The role
Neon Link places experienced verifications specialists with US background screening companies and consumer reporting agencies. You'll call employers, HR and payroll teams, school registrars and references to confirm employment dates, job titles, degrees and reference feedback for the background checks those companies run. You'll run verifications through The Work Number and the National Student Clearinghouse when an employer or school sends requests there, send written requests with the applicant's signed authorization when a call won't close a case, and log every attempt in the client's screening platform.
Most of the job is polite, organized persistence: the right contact, the right question and the right follow-up until the case closes.
It matters because a verification goes straight into a report that helps decide whether someone gets a job, so one wrong date or an assumed degree can cost an honest applicant an offer or let a false claim through. Everything you handle is part of a consumer report under the Fair Credit Reporting Act, the US law that requires screening companies to follow reasonable procedures for accurate reports and lets applicants dispute anything that's wrong, so what you log has to be exactly what the source told you, nothing rounded and nothing assumed. People do well here when they sound confident on an unfamiliar phone line, document while they talk and don't take a slow responder personally.
Day to day you'll take direction from the client's verifications team lead, as part of their team, with Neon Link behind you. Before your first live case you're trained on the client's screening platform, verification sources, attempt cadence and FCRA procedures.
What you'll do
- Call employers, HR and payroll offices, school registrars and the references on each case to verify employment dates, job titles, degrees, majors and graduation dates, and reference feedback
- Find the right contact yourself: look up the employer's or school's main number and verification process instead of relying only on the number the applicant supplied, and note where every number came from
- Run verifications through The Work Number, Truework and the National Student Clearinghouse when the employer or school routes requests there, and flag any third party verification fee for the client's approval before you order it
- Send verification requests with the applicant's signed authorization by email, fax or the employer's own portal when a call won't close the case, and chase each one on the client's attempt cadence
- Record exactly what the source confirmed: dates, titles, degree, rehire eligibility and the name and title of the person who gave it, and never fill a gap with what the applicant wrote on the application
- Interview professional references with the client's question set, write their answers in their own words, and skip anything the client's rules put off limits, such as pay history in the states and cities that ban asking for it
- Compare what you confirmed against what the applicant claimed, and escalate discrepancies, refusals, closed schools, unaccredited schools and possible diploma mills or fake references with the facts already gathered
- Take callbacks from HR desks and references returning your messages, and route any applicant dispute or question to the client's FCRA process instead of answering it yourself
- Close each case as verified, unable to verify or escalated under the client's rules, with every attempt dated and described in the screening platform, such as TazWorks or Accio Data, so anyone can see what was tried, when and with whom
- Send the team lead a short end of shift note on what closed, what's waiting on a source and what needs a client decision
- Verifications logged exactly as the source gave them, confirmed by the client's quality audits
- A steady pace of attempts and closed verifications once you're through training, measured against targets set with the client
- A prompt first attempt on every new case and follow-ups on the client's cadence after that, with anything that won't close inside the client's turnaround window escalated with a reason instead of left open
- Case notes complete enough that anyone on the team can pick up a file without calling the same contact twice
What you bring
- 1 or more years verifying employment, education or references for a US background screening company or consumer reporting agency, or 2 or more years of outbound calls on a US account where what you logged was audited for accuracy, such as collections or insurance verification
- Inbound customer service or sales calls alone don't count for this role, and neither does background investigation for Philippine employers, which runs on different laws and sources
- Comfortable making 40 or more outbound calls a day, and professional and patient with gatekeepers, voicemail and people who are slow to respond
- Hands-on with The Work Number or the National Student Clearinghouse, or quick to learn them in training; at home in a screening platform, Google Workspace and Microsoft Office, and able to work across several windows and browser tabs at once
- Type at least 45 words per minute accurately, with the discipline to write what you heard rather than what you expected to hear
- Working knowledge of how US verifications run: the applicant's signed authorization, why some schools and employers want that release before they confirm anything, rehire eligibility, and the FCRA basics of accuracy, disputes and why a verifier reports facts and never decides who gets hired
- Careful with applicant data: you understand that every verification becomes part of a consumer report, you ask only what the client's request covers, you don't copy applicant names, birth dates, Social Security numbers or authorization forms onto personal devices or paper, and you'll sign a confidentiality agreement and pass a background check, including a current NBI clearance
- Clear, confident spoken English for calls with US HR desks, payroll offices, registrars and references, and clear written English for verification requests, emails and case notes
- Able to work US business hours, a night shift that starts between 8pm and 1am Philippine time depending on the client's US time zone and the time of year, and to hold that schedule long term, since US HR desks and registrars only pick up during their own business hours
- Education: any bachelor's degree preferred, not required; relevant experience matters more
- Professional license and certification checks with US state boards, or international education and employment verifications
- HR, recruiting or staffing experience, so you know how an HR desk thinks
- Time on a team that handled FCRA disputes, so you know why every attempt has to be logged
- Conversational Spanish for references and employers who prefer it
- Excel or Google Sheets past the basics, for tracking open cases by age
Work setup
- Your own Windows 10 or 11 computer with a Core i5 or Ryzen 5 and 8 GB of RAM or more that runs the client's tools, plus a webcam and a noise canceling headset
- Fiber internet of at least 25 Mbps with a mobile data or second provider backup
- A UPS or generator so a brownout doesn't end your shift
- A quiet, private workspace with no background noise on a live call, where an applicant's personal details can't be seen or overheard
- Tell us your city and province when you apply; we hire across regions, so one storm or outage doesn't hit everyone at once
You'll do well here if
Questions applicants ask
- Is this job work from home?
- Yes. Remote, work from home, anywhere in the Philippines, no night commute.
- How much does it pay?
- PHP 34,000 to 42,000 a month (about PHP 202 to 250 an hour). About USD 540 to 670 a month at today's exchange rate. The rate already covers night hours. Pay is in Philippine pesos (PHP).
- What are the working hours?
- Monday to Friday, US business hours (night shift in the Philippines), weekends off; exact shift set with the client.
- When would I start?
- Hiring now.
- How do I apply?
- Use the form on this page: your resume, a few questions about this role, your expected pay and a short voice introduction you record on the page. A person reads every application.
- Does Neon Link charge a fee to apply?
- No. Neon Link never charges a fee to apply, test, train or start, and only contacts applicants from neonlink.ai email addresses.