United States pre-employment screening
Your global team needs US-enabled employment background checks. Join Zinc for fast, reliable global checks that work everywhere you do.
Checks and features
Hire globally with Zinc
Integrations as standard
Send checks and store results with 20+ integrated ATS and HRIS, including Greenhouse, Workday, BambooHR and more, at no extra cost. Or build your own integrations directly through our open API.
US criminal background checks
Our criminal check adapts to state-level access restrictions, helping you stay compliant. Zinc returns a ‘Record found’ or ‘No record found’ result to give you hiring confidence.
Global security standards for US teams
Zinc aligns with several common global security standards for cross-border teams, such as GDPR, SOC 2 Type II, and ISO 27001.
9.2
/10
3
days
Average criminal check completion
7
days
Average education check completion
Fast, efficient checks
With leading criminal and education checks turnaround times, Zinc’s automated platform returns results quickly so you can get working faster.
Built-in adaptability
Hiring across states and countries isn’t always simple. Zinc’s automatic routing ensures that candidates are only checked against the relevant state systems and adapts to local court systems and state-level disclosure restrictions.
No pricing surprises, ever
What you check is what you pay for — it’s that easy. With a flat rate for checks, including unlimited references, Zinc keeps team spending transparent. Integrations, set up support, and personalised support are always included at no extra cost.
“Zinc almost feels too good to be true. It’s so affordable, smart, quick and hassle-free. The app looks really cool and our candidates find it super easy to use.”
Checks that work everywhere you do
Fully visibility, transparent pricing, and adaptable checks for borderless hiring.
Industry-leading global turnaround times
Adaptive checks, not extra admin
Integrated with your HR tech stacking
Truly transparent pricing
Pricing
Built for global teams
Whether you're a growing team or an enterprise hiring across borders, Zinc has a plan for you.
Under 20 hires annually
Pay As You Grow
Get started in minutes. Our Pay As You Grow plan is built for lower hiring volumes — a flat rate per check, with no hidden costs or setup fees.
Start checking in minutes, no setup needed
Flat rates per check, no hidden fees
Pay only for what you check, every month
20+ hires annually
Custom solutions
For larger volumes, our experts build a plan around your needs. Credit is flexible with your hiring and never expires, with integrations, setup, training, and support all included for free.
A custom plan built around your hiring
Credit pool that rolls over and never expires
Integrations, setup, and training included for free
What does FCRA compliance mean for background checks?
FCRA compliance means following specific rules and procedures, not just running the individual background check itself.
Employers need a standalone written disclosure to the candidate, written authorisation before the check starts, a pre-adverse action notice (with a copy of the report) if the results might affect the hiring decision, and a final adverse action notice giving the candidate time to dispute anything. Skipping any one of these steps carries real legal risk.
Zinc helps with making your business FCRA compliant, and although we make it easier, we can’t do all the steps for you (no matter how much we’d like to!). For certain high-risk checks, Zinc won't switch the features on for your account until your Account Manager has confirmed you understand your adverse action obligations. Once a check completes, Zinc hands you a signed digital report, ready to send on if a pre-adverse or adverse action notice turns out to be needed.
What Zinc doesn't do is send the consent, disclosure, authorisation, or adverse action notices themselves, or manage the waiting period between them. Those stay the employer's job, since FCRA puts the legal burden on the employer, not the vendor.
What is 'Ban the Box' and does it affect our hiring?
Ban the Box laws restrict when employers can ask about criminal history during hiring, usually by keeping the question off the initial job application.
The rules vary by state and city. California, New York, and Illinois all have their own versions, and some apply only to public employers while others cover private companies too. Given how much this shifts by location, Zinc's compliance team is here to talk you through the rules for wherever you're hiring.
Can Zinc run background checks across multiple US states?
Yes, Zinc's US criminal check covers a mix of federal databases and state-specific systems, not just a single jurisdiction.
The National Criminal Database aggregates records from county, state, and federal sources, so a hit at any level gets pulled through and cross-checked. Because criminal record rules vary by state, including look-back restrictions in some, Zinc's compliance team can help talk you through the check correctly for each hiring location.
How does Zinc handle hiring across the US and other countries?
Zinc is built for exactly this: companies hiring across the US and other countries from one platform rather than running separate vendors per market.
Your US hiring sits alongside every other country you screen in, with country-specific check types and one compliance dashboard over the top. Zinc helps you adapt
your checks to the country you’re hiring in, so candidates are never frustrated by unnecessary questions or duplicate fields. There’s no need to make extra check packages or spend hours wading through state-by-state legislation, saving you time. You can view all check results and dive into country-specific results straight from your centralised dashboard, and get results sent directly to your integrated ATS or HRIS. If you have separate hiring teams in different locations, set up user access groups to share consistent checks packages without exposing candidate data.