Background Check Services
Our Packaged Offerings
At Estate Management Solutions, we understand that hiring the right people is critical to your success. Our background check services are designed to help you make informed decisions and reduce risk—before it becomes a liability. According to industry research, nearly 1 in 3 business failures are linked to employee theft or fraud, and over 50% of resumes contain inaccuracies. With our thorough screening process, you can avoid costly mistakes and ensure a safer, more trustworthy workplace.
We offer three tailored packages to meet your specific needs, whether you're hiring for entry-level roles or executive leadership. Each package is built to deliver actionable insights while maintaining full compliance with federal regulations. Empowering you to build on a solid foundation of trust—so you can focus on what truly matters: seamlessly onboarding your new team members and accelerating skills implementation with confidence and peace of mind.
Our background checks are not Open-Source checks. They are conducted under the legal framework of the Fair Credit Reporting Act (FCRA), which governs how consumer information is collected and used. This ensures that all screenings are fair, accurate, and legally compliant. Learn more about the FCRA
All reports are delivered to the client and the candidate unedited.
Our Packages
Comprehensive Background Check
Turnaround Time: Aprox. 72 HoursOur comprehensive background check does more than just scratch the surface—it confirms identity, verifies employment and education history, checks criminal records across jurisdictions, and validates key claims. This process helps uncover potential red flags and ensures candidates are both qualified and trustworthy. It provides a clear, fact-based view of a person’s history, which is essential for roles that demand trust, safety, and discretion.
We check SSN Trace, 7-Year County Criminal, National Criminal Database, National Sex Offender, OFAC (Terrorist Watchlist), National Warrant Search, Homeland Security Databases, and Motor Vehicle Records Check.
We also verify the individual's three most recent employers and up to three advanced degrees.
Bringing The Gap
Background Check & Behavior Analysis InterviewOur Bridging the Gap Package is designed for organizations that prioritize not just qualifications, but alignment, integrity, and long-term fit. This premium package includes everything from our Enhanced Screening—identity verification, employment and education history, criminal background checks, social media screening, and a 10-panel urine drug test—plus an added layer of insight:
Behavioral Analysis Interview – Conducted by trained professionals, this structured interview evaluates behavioral patterns, communication style, and decision-making tendencies. It helps assess cultural fit, emotional intelligence, and potential risk factors that may not surface through traditional screening.
This package is ideal for high-trust roles, leadership positions, or any hire where character and compatibility are just as important as credentials. It empowers you to make confident, holistic hiring decisions—grounded in data, guided by insight, and aligned with your company’s values.
Due Diligence
Turnaround Time: 5-7 daysOur Due Diligence package builds on the Basic Background checks by adding deeper insight into a candidate’s behavior and risk profile. In addition to verifying identity, employment, and education history, and criminal records, this package includes:
Social Media Screening – A comprehensive review of publicly available social media activity to identify potential red flags such as discriminatory behavior, threats, or other conduct that may pose a reputational or workplace risk.
- 10-Panel Urine Drug Test – A robust screening that detects a wide range of commonly abused substances, helping ensure a safe and compliant work environment.
By choosing this package, you’re not just screening candidates—you’re building a culture of accountability and trust from the very beginning.
**Background checks are performed in accrodinance with EEOC and the FCRA rules and guidelines. It is the repsonibility of the person or company requesting these checks to ensure they are in compliance with all local, state, and federal laws.
FAQ
Do You Edit The Results?
No. We belive that everyone should have access to the screening standards that the luxury market has in screening their domestic staff. However, since we have not been engaged in a recruitment agreement, we simply facilitate the process that we put all our candidates through.
Do You Interview The Candidate/Employee?
No. We do not want to influence a hiring decision without a deep understanding of the job and work environment, there isn't enough context for us to draw an accurate assessment of their fit for the position. However, if you would like to discuss recruitment options, please contact us at Info@HNWSolutions.com and we will send over a link to book time on our calendar.
Do You Check Credit Reports?
No. However finances are covered in the Behavior Analysis Interview.
We do not offer credit checks as part of our background screening services due to the strict regulatory requirements governing their use in employment. Under the Fair Credit Reporting Act (FCRA), employers must establish a formal relationship with a credit bureau (such as Equifax, Experian, or TransUnion), undergo a physical site inspection, and demonstrate a clear, job-related need for accessing consumer credit reports. These checks may only be used for roles where financial responsibility or access to sensitive financial information is a legitimate concern. Furthermore, credit checks are heavily restricted or outright prohibited by several state and local laws unless the position meets specific legal criteria. Misuse can expose both the employer and screening provider to serious legal liability.
Our focus is on providing background checks that are relevant, legally compliant, and tailored to private service and household staffing needs. For more information on employment-related use of credit reports, visit the Federal Trade Commission’s FCRA page or the Consumer Financial Protection Bureau. To learn more about anti-discrimination considerations, refer to the U.S. Equal Employment Opportunity Commission (EEOC).
Do You Hire a Private Investigator?
No. Our screenings are effective and diligent. We draw the line at invasive. We find that these types of deep private investigation can harm the relationship before it's had a chance to develop.
What is a Behavior Analisys Interview?
Sometimes, background checks alone aren't enough for employers who demand the highest level of confidence in their hiring decisions. Our interviewer use proprietary techniques to elicit derogatory and noteworthy information that traditional record checks often miss. The results of our Behavioral Analysis Interviews (BAI) have been remarkable—helping protect clients from costly hiring mistakes and significantly improving the return on investment when onboarding new employees.
Think of our BAI as a truth-revealing tool—similar in insight to a polygraph, but without the wires, discomfort, or false positives.
The BAI covers multiple critical topics to create a Character & Integrity Report. Topics discussed include but are not limited to:
- Detected and Undetected Criminal Behaviors
- Illegal Drug Use
- Employee Theft and Fraud
- Crimes Against Children, Elderly, or Disabled Individuals
- Employment History
- Employer Policy Violations (Known and Unknown)
- Education Verification
- Civil Actions
- Driving History
- Computer and Personal Electronic Device Use/Misuse
- Confidentiality Breaches
What Records Do You Check?
A comprehensive background check goes beyond basic screening to verify identity, employment history, education, criminal records, and more. It uncovers red flags across jurisdictions and validates key claims, helping ensure candidates are trustworthy and qualified. This process provides peace of mind by offering a clear, factual view of a person’s past—critical when hiring for roles involving trust, safety, and discretion. We check:
- SSN Trace
- 7-Year County Criminal
- National Criminal Database
- National Sex Offender
- OFAC (Office of Foreign Assets Control - maintains and publishes the Specially Designated Nationals (SDN) List)
- Education Verification (up to three advanced degrees or certifications)
- Employment Verification (up to three most recent)
- National Warrant Search
- Homeland Security Databases
- Motor Vehicle Records Check
Why Might There be Extra Charges?
Some city, county, or state agencies charge fees for access to their systems when retrieving motor vehicle records or court documents. Additionally, certain educational institutions may charge a fee to verify the authenticity of certificates or diplomas. These third-party fees are not included in our standard pricing and will be added to your final invoice upon completion of the background checks.
For a current list of known additional charges, please email us at Info@hnwsolutions.com.
Social Media Screening?
Social media screening is an increasingly important part of the hiring process, offering employers insight into a candidate’s character, behavior, and alignment with company values beyond what resumes and interviews reveal.
It can help identify cultural fit and flag concerns like illegal activity, discriminatory behavior, or violence—especially for roles requiring trust and sound judgment. It also safeguards a company’s reputation, as employees reflect the brand both online and offline.
However, screening must be done ethically, respecting privacy, following legal guidelines, and focusing only on job-relevant information—not protected traits such as race, religion, or gender.
Drug Screening?
Our drug testing services provide reliable, comprehensive screening tailored to your needs. We offer a 10 Panel Instant Urine Test for $75. Including in-network collection, lab testing, Medical Review Officer (MRO) oversight, and reporting. If no in-network site is available, Preferred or Third-Party Collection Sites may be used for an added fee.
A 10-panel urine drug screen (UA) tests for ten of the most commonly abused substances, including both prescription medications and illicit drugs. Here's what it typically screens for:
- Amphetamines – Includes methamphetamine and medications like Adderall.
- Barbiturates – Such as phenobarbital, secobarbital, and amobarbital.
- Benzodiazepines – Includes drugs like Valium, Xanax, and Ativan.
- Cannabinoids (THC) – Marijuana and related cannabis products.
- Cocaine – Including crack and other cocaine derivatives.
- Methadone – A synthetic opioid used for pain relief and addiction treatment.
- Methaqualone – Also known as Quaaludes.
- Opiates – Such as heroin, morphine, and codeine.
- Phencyclidine (PCP) – Also known as angel dust.
- Propoxyphene – A pain reliever that has been withdrawn from the U.S. market but may still be tested for
Whether you're hiring, conducting routine checks, or ensuring compliance, our services deliver accuracy, confidentiality, and peace of mind.
Behavior Analysis Interview
A Character & Integrity Report, conducted by a trained behavioral analysis interviewer, offers a deeper, more human-centered perspective than a background check alone. This voluntary interview explores the candidate’s résumé, job description, and comprehensive background check results—along with additional behavioral data points. The focus is on identifying patterns of avoidance, inconsistencies, and behavioral cues that may indicate deeper concerns or highlight strengths not visible on paper. Often, this process uncovers additional jurisdictions worth investigating, providing a more complete and accurate picture. All findings are shared transparently with both the client and the candidate—unedited and unfiltered—fostering trust and open dialogue. In private service, where discretion, judgment, and alignment with household values are paramount, this report becomes an essential tool. It’s not just about verifying the past—it’s about understanding the person you’re inviting into your home and building peace of mind on a foundation of trust.
Comprehensive Background Check
A comprehensive background check goes beyond basic screening to verify identity, employment history, education, criminal records, and more. It uncovers red flags across jurisdictions and validates key claims, helping ensure candidates are trustworthy and qualified. This process provides peace of mind by offering a clear, factual view of a person’s past—critical when hiring for roles involving trust, safety, and discretion. We check:
- SSN Trace
- 7-Year County Criminal
- National Criminal Database
- National Sex Offender
- OFAC (Terrorist Watchlist)
- Education Verification
- Employment Verification
- National Warrant Search
- Homeland Security Databases
- Motor Vehicle Records Check
Drug Screening
Our drug testing services provide reliable, comprehensive screening tailored to your needs. We offer a 5 Panel Hair Test for $120 and a 10 Panel Instant Urine Test for $75. Both include in-network collection, lab testing, Medical Review Officer (MRO) oversight, and reporting. If no in-network site is available, Preferred or Third-Party Collection Sites may be used for an added fee.
The 5 Panel Hair Test detects Amphetamines, Cannabis, Cocaine, PCP, and Opiates—ideal for identifying long-term use.
The 10 Panel Urine Test adds Methaqualone, Barbiturates, Benzodiazepines, Methadone, and Propoxyphene, offering a broader view of recent drug use.
Whether you're hiring, conducting routine checks, or ensuring compliance, our services deliver accuracy, confidentiality, and peace of mind.
DFW & North Texas: (214) 605-7286 | Austin & San Antonio: (512) 969-8280 | Houston & Gulf Coast: (713) 258-9800
Email the Owner: Info@HNWSolutions.com | To Submit Your Resume Click Here
Social Media Screening
Turnaround Time: Instant
Social media screening is an increasingly important part of the hiring process, offering employers insight into a candidate’s character, behavior, and alignment with company values beyond what resumes and interviews reveal.
It can help identify cultural fit and flag concerns like illegal activity, discriminatory behavior, or violence—especially for roles requiring trust and sound judgment. It also safeguards a company’s reputation, as employees reflect the brand both online and offline.
However, screening must be done ethically, respecting privacy, following legal guidelines, and focusing only on job-relevant information—not protected traits such as race, religion, or gender.