No fee unless we win|Helping people nationwide|The company that broke the law pays our fees
Mon–Fri 8:30–6 CT · Online review 24/7
Free case review(888) 498-9533Start My Review

Cisive · Employment background checks

Cisive background check cost you a job?

Cisive screens job applicants for employers in healthcare, transportation, financial services and other regulated industries, and owns brands including PreCheck and IntelliCorp. If a Cisive report showed a record that isn't yours or shouldn't be there, the Fair Credit Reporting Act gives you the right to dispute it and, in the right case, to sue.

See If I Have a CaseCall or Text (888) 498-9533

Who Cisive is and who relies on its reports

Cisive is a background screening company based in Holtsville, New York, and founded in 1977. It focuses on regulated, risk-sensitive industries: its website lists healthcare, healthcare education, transportation, financial services, and tech and business services. Its services include background checks, drug and occupational health screening, ongoing post-hire screening, electronic I-9 and executive investigations. The CFPB’s list of consumer reporting companies describes Cisive as providing background screening and post-hire monitoring services.

Cisive has grown by acquisition. It owns PreCheck, which screens for hospitals, clinics and healthcare schools, and Driver iQ, which screens commercial drivers. In March 2020 it bought IntelliCorp Records, Inc. from Verisk, and IntelliCorp’s website now says it is a Cisive business (see our IntelliCorp guide). Private equity firm GTCR announced in November 2021 that it had agreed to acquire Cisive.

Because Cisive runs several brands, the first step in any dispute is figuring out which name is on your report.

Why Cisive reports go wrong

Most background check errors come from two places: matching and stale data.

Matching. Court records often show only a name and birth year. If a screener ties a record to you without checking a full date of birth or other identifiers, someone else’s case can land on your report. The CFPB said in a 2021 advisory opinion that name-only matching is not a reasonable procedure, but it withdrew that opinion in May 2025. The FCRA’s accuracy requirement did not change.

Stale data. Screening companies often rely on court data they have stored. If it is not refreshed, a dismissed case can appear without its outcome, and a sealed or expunged case can keep showing up after a court cleared it.

Ongoing monitoring adds another risk. A post-hire alert based on a bad match can cost you a job you already have.

Errors that show up on Cisive reports

  • Wrong-person records. A case belonging to someone with a similar name or birth date.
  • Sealed or expunged cases. A record a court cleared still appears.
  • Missing outcomes. A charge listed without its dismissal or final disposition.
  • Duplicates. One case reported several times.
  • Verification problems. Prior jobs reported wrong, or left incomplete when an employer did not respond.
  • Monitoring and driving errors. Alerts or driving records that belong to someone else.

How to dispute Cisive

  1. Check the brand. If your report or adverse action notice names PreCheck or IntelliCorp, use that brand’s dispute process. If it names Cisive, follow these steps.
  2. Get your report. Use Cisive’s online request form. Its candidate support page says only completed reports can be requested, and that sending several requests by email, phone and form may slow processing.
  3. File the dispute. Cisive’s support page lists four ways: online through the dispute tab of its support page; the Dispute Hotline at 1-800-203-1654 or 1-855-881-0716; email to [email protected]; or mail to Cisive Dispute Team, 8707 Commerce Drive, Easton, MD 21601.
  4. Be specific and attach proof. Identify each wrong entry and why it is wrong. Attach court dispositions, sealing or expunction orders, your ID, or proof that a record belongs to someone else.
  5. Tell the employer. Let it know you have disputed and ask it to hold its decision.
  6. Track the 30 days. Cisive’s support page notes that the FCRA requires a reinvestigation at no cost within 30 days (15 U.S.C. § 1681i(a)(1)).
  7. Keep everything. The report, your dispute, notices and every response.

How to contact Cisive

Your rights under the FCRA

  • Accuracy (§ 1681e(b)). Cisive must follow reasonable procedures to assure maximum possible accuracy of what it reports.
  • Public records for employment (§ 1681k). When Cisive reports adverse public-record information for employment, it must either notify you at the time or maintain strict procedures to make sure the information is complete and up to date.
  • Pre-adverse action notice (§ 1681b(b)(3)). Before an employer takes adverse action based on a report, it generally must give you a copy and a summary of your rights.
  • Reinvestigation (§ 1681i). Cisive must reasonably reinvestigate disputed information and correct or delete what is inaccurate, incomplete or unverifiable.
  • Reporting time limits (§ 1681c). Arrest records and other adverse non-conviction information generally cannot be reported after seven years.
  • Your file (§ 1681g). You have the right to see the information in your file and its sources.

Can you sue Cisive?

Yes, when the facts support it. You may have an FCRA claim if Cisive reported someone else’s record, a cleared case or an outdated record without reasonable procedures to prevent it, or if it did not fix the error after you disputed.

If the violation was negligent, you may recover actual damages, such as lost wages, a lost job offer and emotional distress, plus attorney’s fees and costs (15 U.S.C. § 1681o). If it was willful, you may recover actual damages or statutory damages of $100 to $1,000, punitive damages, and fees and costs (§ 1681n). A lawsuit generally must be filed within two years after you discover the violation and within five years after it occurred (§ 1681p).

Make sure the right company is named. A report prepared under the PreCheck or IntelliCorp name may involve a different legal entity than Cisive itself, and a lawyer can sort that out from your report.

FCRA Attorneys handles these cases on contingency. No fee unless we win.

Get a free case review

If a Cisive report cost you a job or an offer, save the report, the notices and your dispute, and request a free case review. FCRA Attorneys has offices in Dallas, Houston, Chicago, Los Angeles and Atlanta, and files FCRA cases in federal court nationwide, directly or with local counsel.

Questions about suing Cisive

Can I sue Cisive?

Yes, if the facts support it. Cisive prepares background reports for employers, so it is a consumer reporting agency under the FCRA. You may have a claim if it reported inaccurate or outdated information without reasonable procedures to assure accuracy, or failed to reasonably reinvestigate your dispute.

My report says PreCheck or IntelliCorp. Is that Cisive?

Yes. Cisive operates PreCheck for healthcare screening and Driver iQ for transportation screening, and IntelliCorp's website says it is a Cisive business. Each brand has its own dispute channels, so dispute with the brand named on your report. See our PreCheck and IntelliCorp guides.

Who owns Cisive?

GTCR, a private equity firm, announced in November 2021 that it had agreed to acquire Cisive. Cisive is based in Holtsville, New York. Ownership does not change your rights under the FCRA.

What does it cost to bring a case?

Nothing out of pocket. FCRA Attorneys works on contingency, with no fee unless we win, and the FCRA lets a successful consumer recover attorney's fees and costs from the company.

Related reading

Sources

Updated November 2026. This page is general information, not legal advice.

More company guides

Other companies we sue

Employment & gig-work background checksCheckrCheckr runs background checks for employers and gig platforms, including Uber and Lyft. If a Checkr report pinned someone else's record on you or reported something it shouldn't have, the Fair Credit Reporting Act gives you the right to fight back.Employment background checksSterlingSterling, now part of First Advantage, screens job candidates for employers. If its report tied you to someone else's record or reported something too old or incomplete, the Fair Credit Reporting Act gives you the right to sue.Employment background checksHireRightHireRight screens job applicants and gig workers for employers around the world. If its report showed a record that isn't yours, isn't current or shouldn't be there, the Fair Credit Reporting Act lets you sue.Employment background checksFirst AdvantageFirst Advantage is one of the largest employment background screening companies, and since late 2024 it also owns Sterling. If its report got you wrong, the Fair Credit Reporting Act lets you dispute it and, when the company fails you, sue.Employment background checksGoodHireGoodHire runs employment background checks for small businesses. If your GoodHire report was wrong and cost you a job, the Fair Credit Reporting Act gives you the right to sue.Employment background checksAccurate BackgroundAccurate Background prepares employment background checks covering criminal records, driving records, drug tests and employment verification. If its report about you was wrong, the Fair Credit Reporting Act gives you the right to sue.

No fee unless we win

The company that broke the law pays our fees.

Start My Free ReviewCall or Text (888) 498-9533
CallTextFree Review