52% of employment, education, or credential checks reveal a discrepancy in what the subject states and what the reference reports.

We differ from other firms in the field in several important areas: We have no contracts with our clients and there are no minimum report requirements. Clients order what they need, when they need it, and in this way, directly control the cost.

Each client is assigned a Chief Investigator who is responsible for guiding their investigations through our information-gathering channels. Your investigator is always available to you... to answer questions, to receive, and to resolve any issues specific to the candidate.

McAward - Cusanelli Associates Inc. can provide criminal background checks in all 50 states, in all Canadian Provinces, as well as the rest of the world. We provide a wide range of services that can be customized to your needs, including:

  • Pre-Employment Background Investigations
  • Credit & Financial Histories
  • Motor Vehicle Records
  • Skip Tracing
  • Missing Persons
  • Missing Shareholders
  • Asset Searches
  • Forensic Drug Testing

  • New York State Banking Department Backgrounds
  • Criminal & Civil Records
  • Document Verification
  • Due Diligence
  • Trademark, Copyright & Patent Infringements
  • Probate Matters
  • Notary Public

A three day turnaround time is standard. We also provide a two day Rush and “24” hour reporting for an additional charge.

We can also arrange the services of fingerprinting, surveillance, electronic countermeasures-debugging, process service, and executive armed escort-personal security.

Resumé or Application?
Which is better?

In the best of all possible worlds, every candidate would tell the truth about his or her background, and we investigators would be in some other business. Speaking of truth, consider the resumé... it is basically a self-serving instrument which, even if absolutely true, does not contain enough data to provide a clear picture of the candidate.

Dates of employment are almost always vague; providing the month and year or only the years of employment and termination, effectively obscuring the possibility of a hidden employment or a large gap in employment history. Listing employment from 1999 to 2001 can also mean an employment from 11/1999 to 1/2001, reducing an apparent three year employment to a 13 month tenure. Did the candidate lie? Perhaps not, but they didn't tell the whole truth, either.

Many resumés are creative works of fiction. Who can untangle that but a former supervisor, knowledgable about the candidate, who is interviewed by a third party with no stake in the hiring process?

A company application, filled out by the candidate, in addition to the resumé, complete with month and year of employments clearly stated, plus the names and phone numbers of supervisors at each firm, will provide a platform from which the candidate's actual work experience can be judged.