For professional services
Screening built on the trust your clients pay for.
Law firms, accounting practices, consultancies, and agencies win work on reputation and the credentials of their people. Atlas pairs criminal history with employment, education, and credential verification, so you can confirm the record behind a professional hire matches what they reported.
The checks that matter when reputation is the product.
Professional firms place people directly in front of clients and their confidential information. These are the parts of Atlas that professional and client-facing roles lean on most.
Employment verification
Confirm past employers, titles, and dates so the experience behind a resume matches what the candidate reported, without your team chasing references by phone.
Education and credentials
Verify degrees, professional licenses, and certifications relevant to the role, so a claimed qualification is confirmed at the source before an offer.
Criminal history search
National database results give fast early signal, which Atlas then works to verify at the county and federal source before it appears on the finished report.
Credit review where permitted
For partners and roles with financial or fiduciary responsibility, assess financial history subject to a permissible purpose and applicable state credit-check limits.
Applicant-guided intake
Candidates enter and consent to their own information through a guided flow, which cuts recruiter data entry and keeps disclosure and authorization on file.
Compliance handled
Standalone disclosure, written authorization, and the adverse-action workflow are built in, so a small talent team never has to cut compliance corners.
In the product
Every candidate, one verified record.
Atlas keeps each hire in a single view, from the first invite through consent, verification, results, and any adverse-action steps. Your team sees what is pending and what is confirmed while candidates move through a self-guided flow.
- Send invites and watch status update as candidates finish intake
- Separate fast database results from the verified report so you know what still needs confirmation
- Built-in consent and adverse-action steps help keep professional hiring aligned with the FCRA
Pricing tiers
Plans and pricing
Every tier is pay-as-you-go. Switch at any time; the applicant flow stays the same.
Basic
Essential identity & criminal.
- SSN trace & address history
- National criminal database
- Sex offender registry
- International Check
- Branded PDF report
- Standard support
Standard
Most teams start here.
- Everything in Basic
- County criminal search (up to 7 yrs)
- Motor vehicle records
- Priority applicant support
- Audit log exports
Premium
Full verification suite.
- Everything in Standard
- Federal criminal search
- Employment verification
- Education verification
- Dedicated account manager
- Custom adjudication rules
All prices in USD. Applicants pay nothing; charges apply to the requesting customer only.
FCRA compliance
How this check stays compliant.
Built to be defensible: upfront consent, adverse-action support, and open dispute rights.
Atlas is the reporting agency; you decide
Atlas is a Consumer Reporting Agency that furnishes reports under the FCRA. Your organization makes the hiring decision.
Consent before every check
Every check needs a lawful permissible purpose, a standalone disclosure, and the applicant's written authorization.
A supported, two-step adverse action
Pre-adverse notice with the report and a summary of rights, a waiting period, then a final notice. Atlas supports each step.
Disputes are reinvestigated
Applicants may dispute a report; Atlas reinvestigates and corrections reach your dashboard. Email compliance@atlasscreening.com.
Sourced with reasonable procedures
Contents come from third-party and public records. Atlas uses reasonable procedures for accuracy but cannot guarantee every record is current.
Questions from professional services.
How screening works for your team, what returns quickly, and where compliance is handled for you.
Can Atlas verify professional licenses and credentials?
How fast do results come back?
Can we run credit checks on partner or fiduciary roles?
Who makes the hiring decision?
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