Checking the backgrounds of job candidates to ensure that only trustworthy employees handle client documents (without violating candidate privacy or breaking the bank).
Mr. Thammineni, who is 41, left the Wharton School three years ago with a business education and 8,000 pages of notes. Reluctant to bury years of labor in boxes, he scanned the notes into his computer, where he could search them by keyword. When friends started asking him to scan their work, too, the idea for OfficeDrop was born.
The need to do background checks came up in the start-up phase, when participants in a focus group said they were nervous about entrusting strangers with private documents. Not knowing where to start, Mr. Thammineni searched Google for the term “background checks” and pulled up dozens of vendors with ads promising instant results. When he called the companies for information, he found himself speaking with ill-informed representatives in large call centers who seemed bent on selling him as many checks as possible. “I didn’t get much of a sense of the depth of their knowledge,” Mr. Thammineni said.
Then he remembered the extensive screening Wharton School had put him through before offering him admission. The school had checked not only his address and any criminal history but also his college records in India. The name that popped up when he searched his notes was Kroll.
Background Checks Restrictions
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