The short answer
First Advantage’s candidate guidance says screening time varies with the searches and locations involved. An estimate for one component does not establish when the entire report—or the employer’s review—will finish.
Start with First Advantage’s official screening-status page and the instructions in your invitation. Identify whether the next step concerns information requested from you, screening still underway or the hiring company’s decision.
This is independent guidance for US job candidates dealing with the screening provider at fadv.com. Background Check Explained is not First Advantage and cannot access your report, accept documents or make a hiring decision.
Separate three parts of the wait
Think of the process as three clocks. This is an editorial explanation, not an official First Advantage workflow or a fixed sequence every employer follows.
| Part of the process | Question to answer | What it does not establish |
|---|---|---|
| Your submission | Have I supplied the information actually requested? | That the provider has verified every item |
| Screening components | Which requested checks remain underway? | That all other checks finish at the same time |
| Employer review | Has the hiring company finished its review and confirmed next steps? | That a provider status alone authorizes a start date |
First Advantage’s duration explanation describes components that can run concurrently, with a delayed search holding up the file. It also separates screening from the employer’s subsequent evaluation.
When asking about a delay, clarify which part of the process your question concerns. “Have you received my document?” and “Has the employer completed review?” need different answers.
How long does First Advantage take?
The candidate resource ties timing to the searches and locations. Do not treat an individual component estimate as a complete-package deadline.
For one scoped example, the provider’s duration table lists employment verification at 1–3 business days, based on internal April 2024 data, and says its estimates are not guarantees. That is not a promised turnaround for your complete background check. Ask about the outstanding item rather than assigning the same time range to the entire process.
For a broader explanation of timing, see how long employment background checks take. For an extended wait, see background-check delays.
Where should you check your status?
The official North America status page distinguishes job applicants from customers ordering reports and provides a separate option for people already registered with Profile Advantage. Follow the route appropriate to your invitation and account.
If you are unsure which portal applies, ask the hiring company or follow the support route linked from the official candidate page. Do not assume instructions for another employer, region or screening platform apply to your order.
This website has no status lookup. Enter report identifiers and other personal information only through a verified provider route.
What do Eligible and Decisional mean?
First Advantage’s candidate resource defines Eligible as a report meeting the employer’s criteria. Decisional means the customer’s configuration calls for additional employer review. Neither word, read without context, confirms your start date or establishes a final job offer.
Ask the hiring company about its decision. Keep the provider’s labels attached to First Advantage’s definitions rather than treating them as a universal pass/fail system. See background-check status meanings for the wider distinction between status and hiring outcome.
Choose the route that matches the task
The following table organizes the official resources into candidate next steps. It is our editorial aid, not a promise about support response times.
| What you need | Where to start | Useful question |
|---|---|---|
| Progress information | Official status route | Which item is outstanding, and is anything needed from me? |
| A way to provide requested records | Employer-provided submission link | Which records address this request? |
| A missing submission link | Prospective employer | Can you confirm the correct way to submit the requested information? |
| A report copy or correction | Official US candidate report resources | How do I obtain the report or identify the item I believe is wrong? |
| A hiring decision or start date | Hiring company | Is employer review complete, and what remains? |
First Advantage’s candidate page directs requested documentation through the employer-provided link and tells candidates to contact the employer if that link is missing. It also provides report-copy and dispute resources. Those are separate tasks: submitting evidence to finish a check is not the same as disputing an inaccurate report.
If information is wrong, identify the specific item and supporting record. Our background-check errors guide explains how to prepare that concern. If you need to reconstruct dates before responding, use employment-history reconstruction.
Keep follow-up focused and private
You can prepare a short question such as: “I submitted the requested information. Is anything else required from me, or is another part of the process still underway?” This is a suggested question, not an official form or escalation rule.
Record what was requested, when you responded and any confirmation. Verify unexpected requests with a known recruiter or official support route. Do not include Social Security numbers or attach a full report in a public post. Ask the verified recipient what information is required and what redaction is permitted. Background Check Explained does not collect your screening records.
Frequently asked questions
Can I use any First Advantage login page?
Use your invitation or the appropriate official candidate route. The status landing page itself offers different access paths; do not assume every account works in every portal.
Does a dispute guarantee the employer will wait?
Do not assume it does. Follow any hiring notice and communicate with the employer as well as the reporting company. The FTC’s candidate guidance explains the distinction between report accuracy and the employer’s decision.
Your next step
Identify whether your next question concerns requested information, screening progress or employer review. Use the matching official First Advantage route or contact your hiring company.