Industry use cases
Continuous workforce screening by industry.
Continuous workforce screening compares an enrolled roster with new public court activity after hire. PostHire lets employers configure alerts by offense category, role, geography, and severity, so the information reaches the team responsible for review.
Configure for your workforce
Gig and Contingent Workforces
A fast-changing roster does not fit neatly into an annual screening cycle. Rideshare, in-home care, food delivery, and home repair each have different responsibilities and different risk criteria.
What can continuous screening help your team review?
- Rideshare: traffic violations, DUIs, and incidents involving violence.
- In-home care: physical or emotional abuse, financial exploitation, theft, and fraud.
- Food delivery: assault, harassment, stalking, and financial crimes.
- Home repair: fraud, theft, and property-related offenses.
Compare enrolled workers with new court activity continuously. Choose from 100+ offense categories, and configure notifications by role, severity, and geography so reviewers receive relevant information.
Estimate savings for your workforce
Configure for your workforce
Financial Services
Sensitive data, customer privacy, and access to financial assets make current workforce information important. A check completed at hire cannot describe a relevant court event filed afterward.
What can continuous screening help your team review?
- Review relevant theft, embezzlement, fraud, and forgery events.
- Support decisions about access to sensitive data and customer information.
- Keep HR, legal, security, and compliance aligned through notification rules.
- Follow a case from initial filing through resolution.
Route configured alerts to the people responsible for review. Primary-source records and case-status updates help teams verify the information and apply their own policies, including when an offense did not result in an arrest.
Estimate savings for your workforce
Configure for your workforce
Healthcare and Healthcare Staffing
Patient-facing roles and distributed staffing require visibility beyond the initial background check. Annual rescreening leaves a window between a new court event and the next scheduled review.
What can continuous screening help your team review?
- Identify relevant court events that occurred after the initial check.
- Configure alerts for roles involving patients and vulnerable populations.
- Review primary-source information, including sex offender registry and warrant records.
- Use an established review process rather than treating an alert as an automatic employment decision.
Monitor enrolled employees and contingent workers against records from over 4,000 county courts and every federal district court, covering over 98% of the US population. Your organization defines which events need review.
Estimate savings for your workforceEvidence with its context
See what employers found.
In a separate 90-day comparison at a uniformed security company with 50,000 individuals, PostHire matched 957 incidents to workforce identities; the incumbent monitoring service matched 251. The study reported zero false positives.
These are results from that security-company study, not measured outcomes for the industries above or a guarantee for another employer.
Explore the 90-day comparisonA clear next step
See what changed after the initial background check.
PostHire continuously monitors court-direct, first-source criminal data so your team can identify relevant changes without waiting for the next rescreen.
- Continuous monitoring after hire
- Court-direct, first-source data
- Relevant alerts your team can act on