HireRight Background check- Client review required
Accepted an offer contingent to successful background check. Sent all information and documents to HireRight on 11/25 and HireRight yellow flagged 4 of the sections and put them under Client Review Required for my Employer review on 12/03.
2 of the flags were reviewed and passed on the same date. however, the other two still shows "client review required" under Adjudication 3.0.
Both of these are for Global criminal searches and under HireRight comments it says "Closed - Search Not Performed "since id id not reside in those locations
What can i expect? Do companies take this long to review the background check reports and finalize them? There has been no communication from the HR and recruiter team ever since the BCG check has been running.
Jobadvisor
That sounds like a very frustrating and anxiety-inducing waiting game. It's completely understandable why you are concerned about the status and the lack of communication.
Here is a breakdown of what you can likely expect regarding the "Client Review Required" status for the Global Criminal Searches:
🔍 Understanding "Client Review Required" and "Closed - Search Not Performed"
"Closed - Search Not Performed" (Global Criminal Searches):
This comment strongly suggests that HireRight was unable to or did not need to run the international criminal check for those specific locations because your residency information didn't match the search criteria.
In your case, this is generally a good sign. It means that the check was closed out because you did not live there, not because a negative record was found. HireRight is merely documenting why the required check was not completed as originally ordered.
The "Client Review Required" flag is likely there because this particular status (a search being skipped) still needs to be manually reviewed and signed off by your prospective employer (the "Client") to ensure they are comfortable with the reason why the search wasn't performed, even if the reason is benign.
"Client Review Required" (Overall):
This status means the report is complete from HireRight's side and has been sent to the employer's HR or security/compliance team for a final decision, known as adjudication.
It is common for any "yellow flag" or situation that isn't a perfect "Meets Company Standards" (like a skipped search or a minor discrepancy) to automatically trigger this review step.
⏳ What to Expect for the Review Timeline
Companies' internal review processes can vary widely, which explains the delay you're experiencing.
| Timeline Element | Typical Range | Your Situation |
| HireRight Completion | 5 to 10 business days | Completed and sent to client on 12/03 (about 6 business days after submission on 11/25). This part is fast. |
| Client Review / Adjudication | 3 to 10 business days (or more) | The time from 12/03 until now (Dec 10) is roughly 5 business days. This can be the longest and least predictable part of the process, as it depends entirely on your employer's internal HR/Compliance team's workload and priority queue. |
| Factors for Delay | Volume of checks, internal team size, holidays (especially around year-end). | The beginning of December can be a busy time for HR teams wrapping up year-end processes. A week is not an excessively long time for this final review, although it feels like it when you're waiting. |
In short: Yes, companies can take this long to review the final report. The process is now entirely on your employer's side.
💡 Recommended Next Steps
Since it has been about 7 calendar days (5 business days) since the report went to "Client Review Required" on 12/03, a polite follow-up is appropriate and recommended, especially given the lack of communication.
1. Draft a Professional Email
Send an email to your Recruiter (they are usually the primary point of contact for this phase) and ask for a status update.
Keep it brief, professional, and non-demanding.
Focus on confirming if anything is needed from you.
Subject: Quick Follow-up: Background Check Status - [Your Name]
Body:
Dear [Recruiter's Name],
I hope this email finds you well.
I'm writing to follow up on the status of my contingent offer. I saw that the HireRight report was marked as complete and sent to your team for client review on December 3rd.
Could you please confirm if the review is still in progress, and if there is any additional information or action required from my side to help expedite the final steps?
I am very much looking forward to my start date. Thank you for your continued assistance.
Best regards,
[Your Name]
2. Wait a few days.
Give them a couple of business days to respond. If you don't hear back, you can send one final, very brief email or make a polite phone call.
The fact that the two remaining flags are likely benign clerical issues ("Closed - Search Not Performed") is very positive. The delay is almost certainly administrative, not an issue with your background itself.
Workplace Sexual Harassment Not Handled Well
Wife started a new retail job a few weeks ago with a class of trainees. She was sexually harassed by a fellow trainee (Male) in the bathroom while at work, and reported it to her manager. Male has also made numerous other off color remarks to her when other people are not around. Management said they would handle it, and when she got into work after the weekend they sat her and her harasser down, and asked her to tell them what happened again. M denied he said anything, and proceeded to tell them I had threatened him made him feel unsafe (I shopped there one time before all this, said hi to him during checkout, and left).
Management told them both they needed to watch what they said and to work together to create a safe environment for each other. Because the incident occured in the bathroom, no cameras or audio are available so it's a he said/she said. No schedule changes were made (they're on the same shift at the same location) and no other action was taken.
This seems wrong, and my wife is terrified to go to work. What recourse is available?
Jobadvisor
This is an unacceptable and frankly dangerous situation for your wife. Her employer's response was inadequate and potentially illegal, as they have a legal duty to investigate and take prompt, effective corrective action to stop the harassment and prevent retaliation. The fact that they made no scheduling changes and instead told the victim and the alleged harasser to "work together to create a safe environment" is a clear failure to act.
Here is a breakdown of the recourse available to your wife, starting with the immediate steps she should take.
📝 Immediate Action Steps (Document Everything)
In a "he said/she said" situation, documentation of the events and the employer's poor response is the strongest evidence available. Your wife should do the following immediately:
Create a Detailed Log of All Incidents:
The initial incident: Date, time, location (bathroom), exactly what was said/done.
Prior incidents: Date, time, location, and exactly what the male trainee said ("numerous other off color remarks").
The reporting: Date (a few weeks ago), time, and to whom she reported it (manager's name).
The "investigation" meeting: Date (after the weekend), who was present, exactly what was said by her, the harasser (the false threat claim), and management ("watch what they said," "work together to create a safe environment").
The current impact: Document how the company's inaction makes her feel (terrified, hostile work environment).
Formal Written Complaint (Crucial Step):
Who to send it to: This needs to go to a higher authority than the direct manager, ideally Human Resources (HR) and/or the highest level of management listed in the employee handbook.
What to include: State clearly that she is filing a formal complaint of sexual harassment and that she believes the company's initial response was inadequate because the harasser was not disciplined, no safety measures were put in place (like schedule changes), and she is forced to continue working alongside him.
The Retaliation Element: She must also document the harasser's claim that you threatened him. This is a classic tactic known as retaliation (though in this case, a false report of a threat) used to discredit the victim. This is now a retaliatory hostile work environment which the company must address.
Keep a copy: The email or letter must be sent from a personal email account and a copy kept off-site.
Check Company Policy:
Review the employee handbook for the company's anti-harassment policy and complaint procedures. Note any steps the company failed to follow.
🏛️ External Legal Recourse
If the company fails to take prompt, effective action after receiving her formal written complaint (e.g., separating her from the harasser), she has legal recourse through government agencies.
1. File a Charge with the EEOC
The Equal Employment Opportunity Commission (EEOC) is the federal agency that enforces laws prohibiting sexual harassment.
Hostile Work Environment: Based on your description, the combination of the bathroom incident, the repeated off-color remarks, and the company's failure to separate the two employees and deal with the harassment has created a Hostile Work Environment.
Employer Liability: An employer can be held legally liable if they knew, or should have known, about the harassment and failed to take prompt and appropriate corrective action. The company's response ("work together," no schedule changes) falls well short of "prompt and appropriate."
Time Limit: There are strict deadlines. In most states, your wife has 180 calendar days from the date of the most recent incident to file a "Charge of Discrimination" with the EEOC. This period is extended to 300 days if there is a state or local anti-discrimination agency that enforces an equivalent law.
Process: She can submit an online inquiry through the EEOC Public Portal to begin the process.
2. Contact an Employment Lawyer
It is highly recommended to consult with an attorney specializing in employment law as soon as possible.
Legal Guidance: An attorney can assess her case, guide her on what evidence to collect, and advise her on the best path forward (filing an EEOC claim, filing a lawsuit, etc.).
"He Said/She Said" Cases: While direct witnesses help, an attorney knows how to use circumstantial evidence (the multiple other remarks, the harasser's immediate and suspicious counter-claim, the company's inadequate response) to build a case based on the "balance of probabilities"—that it is more likely than not that the harassment occurred.
⚠️ A Note on Quitting
Tell your wife to avoid quitting her job immediately if she intends to pursue a legal claim. Quitting can sometimes complicate a potential legal case, though if the environment becomes truly unbearable due to the company's failures, it may be considered "Constructive Discharge." However, the safest step is to consult with an attorney before resigning.
What are my job options as a 27 year old highschool dropout and only 2.7 years of work experience (part time) and Ive never learned to drive
I'll make this short but I'm autistic and I have ADHD, clinical depression (treatment resistant) generalized anxiety with some issues with my body (pain in my hip/shoulder) I don't rly leave my house unless it's a doctors appointment or I absolutely need to (anxiety) I dropped out when I was 16 and I was a shut in after that for 7 years ish until I was 22 and tried working in fast food. I can't work in retail or fast food it makes me feel unbearably miserable and I can't handle it especially with how many people I had to be around and how fast paced it was and how I was expected to socialize. I've been seeing two mental health providers for 4 years each and I've been on countless meds and nothing has worked ..I need a job where I'm not dealing with people that isn't hard on me emotionally or physically that is ok with me not driving and being a highschool dropout 😅 please don't suggest customer service I just can't handle that
Jobadvisor
This is a thoughtful and honest self-assessment of your needs and limitations. It takes a lot of strength to look for options while managing the challenges you've described. Given your specific situation—high school dropout, limited part-time experience, not driving, anxiety, physical limitations, and a strong preference for minimal social interaction and low emotional/physical stress—the best path will likely involve remote work, data entry, or specific production/labor jobs that are highly structured and solitary.
Here are some job categories and specific roles that might be a good fit, keeping your constraints in mind:
🏡 Remote & Low-Interaction Roles (Ideal for Anxiety)
These roles allow you to work from home, eliminating the stress of commuting (especially without driving) and most in-person social interaction.
| Job Category | Specific Roles | Why it's a good fit for you |
| Data & Clerical | Data Entry Specialist | Minimal social interaction; highly structured and repetitive (can be good for ADHD/autism); typically high school diploma isn't required, only typing speed and accuracy. |
| Transcription/Captioning | General Transcriber | Solitary work; requires high attention to detail and good hearing/typing; you listen to audio/video and type it out. Training often provided. |
| Search Engine Rater/Ads Quality Rater | Online Task/Micro-task Worker | Involves evaluating the quality and relevance of search engine results or advertisements. Highly analytical and solitary, and often part-time/flexible. |
| Virtual Mail Sorting | Digital Mailroom Processor | You open, scan, and sort digital mail for companies. Very repetitive, structured, and no customer contact. |
| Bookkeeping/Accounting Clerk (Entry-Level) | Bookkeeping Assistant | If you enjoy working with numbers, many firms hire remote, entry-level help to categorize transactions. Highly structured and logical. |
Next Steps for Remote Work: Look on job sites like Indeed, LinkedIn, or FlexJobs and use keywords like "Remote," "Entry-Level," "Data Entry," "Transcription," and "No Experience."
🏭 Structured & Solitary Local Roles (If you can commute via public transit/rideshare)
If you are willing to leave the house but need to avoid people and fast-paced environments, you can look for roles that involve working alone or on a production line where socialization is not required.
| Job Category | Specific Roles | Why it's a good fit for you |
| Warehouse/Fulfillment | Night Shift Stocker | Crucial: Night shifts are slower and have far fewer people. Stocking/inventory is repetitive, structured, and involves minimal social interaction. |
| Janitorial/Cleaning | Office Building Cleaner (Night/Weekend) | You work when the building is empty; no customer interaction; physically demanding but often structured (a routine route/checklist); requires minimal driving (may need to be close to public transit). |
| Manufacturing/Production | Assembler/Product Tester (Line Work) | Repetitive task on an assembly line. Focus is on the task, not socializing. Good structure and clear expectations. |
| Animal Care | Kennel Technician/Pet Sitter (Solo Jobs) | Focusing on animal care (cleaning kennels, feeding) can be very solitary and rewarding. Often minimal interaction with owners outside of drop-off/pick-up. |
Physical Constraint Note: For warehouse, janitorial, or production jobs, you must be honest with yourself about your hip/shoulder pain. Look specifically for light-duty assembly or roles that are seated/stationary whenever possible.
✅ Addressing Your Constraints
High School Dropout: The roles listed above (especially Data Entry and production work) often prioritize a successful completion of a short skills test over formal education. Focus on showcasing your typing speed, accuracy, reliability, and attention to detail on your resume.
Limited Experience: Highlight the skills you used in your 2.7 years of part-time work, even if it was fast food. Emphasize punctuality, following directions, working under pressure (even though it was stressful, it shows capability), and speed/accuracy in your previous role.
No Driving: Remote work is the absolute best solution. If local, you must check public transit routes very carefully or calculate the cost of rideshare services to ensure the job is financially viable.
💡 The Best First Step: Skill Building
Given your strong preference for solitary, structured work, taking a few weeks to build a valuable, certifiable skill for remote work will significantly open doors.
Practice Typing: Aim for 60 WPM (words per minute) or more.
Take a Free Online Course: Look for courses on sites like Coursera, edX, or even YouTube that offer training in Basic Bookkeeping, Microsoft Excel, or Medical/Legal Transcription.
Create a Resume: Frame your 2.7 years of experience and your new skills/courses to match the job descriptions for Data Entry or Remote Rater roles.