Direct answers for recruiters, staffing account teams and the candidates they place.
Short answer
Match searches to each end client's roles, agree in advance who pays and who receives the report, and set clear candidate-support and recheck processes. SafestHires offers per-search pricing with volume tiers, a dedicated support agent for every staffing account and live chat for both clients and candidates. Have counsel review report-sharing, payment and hiring-decision responsibilities for your arrangement.
Costs vary with the searches and number of counties ordered for each placement. SafestHires prices searches individually, offers monthly volume tiers and has no platform or seat fee. Court access and other third-party fees are separate. Model a search mix in the staffing cost calculator, then request a written quote for your actual volume.
The staffing agency and end client should agree who pays before an order is placed. SafestHires invoices according to the account arrangement. Candidate-paid screening can be available in certain workflows, but whether a worker may be charged depends on the arrangement and applicable law; review that approach with counsel before using it.
Yes. Staffing agencies can define a search mix for each end client's roles instead of using the same package for every placement. The right scope depends on the assignment and the client's documented requirements.
SafestHires reports that 89% of searches return the same business day across its business. A full placement report may take longer when it includes manual-access courts, employment or education verification, drug screening or candidate follow-up. No individual completion time is guaranteed.
SafestHires supports ordering workflows with systems including Bullhorn and JobDiva. Integration setup and capabilities depend on the account and platform configuration; confirm your workflow with the team.
There is no universal expiration date for a previous report. Consider the time since the last check, the new assignment, the end client's requirements and any role-specific rules. Set a documented recheck policy with counsel rather than assuming an earlier report always transfers.
Do not assume a report ordered for one party or purpose may be passed to another. Whether an end client may receive or use it depends on the agreement, permitted purpose, candidate disclosures and authorizations, and applicable law. Define access and each party's responsibilities with counsel before sharing.
The parties should document who obtains and uses the report, who makes the decision and who sends any required notices. The duties can differ based on the actual arrangement; the staffing agency and end client should have employment counsel review their process rather than assume one party always handles every step.
Each staffing account has a dedicated support agent. Clients and candidates can contact the team through live chat inside the screening platform or email admin@safesthires.com. If no one is immediately available, the team typically responds within an hour; founders remain accessible too.
Use the staffing cost calculator for a service-spend estimate, read the staffing guide for ordering workflows, or see how staffing support works.
Cogent Infotech, a contingent-workforce provider, names SafestHires in its published background-check policy for selected candidates in a TIPS contract document (PDF, page 68) and a West Virginia technical staffing proposal (PDF, page 36). These documents show Cogent naming SafestHires for screening; they do not establish that any particular placement was screened or that either public buyer endorses SafestHires.
