The location of Washington state's second-largest city, Spokane County, is home to approximately 530,000 people. Nearby counties include Lincoln, Pend Oreille, Stevens, Whitman in Washington, Benewah, Bonner, and Kootenai counties in Idaho. Notable area employers include Spokane Public Schools, Amazon, and Walmart.

 With a diverse economy that still includes manufacturing elements alongside new high-tech service jobs, Spokane County remains a vibrant commercial hub for the state and continues growing at a steady pace. With that growth has come a vibrant job market filled with educated and talented individuals that many companies might wish to hire. However, despite easier opportunities to field applications, these benefits come with another side: an increased risk of encountering applicants with unsavory backgrounds.

 In regions such as Spokane County, where newcomers arrive consistently, businesses will more frequently encounter applicants with a criminal background. That could mean anything from a minor drug charge from the local police department or a violent felony committed in another state years prior. Employers should exercise their right to choose whom they hire by engaging with a thorough vetting process to fully understand an applicant's suitability.

 A rapid background check service makes it easy to tap into a wide array of digital resources that may contain information on your applicant. By choosing the appropriate services, you can uncover truths that an applicant may try to conceal or avoid mentioning during the hiring process. What does this process look like?

 The best place to begin is with a nationwide search so you can take the broadest look possible – you don't want to miss information about your applicant in far-flung places. After using a national search, you can drill down to more local data as necessary, such as when the national report indicates an open case or a long local rap sheet. Before you can dig into the process of acquiring detailed criminal record information about an applicant, though, be sure to structure your procedure per Washington law.

Like many locales, Washington uses a “ban the box” law to make the hiring process fairer for applicants. Employers cannot deny an individual in Washington on the sole basis of a prior conviction, and you cannot word job advertisements in a way that would dissuade individuals with convictions from applying. Before ordering a background check, employers must conclude that the candidate is “otherwise qualified” for the job.

 After determining suitability, you can confirm your choice to proceed with an applicant by checking their background. Start with the far-reaching US OneSEARCH from This nationwide search includes results from Spokane County and the Washington Admin Office of District Courts. Explore all our data sources using our online coverage map now.

 Using this report, you may find that a candidate has an open or pending court case in your county. While state repositories update frequently, they may not have up-to-the-minute results on court records. For the latest data, order the county-level background check.

Criminal background reports generated by include information from the:

  • Washington Admin Office of District/Municipal Courts – Misdemeanor records from 2015-present
  • Washington Admin Office of Superior Courts – Felony records from 2015-present
  • Washington AOC Superior Court Index – Felony records from 1976-present
  • Washington Sex Offender Registry

These reports can include the subject’s:

  • Name
  • Offense/Charge
  • Sentence
  • Disposition

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