BambooHR, Rippling and Paylocity each let you start a background check from the HR system, through a screening company such as Checkr. That is convenient, and it is easy to mistake for compliance. The Fair Credit Reporting Act puts its duties on the employer that uses the report, not on the HR software. We read the Federal Trade Commission's guidance for employers and the three vendors' integration pages on October 28, 2026. This is not legal advice, and it covers the federal FCRA steps only.
For whom: an HR lead or owner at a company of 10 to 500 people that runs checks on new hires. Not for: a company with an in-house screening program and counsel; you already own this process.
The FCRA steps that stay with you
| Step | What the FTC says the employer must do |
|---|---|
| Before the check | Tell the applicant or employee in writing, in a stand-alone document, not inside the job application |
| Permission | Get written authorization; if it should cover the whole employment, say so clearly and conspicuously |
| Certification | Certify to the screening company that you gave notice, got permission, follow the FCRA and will not misuse the information |
| Before an adverse decision based in whole or in part on the report | Give a pre-adverse action notice with a copy of the report you relied on and "A Summary of Your Rights Under the Fair Credit Reporting Act" |
| After that decision | Give an adverse action notice with the screening company's name, address and phone number, a statement that it did not make the decision and cannot give the specific reasons for it, and the person's right to dispute and to a free report within 60 days |
The FTC's guidance does not set a number of days between the two notices; its point is that the first gives the person a chance to review the report.
How each HRIS connects
| BambooHR | Rippling | Paylocity | |
|---|---|---|---|
| How a check starts | From the candidate's profile; choose a Checkr package and submit | Through connected providers (Rippling names Checkr, GoodHire and People Check) | Paylocity posts the candidate's information to the screening partner, which contacts the candidate by email |
| What comes back | Background check status, in real time | Statuses such as Pending, Cleared or Not Eligible sync into Rippling | Order status, starting at "Ordered" and moving to "Waiting on candidate" |
| Who handles consent and compliance | Checkr says its adverse action workflows and FCRA disclosures have been independently audited | Not described on the page we read | Paylocity's developer documentation says it is not responsible for candidate compliance or personal data; the screening vendor is |
| What else it can do | Results without leaving BambooHR | Grant or revoke app access automatically based on the check's status | Screening packages offered per company |
Our pick
BambooHR with Checkr, for a small team. Ordering from the candidate's profile keeps the check in the hiring record, and Checkr states that its FCRA disclosures and adverse action workflows have been independently audited, which covers the paperwork most likely to be done badly by hand. You still decide, and you still send the notices.
- Choose Rippling if new hires get laptops and accounts on day one: it can hold access until the check shows Cleared and remove it if the status changes, which turns the check into a control rather than a file.
- Choose Paylocity if you already run payroll there and want screening packages ordered from the same record; read your screening partner's process for consent, since Paylocity's documentation puts that on the vendor.
Before your first check through the HRIS
- Ask the screening company for its stand-alone disclosure and authorization forms, and keep your own copy.
- Write down who decides, and who sends the pre-adverse and adverse action notices.
- Ask counsel whether any state or local rule applies to your use of the report before you add the check to the offer process.
For the rest of the hiring setup, see HRIS for first-time buyers.
Traceable evidence
Sources for this decision
- officialFTC: Using Consumer Reports: What Employers Need to Know (October 2016)Federal Trade Commission · checked Oct 28, 2026 · supports: The FTC's guidance for employers (October 2016) under the Fair Credit Reporting Act: written notice in a stand-alone document, not in the application; written authorization, with any continuing authorization stated clearly and conspicuously; certification to the consumer reporting company; a pre-adverse action notice with a copy of the report and A Summary of Your Rights Under the FCRA; and an adverse action notice with the reporting company's contact details, a statement that it did not make the decision and cannot give specific reasons, and the right to dispute and to a free report within 60 days. It does not set a waiting period between notices or cover state law.Open source ↗
- vendorBambooHR official product siteBambooHR · checked Aug 5, 2026 · supports: Vendor-published product scope used to verify capabilities relevant to this buyer context: Small and midsize people teams prioritizing a dedicated HR operating center and employee experience.. It does not prove the guide's fit verdict, configured performance, current pricing or compliance.Open source ↗
- vendorRippling official product siteRippling · checked Aug 5, 2026 · supports: Vendor-published product scope used to verify capabilities relevant to this buyer context: Growing teams evaluating HR data alongside identity, devices, payroll, and finance workflows.. It does not prove the guide's fit verdict, configured performance, current pricing or compliance.Open source ↗
- vendorPaylocity official product sitePaylocity · checked Aug 5, 2026 · supports: Vendor-published product scope used to verify capabilities relevant to this buyer context: Midsize employers comparing payroll-centered HCM, employee experience, and workforce administration.. It does not prove the guide's fit verdict, configured performance, current pricing or compliance.Open source ↗
- vendorBambooHR Marketplace: CheckrBambooHR (Marketplace listing) · checked Oct 28, 2026 · supports: The Checkr listing on BambooHR's marketplace as read on October 28, 2026: checks are started from a candidate's profile in BambooHR by choosing a package, candidate details go to Checkr automatically, background check statuses return in real time, there are no setup fees or contracts, and Checkr states that its adverse action workflows, FCRA disclosures and dispute processes have been independently audited; it does not name the BambooHR plan required or decide the employer's compliance.Open source ↗
- vendorRippling: automate contractor onboarding with Rippling ITRippling · checked Oct 28, 2026 · supports: Rippling's use-case page as read on October 28, 2026: Rippling integrates with background check providers (the page names Checkr and GoodHire, and its FAQ names Checkr and People Check), statuses such as Pending, Cleared or Not Eligible sync into Rippling, and Rippling IT can provision accounts and access when a check clears and revoke them when the status changes; it does not describe FCRA notices or prices.Open source ↗
- vendorPaylocity developer docs: background check overviewPaylocity · checked Oct 28, 2026 · supports: Paylocity's developer documentation as read on October 28, 2026: Paylocity posts candidate information to a screening partner's callback, orders use screening packages offered to all or specific companies, an order starts as Ordered and moves to WaitingOnCandidate once the partner emails the candidate, and Paylocity states it is not responsible for candidate compliance or personal data, which is the background vendor's responsibility; it does not state prices.Open source ↗