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Integras Intelligence
Bringing Clarity and Confidence to Background Screening

Today’s hiring landscape requires more than a standard background check. Employers need reliable, timely, and legally sound information.

That’s where Integras Intelligence steps in.

Led by President Forhad Razzaque and Chief Compliance Officer Anthony Picciano, the company has built a reputation for delivering a smarter, more thoughtful approach to pre employment screening. This approach combines technology with human insight to deliver what clients actually need: clarity.


In a crowded field, many background screening services look the same superficially. However, Razzaque points out that not all checks are created equal.

“People tend to regard background checks as an interchangeable commodity, but they are not,” he says. “We act as a partner rather than a vendor, helping clients understand nuances that others overlook.”

A typical example involves criminal history searches. Most screening companies offer these searches, but the method—whether a quick database lookup, an online court repository query, or an in person courthouse review—can vary widely in quality, turnaround time, and price. Integras explains these differences and guides clients toward the right balance of speed and thoroughness to achieve their goals. Depending on the purpose of the check, compliance considerations may also come into play.

This hands on approach has helped Integras stand out in an industry where cost cutting often leads to corner cutting. Many companies do not realize their vendor is taking shortcuts until something goes wrong. One client, for instance, came to Integras after growing frustrated with a previous provider. Not only was the customer service poor, but the background checks also failed to meet Fair Credit Reporting Act (FCRA) requirements, which represented a serious oversight and potential liability.

  • We operate as a partner rather than a vendor, helping clients understand the nuances that others overlook


The Integras team reviewed the client’s process and discovered that previous searches had excluded federal criminal records. Adding those records and bringing procedures into compliance produced an immediate difference. The first set of updated reports revealed new, actionable information that the client had never seen before. A slight price increased yielded immense value: instead of “checking boxes,” the client made smarter, safer hiring decisions.

Not every transition goes smoothly. Razzaque recalls initial resistance from clients who were reluctant to change a system they believed to be working. He argues that this temporary discomfort is minor compared to the pain of discovering a serious problem months later—one that better screening could have prevented.

At its core, Integras offers peace of mind. Whether a small business hires its first employee or a global firm onboards hundreds, the goal remains the same: to provide accurate, timely information that complies with all relevant laws and gives clients the confidence to move forward.

Today, Integras Intelligence offers a comprehensive range of services in addition to employment background checks: due diligence, social media monitoring, threat assessments, executive protection, security consulting, technical surveillance countermeasures(TSCM), private investigations, and international investigations.

As the company grows, Integras continues to maintain operational efficiency to ensure competitive pricing while upholding strict quality standards. Educating the market remains another priority. By helping clients learn what to look for and why it matters, Integras leads with clarity and conviction in a high-stakes industry where shortcuts are common.

Deep Dive

Choosing Pre-Employment Screening That Supports Better Decisions

A pre-employment screening program can lose value long before a report reaches a hiring manager. Records may be incomplete or outdated, and similar findings can carry different weight depending on the role or jurisdiction. The buying decision, therefore, turns less on access to data and more on how information is gathered and verified.  Accuracy deserves close scrutiny because screening sources do not produce uniform results. Search depth and record-matching practices can vary even when two reports look similar at first glance. Executives should examine how a provider handles conflicting information and how questionable matches are reviewed. Older records deserve separate scrutiny before appearing in a decision file. A fast report has limited usefulness if the employer still has to question what the result means.  Context matters just as much as retrieval. Screening requirements can change depending on job responsibilities and risk tolerance. Some employers also need continuing checks after hire. A provider should be able to shape the scope of screening around the decision being made instead of treating every request as interchangeable. Human review becomes especially useful when a result needs explanation rather than simple delivery, particularly when a record may be technically accurate but easy to misread without supporting context.  The technology layer should support that judgment without becoming the whole service. Large employers often need screening to fit inside existing hiring systems and move without unnecessary handoffs. Integration with applicant tracking or HR systems can reduce duplicate work, while secure administration matters when sensitive candidate information moves between systems. Buyers should still look beyond interface convenience. Software can accelerate searches and route reports, but it does not resolve every ambiguous finding or determine how much weight a result should carry.  Compliance adds another source of exposure. Employment screening decisions can trigger federal requirements under the Fair Credit Reporting Act. State or local rules may alter the process further. Documentation must support the steps an employer takes when a consumer report affects a hiring decision, so a provider’s usefulness extends beyond report delivery. Buyers need enough guidance to recognize where additional review is warranted and where process requirements may change the next step.  “Integras Intelligence’s value lies in making screening information easier to use responsibly, not merely faster to obtain.” Service design also deserves attention because screening rarely operates as a series of isolated transactions. Hiring volume can shift and role requirements can differ. Questions may arise after a report is delivered, while jurisdictional rules can also change the process. A provider that understands the employer’s broader screening program can apply a more consistent method without forcing every request into the same template. The result is a clearer division between what the technology can process quickly and what still requires experienced judgment.  Integras Intelligence fits this buying logic closely. It combines a secure screening platform with human analyst review and supports pre-employment as well as ongoing screening. Integration is available for most applicant tracking systems and HR information systems, helping place screening inside existing hiring workflows. Integras Intelligence also brings compliance awareness and client-specific screening design into the engagement, giving employers a clearer basis for interpreting results and managing documentation. Its value lies in making screening information easier to use responsibly, not merely faster to obtain. For employers that value careful review alongside integrated screening administration, Integras Intelligence merits close consideration.  ...Read more
Top Pre Employment Screening Service 2025

Company
Integras Intelligence

Management
Forhad Razzaque, President

Description
Integras Intelligence has built a reputation for offering a smarter, more thoughtful approach to pre-employment screening—one that combines technology with human insight to deliver what clients actually need: clarity.