Today we’re announcing the launch of Checkr Connect IDV, the industry’s first flexible, unified Identity Verification and Background Check solution, alongside partnerships that integrate with document ID verification and facial biometrics technology from Onfido and Berbix. Checkr Connect IDV allows businesses to combine their choice of identity verification vendors, including Onfido and Berbix, with AI-powered background checks from Checkr on the same platform to mitigate and reduce identity fraud.
Imagine this scenario. You’re in need of a new job. As you start filling and sending out applications, there isn’t much you’re sure of—what they’re looking for, how you might fit into the company, or whether they’re going to call you in for an interview. But the one thing you are sure of? They’re going to run a background check.
For the 70 million Americans who have a criminal record, that can be a scary thing. While most know their record will probably show up on a background check, many have no idea what that actually looks like, what rights they have, what to do if their application is rejected due to that record, and what resources are available to help them navigate the background check process.
Early on, we realized that background checks—and the mystery surrounding them—were a big barrier to employment for re-entry candidates. We knew we had to do something to better understand this problem, and more importantly, we had to be a part of the solution. And that’s how Bounce Back was born.
Dave’s Killer Bread Foundation aims to galvanize the business community to adopt and implement Second Chance Employment. They work directly with employers to build leadership buy-in, adopt Second Chance Employment, and share recommendations and best practices.
Five years ago, Genevieve Martin was tasked with identifying the next initiative to better support Dave’s Killer Bread’s (DKB) workforce, where one in three DKB partners has a criminal background. Through some initial research and networking efforts, it quickly became clear that employment, as a whole, was a crucial challenge for returning citizens. And that’s how Dave’s Killer Bread Foundation born.
1. What’s changed in terms of DKBs original goals? Has your mission evolved or tracked towards the north star that was set out in the beginning?
Early on, we decided as a company, the role we had to play that would be the most credible and helpful would be to help people understand what employment meant in the formula of returning to the community from incarceration or felony convictions. Therefore, our mission hasn’t changed—our goal is still to work with employers to understand that second chance hiring isn’t this big scary thing. It’s possible, simple, and where we, at Dave’s Killer Bread, get our star performers.
2. What are you most excited about for the future of DKBF?
When we first started this work nearly five years ago, there wasn’t much conversation or education around the topic of second chance hiring. Now there’s a lot more awareness, along with bipartisan support. It’s been encouraging to see that shift and in tandem with that, it’s the best time for us to do this work and have these conversations.
3. How do you center people most impacted within your strategy?
In three key ways: first and foremost, we have formerly incarcerated people on our board of directors who help influence and shape our strategy. Second, when we get media opportunities, we draw from a bench of people who have backgrounds to share their voices and perspectives. Third, we rely on events, such as our second chance panels, where you hear directly from impacted individuals. They share who they’ve been, where they are now, and what they’ve been able to attain. Turns out, it’s really hard to argue with someone who’s turned their life around and has been promoted five times.
4. Who are you partnering with to achieve your goals?
We offer employers multiple paths to embracing second chance hiring. One of them is through the Second Chance Business Coalition, which is a group of private sector companies who understand the value of second chance employment. Together, our goal is to build resources and recruit other employers to adopt these practices and become ambassadors of second chance hiring.
5. What’s one piece of advice you’d offer to employers who want to adopt fairer hiring practices?
Do it thoughtfully, and do it with intentionality. A lot of employers I talk to are excited by the prospect of second chance hiring and want to get started right away. But while enthusiasm is important, these companies need to understand what they’re signing up, along with the challenges and stigmas individuals face when they come back to the community, before they can start interviewing talent.
Genevieve Martin is the founding executive director of the Dave’s Killer Bread Foundation. Recognizing that people with criminal backgrounds are a vital part of the workforce who are talented, motivated—and often overlooked—the foundation pursues projects that break down stigmas and change the narrative around people with felony convictions. Genevieve travels the country sharing candid insight and best practices of employers who do this work well, all while growing their bottom line.
Spend some time researching upcoming recruiting trends and technologies and you’ll quickly realize Artificial Intelligence (AI) is widely regarded as the future of hiring. More than half of HR managers anticipate their hiring process will involve AI within the next five years. They’re already behind the times.
AI is here and the 63% of recruiters who’ve invested in it say it’s changed how they do things. Here are three ways you can use AI to start saving time while converting more candidates today.
It’s no secret that the sharing economy has changed the way the world thinks, interacts, and engages. Today, more than ever, people have embraced new lifestyles based on sharing. But for all the opportunities the sharing economy has created, there are just as many risks, particularly when it comes to trust and safety.
In our eBook, Rewriting the Rules of Trust & Safety in the Sharing Economy, we’ll explore the challenges companies in the sharing economy face when it comes to maintaining trust and safety on their platforms and share a more holistic data-driven framework for addressing them.
Download the eBook to learn:
- How companies approach trust and safety today
- New data sources you can tap into, including continuous background checks
- The benefits of adopting a real-time approach
Today we’re releasing data from the Checkr platform that sheds light on current risk and the role both recent and past behavior play in determining it. Through an analysis of over 70,000 candidates, who were checked on our platform and had a reportable conviction in their background report from 2010, we found that the rate of actionable criminal information appearing on a background report drops significantly over time. In other words, the longer ago a crime occurred, the less likely there is to be subsequent reportable criminal behavior on a background check.
We’re excited to announce Margie Lee-Johnson has joined Checkr as VP of People, where she will lead all HR functions including people operations and talent acquisition.
As we continue to scale our San Francisco office and establish our new home in Denver, Margie will lead Checkr’s growing hiring needs and further the mission-driven culture that’s been core to Checkr from day one. Her focus will be establishing programs to ensure we are optimizing for meaningful work, hands-on management, and a productive environment to maximize employee and company success.
When Checkr first opened its doors in 2014, we were a small team working out of a warehouse in the Potrero Hill neighborhood of San Francisco. It’s where we built the foundation of our product, brought on our first customers, and laid the groundwork for our mission of building a fairer future. We’ve come a long way since then, from rolling out new, innovative products to growing our headquarters to over 300 employees. To keep up with the rapid growth and scale our business, we knew we had to expand and tap into new pools of eager, passionate talent. That meant looking beyond our California HQ and extending Checkr across the United States. To that end, we’re excited to share that Checkr will be opening its second headquarters in Denver, Colorado.
We’re thrilled to announce Cory Louie has joined Checkr as Chief Trust & Security Officer, where he will lead information and physical security, risk and compliance, privacy and strategic trust initiatives. Cory will serve as a member of the Executive Team, reporting into Daniel Yanisse, our CEO and co-founder.Cory joins Checkr at an inflection point in our business as we continue our trajectory as the leading provider of modern and compliant background checks. In four years, we've scaled to run 1.5 million background checks per month for more than 10,000 customers, supporting the hiring needs within the sharing economy, enterprise companies, and other organizations.