Bullhorn Integration with AccuSourceHR

Yes. AccuSourceHR integrates with Bullhorn through our secure SourceDirect platform. Recruiters can order background checks, drug testing, and verification services from the candidate record and track status without leaving Bullhorn.

Criminal and court records, identity verification, and watch list and database searches. Employment, education, and professional license verification, plus WageSource income verification. Drug and alcohol testing, including instant on-site and oral swab, DOT programs, physicals, and occupational health services. Driving records (MVR), pre-employment credit checks, social media screening, and international screening. I-9 and E-Verify, and continuous monitoring. Packages are configured to your requirements rather than a one-size-fits-all approach.

From the Submissions list, open a candidate and select Background Check to launch AccuSourceHR inside Bullhorn. Choose the company, screening package, and billing information, then submit. The candidate completes disclosures and authorizations online, and status updates on the candidate record.

 Yes. The integration supports both parent and child company structures, so agencies operating multiple brands, divisions, or offices can order screening under the correct entity while keeping billing and reporting aligned. 

Screening status is visible in Bullhorn on the candidate record, where recruiters can expand an order to see service-level status and completion estimates and download or print the final report in a single click.

Yes. We don’t sell one package to every client.  Screening requirements vary by client, not just by role — the same position placed with two different clients may call for two different packages. Programs are built around each of your clients’ requirements and your own hiring process, then pre-configured so recruiters select the right one at the time of order.

Yes. Programs can include professional license verification, sanction and exclusion list checks, vaccinations and titers, physicals, and drug testing, configured to each facility’s requirements. Running all of it through one provider matters here — healthcare placements routinely stall because the background check cleared but the physical, the titers, or the license verification sat with a separate vendor nobody was tracking. One provider means one status to check, one team to call, and one point of accountability for the start date.

Yes. Programs for warehouse, logistics, manufacturing, and skilled trades placements can include criminal records, driving records, instant on-site and oral swab drug testing, and occupational health services. Instant testing matters at this end of the market — a candidate who clears on-site can start the next shift instead of waiting days for a lab panel, which is often the difference between filling the order and losing the worker to another agency. Packages can also be scoped to the role, so a forklift operator and a general laborer aren’t running the same program at the same cost.

A record is not an automatic disqualification. Results are reviewed against the adjudication criteria you or your client define, and the hiring decision stays with you. If you choose not to proceed, AccuSourceHR supports the pre-adverse action notice, the waiting period, and the adverse action notice, with documentation retained for audit.

Our MySource candidate portal is configured by jurisdiction. Based on where a candidate lives and will work, they receive the correct federal, state, and/or local notices, disclosures, and authorizations automatically — no one on your team has to track which form applies where. AccuSourceHR also maintains trackers on ban-the-box, salary history, marijuana, and oral fluid testing legislation so programs stay current as rules change.

Turnaround varies by service, but many screenings are completed within 1 to 3 business days, and we always strive for the fastest turnaround feasible. The integration removes manual steps and provides real-time status updates throughout the process.

Yes. AccuSourceHR scales from single-office agencies to national firms running multi-office, multi-client programs — the same range of businesses that make up Bullhorn’s client base.

PBSA accreditation, NDASA C/TPA accreditation, and SOC 2 Type II security are the baseline — plenty of providers have those. What separates us is what happens after the data comes back. Every report is reviewed by our team before release, because fully automated screening is where mismatched records and missed findings surface, and a staffing firm wears that mistake in front of its client. Our compliance department is attorney-led and in-house, so when a jurisdiction changes its rules you don’t find out from a candidate’s lawyer. And our support team is U.S.-based and FCRA-certified, which means the person answering can actually resolve the issue rather than log it.

Re-screening a known candidate rarely requires repeating what you already ran. Programs can be scoped to what the new assignment or client actually requires — often a refreshed criminal search and whatever that specific client mandates, rather than a full package you’re paying for twice. For candidates you redeploy regularly, continuous monitoring keeps criminal and license status current between assignments, so the information is already there when the next order comes in, and the placement isn’t waiting on a check that could have run weeks ago.

Technology handles the workflow — ordering, data transfer, status, and documentation. Reports themselves are quality-reviewed by our team before release, because automated-only screening is where mismatched records and missed findings tend to surface. Adjudication criteria are yours to define, and the hiring decision stays with you.

Rarely for one dramatic reason. It builds: a report comes back wrong, and a client notices before you do. A candidate sits three days waiting on a check nobody can get a status on. Support sends a ticket number instead of an answer, and the start date doesn’t move for it. A law changes, and no one tells you until a candidate’s attorney does. Firms switch when screening stops being something they can stop thinking about — when it starts costing placements, recruiter hours, and credibility with clients. AccuSourceHR is built to be the part of your process you don’t have to manage.