Vaco: Hiring, Background Check & Employment Verification FAQs

Vaco was founded in 2002 when Jerry Bostleman started Vaco Resources as a sole proprietorship. In 2004, Bostleman partnered with Brian Waller and Jay Hollomon to formally establish Vaco as a talent recruitment and consulting firm. The company is headquartered in Brentwood, Tennessee, just outside Nashville. Vaco grew steadily in its early years and expanded through acquisitions, including Vaco Supply Chain Solutions (founded as a subsidiary in Richmond, Virginia in 2006, later renamed Plantensive), Pivot Point Consulting in 2016, and Lannick Group in 2017, which brought the company into the Canadian market.

Vaco Holdings, the parent entity, operates through subsidiaries spanning talent recruitment and consulting, with majority ownership held by Olympus Partners, a Stamford, Connecticut-based private equity firm. Today, Vaco's family of brands includes Pivot Point Consulting, a healthcare IT consulting firm; Focus Search Partners, an executive search practice; MorganFranklin Consulting, a finance and technology advisory firm; and BUILT, a digital solutions company. Vaco has grown to serve more than 12,000 clients globally with roughly 9,800 to 10,000 employees and consultants, and has been recognized on Inc. magazine's list of fastest-growing private companies for 17 consecutive years.

Vaco's workforce includes internal recruiters and account managers who place candidates with client companies, along with the contract and consulting professionals placed at those client sites in fields such as accounting, finance, technology, and healthcare IT. Because Vaco operates as a staffing and consulting firm, many candidates who go through Vaco's screening process ultimately work on-site at a separate client company.

Company culture and employee programs: Vaco emphasizes a collaborative, entrepreneurial culture and has been recognized by Staffing Industry Analysts as one of the Best Staffing Firms to Work For for six consecutive years. The company positions its approach around taking full accountability for both strategy and implementation on behalf of clients. Benefits, scheduling, and advancement opportunities can vary depending on whether a role is an internal Vaco position or a client placement, so candidates should confirm specifics with a Vaco recruiter during the hiring process.

Yes. Employers and staffing firms in the talent solutions and consulting industry, including Vaco, 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.

Vaco is generally reported to conduct background checks as part of its placement process, which is standard for staffing and consulting firms, particularly since candidates are often placed in finance, accounting, technology, and healthcare roles that may require specific screening depending on the client's requirements.

The hiring process through Vaco typically includes an application or recruiter outreach, one or more interviews with a Vaco recruiter and potentially the client company, and a background check prior to placement. Requirements can vary depending on the specific client and role.

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-placement background check for a staffing or consulting role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state laws and specific client requirements may extend or restrict this timeframe.

Hiring and placement 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, its relevance to the role, and the requirements of the specific client company. 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.

Running a personal background check with Checkr lets you preview what Vaco or its client companies 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 through Vaco 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.