and services companies. TEKsystems states a 98 percent customer retention rate and net promoter scores of 93 percent for services delivered.

The work splits into two broad categories. Talent solutions cover contract, contract-to-hire, and direct placement of technology professionals, along with managed service program support. Technology and business services, delivered largely through TEKsystems Global Services, cover cloud services, data analytics, application innovation, AI and automation, agile transformation, business modernization, technology operations management, digital workplace services, and brand and experience design. The company maintains partnerships with AWS, Google Cloud, Microsoft, Red Hat, Snowflake, ServiceNow, and Salesforce, and serves industries including financial services, healthcare, public sector, telecommunications, retail and manufacturing, energy, and media and gaming.

Two distinct populations work with TEKsystems. Consultants are technology professionals placed on client engagements in roles such as software engineer, systems and network administrator, help desk and desktop support, business analyst, project manager, data engineer, cloud engineer, quality assurance, and cybersecurity. Internal employees work in recruiting, account management and sales, delivery leadership, and corporate support functions.

Company culture and employee programs:

The consultant experience is assignment-based: a recruiter matches a professional to a client requirement, and the length, location, and pay of the engagement follow that requirement rather than a fixed internal schedule. TEKsystems runs a large internal careers track as well, with recruiting and sales roles, internships, and programs for students and recent graduates, plus a program serving veterans and military candidates. Benefit eligibility and pay differ substantially between consultant assignments and internal positions, so candidates should confirm which track a given opening sits on.

Yes. Employers in the IT staffing and technology services industry, including TEKsystems, may legally run pre-employment background checks on applicants, provided they comply with federal, state, and local screening law. The Fair Credit Reporting Act (FCRA) is the primary federal framework: it requires a standalone written disclosure, the candidate's signed authorization, and a two-step adverse action process if information in a report factors into a decision. Many states and cities layer on additional limits.

TEKsystems is generally reported to conduct background checks during onboarding, which is standard across IT staffing. In this industry the staffing firm's own standards are only part of the picture: client companies commonly impose their own screening requirements as a condition of placing a consultant on site or granting system access, and regulated clients in financial services, healthcare, and the public sector often require more. The scope of a TEKsystems background check may therefore vary by assignment, by client, and by location.

For consultant roles, the process usually starts with an application or a recruiter outreach, followed by a screening conversation about technical skills, rate expectations, and availability. Candidates who match a requirement are submitted to the client and typically interview with the client's hiring team, sometimes across several rounds. Once selected, onboarding begins and can include consent to a background check, drug screening where the client requires it, and any client-specific compliance steps before a start date is set. Internal roles follow a more conventional sequence of recruiter screen, interviews with hiring leaders, and a conditional offer.

How long a report takes varies with the scope of the searches, the responsiveness of the courts and agencies being queried, and whether records exist in more than one county or state. A large share of checks are returned within a few business days, but verifications and manual court pulls can extend the window. For a more detailed breakdown, candidates can review background check turnaround times.

The searches ordered are determined by the employer and, on staffing engagements, frequently by the end client as well. A background check for a technology consulting role may include some or all of the following:

Candidates should read the disclosure and consent paperwork they receive during the hiring process, since that documentation describes the searches actually being ordered for their specific role.

The lookback window is set by the type of search and the state rules that apply to the candidate. The FCRA generally restricts consumer reporting agencies from reporting most negative information that is more than seven years old, though convictions and higher-salary roles can be treated differently. A number of states impose tighter limits, so two candidates with similar histories in different states may see different results.

TEKsystems does not publish a detailed policy on applicants with felony records, and decisions of this kind are typically made case by case. Factors that commonly weigh on the outcome include the nature and seriousness of the offense, how much time has passed, evidence of rehabilitation, and how closely the record relates to the duties of the job. Many states and cities have adopted "ban-the-box" laws that limit when an employer may ask about criminal history and require individualized assessment before a record is used to deny a role. In staffing, the client's own standards can also apply, which means a candidate may clear the staffing firm's process and still face a separate requirement for a specific engagement. Candidates are generally best served by answering application questions honestly and being ready to discuss their history if it comes up.

Screening normally begins only after a candidate signs a disclosure form and gives written consent, which is commonly handled alongside the conditional offer paperwork. Applicants should expect to supply their full legal name, date of birth, Social Security number, and prior addresses. Supplying complete and accurate details matters, because the address history determines which courts are searched and small errors can slow a report down.

The Fair Credit Reporting Act is the federal law that sets the ground rules for employment background checks in the United States. Under it, an employer must get the candidate's written permission before running a report, must send a pre-adverse action notice with a copy of the report and a summary of rights if the results may cost the candidate the job, and must allow time to dispute errors before finalizing the decision. A detailed overview of the Fair Credit Reporting Act (FCRA) and related EEOC guidance is available from Checkr.

Yes, and this is common. Clients often set their own screening standards as a condition of site access or system credentials, and those standards can be broader than the staffing firm's baseline. When that happens, the candidate is typically asked for a separate disclosure and authorization covering the additional searches, and the same FCRA rules on consent, disclosure, and adverse action apply to that report.

Running a personal background check with Checkr lets you preview what TEKsystems may see and gives you a chance to spot inaccuracies before they affect your application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To share verified credentials with employers proactively, build a free Checkr Profile you can send to recruiters, hiring managers, 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.