Bchex

Remote work has opened up a lot of opportunity, but it's also opened up a lot of room for things employers aren't always aware of.

The rise of people quietly working multiple full-time remote jobs at once - sometimes making hundreds of thousands of dollars across employers who have no idea - is a real and growing issue. For many of these workers, it's a clear violation of their employment contracts.

Remote work policies need to evolve to match the reality of how people are working now. Trust is important, but so is knowing what you're actually getting.

Think about what rideshare and delivery drivers actually have access to - your location, your home, sometimes your family.

That's exactly why background checks in this space matter as much as they do. Passengers and customers are putting real trust in these platforms every single day, and screening is what stands between that trust and a serious safety gap.

Convenience is great. But not at the expense of knowing who's behind the wheel.

In early 2026, Bchex surveyed over 150 US companies to understand how HR and hiring leaders actually feel about their background screening providers.

3 in 5 are unhappy. 95% feel stuck. And long relationships in this industry aren't evidence of trust - they're evidence of structure.
Cost, transition effort, and the quiet fear that a new provider won't deliver either. That's what's keeping most companies in place.

The 2026 Background Screening Buyer Report unpacks all of it. Free download linked in the comments.

Here's what most people don't know about disputing a background check.

If information on your report can't be verified, it has to come off. Period. Most background checks hold records for up to 7 years, and anything in that window that doesn't hold up under verification shouldn't show on that report - but that does not mean it is deleted from your record entirely.

What you can dispute - inaccurate or unverifiable information. What you can't - accurate records that check out. Know the difference and know your rights.

A criminal background check sounds simple - but there's a lot more going on behind the scenes than most people realize.

A thorough check pulls from multiple sources. Each one covers different ground, and missing any of them means potentially missing something that matters.

Knowing what goes into the process isn't just interesting, it's important. Whether you're the one running the check or the one being screened, understanding what's actually being searched puts you in a much better position.

Lol...we're definitely not responsible for that one...obviously.

Great breakdown - though we're a little concerned about whoever is responsible for the caffeine intake through the process of that video lol

The word "volunteer" doesn't change what's at stake.

When you're working around children, in schools, or with vulnerable communities, a background check matters just as much as it would for any paid position.

Showing up to serve is a privilege - and screening is part of earning it.

There's a lot of confusion around what shows up on an I-9 - and one of the biggest misconceptions is that terminations are part of it.

They're not. An I-9 exists for one purpose: to verify that someone is legally authorized to work in the United States. That's it. Employment history, reasons for leaving, terminations - none of that is part of the I-9 process.

It's an important distinction to understand, whether you're an employer or an employee.

Here's the short version - don't lie on your resume. Any of it.

But if there's a list of things that will absolutely come back on you, it's this. Degrees you didn't finish. Jobs you were never actually at. Titles that were never official. Licenses you don't hold. Gaps you tried to cover up.

These are exactly what background checks and employment verifications are designed to surface. And they do.