The Joint Chiropractic: Company Profile & Background Check FAQs

The Joint Chiropractic was founded in 1999 in Tucson, Arizona, and the concept was later scaled nationally by The Joint Corp., which is headquartered in Scottsdale, Arizona. The company went public and trades on the Nasdaq under the ticker JYNT. The Joint Corp. describes itself as the nation's largest operator, manager, and franchisor of chiropractic clinics, with a network that includes both corporate-managed and franchised locations.

The company reports more than 950 locations across 43 states and more than 14 million patient visits annually. Its retail-style model differs from traditional chiropractic practices: clinics accept walk-ins, do not require appointments, operate on membership and package pricing rather than insurance billing, and keep evening and weekend hours in shopping centers and other convenient retail settings.

Clinics are typically staffed by licensed doctors of chiropractic who deliver adjustments, along with wellness coordinators who handle the front desk, explain membership plans, and support patient onboarding. Clinic managers oversee day-to-day operations, and The Joint Corp. employs corporate staff in areas such as franchise support, marketing, technology, and finance. Because many clinics are independently owned franchises, the hiring employer for a given role may be either The Joint Corp. or a local franchisee, and practices can vary from clinic to clinic.

Company culture and employee programs: The Joint Chiropractic promotes a wellness-focused, patient-volume model that gives chiropractors the chance to practice without managing insurance paperwork or running their own clinic. Wellness coordinator roles blend customer service with sales, and the company highlights advancement opportunities into clinic leadership. Compensation, benefits, and scheduling vary by location, role, and whether the employer is corporate or a franchisee, so candidates should confirm details during the hiring process. Common roles include:

Yes. Employers in the healthcare and wellness industry, including The Joint Chiropractic, 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 through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires written consent, standalone disclosures, and adverse action procedures. State chiropractic boards separately regulate the licensing of doctors of chiropractic, which involves its own background review in many states.

The Joint Chiropractic locations are generally reported to conduct background checks as part of the hiring process, consistent with standard practice for healthcare-adjacent employers whose staff work hands-on with patients and handle payment information. Because many clinics are franchised, the exact screening approach may vary by owner, state, and role, with licensed provider roles often subject to more extensive verification than front desk positions.

While steps vary by clinic and employer, the hiring process typically begins with an online application through the company's careers page or a job board. Candidates who advance are usually contacted for a phone or in-person interview with a clinic manager or franchise owner. Chiropractor candidates are generally asked about licensure status in the state where the clinic operates, and may complete a working interview or technique evaluation. Candidates who receive a conditional offer are typically asked to consent to a background check before a start date is confirmed.

Turnaround depends on the searches ordered, the responsiveness of courts, licensing boards, and previous employers, and the number of jurisdictions in the candidate's address history. Many background checks are completed within a few business days, while reports involving multiple counties or professional license verifications can take longer. For a closer look at typical timelines, review background check turnaround times.

Each employer decides which screenings to include for each role. For a chiropractic clinic employer, a background check may include some or all of the following:

Candidates should review the disclosure and consent forms provided during hiring to understand which searches apply to their role.

Lookback periods depend on the type of search and the laws of the state where the candidate lives or works. Under the FCRA, consumer reporting agencies generally cannot report most negative information older than seven years, though convictions can often be reported for longer and exceptions apply to certain higher-salary positions. Several states apply stricter limits, and license verifications through state boards may reflect a practitioner's full disciplinary history.

The Joint Chiropractic does not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made case by case, often by individual franchise owners. Employers commonly weigh the nature and severity of the offense, the time elapsed, and the role's duties, particularly hands-on patient contact. For chiropractor roles, state licensing boards may also restrict licensure based on certain convictions. Many states and cities have adopted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates with records should answer application questions honestly and be prepared to provide context.

Candidates will typically be asked to provide written consent before a background check begins, usually through a standalone disclosure and authorization form. Applicants should be prepared to supply accurate personal information, including their full legal name, date of birth, Social Security number, and address history. Chiropractor candidates should also have their state license number and education credentials available for verification. Accurate information helps searches run in the correct jurisdictions and prevents delays.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Employers must obtain written consent before ordering a report, and before taking adverse action based on the results they must give the candidate a copy of the report and a summary of rights, along with an opportunity to dispute inaccurate information. For a detailed overview of the FCRA and related Equal Employment Opportunity Commission guidance, visit this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what The Joint Chiropractic may see and helps 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.