Textbroker: Hiring, Background Check & Employment Verification FAQs

Textbroker began with an idea in 2005. Founder Jan Becker-Fochler, then working as an SEO provider, saw how much his clients needed original written content and commissioned an early version of a platform that could recruit writers, rate the quality of their work, and pay them for it. Thousands of authors signed up quickly, and in 2007 the company launched what it describes as the internet's first content marketplace. Becker-Fochler remained involved as chief technology officer and an investor in the business.

The company operates internationally with a US arm, Textbroker International, LLC, based in Las Vegas, Nevada, and European operations centered in Mainz, Germany. Clients can order content in German, English for both US and UK audiences, French, Spanish, Italian, Dutch, Polish, Portuguese for Brazil and Portugal, and several Nordic and other languages, with each country platform managed by native speakers. Textbroker states that authors are sourced from the target country for each platform, so textbroker.com accepts only US-based writers.

On the business side, Textbroker sells both a self-service marketplace, where clients place and review orders themselves, and fully managed content programs in which the company handles requesting, editing, and delivering the work. Its service catalog has broadened over time to include content strategy and creation, SEO and generative engine optimization services, AI-assisted production paired with human editing, link building and publication marketing, and translation and localization. Clients range from small local businesses to large enterprises and advertising agencies. The company was named to the Inc. 5000 list in 2013, ranking among the fastest-growing private advertising and marketing companies. ViewPoint Capital Partners became the first outside investor in 2010, and in 2022 Marondo Capital acquired the stake previously held by Kennet Partners, becoming a shareholder alongside the founder and management.

Company culture and employee programs:

Textbroker describes its team as a mix of editors, account managers, client service representatives, programmers, sales and business development executives, marketing specialists, and finance and administrative staff, spread between Las Vegas and Mainz and structured so that each language platform is run by native speakers. A second and much larger group works with the company as freelance authors rather than employees: these writers are independent contractors who choose their own assignments and can work from anywhere with an internet connection, and they are rated and paid based on the quality tier assigned to their writing. Employment terms, compensation, and benefits differ substantially between corporate staff roles and the author network, so applicants should confirm which arrangement a given opportunity involves.

Yes. Employers in the marketing services and technology industry, including Textbroker, are legally permitted to conduct pre-employment background checks on job candidates as long as they follow applicable federal, state, and local law. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which sets rules for disclosure, written authorization, and the adverse action process. Because the company also operates in Germany, its European hiring is subject to separate national and European Union data protection and employment rules.

Companies in this sector are generally reported to screen corporate hires before a start date, and Textbroker's practices are not published in detail. Standard practice at marketplace and marketing technology companies is to verify identity and employment history for staff roles, with criminal history searches more commonly applied to positions that touch payments, client funds, or sensitive systems. The scope of a Textbroker background check may vary by role, by country, and by whether the position is a staff job or a freelance engagement.

The sequence differs by role, but the Textbroker hiring process generally follows a familiar pattern. Corporate candidates apply through the company's careers channels and complete a screening conversation with a recruiter or hiring manager, followed by one or more interviews with the team they would join. Roles in editing, account management, and marketing frequently include a practical exercise or writing sample. Freelance authors follow a different path entirely: they create an account on the platform, submit a sample that is assessed and assigned a quality rating, and then select orders that match their rating. Corporate offers are typically conditional, with any pre-employment checks completed before onboarding.

Turnaround depends on the searches requested, the responsiveness of courts and prior employers, and how many jurisdictions are involved. Many reports are returned within a few business days, while searches that reach across multiple counties or countries, or verifications that depend on a former employer's records, can take longer. Candidates who want more detail on what influences the timeline can review background check turnaround times.

The employer decides which searches to include. For a corporate role at a content marketplace company, a background check may cover some or all of the following:

Candidates should read the disclosure and authorization documents they receive, since those forms describe the searches that will actually be run.

Lookback periods depend on the search type and the law where the candidate lives or worked. In the United States, the FCRA generally prevents 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 Nevada and other states apply their own limits. In Germany and elsewhere in the European Union, data protection law constrains what an employer may collect and how long it may be retained, so screening practices for European roles look different from those in the US.

Textbroker has not published a detailed policy on applicants with felony convictions, and decisions of this kind are typically made case by case. Employers commonly weigh the nature and seriousness of the offense, how long ago it occurred, evidence of rehabilitation, and how the record relates to the specific duties of the job. Many US states and cities have adopted "ban-the-box" laws that limit when an employer may ask about criminal history. Applicants are encouraged to answer accurately and to be ready to discuss their background if it comes up.

Candidates for US staff roles are typically asked to provide written consent before screening begins, usually through a standalone disclosure and authorization form. Expect to supply a full legal name, date of birth, Social Security number, and address history, plus an accurate employment history. Freelance authors on the US platform generally go through an identity and tax-documentation process rather than an employment background check, because they are contracting rather than being hired as employees. Accurate information helps direct searches to the right jurisdictions and prevents avoidable delays.

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

Usually not in the same way employees do. Marketplace platforms typically evaluate writers on the quality of a submitted sample and on their ongoing ratings, and they verify identity and tax status so payments can be processed correctly. Employment-style background screening is generally reserved for staff hires. If a platform does order a consumer report on a contractor, the FCRA's disclosure, authorization, and adverse action requirements still apply. Writers should read the terms presented at signup to see exactly what verification the platform performs.

Running a personal background check with Checkr lets you preview what Textbroker may see and helps you identify potential inaccuracies before they affect your application. One secure report lets you 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, clients, 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.