Fama

Fama focuses on a gap traditional background checks leave open. Criminal records, employment verification and credit checks do not capture public posts that celebrate violence, harass colleagues or reveal other behavior an employer would consider disqualifying. Fama reviews observable signals from public online activity to help organizations assess that risk before and during employment.

The platform is deliberately narrow in scope. It looks only at workplace-relevant behavior, and it strips protected class information before results reach a decision-maker, so reviewers work from behavior rather than identity. Out-of-the-box detection covers eight categories of misconduct across more than 30 languages, and the company states its design aligns with EEOC, FCRA, GDPR, PIPEDA and other global standards. Reports are delivered at scale — the company cites more than 45 million reports delivered to over 3,600 employers, recruiters, search firms and brands, and claims 99.5 percent data accuracy.

A newer offering, Fama Lens, moves from category-based screening to policy-based screening. Organizations supply their own policy, Fama experts configure a Lens around it, and each returned result indicates which part of the policy it matched. Fama also integrates with applicant tracking systems and background screening providers, publishes research including a Harvard Business School case study on social media background screening, and serves sectors ranging from executive search and finance to healthcare, higher education, law enforcement and retail.