The window between offer acceptance and the first day is where compliance gaps hide. It is worth a short, explicit checklist because the cost of catching a problem here is trivial compared to catching it in an audit.
Start with the paper trail on the screening itself: a signed standalone disclosure and authorization (the FCRA requires the disclosure to stand alone, not buried in an application), the completed report, and — if any decision was affected — proof that adverse-action steps ran correctly.
Next, confirm the role-specific requirements actually cleared: employment and education verifications for the claims that matter, any license or certification the position legally requires, and the drug or MVR checks the role calls for. A conditional offer should not convert until these resolve.
Finally, verify work authorization through Form I-9 within the statutory deadline, and make sure your data-handling is squared away — where the report is stored, who can see it, and when it will be purged. Getting retention right on day one is far easier than reconstructing it later.