Teleperformance: Company Profile & Background Check FAQs

Founded in 1978 in Paris, France, by Daniel Julien, Teleperformance began as a telephone marketing company and gradually expanded into a full-service customer experience outsourcer. Over the following decades, the company grew through a combination of organic expansion and targeted acquisitions, building a presence across Europe, the Americas, Asia-Pacific, the Middle East, and Africa. Today, Teleperformance - now also known by the shortened brand name TP - is headquartered in Paris and operates in nearly 100 countries, employing approximately 485,000 people and serving clients across industries including retail, technology, financial services, healthcare, insurance, and government services.

The company's core business is business process outsourcing (BPO), with a particular focus on omnichannel customer care, technical support, back-office processing, and digital transformation services. Teleperformance operates large-scale contact centers and call center campuses in many markets, and has significantly expanded its work-from-home and remote delivery capabilities. Major global brands rely on Teleperformance to handle customer-facing operations at scale, allowing client companies to focus on their core products and services.

Teleperformance holds a significant position in the BPO industry and is listed on the Euronext Paris stock exchange. The company has pursued strategic acquisitions to strengthen its capabilities, including the purchase of Majorel in 2023, which added further operations across Europe and Africa. Teleperformance's scale and geographic reach make it one of the primary destinations for candidates seeking contact center, customer service, and remote support roles globally, and particularly in the United States market.

Company culture and employee programs:

Yes. Teleperformance conducts background checks as a standard part of its hiring process for most positions in the United States. Because Teleperformance serves clients across heavily regulated industries and handles sensitive customer data at scale, background screening is a consistent practice rather than an exception. The specific screenings ordered can vary by role, client account, and the state or country where the position is based. For remote and work-from-home roles, candidates should expect the same screening requirements that apply to on-site positions. Outside the United States, background check practices differ based on local laws and client requirements in each country.

Most employment background checks can be completed in three to five business days, but timing varies with the screenings ordered and record accessibility. Factors that can affect turnaround include:

Database searches can resolve in minutes, whereas searches requiring manual courthouse retrieval or additional verification may extend beyond a week. See Checkr's guide to background check turnaround times for details.

A Teleperformance background check report may include:

The specific screenings conducted depend on the role, the client account supported, and applicable state regulations.

Look-back periods vary by state law, position, and the CRA's data sources. Many employers focus on the past seven years for most convictions, but this can differ based on the nature of the role and the state where the position is located. Some states limit how far back employers can review criminal records, while certain positions - particularly those supporting regulated industries - may require a more comprehensive review. Candidates should review state fair-chance or "ban-the-box" laws to understand the local limits that may apply to their situation.

The Fair Credit Reporting Act (FCRA) requires employers to obtain written consent before ordering a background report, provide a copy of the report plus a "pre-adverse action" notice if they may take negative action, and allow time to dispute errors. If Teleperformance decides not to move forward with a candidate based in whole or in part on information in a background report, the company must:

EEOC guidance also recommends an individualized assessment that considers the nature of the offense, its age, and relevance to the job. This approach helps ensure fair evaluation and reduces the risk of discriminatory hiring practices.

Drug testing practices at Teleperformance vary by location, role, and client account. Pre-employment drug testing is not universally required across all Teleperformance positions or markets, but certain roles - particularly those supporting clients in healthcare, government services, or other regulated industries - may include a drug screening component. Candidates should review the specific requirements listed in their offer documents and ask the recruiting team if drug testing applies to their particular role. Applicable state and local laws also govern workplace drug testing practices and may limit or shape how testing is conducted in certain locations.

The Teleperformance recruitment process typically follows these steps:

Processing times between steps vary. Candidates with straightforward backgrounds and complete application information typically move through the process more quickly.

Teleperformance evaluates candidates with criminal histories on an individualized basis. The company does not maintain a blanket policy of automatic disqualification for all misdemeanor or felony convictions. Instead, factors considered typically include:

Federal EEOC guidance recommends that employers conduct an individualized assessment rather than applying automatic disqualification, and many states have fair-chance hiring laws that shape how criminal history can be considered. Candidates with misdemeanor or felony records who are applying for roles that do not involve access to sensitive data or regulated environments may have more flexibility in the evaluation process than those applying for positions with stricter client-imposed screening requirements. Candidates should be prepared to discuss their background honestly during the process and can highlight rehabilitation, elapsed time, and qualifications relevant to the role.

Standard background check requirements for Teleperformance candidates typically include:

Candidates receive disclosure documents explaining their rights under the FCRA and the types of screenings that may be conducted.

Teleperformance typically communicates background check outcomes through the recruiting team or via the background check provider's candidate portal. Common indicators that a background check has been cleared include receiving onboarding paperwork, a start date confirmation, or a direct message from a recruiter. If the background check process reveals information that may affect the hiring decision, the company is required by the FCRA to provide a pre-adverse action notice before taking final action, giving candidates an opportunity to review and dispute any inaccurate information. Candidates who have not received an update after the expected processing window should contact the Teleperformance recruiter assigned to their application for a status update.

Running a personal background check with Checkr lets you preview what Teleperformance may see and help 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, 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.

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.