Our Insights

Hiring the wrong candidate can be financially, legally, and culturally costly. Whether you’re a fast-growing organization or a seasoned Consumer Reporting Agency (CRA), one thing is certain: you need reliable, timely information to make informed hiring decisions. That’s where automated background checks come in. At Eagle Eye Screening Solutions, we help organizations reduce risk, stay compliant, and speed up the background check process through advanced automation and direct-source data retrieval. This blog will walk you through how automation works, why it matters, and how your organization can benefit by partnering with a trusted technology-forward screening provider.

Behind every CRA is a network of data providers and researchers. Without dependable partners, even the most well-intentioned CRAs can struggle to maintain compliance. Eagle Eye Screening Solutions exists to solve that problem.

Discover best practices for running employment background checks. Learn how to stay compliant, improve accuracy, and streamline hiring with Eagle Eye Screening.

Washington’s Fair Chance Act has shaped how employers handle criminal history during the hiring process. Now, with new changes on the horizon, it is more important than ever for HR teams, hiring managers, and business owners to understand their responsibilities. These updates introduce stricter rules around job ads, application procedures, and how criminal records can be used in hiring decisions. Understanding the Current Washington Fair Chance Act The Fair Chance Act (FCA), enacted in 2018, was designed to give individuals with criminal records a better opportunity to compete for jobs. Often referred to as a “ban-the-box” law, it restricts when and how employers can ask about or consider an applicant’s criminal history. Under the current law, most public and private employers in Washington are prohibited from: Asking about arrests or convictions on initial job applications Automatically disqualifying candidates based solely on criminal records Advertising jobs in a way that discourages people with records from applying The goal is to ensure that applicants are first evaluated based on their qualifications rather than past offenses.

Explore how the Montana Consumer Data Privacy Act affects background screeners and CRAs, with practical guidance for compliance and data handling.

Learn how New Jersey’s evolving expungement laws, especially under Assembly Bill A4151, impact CRAs and background screeners in 2025.

Learn how San Diego’s Fair Chance Ordinance changes criminal background checks and what CRAs must do to stay compliant with local hiring rules.

Learn about Colorado's Clean Slate Act (SB 22-099), its impact on sealing 100k+ criminal records, eligibility requirements, and promoting second chances.