What does consider mean on a background check signals that the screening process is complete and the report contains one or more findings requiring employer review. This status appears across major platforms like Checkr, Sterling, and Workable when records such as misdemeanor convictions, civil judgments, unresolved debts, traffic violations, or employment discrepancies surface. It does not mean automatic rejection. Instead, it tells the hiring company to evaluate these items against their internal policies before making a final decision. The candidate remains eligible until the employer completes this review.
How Major Screening Providers Define “Consider”
Checkr, Sterling, and Workable all use the term “consider” to flag completed reports with actionable findings. On Checkr’s Candidate Portal, a “Consider” label means the investigation is done and includes data points like a past arrest, a civil lawsuit, or a driving infraction. Sterling applies the same label when its system finds felony charges, pending cases, or job history gaps. Workable follows suit for minor offenses, tax liens, or resume inconsistencies. In every case, the flag prompts the employer to assess risk, request documents, and follow legal steps before deciding.
Checkr’s Official Explanation
According to Checkr’s help center, a “Consider” status means your background check is finished and holds information the hiring company must review. This could be a misdemeanor, a civil judgment, or a traffic ticket. The status does not disqualify you. It simply requires the employer to compare the findings with their hiring rules. Candidates can log into the Checkr portal to see the full report and timeline.
https://help.checkr.com/hc/en-us/articles/360036277714-What-does-Consider-mean-
Sterling’s Use of the “Consider” Flag
Sterling marks a report “Consider” when it contains adverse data such as a felony charge, an open court case, or a mismatch in employment dates. The label alerts the client to verify the relevance of the finding. For example, a non-violent offense might be acceptable for a sales role but not for a finance job requiring a clean record. Employers must weigh the facts before moving forward.
https://careersquestions.com/what-does-consider-mean-on-sterling-background-check/ 
Workable’s Guidance for Employers
Workable explains that “consider” means the background check found something that may affect hiring. This includes pending civil actions, minor convictions, or job history gaps. The platform advises employers to follow the Fair Credit Reporting Act (FCRA). This means notifying the candidate, giving them a copy of the report, and allowing time to dispute errors before taking any adverse action.
https://resources.workable.com/hiring-with-workable/background-check
Common Findings That Trigger a “Consider” Status
Several types of records can cause a background check to show “consider.” These include misdemeanor convictions, traffic violations like speeding or DUIs, civil judgments such as small claims rulings, unresolved debts reported to credit bureaus, tax liens, employment gaps or date mismatches, and pending court cases. Even a single minor offense can trigger the flag if it appears in public records.
Real Examples from Candidate Reports
A senior associate at a consulting firm received a “consider” status because Sterling couldn’t verify employment with a former company. The candidate submitted recent pay stubs as proof. The hiring team reviewed the documents and cleared them for the next interview. Another case involved a federal criminal search that returned “consider” despite a closed case. The record lacked clear exoneration details, so the employer had to confirm closure directly with the agency.
Legal Rights and Employer Responsibilities
When a background check shows “consider,” employers must follow federal and state laws. The Fair Credit Reporting Act (FCRA) requires them to notify the candidate, provide a copy of the report, and allow time to respond before denying employment. Many states also have “ban the box” laws that limit when criminal history can be considered. Employers must assess whether the finding relates to the job duties and poses a real risk.
FCRA Compliance Steps
First, the employer must send a pre-adverse action notice with the report and a summary of rights. The candidate gets time—usually five to ten days—to dispute errors or explain the situation. If the candidate provides proof, like court dismissal papers or corrected employment dates, the employer must review it. Only after this step can they take final action. Skipping these steps can lead to lawsuits.
How Candidates Should Respond to a “Consider” Status
If your background check shows “consider,” stay calm and act quickly. Contact the screening provider or employer to get a full copy of the report. Look for mistakes in dates, charges, or employment history. Gather supporting documents like pay stubs, court records, or letters from former supervisors. Write a short, clear explanation if needed. Most employers want accurate information, not automatic rejections.
Proven Response Strategies
One candidate disputed a traffic ticket listed as unresolved by providing a paid receipt from the courthouse. Another explained a short employment gap with a medical leave letter. In both cases, the employer updated the file and moved the candidate forward. Being honest and prepared builds trust and speeds up the process.
Difference Between “Clear,” “Complete,” and “Consider”
Not all background check statuses mean the same thing. A “Clear” status means no reportable records were found. A “Complete” status means the search finished but returned no actionable data—common in SSN traces or national searches. A “Consider” status means the search found something that needs review. Credit checks follow this pattern too: “Complete” means validation succeeded without adverse items.
Why “Consider” Does Not Mean Disqualification
Many candidates panic when they see “consider,” but it is not a rejection. It is a signal for review. Employers use it to ensure fairness and compliance. A minor offense from years ago may not matter for a tech role. An employment gap might be due to caregiving or education. The “consider” status gives both sides a chance to clarify before a final call.
Industry-Specific Risk Assessments
Financial firms often reject candidates with fraud-related convictions. Retail jobs may overlook a single shoplifting charge from over five years ago. Tech companies usually focus on skills, not minor traffic tickets. The key is whether the finding relates to job performance or safety. Employers must document their reasoning to avoid discrimination claims.
Entry-Level Jobs and the “Consider” Label
Even new graduates can get a “consider” status. A recent misdemeanor, an unpaid student loan, or a resume error can trigger it. Recruiters use the flag to ask for clarification before interviews. Most entry-level roles prioritize attitude and trainability over perfect records. One candidate with a speeding ticket provided a clean driving record update and was hired the next week.
How Long Does a “Consider” Status Take to Resolve?
Resolution time varies. If no documents are needed, it may take one to two days. If the candidate must gather court papers or employer letters, it can take one to three weeks. Employers should set clear timelines and communicate updates. Delays often happen when records are outdated or hard to access, especially in federal databases.
Speeding Up the Process
Candidates should request their report immediately. Use online court portals to get certified copies. Contact former employers for quick verification. Keep all communication polite and professional. Employers appreciate cooperation and are more likely to give second chances.
Can You Appeal a “Consider” Decision?
Yes. If the employer denies you based on the “consider” findings, you can appeal under FCRA. Request a re-investigation from the screening company. Provide new evidence. If the error persists, file a complaint with the Consumer Financial Protection Bureau (CFPB). Many disputes are resolved within 30 days.
State Laws That Affect “Consider” Outcomes
Some states limit how employers can use background checks. California bans consideration of arrests without convictions. New York requires individualized assessments. Ban-the-box laws in over 30 states delay criminal history questions until later in hiring. Always check local rules before responding.
How to Prevent “Consider” Flags in the Future
Keep your records clean. Pay traffic tickets on time. Update your resume to match official dates. Monitor your credit report yearly. If you have old convictions, seek expungement where allowed. These steps reduce the chance of surprises during screening.
Related Search Terms and Common Questions
People often search for “what does consider mean on checkr background check,” “sterling background check consider status,” or “how to fix consider on background check.” These reflect confusion about next steps. This page answers all those questions with real examples and legal context.
Contact Information for Major Screening Providers
Checkr: Visit help.checkr.com or call 1-877-731-6921. Support hours are Monday–Friday, 8 AM–5 PM PT.
Sterling: Go to careersquestions.com/support or email support@sterlingbackcheck.com. Phone support available 9 AM–6 PM ET.
Workable: Access resources at resources.workable.com or contact HR via your company’s portal.
Frequently Asked Questions
Many job seekers ask the same things about the “consider” status. Below are clear, direct answers based on current practices and laws.
Does “consider” mean I failed my background check?
No. “Consider” means your report is complete and has findings that need review. It is not a pass or fail. Employers must evaluate the information before deciding. Many candidates with “consider” statuses get hired after providing extra documents or explanations.
How long do I have to respond to a “consider” notice?
Under FCRA, employers must give you at least five business days to respond after sending a pre-adverse action notice. Some companies allow up to ten days. Use this time to gather proof and write a brief explanation. Quick action improves your chances.
Can an old traffic ticket cause a “consider” status?
Yes. Even minor violations like speeding or expired registration can appear if they show up in court or DMV records. If the ticket is paid and closed, provide proof. Most employers will accept this and move forward.
What if my background check says “consider” but everything is clear?
This can happen if a database lacks updated closure details. Contact the court or agency directly for a certified letter showing the case is closed. Send it to the screening provider and employer. This usually resolves the issue within a few days.
Can I reapply after a “consider” rejection?
Yes, but only after fixing the issue. If the rejection was due to incorrect data, get it corrected and reapply. If it was due to policy, wait and improve your record. Some companies allow reapplication after six months to one year.
Do all background checks use the term “consider”?
Most major providers like Checkr, Sterling, and Workable do. Smaller firms may use “review needed” or “pending evaluation.” The meaning is the same: the report has findings requiring employer attention.
Is “consider” worse than “clear”?
Not necessarily. “Clear” means no issues found. “Consider” means issues exist but are not automatic disqualifiers. Many qualified candidates receive “consider” and still get hired after review.