How do you actually vet and screen candidates before sending them to us?

Illustrative — not a real business

Every candidate goes through identity verification, a criminal background check appropriate to the role and applicable state law, employment history verification for at least the past two positions, and a documented reference check with at least two prior supervisors, not just whoever the candidate lists as a friendly reference. For skilled trade or technical roles, we add a practical skills assessment specific to that trade rather than relying on a resume claim alone — a certified welder, for example, actually welds a test piece we evaluate before being placed on assignment. Higher-sensitivity roles, such as those involving financial access, driving a company vehicle, or working with vulnerable populations, get an enhanced screening tier including a motor vehicle record check or an extended background check, and we will tell you which tier applies to a given role rather than assume one size fits all. If you need a customized or more rigorous process beyond our standard screening for a specific position, tell us at the job order stage and we will build that into the sourcing process rather than applying it inconsistently after the fact.