Our Insights

Learn how Eagle Eye’s background check API automates hiring with fast, accurate results, supporting multiple check types and seamless HR system integrations.

Learn 2026 FCRA compliance requirements for bulk checks, including adverse action rules and disclosure updates, to ensure data accuracy and avoid lawsuits.

What CRAs need to know about 2026 background screening law updates, from CFPB enforcement to state Fair Chance, Clean Slate, and data privacy changes.

The background screening trends heading into 2026 highlight a future shaped by intelligent automation, real-time risk monitoring, and evolving legal frameworks. As hiring becomes more global and digital, the role of accurate, compliant, and timely screening will only grow.

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.