For startups
Screening that scales as fast as you hire.
Early hires shape the company and often touch code, funds, and customer data from day one. Atlas gives founders per-check pricing, applicant-guided intake, and criminal, identity, and verification coverage that grows with the team, so screening never becomes the thing that slows an offer down.
Screening that fits a team moving quickly.
Startups hire in bursts, wear every hat, and cannot spare headcount for a screening program. These are the parts of Atlas that matter most when speed and trust both count.
Per-check pricing
Pay per screening rather than committing to a heavy contract, so you can screen your first hire and your fiftieth without a procurement cycle in between.
Fast database results
National criminal database and identity results return quickly, so you can move on early signal while verified court records are confirmed in the background.
Employment and education
Confirm past employers, titles, dates, and claimed degrees, so the record behind an early resume matches what the candidate reported.
Applicant-guided intake
Candidates enter and consent to their own information through a guided flow, which means no founder or ops lead is entering personal data by hand.
Scales with the team
Start with a single hire and grow into bulk invitations and saved packages as headcount climbs, without switching tools or re-learning the process.
Compliance handled
Standalone disclosure, written authorization, and the adverse-action workflow are built in, so moving fast never means skipping the steps the FCRA requires.
In the product
Every hire, one simple queue.
Atlas keeps every candidate in a single view, from the first invite through consent, results, and any adverse-action steps. Founders and ops leads see what is pending and what is ready while candidates move through a self-guided flow.
- Send individual or bulk 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 early 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 startups.
How screening works for your team, what returns quickly, and where compliance is handled for you.
Is Atlas practical for a company making only a few hires?
How fast do results come back?
Do we still have to handle FCRA compliance?
Who makes the hiring decision?
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