1. The Average Cost of a Background Check in 2025

So, what should you expect to pay? On the low end, a simple social trace, sex offender search, and criminal database search with county criminal hit verification can run between $20 and $40. If you’re verifying employment or education history, expect an additional $15 to $25 per verification. Motor vehicle records (MVRs) typically cost $10 to $20, while a credit report may add $15 to $25. Drug testing usually falls between $35 and $70, depending on the panel.

Put together, a typical package for an entry-level candidate might cost $20 to $60, while a professional role with verifications and drug screening may run $80 to $120. For executive or sensitive positions that require multiple verifications, federal searches, or credit checks, costs can climb to $150 to $250 or more per candidate.

The wide range often surprises employers. But just like buying insurance or legal support, the “right price” depends on products and services required to achieve the level of protection you need.

2. What Drives the Cost of a Background Check?

The biggest driver of cost is scope. A sex offender registry search and local county criminal check is relatively inexpensive, but a 7-Year Criminal History search that includes multiple jurisdictions across several states will naturally cost more. Verifications also add to the price because they require human research or access the designated third-party services. Calling an employer or school isn’t automated — it takes time and sometimes additional third-party access fees to get the verification done.

Industry requirements are another factor. For example, regulated fields like healthcare, education, and finance often mandate deeper screening, including professional license verifications or federal criminal checks. Employers in these sectors may see higher per-candidate costs than a retail store hiring for entry-level roles.

Compliance and legislation add another layer of complexity. Federal rules such as the FCRA, combined with state-level Clean Slate laws and local legislation, directly affect costs. For example, some jurisdictions are now removing identifiers like dates of birth from public access terminals. When this happens, a researcher can no longer confirm whether a potential record belongs to the candidate by checking the terminal alone. Instead, the researcher must order physical case files from the clerk to confirm the record before it can be reported. This extra step adds both time and expense to the process — but it’s necessary to ensure accuracy and compliance.

Finally, turnaround times can make a difference. If you need a record expedited, some courts or service providers charge extra. While many checks come back quickly, rural counties and manual verifications can still take several days — and sometimes more money.

3. Designing the Right Package for Each Role

In 2025, most employers are moving away from one-size-fits-all background checks. Instead, smart companies design packages tailored to the responsibilities of the job.

For an entry-level role with direct supervision, a package with identity verification, sex offender search, criminal search, and possibly an MVR is usually sufficient. The cost is modest and ensures basic due diligence.

For a professional or mid-level position, employers often add employment and education verifications, along with drug testing. This provides a fuller picture of the candidate’s history and typically costs between $80 and $120.

For executive or sensitive positions, screening should be far more robust. In addition to criminal checks, these roles often require federal searches, credit reports, global watchlist searches, and professional reference checks. At $150 to $250+, these packages are more expensive, but the investment makes sense when an employee will have access to financial systems, sensitive data, or company strategy.

The point is simple: not all roles carry the same risk, and neither should their background checks. Tailoring your approach saves money while protecting the business.

4. Understanding Pass-Through Fees

One of the most misunderstood aspects of background check pricing is pass-through fees. These are not “hidden fees” — they’re legitimate third-party charges that screening firms must pay to access records or complete certain searches. Because they depend on the jurisdictions or institutions being checked, they aren’t known in advance.

Examples include:

• Court access fees charged by county courthouses.

• DMV charges for motor vehicle records.

• University or employer verification fees.

• Laboratory fees for drug testing.

Pass-through fees matter because they ensure transparency and that you’re not overpaying for services you don’t need.  If your screening partner explains that a report may include pass-through fees, that’s a sign of honesty, not a red flag.

5. Why “Cheap” Isn’t Always Better

It can be tempting to choose a vendor that advertises “instant background checks” for under $20. The appeal is obvious: low cost, fast results, and seemingly complete information. But background screening is not as simple as typing a name into Google or tapping into one central government database.

In reality, employment background checks are heavily regulated. The Consumer Financial Protection Bureau (CFPB) and the Federal Trade Commission (FTC) both provide oversight, and any Consumer Reporting Agency (CRA) conducting employment screening must comply with the Fair Credit Reporting Act (FCRA). On top of that, state and local governments impose their own rules, such as limits on how far back certain records can be reported, or restrictions on the types of records that are even permissible for employment purposes.

This is why the “instant database” model fails employers. Many discount checks rely on incomplete or outdated data that may flag records that are not reportable or legally usable. For example, you might find an arrest from 10 years ago on a free website. But that does not mean there is a reportable court conviction that can be used in an employment decision. Without professional research and legal filtering, using this kind of information could expose your company to discrimination claims or FCRA violations.

Professional CRAs like EDIFY Screening don’t just gather data — they verify it, apply the correct legal reporting rules, and provide you with compliant results. This ensures you have accurate, relevant, and legally defensible information when making hiring decisions.

Today, employers are far better served by paying a little more upfront for reliable, compliant screening. A bad hire or a lawsuit tied to improper background checks can cost far more than the difference between a $20 instant check and a $80 compliant package.

6. Choosing the Right Background Check Partner in 2025

Not all consumer reporting agencies (CRAs) are created equal. Some are better suited to certain employers than others.

Large providers such as HireRight and Checkr are built for high-volume clients. They excel at processing thousands of checks quickly, with a low-touch, automated approach. This model works well for large enterprises with simple, standardized screening needs. But smaller or mid-sized businesses often find these providers inflexible or impersonal.

On the other hand, boutique and mid-market providers, like EDIFY Screening, focus on delivering both compliance and client support. EDIFY combines transparent pricing with pass-through fees, flexible packages tailored to business size and industry, and U.S.-based support teams who understand that every employer has unique needs.

This balance — enterprise-grade technology with small-business responsiveness — makes EDIFY especially valuable for organizations that are growing and need a partner who can adapt with them.

When choosing a partner in 2025, the key is to match your provider to your business model. High-volume, low-touch CRAs are ideal for Fortune 500 companies. Flexible, service-driven CRAs like EDIFY are the right fit for organizations that want personalized attention, scalable packages, and confidence in compliance.

Conclusion

Today, background checks cost anywhere from $20 to $250+, depending on the role and the scope of the search. The real takeaway is that cost alone shouldn’t drive your decision. Employers must understand pass-through fees, design packages that match each role, and select a partner that fits their size, industry, and compliance needs.

At EDIFY Screening, we help businesses of all sizes build compliant, efficient, and cost-effective screening programs. If you’d like more information on how to get started — or if you simply want to better understand what the right background check process looks like for your organization — contact us today. Our team is here to answer your questions and guide you through every step.