Pre-Employment and Background Investigations in Raleigh, NC

North Carolina’s capital attracts applicants from every state, drawn by government, university, tech, and life-science jobs. That brings talent, and it also brings résumés that are harder to check, since a candidate’s education, licenses, and court history may be spread across several states. 360 Protection Group performs background investigations in Raleigh, NC that follow a candidate’s history wherever it leads.

Call (704) 618-1811 to discuss your hiring needs.

The Triangle Talent Market

Raleigh employers range from state agencies and NC State University to WakeMed, UNC Rex Healthcare, Red Hat, and the technology and life-science firms in nearby Research Triangle Park. Government contractors need staff who can satisfy client requirements. Hospitals need licensed clinicians with clean histories. Software companies hire engineers with access to source code and customer data, often from out of state or remotely.

A national database check will not catch everything for these candidates. Records sit in county courts across the country, licensing boards keep their own files, and some employers only verify dates by phone or in writing. Our investigators do that legwork.

Research We Conduct for Raleigh Employers

• Relocating candidates: Criminal records, employment, and education verified in every state the candidate has called home, including international history when records are available.
• Contractor and consulting staff: Screening that supports the requirements your government or corporate clients place on your personnel.
• Technology hires: Verification of degrees and prior employers for engineers with access to code, systems, and customer data.
• Clinical positions: License status and board discipline for nurses, therapists, and other healthcare professionals.
• Wake County and beyond: Court records from the Wake County Clerk of Superior Court in downtown Raleigh and every other relevant jurisdiction, including federal courts.
• Civil litigation: Suits, judgments, and bankruptcies.
• References: Interviews with supervisors and colleagues.
• Online conduct: Public posts and media coverage reviewed for threats or conduct that conflicts with the role.

Federal Rules for Employment Screening

Under the Fair Credit Reporting Act, your applicant needs to see a written disclosure, set apart from the application, explaining that a background report will be obtained, and must sign an authorization before we begin. Planning to reject someone because of what we find? Send a pre-adverse action notice first, attaching the report and the summary of FCRA rights. Once the applicant has had a reasonable chance to respond, the adverse action notice completes the process. Consistency across candidates is equally important for defending your decisions.

A Typical Engagement

We begin by learning about the role, its access, and any client or regulatory standards that apply. After confirming the candidate’s authorization, our licensed investigators gather records directly from courts, schools, employers, and licensing boards. Each result is verified against identifiers before it appears in the report. You then receive a clear summary of what was confirmed, what was not, and what may need follow-up.

Leadership hires often call for more. Our investigations for executives and key hires add business affiliations, regulatory actions, and reputation. For acquisitions and partnerships, see our due diligence services.

Screening Is Only One Tool

If the concern involves an employee you already have, our corporate investigation services and our resource on employee misconduct investigations are a better fit.

Areas We Serve Around Raleigh

We work with employers throughout Wake County, including Cary, Apex, Garner, Wake Forest, Knightdale, Holly Springs, Morrisville, Fuquay-Varina, and Rolesville.

Verifying Licenses and Degrees From Afar

Relocation is common in the Triangle, and it creates gaps. A nurse licensed in another state, an engineer with a degree from an overseas university, or a manager whose last employer has since been acquired can each be hard to verify. Our investigators contact licensing boards, registrars, and successor companies directly, and when records are unavailable we say so in the report rather than guessing. That honesty matters when you have to defend a decision to a client or an auditor.

North Carolina court records have moved to the statewide eCourts system, which helps with in-state research, but out-of-state courts still vary widely in how they share records. We work each jurisdiction on its own terms.

Raleigh Employer FAQs

Can you verify candidates relocating to the Triangle from other states?

Yes. We verify employment, degrees, licenses, and court records in each state where the candidate has lived, and we note any item that could not be confirmed.

Do you work with government contractors?

We provide background research that can support the staffing requirements your contracts impose. Formal security clearances are handled by the government, not by private firms.

Can you screen remote workers who will never visit a Raleigh office?

Yes. The research is the same regardless of where the employee sits, and we search records wherever the candidate has lived.

Do we need the applicant’s consent?

Yes. Written disclosure and signed authorization come first, before any research for an employment decision.

How long does a multi-state investigation take?

Standard in-state screens are often done in a few business days. Candidates with histories in several states or countries take longer, and we will give you a realistic estimate before we start.

Hire Well in Raleigh

Call 360 Protection Group at (704) 618-1811 or email 360protectiongroup@gmail.com. We will help you set up screening that fits the positions you fill.