International, Remote, and Multi-State Background Checks

Hiring is no longer limited by geography. Employers increasingly hire remote employees, multi-state teams, international candidates, and employees who have lived or worked outside the United States.

EDIFY Screening can support background screening for candidates across the United States and, where available, in many international jurisdictions.

The appropriate screening depends on where the candidate has lived, worked, studied, and will perform the job, as well as the type of information the employer needs to verify.

Does EDIFY Support Multi-State Hiring?

Yes.

EDIFY can support employers hiring candidates who live or work in different states.

This includes organizations with:

• Remote employees
• Multiple offices or facilities
• Regional operations
• Employees who travel between states
• Distributed workforces
• Candidates relocating for work

Screening packages can be standardized by position while still accounting for jurisdiction-specific requirements.

Can You Run Background Checks on Remote Employees?

Yes.

A candidate does not need to be physically located near an EDIFY office for a background check.

The candidate can generally complete the required information and authorization electronically using a secure online workflow.

Remote employees can be screened for services such as:

• Criminal history
• SSN Trace and address history
• Sex offender registry
• Security and government watchlists
• Employment verification
• Education verification
• Professional license verification
• Motor Vehicle Records
• Healthcare sanctions
• Other applicable services

Does a Remote Employee Need the Same Background Check as an Office Employee?

That depends on the responsibilities of the position.

Remote work does not necessarily mean lower risk.

A remote employee may still have access to:

• Customer records
• Personally identifiable information
• Financial information
• Company systems
• Confidential files
• Client networks
• Proprietary business information

The screening package should be based on the employee's responsibilities and access, not simply where the employee performs the work.

Can I Use the Same Background Check Package in Every State?

You may be able to use the same general screening package for employees performing the same job, but employers should be cautious about assuming that the same legal rules apply in every jurisdiction.

State and local laws can affect:

• When criminal history may be considered
• How far back certain information may be reported
• Which criminal records may be considered
• Disclosure and authorization requirements
• Pre-adverse and adverse action procedures
• Employment credit reports
• Drug testing
• Marijuana testing

A multi-state employer can maintain consistent role-based screening standards while still addressing jurisdiction-specific requirements.

Which State's Background Check Laws Apply to a Remote Employee?

More than one jurisdiction may be relevant.

Depending on the circumstances, employers may need to consider:

• Where the employer is located
• Where the candidate currently lives
• Where the employee will physically perform the work
• Where the position is based
• Where applicable records are located

Because state and local requirements can overlap, employers with distributed workforces should review their screening policies carefully.

EDIFY can help identify available screening options, but employers should consult qualified legal counsel regarding jurisdiction-specific employment requirements.

Can EDIFY Perform International Background Checks?

Yes, in many countries and jurisdictions.

International background screening availability varies significantly because records, privacy laws, consent requirements, identification requirements, and government systems differ from country to country.

Available international services may include:

• Criminal record searches
• Employment verification
• Education verification
• Professional credential verification
• Other locally available searches

EDIFY will confirm availability, requirements, estimated turnaround time, and applicable fees for the country involved.

Can You Screen a U.S. Candidate Who Previously Lived Overseas?

Yes.

If a candidate has significant recent residence, employment, or education outside the United States, an employer may want to supplement the U.S. background check with international searches.

For example, international screening may be appropriate when a candidate:

• Recently moved to the United States
• Lived abroad for several years
• Worked for an overseas employer
• Earned a degree outside the United States
• Holds an international professional credential

The appropriate searches should be based on the position and the candidate's relevant history.

Can You Screen Someone Who Currently Lives Outside the United States?

In many cases, yes.

The exact screening options depend on the country where the candidate lives and the information available in that jurisdiction.

Some countries have centralized criminal record systems, while others require:

• Local court research
• Police certificates
• Government authorization
• Additional identity documents
• Special consent forms
• Candidate participation

EDIFY will identify the available search method before the screening is ordered.

Are International Criminal Checks the Same as U.S. Criminal Checks?

No.

Criminal record systems vary significantly by country.

An international criminal search may involve:

• A national government database
• A regional or provincial search
• Local court records
• Police records
• A government-issued criminal certificate
• Other authorized sources

Some jurisdictions provide broad information, while others provide very limited records or restrict access for employment purposes.

EDIFY will not represent an international search as equivalent to a U.S. county criminal search when the underlying source and scope are different.

How Long Do International Background Checks Take?

International screening generally takes longer than many U.S.-based searches.

Depending on the country and search, results may take anywhere from several business days to several weeks.

Turnaround may be affected by:

• Government processing times
• Manual court research
• Local holidays
• Language or translation requirements
• Candidate documentation
• Employer or school response times
• Country-specific procedures

EDIFY will provide the expected turnaround range when the international search is quoted whenever that information is available.

How Much Do International Background Checks Cost?

International screening costs vary significantly by country and search type.

Pricing may include:

• EDIFY's search fee
• In-country research costs
• Government access fees
• Court fees
• Verification fees
• Translation or processing fees when applicable

EDIFY can provide pricing for the specific country and search before the international service is ordered.

Why Do International Background Checks Cost More?

Unlike many U.S. searches, international screening may require specialized in-country research or direct interaction with government, court, employer, or educational sources.

Additional costs may result from:

• Country-specific access requirements
• Government charges
• Manual research
• Local researchers
• Language requirements
• Source verification

The available source and fee structure differ from one country to another.

Can EDIFY Verify International Employment?

Yes, where the employer or appropriate verification source is available.

International employment verification may involve contacting:

• The former employer
• The employer's HR department
• A payroll or employment verification provider
• Another authorized employment source

Turnaround time depends heavily on the responsiveness and procedures of the overseas employer.

Can EDIFY Verify an International Degree?

Yes, in many cases.

International education verification may confirm information such as:

• School or university attended
• Degree or credential earned
• Attendance dates
• Graduation date when available

The process may require additional documentation or fees depending on the country and educational institution.

What Information Is Needed for an International Background Check?

Requirements vary by country and search.

The candidate may need to provide:

• Full legal name
• Previous names or aliases
• Date of birth
• Current and previous addresses
• Country-specific identification numbers
• Passport or identification documents
• Employment information
• Education information
• Signed country-specific authorization forms

EDIFY will advise the employer or candidate if additional documentation is required.

Does the Candidate Have to Participate in an International Check?

In many jurisdictions, yes.

The candidate may need to provide authorization, identification documents, fingerprints, government forms, or other information before a search can be completed.

Requirements vary by country.

What If an International Search Is Not Available?

Not every type of record is available in every country.

If the requested search cannot be performed, EDIFY will explain the limitation and identify alternative verification options when appropriate.

Possible alternatives may include:

• Employment verification
• Education verification
• Professional credential verification
• Government-issued documentation
• Other locally available sources

EDIFY will not substitute an unrelated search and represent it as equivalent to a record source that is unavailable.

Can I Run Only a U.S. Background Check on an International Candidate?

You can perform U.S.-based searches when appropriate information exists in the United States, but a U.S. background check may provide limited historical coverage for someone who has spent much of the relevant period outside the country.

For example, if a candidate moved to the United States six months ago after living overseas for many years, a U.S.-only criminal search may provide little information about the person's prior history.

In those situations, the employer may want to consider international screening to supplement the U.S. report.

What If the Candidate Has Lived in Several Countries?

Screening can potentially be conducted in multiple countries when appropriate.

The employer should consider:

• How long the candidate lived in each country
• How recently the candidate lived there
• The responsibilities of the position
• Which searches are available
• The cost and turnaround time

EDIFY can help determine which jurisdictions may be most relevant to the screening program.

What About International Criminal Databases?

Employers should be cautious about products marketed as a single worldwide or global criminal database.

There is no universal worldwide criminal court database that provides complete criminal history coverage for every country.

Reliable international screening often requires country-specific research using the appropriate authorized source.

How Should Employers Handle Multi-State Criminal Screening?

For U.S. candidates, address history can help identify counties and jurisdictions where targeted criminal searches may be appropriate.

A candidate who has lived in several states may therefore require searches across multiple jurisdictions.

EDIFY can use role-based packages while identifying applicable jurisdictions through the screening process.

This is one reason broad database searches and targeted source-level searches often work together rather than being treated as interchangeable.

Does Remote Hiring Change FCRA Requirements?

No.

Hiring someone remotely does not eliminate an employer's obligations under the Fair Credit Reporting Act when an employment consumer report is obtained from a Consumer Reporting Agency.

Employers still need to follow applicable requirements involving:

• Permissible purpose
• Disclosure
• Authorization
• Pre-adverse action
• Adverse action

Electronic workflows can help facilitate the process for remote candidates.

Is Electronic Authorization Valid for Remote Candidates?

Electronic disclosure and authorization workflows are commonly used for employment background screening.

EDIFY provides secure electronic candidate workflows that allow candidates to review and complete applicable screening documents remotely.

Employers should ensure their process also complies with any additional state or local requirements that apply to the candidate or position.

Can We Use Different Screening Packages in Different Countries?

Yes.

International screening cannot always be standardized exactly the same way as U.S. screening because available records differ by country.

An employer may establish a general screening standard, such as:

• Criminal history where available
• Employment verification
• Education verification
• Professional credential verification

EDIFY can then identify the appropriate country-specific searches available to satisfy that screening objective as closely as possible.

Need Help Screening a Remote or International Candidate?

EDIFY can help determine the appropriate screening approach based on:

• Where the candidate currently lives
• Where the candidate previously lived
• Where the employee will work
• Previous international employment
• International education
• Professional credentials
• The responsibilities of the position
• Available country-specific searches
• Expected turnaround time
• Applicable fees

For international screening, contact EDIFY with the country and type of search needed so we can confirm availability, requirements, turnaround time, and pricing before the search is ordered.

Quick Answer

Yes, EDIFY supports remote, multi-state, and many international background screening needs.

Remote and multi-state employees can generally complete the screening process electronically, while screening packages can be standardized by role and adjusted for applicable jurisdictional requirements.

For candidates with international history, EDIFY can provide criminal searches, employment verification, education verification, professional credential verification, and other available country-specific services.

International availability, requirements, pricing, and turnaround time vary by country, so EDIFY will confirm the appropriate options before the search is ordered.

International Screening Disclaimer: International record availability, scope, processing requirements, fees, and turnaround times vary significantly by country and source. Not every type of record is available in every jurisdiction, and an international search may not be directly comparable to a U.S. search.

Compliance Disclaimer: This article is provided for general informational and educational purposes only and is not legal advice. Background screening requirements can vary based on the candidate's location, work location, employer location, applicable jurisdiction, and country. Employers should consult qualified legal or compliance counsel regarding their specific screening policies and obligations.