• Business and Professional Services
  • Employment Services


EU-U.S. Privacy Shield Framework: Active

Original Certification Date: 3/31/2017
Next Certification Due Date: 3/31/2018
Data Collected: HR

Purpose of Data Collection

Our primary focus is to provide fast and accurate pre/post employment background screening services. We focus on empowering HR Professional with the right tools to make the perfect hiring decision. Employers check both job applicants and existing employees for several reasons. The things an employer wants to know about you can vary with the kinds of jobs you might seek. These are a few of the reasons employers conduct background screening: ? Negligent hiring lawsuits are on the rise. If an employee's actions hurt someone, the employer may be liable. The threat of liability gives employers reason to be cautious in checking an applicant's past. ? Terrorist acts have resulted in heightened security and identity-verification strategies by employers. ? Corporate executives, officers, and directors face a degree of scrutiny in both professional and private life as a result of corporate scandals. ? Fraudulent credentials (false or inflated information) supplied by some job applicants make employers wary of accepting anyone's word at face value. ? Federal and state laws require that background checks be conducted for certain jobs. For example, most states require criminal background checks for anyone who works with children, the elderly, or disabled. Many state and federal government jobs require a background check, and depending on the kind of job, may require an extensive investigation for a security clearance. Background reports can range from a verification of an applicant's Social Security number to a detailed account of the potential employee's history and acquaintances. Information included in a background check will depend to some extent on the employer and the job involved. For many jobs, a state or federal law requires the employer to conduct a background check. Jobs that involve work with children, the elderly or people with disabilities are examples of jobs that will almost certainly require a criminal background check. Some employers search social networking sites such as Facebook for the profiles of applicants. Here are some of the pieces of information that might be included in a background check. Note that many of these sources are public records created by government agencies. Driving records, Vehicle registration, Credit records, Criminal records, Social Security number, Education records, Court records, Workers' compensation, Bankruptcy, Character references, Medical records, Property ownership, Military records, State licensing records, Drug test records, Past employers, Personal references, Incarceration records and Sex offender lists FCRA Compliant: We are compliant and up-to-date on laws and legislation regarding the background screening industry. System Security - 24 by 7 on-site security personnel, Biometric scanner and card key access, High definition , Security cameras, Centralized security monitoring station, Multi-level firewall protection, Full data grade HVAC system with N+1 redundancy, On-site generator back-up and power conditioning, Centralized monitoring of HVAC, UPS, temperature, humidity security and fire prevention systems. Our background checks interface system runs on a high-availability servers running a secure operating system. Full backups are performed nightly and incremental backups are performed on a continuous basis throughout the day. Encrypted system backups are moved off site daily. All data transmission done within our background checks interface system are encrypted using SSL Certificates issued and manage by Thawte. (Including all XML traffic). Servers are protected by multi-level firewall technology and intrusion detection software. Third party PCI Approved Scanning Vendors (PCI-ASV). All applicants must receive the following documents before a check can be conducted. Background Disclosure and Authorization Form and a Summary of Rights under the FCRA

Privacy Policy

HR Data

Privacy Policy

Our privacy policy is fully listed and may be reviewed using the link below.

Effective Date: 1/1/2016

Verification Method


Dispute Resolution

Questions or Complaints?

If you have a question or complaint regarding the covered data, please contact C3 Intelligence Inc. at:

Krystine Ilustrisimo
VP Operations
C3 Intelligence Inc.
31355 Oak Crest Drive Suite 210
Westlake Village, California 91361

Privacy Shield organizations must respond within 45 days of receiving a complaint.

If you have not received a timely or satisfactory response from C3 Intelligence Inc. to your question or complaint, please contact the independent recourse mechanism listed below

Appropriate statutory body with jurisdiction to investigate any claims against C3 Intelligence Inc. regarding possible unfair or deceptive practices and violations of laws or regulations covering privacy Federal Trade Commission