Use the company named on your screening invitation
If your invitation or report identifies Accurate or AccurateNow, start from Accurate’s candidate support page and the reference on that order. This page is independent guidance: RecordsLookupVG is not Accurate, does not hold its orders and cannot supply candidate login credentials. Do not purchase another report to check the status of the first one.
Match the question to the person who can answer
| Your issue | Contact route | Specific request |
|---|---|---|
| Invitation or missing order | Requesting employer, then verified Accurate support | Confirm the screening company and whether an order was placed for your application. |
| Pending screening | Accurate candidate support | Give the reference and ask what remains outstanding or whether information is missing. |
| Incorrect or incomplete entry | Accurate dispute channel | Identify the entry and supporting record; ask for a dispute receipt/reference. |
| Report complete but application pending | Employer or other requester | Confirm receipt of the report and ask about the separate decision stage. |
Build a dispute around the actual reported entry
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01
Obtain the relevant report
Use your order’s authenticated route. Mark the specific name, event, date or outcome you believe is inaccurate; “my check is wrong” does not identify the disputed item.
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02
Submit evidence to the company
Accurate describes disputes as free and says reinvestigation may take up to 30 days depending on the issue. Provide copies of supporting documents through its verified channel and retain the receipt date.
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03
Review the response
Compare the revised report with the disputed item. If the correction affects a pending application, tell the requester and ask whether it received the updated report.
Provider process checked September 29, 2026. The stated dispute period is not a promise that an initial screening or hiring decision takes 30 days.
A completed report is not a hiring approval
FTC applicant guidance distinguishes the report supplier from the employer making the decision. For a report-based unfavorable employment action, review the report and rights notices you receive. Ask the employer about the decision and the screening company about errors; sending only a status inquiry may leave a dispute unresolved.