GoodHire Background Checks Reviews: Everything You Need to Know

What Is GoodHire?

GoodHire is a cloud-based employment background check service headquartered in Redwood City, California. The platform helps businesses of all sizes conduct pre-employment screening, from basic criminal checks to comprehensive verification packages. GoodHire was acquired by Checkr but continues to operate as a separate service, maintaining its focus on small to mid-sized businesses while Checkr targets enterprise clients.

The company processes over 65,000 background checks monthly for more than 100,000 clients, including notable organizations like DraftKings, SelectQuote, and Renewal by Andersen. Their core value proposition centers on FCRA compliance, fast turnaround times, and a user-friendly interface that makes background checks accessible to HR teams without specialized training.

What sets GoodHire apart in the crowded background check market is its technology-first approach. The platform hosts over a billion records from more than 2,100 different sources, providing instant access to up-to-date information from local, state, and federal databases. This extensive data infrastructure enables GoodHire to deliver 85% of background checks within one minute-a remarkable speed that keeps hiring processes moving efficiently.

GoodHire Pricing Breakdown

GoodHire uses a per-check pricing model that scales based on your annual volume. Here's what you can expect:

• Setup Fee: $49.99 one-time account verification fee for new users
• Basic Plan: $29.99 per check - includes SSN trace, sex offender registry search, global watchlist records, and national criminal database search. Results typically arrive within one business day.
• Standard Plan: $54.99 per check - adds county court searches and domestic watchlist screening. Expect results in one to two business days.
• Premium Plan: $79.99 per check - includes everything above plus employment and education verification. Turnaround is two to four business days.

For companies running more than 25 background checks annually, GoodHire requires you to contact their sales team for custom pricing. This lack of transparent pricing for higher-volume users is one of the most common complaints in user reviews.

The pricing structure reflects industry standards-comparable providers like Checkr offer similar $29.99 to $79.99 per check ranges. However, where GoodHire stands out is its pay-per-check flexibility for smaller businesses. If you're running fewer than 10 checks annually, you can avoid monthly subscription fees entirely, making it budget-friendly for small businesses with occasional hiring needs.

Understanding Add-On Costs

The advertised base prices are just the starting point. Depending on your industry and role requirements, you may need additional screenings that significantly increase costs:

• Motor Vehicle Records: Critical for delivery drivers, transportation roles, or anyone operating company vehicles
• Credit Reports: Often required for financial positions, roles with fiduciary responsibility, or positions handling sensitive financial data
• Drug Screening: Mandatory for many healthcare, transportation, and safety-sensitive positions
• Professional License Verification: Essential for healthcare providers, attorneys, accountants, and other licensed professionals
• International Checks: Required when verifying education, employment, or criminal history from outside the United States

A comprehensive background check for a CFO position, for example, might include the Premium package plus credit reports, professional license verification, and extensive employment verification-potentially pushing the total cost to $150-200 per candidate. Understanding your true cost per hire requires mapping out which screenings each role category actually needs.

What Actual Users Say: The Pros

After analyzing hundreds of verified reviews across platforms like Capterra, GetApp, TrustRadius, and G2, several consistent themes emerge in positive feedback.

Speed and Efficiency

Users consistently praise GoodHire's turnaround times. Many reviewers report receiving basic background check results in under an hour, with one user noting their "entire process from buying the background check to getting the result took under an hour." For businesses trying to close candidates quickly in competitive hiring markets, this speed is a significant advantage.

According to GoodHire's own data, 90% of nationwide criminal checks are returned in under one minute. This remarkable speed is achieved through their automated access to over 50% of U.S. county courts and their extensive digitized records database. When alerts appear-indicating a potential record match-GoodHire's in-house FCRA-certified quality assurance team manually reviews results to ensure accuracy, which may extend turnaround times slightly but provides an extra layer of confidence.

User-Friendly Interface

Almost every positive review mentions how intuitive the platform is. The candidate self-service portal allows applicants to enter their own information, e-sign consent forms, and track their check status-reducing administrative burden on HR teams. One reviewer noted that new team members were "logging in and generally able to navigate around and read/process reports with little problem" on their first day.

The dashboard provides at-a-glance visibility into all active background checks, showing which have cleared, which have alerts requiring review, and which are still in progress. This centralized view eliminates the need to track candidates through spreadsheets or email chains. The mobile-optimized interface means candidates can complete their portion of the process from their phones, reducing friction in the hiring workflow.

HR System Integrations

GoodHire connects with popular HR platforms including BambooHR, Greenhouse, JazzHR, Lever, SmartRecruiters, Rippling, and UKG Pro. This integration capability means background check results flow directly into your existing workflows without manual data entry. If you're already using tools like Monday.com for project management, you'll appreciate this seamless approach to keeping candidate data organized.

The modern API architecture makes custom integrations feasible for businesses with unique tech stacks. Unlike legacy background check providers that require manual data export and import, GoodHire's integrations trigger background checks automatically when candidates reach the appropriate stage in your applicant tracking system, eliminating manual steps and reducing time-to-hire.

FCRA Compliance Built-In

GoodHire's platform includes compliance tools that help employers navigate Fair Credit Reporting Act requirements, pre-adverse action workflows, and state-specific disclosure forms. For HR professionals who aren't legal experts, this built-in guidance reduces risk significantly.

The platform automatically handles the required disclosure and consent process, ensuring you're providing candidates with standalone disclosure documents as required by law. When adverse action is necessary, GoodHire walks you through the pre-adverse action notice, waiting period, and final adverse action notice-steps that are easy to miss but carry significant legal liability if done incorrectly.

Accuracy and Quality Control

GoodHire maintains an impressively low error rate of less than 0.1%, achieved through their in-house team of FCRA-certified experts who review and cross-reference data. This accuracy level is critical-inaccurate background checks can derail qualified candidates and expose employers to liability.

The platform's dispute rate is also industry-leading at less than 0.05%, meaning candidates rarely challenge the accuracy of their reports. This low dispute rate keeps hiring moving forward without delays for re-verification or corrections. Advanced data engineering and automated compliance filters provide an extra layer of quality assurance before results reach your desk.

Customer Support Responsiveness

Reviewers consistently praise GoodHire's customer support team as responsive and helpful. The FCRA-certified, U.S.-based support team can answer screening questions, compliance concerns, and technical issues. While phone support availability has limitations (which we'll discuss in the cons section), email support typically responds quickly, with some users reporting surprisingly fast turnaround times on their inquiries.

The support team goes beyond troubleshooting-they can help you design custom screening packages appropriate for your industry and role types, ensuring you're neither over-screening (wasting money) nor under-screening (taking on unnecessary risk).

What Users Complain About: The Cons

No background check service is perfect. Here's what reviewers consistently flag as pain points with GoodHire.

Add-On Costs Add Up Fast

While base pricing appears competitive, users frequently mention that adding screenings for specific positions makes reports "pretty pricy." Credit checks, motor vehicle records, drug screenings, and professional license verifications all cost extra. For roles requiring comprehensive vetting, costs can escalate quickly beyond the advertised prices.

One reviewer noted that "with so many options, this can begin to make the background report pretty pricy," particularly when customizing packages for management or financially sensitive positions. The lack of transparent pricing for these add-ons until you're ready to purchase can make budgeting challenging for HR departments operating with fixed per-hire costs.

International Background Checks Are Limited

GoodHire's strength is domestic U.S. screening. Users consistently note limitations when they need to verify international education, employment history, or criminal records. If you hire globally, you'll likely need to supplement GoodHire with additional services.

International background checks through GoodHire can take significantly longer-ranging from four to five days for some countries to 20 days or more for countries with extensive privacy protection laws. This extended timeline can create bottlenecks in global hiring processes. The additional complexity and costs associated with international verifications make GoodHire less competitive for companies with significant international hiring needs compared to providers like HireRight or Sterling that specialize in global screening.

Occasional Accuracy Issues

While most reviews praise GoodHire's accuracy, a few concerning reports exist. One reviewer on ConsumerAffairs described a situation where GoodHire cleared a candidate who had "multiple larceny and drug convictions in the last 5 years" because the candidate used multiple aliases. Though GoodHire refunded the check, this highlights the importance of understanding what any background check service can and cannot verify.

It's worth noting that GoodHire has faced legal challenges in the past, including lawsuits for alleged FCRA violations. While these lawsuits don't necessarily indicate systemic problems-FCRA litigation has increased across the entire industry-they underscore the importance of choosing providers that maintain vigilant compliance practices.

Phone Support Is Limited

Several reviewers mention that getting someone on the phone can be difficult. Email support is generally praised as responsive, but for urgent issues, the lack of immediate phone access frustrates some users. When you're trying to close a candidate quickly and hit a snag with their background check, waiting hours for an email response can feel unacceptable.

Some reviews note that "few times emails go unanswered" and suggest GoodHire should provide periodic updates if there's no progress for 2-3 days. The inability to escalate urgent issues quickly can be problematic for time-sensitive hiring situations.

Limited Customization for Complex Needs

A few users note that GoodHire primarily offers Basic, Standard, and Premium packages, with customization requiring coordination with the sales team. For organizations with highly specialized screening requirements or complex multi-location needs, this can feel limiting compared to enterprise-focused competitors that offer more granular package customization out of the box.

Difficulty Correcting Information

One recurring complaint is that if you make a mistake entering candidate information, correcting it can be difficult or impossible-you may need to start a completely new application. This inflexibility can be frustrating when dealing with candidates who have name variations, recent address changes, or other common data inconsistencies.

Understanding Background Check Turnaround Times

One of GoodHire's strongest selling points is speed, but it's important to understand what factors influence turnaround times and set realistic expectations.

What Affects Turnaround Times

Several factors impact how quickly you'll receive results:

Database vs. Manual Searches: Database searches that query digitized records return almost instantly. County court searches that require clerk assistance can take days or even weeks, depending on the jurisdiction. Some rural counties still maintain paper records that must be physically searched.

Geographic Variation: Counties with modern, digitized record systems return results in minutes. Counties with manual processes or backlogged clerks can introduce substantial delays. If you're hiring in rural areas, factor in additional buffer time.

Employment and Education Verification: These verifications require contacting third parties-previous employers, universities, licensing boards-who may take days to respond. GoodHire contacts previous employers up to five times over five business days, but if the employer doesn't respond, verification may be delayed or impossible.

Candidate Responsiveness: The turnaround clock doesn't start until the candidate provides consent and completes their portion of the information. Delays in candidates completing their paperwork directly extend your total time-to-hire.

Holidays and Weekends: Court systems and verification contacts don't operate 24/7. Requests submitted before weekends or holidays will experience natural delays.

Realistic Expectations by Check Type

Here's what you can reasonably expect for common background check types:

• National Criminal Database Search: Under 1 minute for 90% of checks
• County Criminal Court Search: 1-5 business days, depending on county
• Federal Criminal Search: 1-3 business days
• Employment Verification: 2-5 business days
• Education Verification: 2-5 business days
• Motor Vehicle Records: 1-3 business days
• International Checks: 5-20 business days, depending on country

Understanding these timelines helps you build appropriate buffer time into your hiring workflows and set accurate expectations with candidates.

Who GoodHire Works Best For

Based on the pattern of reviews, GoodHire is best suited for:

• Small to mid-sized businesses running fewer than 100 background checks per year
• Companies with existing HR tech stacks who need seamless integrations
• U.S.-focused hiring where domestic checks are sufficient
• HR generalists who need compliance guidance built into their workflow
• Organizations hiring for standard roles where basic to standard screening packages suffice
• Fast-growth companies that need quick turnaround times to close candidates before competitors
• Businesses prioritizing ease of use over extensive customization options

GoodHire may not be the best fit for enterprise companies with high volume needs (where custom pricing becomes opaque), organizations with significant international hiring, businesses requiring highly specialized industry screening, or companies needing extensive customization and white-glove account management.

How GoodHire Compares to Top Competitors

Understanding where GoodHire fits in the competitive landscape helps you make an informed decision.

GoodHire vs. Checkr

Ironically, Checkr now owns GoodHire, but the two brands serve different markets. Checkr uses AI-powered technology to process background checks at scale, making it ideal for high-volume enterprises. Checkr completes 98% of nationwide criminal checks within an hour and offers robust API integrations for custom workflows.

GoodHire focuses on user-friendliness and is better suited for small to mid-sized businesses. It offers phone support (in addition to email), which Checkr doesn't provide. GoodHire's error rate is slightly lower at less than 0.1%, achieved through manual expert review, while Checkr relies more heavily on automation.

If you're a fast-growing startup or enterprise needing to process hundreds or thousands of checks monthly, Checkr's AI-driven approach and scalable infrastructure make sense. If you're a small business running occasional checks and value simplicity and phone support, GoodHire is the better choice.

GoodHire vs. HireRight

HireRight is one of the largest background screening companies globally, with extensive international capabilities. If your hiring spans multiple countries, HireRight's global infrastructure and established relationships with international data sources provide advantages GoodHire can't match.

However, HireRight's enterprise focus means their platform can feel more complex for small business users. Pricing is typically less transparent, requiring custom quotes even for smaller volume accounts. GoodHire's straightforward per-check pricing and simpler interface make it more accessible for businesses without dedicated compliance teams.

GoodHire vs. Sterling

Sterling serves enterprise-level clients with complex, multi-location screening needs. Their platform offers extensive customization, industry-specific screening packages, and white-glove account management. For large organizations with dedicated HR operations teams, Sterling's comprehensive approach is valuable.

For small to mid-sized businesses, Sterling can feel like overkill. The pricing is higher, the implementation more complex, and the platform less intuitive than GoodHire. If you're running fewer than 100 checks per year, GoodHire's simplicity and lower price point make more sense.

GoodHire Alternatives Worth Considering

If GoodHire doesn't quite fit your needs, here are alternatives to evaluate:

• Checkr: Actually owns GoodHire now, but targets larger enterprises with more complex needs and higher volumes. Better for high-volume hiring with AI-powered automation.
• Sterling: Better for enterprise-level screening with extensive global coverage and industry-specific packages.
• HireRight: Strong international capabilities and industry-specific screening packages, but typically requires higher volume commitments.
• Accurate Background: Solid mid-market option with good balance of features and pricing, particularly strong in healthcare and education sectors.
• Cisive: Offers highly customizable screening with advanced analytics through their CART platform, good for data-driven HR teams.

For sales professionals and recruiters who need to verify contact information and research candidates before formal background checks, you might find value in tools like RocketReach for finding accurate contact details. You can also use our free Background Checker tool for preliminary research that provides trust scores and comprehensive reports before committing to paid background check services.

Understanding FCRA Compliance Requirements

The Fair Credit Reporting Act (FCRA) is a federal law that governs how employers conduct background checks. Understanding these requirements is critical-violations can result in substantial lawsuits and financial penalties.

Why FCRA Compliance Matters

FCRA lawsuits have increased dramatically, with the number of claims more than doubling since . In one recent year, over 4,000 FCRA lawsuits were filed against employers. Settlement amounts can be substantial-recent cases have resulted in multi-million dollar settlements.

Common violations include failing to provide proper disclosure, obtaining authorization improperly, not following adverse action procedures, and using information in discriminatory ways. Even well-intentioned employers can run afoul of technical requirements, which is why platforms like GoodHire that build compliance into the workflow provide valuable protection.

Key FCRA Requirements

When conducting background checks through a third-party provider, employers must:

1. Provide Clear Disclosure: Before ordering a background check, you must provide written disclosure to the applicant in a standalone document-not buried in an employment application or surrounded by disclaimers. The disclosure must clearly state that a background check will be conducted.

2. Obtain Written Authorization: The candidate must provide written authorization (which can be electronic) permitting the background check. This authorization can be combined with the disclosure document, but nothing else can be included on that form.

3. Certify Compliance: You must certify to your background check provider that you've met FCRA requirements and will use the information responsibly and in compliance with anti-discrimination laws.

4. Follow Adverse Action Procedures: If you decide not to hire someone based on information in their background check, you must follow specific steps:

• Provide a pre-adverse action notice that includes a copy of the background check report and a copy of "A Summary of Your Rights Under the Fair Credit Reporting Act"
• Wait a reasonable period (typically 5 business days) to allow the candidate to dispute inaccurate information
• If you still decide not to hire, provide a final adverse action notice with the name and contact information of the screening company

5. Maintain Proper Records: Keep documentation of your background check process, including disclosure forms, authorization forms, and adverse action notices, in accordance with federal and state retention requirements.

State-Specific Considerations

Many states and municipalities have additional requirements beyond federal FCRA rules. "Ban the Box" laws in various jurisdictions regulate when and how criminal history can be used in hiring decisions. Some states restrict how far back criminal history can be reported or prohibit considering certain types of convictions.

California, for example, has additional disclosure requirements and restrictions on using credit reports and criminal history. New York City prohibits inquiring about criminal history until after a conditional offer is made. Understanding and complying with location-specific rules adds complexity that platforms like GoodHire help navigate through built-in compliance tools.

Industry-Specific Background Check Considerations

Different industries have unique screening requirements driven by regulatory mandates, risk profiles, and operational needs.

Healthcare

Healthcare organizations typically require comprehensive screening including criminal background checks, professional license verification, education verification, and healthcare sanctions checks (OIG exclusion list, state Medicaid exclusion lists). Drug screening is often mandatory. The sensitive nature of patient care and regulatory requirements make thorough screening non-negotiable.

Financial Services

Positions with access to financial information or fiduciary responsibility often require credit checks in addition to criminal background checks and employment verification. Financial services regulations may mandate specific screening elements, and the risk of fraud or embezzlement makes comprehensive vetting critical.

Transportation and Logistics

Drivers must undergo motor vehicle record checks, and DOT-regulated positions have specific drug testing requirements. For commercial drivers, maintaining DOT testing records and conducting regular re-screening is mandatory for compliance.

Education

Schools and educational institutions typically require criminal background checks with particular attention to offenses involving children, sex offender registry checks, and sometimes fingerprint-based FBI checks. Many states mandate specific screening requirements for educators and school employees.

Staffing and Gig Economy

Staffing agencies and gig platforms often need to run high volumes of background checks quickly. Speed and scalability become critical, as does the ability to customize screening packages for different client requirements and role types.

How to Maximize Value from Background Checks

Regardless of which service you choose, here are practical tips for getting more value from your background screening process:

Define Your Screening Requirements by Role

Don't run the same background check package for every position. An entry-level customer service role doesn't need the same depth of screening as a CFO position with fiduciary responsibility. Create tiered packages that match the risk profile and access level of each role.

Consider factors like access to sensitive information, financial responsibility, interaction with vulnerable populations, operation of vehicles or machinery, and regulatory requirements. A thoughtful screening matrix ensures you're neither over-screening (wasting money) nor under-screening (taking on unnecessary risk).

Verify Contact Information First

Before spending $30-80 on a background check, make sure you have accurate candidate information. Typos in names, incorrect Social Security numbers, or wrong dates of birth can cause delays or inaccurate results. Tools like our Email Verifier can help confirm you have valid contact details for candidates before initiating formal screening.

If you're sourcing candidates from LinkedIn or other platforms, our Email Finder can help you locate accurate contact information. For sales roles where you need phone contacts, the Mobile Number Finder can locate cell phone numbers from email addresses or LinkedIn profiles.

Understand Turnaround Time Variables

GoodHire's advertised turnaround times are averages. County court systems vary dramatically in response speed-some return records in hours while others take weeks. If you're hiring in rural areas or jurisdictions with manual record systems, build buffer time into your process.

Set realistic expectations with candidates about how long the process will take. Nothing frustrates candidates more than being told their background check will take "1-2 days" when it actually takes two weeks because of county court delays.

Use the Candidate Portal

One of GoodHire's strengths is letting candidates self-service their information entry. Use this feature. It reduces errors from manual data entry and speeds up the process since candidates can complete forms on their own time.

Make sure candidates know to expect the email from GoodHire and to complete it promptly. Every day a candidate delays completing their portion is a day added to your time-to-hire. Consider adding language to your offer letter or background check notification that emphasizes the importance of prompt completion.

Integrate with Your ATS

If you're using an applicant tracking system, set up the GoodHire integration. Automatic triggering of background checks when candidates reach the appropriate stage eliminates manual steps, reduces the chance of forgetting to initiate checks, and keeps all candidate information in one centralized location.

The integration also ensures background check results flow back into candidate records automatically, maintaining a complete audit trail for compliance purposes.

Maintain Consistent Processes

Develop written policies for your background screening program and follow them consistently. Document which positions require which types of screenings, how you evaluate results, and how you handle adverse findings. Consistency protects you from discrimination claims and ensures fair treatment of all candidates.

Stay Current on Legal Requirements

Background check laws evolve. New "Ban the Box" ordinances are enacted, FCRA requirements are updated, and court decisions refine employer obligations. Partner with your background check provider to stay informed about changes that affect your screening program. GoodHire's compliance team monitors the regulatory landscape and updates their platform to reflect new requirements, which provides valuable protection for employers who don't have in-house compliance expertise.

Common Background Check Mistakes to Avoid

Even with a platform like GoodHire, employers can make mistakes that create liability or delay hiring:

Starting Checks Too Early

Don't run background checks before you're seriously considering hiring someone. Background checks should typically occur after you've decided the candidate is otherwise qualified and you're ready to extend a conditional offer. Running checks on every applicant who submits a resume wastes money and may violate some state laws.

Improper Disclosure Forms

One of the most common FCRA violations is combining disclosure and authorization with other documents. The disclosure that you'll be running a background check must be in a standalone document. Embedding it in your employment application or surrounding it with liability waivers violates FCRA requirements and can result in costly litigation.

Skipping Adverse Action Steps

When you decide not to hire someone based on their background check, you must follow the full adverse action process: provide pre-adverse action notice, wait a reasonable period, then provide final adverse action notice if you still decide not to hire. Skipping these steps or shortcutting the timeline exposes you to FCRA liability.

Using Information Inappropriately

Background check information can only be used for employment decisions, not for other purposes. You also can't consider information that's prohibited by law in your jurisdiction-many states prohibit considering arrests that didn't result in convictions, for example, or limit how far back you can consider criminal history.

Failing to Store Information Securely

Background check reports contain sensitive personal information and must be stored securely with access limited to those with a legitimate need to know. Leaving background check reports in unsecured locations or sharing them inappropriately can violate privacy laws and expose you to liability.

Not Re-Screening Appropriately

For some roles and industries, periodic re-screening is necessary or required. Healthcare organizations may need to re-check OIG exclusion lists regularly. Organizations working with children may need periodic criminal background re-checks. Failing to re-screen when required can create liability if an employee with a disqualifying record continues working in a sensitive role.

The Future of Background Screening

The background check industry continues to evolve with technology and changing legal requirements:

Continuous Monitoring

Traditional background checks provide a snapshot at a single point in time. Continuous monitoring services alert employers when employees have new criminal charges or other relevant events occur. This ongoing vigilance is particularly valuable for roles with high risk or regulatory requirements.

AI and Automation

Artificial intelligence is increasingly used to process background checks more quickly and identify patterns that might indicate fraud or identity issues. GoodHire's parent company Checkr uses AI-powered tools that are gradually being integrated into GoodHire's platform, potentially offering the best of both worlds-AI speed with human expert oversight.

Fair Chance Hiring

There's growing emphasis on fair chance hiring practices that don't automatically disqualify candidates with criminal records. Tools that help employers conduct individualized assessments and comply with "Ban the Box" laws are becoming standard features in background screening platforms.

Blockchain Verification

Some companies are exploring blockchain technology for credential verification, potentially creating tamper-proof educational and employment records that can be verified instantly without contacting third parties. While still emerging, this technology could dramatically reduce verification times and increase accuracy.

Practical Screening Scenarios

To illustrate how GoodHire works in practice, let's walk through common hiring scenarios:

Scenario 1: Hiring an Entry-Level Customer Service Representative

For this role, you need basic assurance that the candidate doesn't have violent criminal history or patterns of theft, but extensive screening isn't necessary. The Basic package ($29.99) with SSN trace, sex offender registry search, and national criminal database search is probably sufficient. With a one-business-day turnaround, you can extend an offer and onboard quickly, which is critical in high-turnover entry-level positions.

Scenario 2: Hiring a Finance Manager

This role requires comprehensive vetting. Start with the Premium package ($79.99) for employment and education verification, then add credit report screening (given financial responsibility) and potentially professional license verification if they hold CPA or similar credentials. Total cost might be $120-150, but the thoroughness is warranted given the access to financial systems and sensitive information. Turnaround time may be 5-7 days due to employment verification, so build that into your hiring timeline.

Scenario 3: Hiring a Delivery Driver

The Standard package ($54.99) provides county criminal court searches, which you want for someone who will be representing your company in customers' homes. Add a motor vehicle records check (additional cost) to verify license validity and review driving history. Total cost around $70-80. Turnaround typically 2-3 days depending on county court response times.

Scenario 4: Hiring a Healthcare Professional

Healthcare roles require the Premium package ($79.99) plus professional license verification, OIG exclusion list screening, state Medicaid exclusion checks, and potentially drug screening. Total cost may exceed $150, but healthcare regulations and patient safety concerns make comprehensive screening mandatory. Turnaround 5-7 days.

Leveraging Galadon Tools in Your Hiring Process

Before you even reach the background check stage, Galadon's free tools can streamline your candidate research and verification:

Initial Candidate Research

When you first identify potential candidates, use our Background Checker to gather preliminary insights and trust scores. While not a replacement for formal employment background checks, it provides initial due diligence that helps you prioritize which candidates warrant moving forward with formal screening.

Contact Verification

Use the Email Verifier to confirm candidate email addresses are valid before sending background check authorization forms. Invalid emails cause delays when candidates don't receive the links to complete their information. Verifying upfront ensures smooth communication throughout the screening process.

Candidate Sourcing

For proactive recruiting, the Email Finder helps you locate contact information for promising candidates you've identified on LinkedIn or other platforms. Once you've made contact and they're interested, you can efficiently move them into your formal hiring and screening process.

For Sales Roles

When hiring sales professionals, you need more than just background verification-you need to assess whether they have the connections and communication skills for success. The Mobile Number Finder can help verify that candidates have the professional network they claim, while our B2B Company Finder can validate their claimed experience with specific types of organizations.

For sales professionals, recruiters, and marketers who need more than our free tools provide, Galadon Gold ($497/month) offers tremendous value: 4 live group calls per week with sales experts, direct access to proven cold email frameworks, a community of 100+ active sales professionals, and priority support with advanced tool access. If you're building a sales team and need ongoing support beyond one-time background checks, Galadon Gold provides the resources to ensure your new hires ramp up quickly and succeed.

When to Reconsider Using GoodHire

While GoodHire is excellent for many businesses, certain scenarios suggest you should evaluate alternatives:

High-Volume Enterprise Hiring

If you're processing hundreds of background checks monthly across multiple locations, you may benefit from Checkr's enterprise-focused platform or Sterling's multi-location management capabilities. GoodHire's pricing becomes opaque at high volumes, and you may not get the volume discounts or dedicated account management that large organizations need.

Significant International Hiring

If substantial portions of your workforce are international or you regularly need to verify credentials from multiple countries, GoodHire's limited international capabilities will frustrate you. HireRight or Sterling's global infrastructure and established international verification networks make them better choices for multinational hiring.

Highly Specialized Industries

Some industries have unique screening requirements that general-purpose platforms don't handle well. If you're in gaming, cannabis, or other heavily regulated industries with specialized compliance needs, you may need a provider that specializes in your sector.

Need for Extensive Customization

If you require highly customized screening workflows, extensive role-based packages, or complex approval hierarchies, enterprise-focused platforms offer more granular control. GoodHire's simplicity is a strength for most users but can be a limitation for organizations with complex requirements.

The Bottom Line on GoodHire

GoodHire has earned its reputation as a solid background check solution for small to mid-sized businesses. The platform's intuitive interface, fast turnaround times, and built-in compliance tools make it accessible to HR teams without specialized screening expertise.

The service excels in areas that matter most to growing businesses: speed (90% of checks returned in under one minute), accuracy (less than 0.1% error rate), ease of use (minimal training required), and integration capabilities (connects with popular HR platforms). For domestic U.S. hiring at moderate volumes, GoodHire delivers excellent value.

However, it's not perfect for everyone. International screening limitations, potentially expensive add-ons, opaque enterprise pricing, and limited phone support are legitimate concerns depending on your needs. The platform works best for straightforward screening requirements rather than highly complex, specialized use cases.

If you're running fewer than 25 background checks per year and hiring primarily in the U.S., GoodHire's transparent per-check pricing makes budgeting straightforward. The Basic package at $29.99 is competitive for entry-level positions, while the Premium package at $79.99 provides comprehensive screening for management roles. For higher volumes, make sure to get custom quotes from multiple providers before committing.

The competitive landscape offers alternatives for different needs: Checkr for high-volume enterprise hiring, HireRight for international capabilities, Sterling for complex multi-location management. But for the sweet spot of small to mid-sized U.S. businesses running moderate volumes of background checks, GoodHire's combination of ease-of-use, speed, and integrated compliance makes it a strong choice.

Final Recommendations

Choose GoodHire if you:

• Run fewer than 100 background checks annually
• Hire primarily within the United States
• Value speed and ease of use over extensive customization
• Need HR system integrations
• Want built-in compliance guidance
• Don't have dedicated screening specialists on staff

Consider alternatives if you:

For preliminary candidate research before formal background checks, use our free Background Checker to gather initial insights and trust scores. Combined with proper employment screening through GoodHire or another professional service, you'll have a comprehensive view of candidates that helps you make confident hiring decisions.

Remember that background checks are just one piece of effective hiring. Combine thorough screening with strong interviewing practices, reference checks, skills assessments, and cultural fit evaluation to build teams that drive your business forward. And for sales professionals and recruiters who need ongoing support beyond hiring, explore Galadon's full suite of free tools and consider Galadon Gold for advanced resources that help your teams succeed long after the background check clears.