Employment Verification
Confirm a candidate's work history, job titles, and dates of employment — directly with previous employers.
Verify Work History Accurately
Employment verification confirms that a candidate actually worked where they say they did, in the role they claimed, during the dates listed on their resume. Research Services contacts previous employers directly to validate this information on your behalf.
Inflated titles, extended date ranges, and fabricated employers are among the most common forms of resume fraud. An employment verification catches these discrepancies before they become a problem.
- Standard and comprehensive verification options
- Contacts employers or third-party HR services directly
- Minimum 3 contact attempts per verification
- FCRA-compliant reporting
Turnaround Time
Turnaround depends on the availability of the HR contact at the previous employer. Some verifications come back the same day; others take several business days. Employers using third-party services like The Work Number may return results faster.
We make a minimum of 3 contact attempts per employer to keep things moving.
Same Day – Several Business Days
What's Included
Employer name & location confirmed
Job title & position held
Dates of employment (start & end)
Reason for leaving (if disclosed)
Eligibility for rehire (comprehensive)
Salary / compensation (comprehensive)
Job responsibilities summary (comprehensive)
Discrepancy flags if info doesn't match
Unable-to-verify notation if no response
Basic vs. Comprehensive Employment Verification
Basic verification confirms core facts: employer, job title, and dates of employment. This is sufficient for most pre-employment screening programs.
Comprehensive verification goes deeper — requesting job responsibilities, reason for leaving, rehire eligibility, and salary history where permitted by applicable state law. This level of detail is useful for executive-level hires or positions with specific performance requirements.
Note that many employers have policies limiting what they will disclose. Our researchers document what was and was not provided so you have a complete picture of the response.
Employer Unresponsive? Try IRS Employment Verification.
When a former employer won’t respond, has gone out of business, or isn’t enrolled in systems like The Work Number, IRS Employment Verification is a direct alternative. We retrieve W-2 and 1099 history — up to 8 years — straight from IRS tax transcripts with the applicant’s consent. No employer participation required.
Learn About IRS Verification
State-Specific Verification Requirements
Certain states have enacted specific legislation requiring background screening for roles working with children, vulnerable adults, or in regulated industries. Research Services is experienced in navigating these requirements:
Connecticut 16-67 ACT — required for school employees in Connecticut public schools.
New Jersey Title 18A — background check requirements for New Jersey school employees.
Pennsylvania Act 168 — employment history review for school applicants in Pennsylvania.
Frequently Asked Questions
How long does employment verification take?
Turnaround varies. Some verifications come back the same day — it largely depends on the availability of the HR contact at the previous employer. Others take several business days. Employers that route verifications through third-party services like The Work Number can return results faster. We make a minimum of 3 contact attempts per employer to keep things moving.
What if a previous employer doesn’t respond?
We make a minimum of 3 contact attempts through multiple channels. If the employer remains unresponsive, the verification is documented as unable to verify — which itself is useful information. We also offer
IRS Employment Verification as an alternative, which confirms employment history directly through IRS tax transcripts regardless of whether the employer responds.
How far back does employment verification go?
There is no federal limit on how far back employment verification can go. We verify as many years of history as you require. Most employers verify 5–10 years, though some roles go further —
school verifications in states like Connecticut, New Jersey, and Pennsylvania require a 20-year employment history review.
What is the difference between basic and comprehensive employment verification?
Basic verification confirms the core facts: employer name, job title, and dates of employment. Comprehensive verification goes deeper — requesting job responsibilities, reason for leaving, rehire eligibility, and salary history where permitted by applicable state law. Comprehensive is typically used for executive-level hires or roles with specific performance requirements.
What if the employer has gone out of business?
We attempt to locate successor companies, former HR contacts, or state unemployment records. If those avenues are exhausted,
IRS Employment Verification is a strong alternative — it confirms employment and earnings history directly through IRS tax transcripts, covering all employers regardless of whether they still exist.
Can employment verification confirm salary?
Yes, but with important guardrails. Several states have laws restricting how salary history can be used in hiring. In Connecticut, for example,
CGS § 31-40z prohibits employers from asking for — or using a third party to obtain — an applicant’s prior salary history. Even where reporting is technically permitted, many employers have internal policies limiting what they will disclose. For those reasons, we leave salary off verifications by default and include it only when a client has a specific, documented lawful reason to request it.