Trajectory: Hiring, Background Check & Employment Verification FAQs

Trajectory was launched in 1999 as a branding and marketing agency focused specifically on the healthcare and wellness space. The company has built its practice around four related client segments: health systems and hospitals, physician and medical practices, healthcare services and technology, and skincare, beauty, and personal care brands. Trajectory operates as a certified women-owned business enterprise, providing brand strategy, marketing, design, and digital experience services tailored to healthcare and wellness organizations.

Trajectory's approach centers on aligning brand purpose, culture, strategy, design, marketing, and digital experience for its clients, with engagements ranging from launching new mass-market skincare brands to repositioning established healthcare systems. The agency is a relatively small, specialized firm, with a workforce in the range of a few dozen employees supporting its client engagements across the health and wellness continuum.

Trajectory's team includes brand strategists, marketing and digital specialists, designers, and account managers who work directly with healthcare and wellness clients on branding, marketing campaigns, and digital strategy projects.

Company culture and employee programs: Trajectory positions itself around deep category expertise in health and wellness marketing, combined with a belief that unified brand experiences are the most powerful growth driver for its clients. As a boutique consulting and marketing agency, the company's culture is shaped by close, collaborative work on client engagements. Benefits, scheduling, and advancement opportunities can vary by role, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the marketing and brand consulting industry, including Trajectory, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow adverse action procedures.

Specific details about Trajectory's background check policy are not extensively documented in public sources. As with many professional services and consulting firms, some form of pre-employment screening is common industry practice, though candidates should confirm exact requirements directly with the company.

The hiring process for roles at Trajectory typically includes an application, one or more interviews with agency leadership or hiring managers, and potentially a portfolio or work-sample review for creative and strategy roles, along with a background check prior to a final offer.

Background check timelines can vary based on the type of screening requested and how quickly records can be verified. Learn more about typical background check turnaround times to understand what factors can affect the process.

A typical pre-employment background check for a marketing or consulting agency role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state laws may extend or restrict this timeframe depending on the type of record and jurisdiction.

Hiring decisions involving candidates with criminal records are generally made on a case-by-case basis, taking into account the nature of the offense, how much time has passed, and its relevance to the role. Some states have adopted "ban-the-box" laws that restrict when employers can ask about criminal history during the hiring process.

Candidates can generally expect to provide personal information such as full legal name, date of birth, and Social Security number, along with signed consent authorizing the background check, in compliance with FCRA requirements.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers can use background check information in hiring decisions. It requires employers to notify candidates before running a check, obtain written consent, and follow specific adverse action procedures if a decision is made based on background check results.

What if I disagree with something in my background check?

Under the FCRA, if you believe your background check report contains inaccurate information, you have the right to dispute it directly with the consumer reporting agency that prepared the report. The agency is generally required to investigate the dispute, typically within 30 days, and to correct or remove any information it cannot verify as accurate. If Checkr conducted the background check, dispute instructions are included in the notification sent to your Checkr candidate account.

Can I see a copy of my own background check report?

Yes. Under the FCRA, if a background check is used to make an adverse hiring decision, you are entitled to receive a copy of the report along with a summary of your rights under the law before the decision becomes final.

Running a personal background check with Checkr lets you preview what an employer may see during the hiring process, helping you address any concerns before you apply. A personal background check can include:

Learn more about Checkr Personal Background Checks and explore your Checkr Profile to see what information may appear in your own background check.

If you're a candidate with a background check in progress through Checkr as part of your application to Trajectory or another employer, you can check your status through the Candidate Portal. For additional support, visit the Checkr Help Center.

The information provided in this article does not, and is not intended to, constitute legal advice. All information is for general informational purposes only. Checkr does not guarantee the accuracy, completeness, or usefulness of this information and is not responsible for any errors or omissions, or for the results obtained from the use of this information. This article may contain links to other third-party websites. Such links are only for the convenience of the reader. Checkr does not endorse the contents of the third-party sites and disclaims any affiliation with the companies mentioned in this article unless otherwise stated.