Kroll Background Screening Reviews

Supervisors and management are not very knowledgeable of the processes taking place within the department. Depending on the department, there is not very much room for advancement. The pay is decent, but not great, and definitely not enough to raise a family on unless you move up into supervisor/management level.

- Kroll operates using assembly line production of background screens. Employees outside of management are trained to do such specific tasks that they are essentially unskilled and cannot carry their experience over to any other job; as well, they generally cannot spot mistakes outside of their area of focus. Thus, Kroll's results are prone to error, and customer service is regularly inundated with calls and e-mail from unhappy clients. Also, most of Kroll's production is done with software from the mid 90s that is slow and criminally inefficient. - As another reviewer writes, office politics plays a huge role in how promotions are handed down. More than a few managers I worked with came into their positions from outside the company because they were personal friends of current managers. Professional growth is much, much more rare at Kroll in this economy than it was prior to ~2004. The company has been shrinking for several years, and you are likely to have your job combined with someone else's with no increase in pay or change in title. - Management tries to steer production to meet unreasonable quotas by spying on employees, squeezing them, and instituting arbitrary process changes without understanding what each employee does and how changes in policy will effect their work. Suggestions by employees generally fall on deaf ears. - Kroll Background Screening has two policies in effect for all employees of which you should be aware: 1. Managers, supervisors, and Human Resources cannot discuss former employees, other than to verify their job titles and dates of employment. They will not acknowledge any of your duties or accomplishments to your future potential employers who may call to inquire about you. Regardless of how awesome you are, they cannot recommend you externally. 2. You must sign a non-compete contract at the beginning of your employment that includes not communicating with current employees for 1 year after your employment ends. Everyone receives a strongly worded reminder of this policy after they leave (but nobody actually adheres to the policy, because it's ridiculous and intrusive.)