MyEmployment turns routine employment verification into a differentiated HealthTrust member program. Participating members gain a new revenue opportunity and less administrative work. Employees are notified of each request and can deny it.
No HealthTrust payroll integration. No network-wide mandate. MyEmployment works directly with each participating member.
The offer is simple enough to understand in one conversation and strong enough to justify member diligence.
Offer members a new capability that combines performance improvement with an employee-facing benefit.
Modernize employment verification without replacing the member's HRIS or paying a platform fee.
Employees gain visibility when employment information is requested during major life events.
HealthTrust selects the audience and presents MyEmployment as an optional member opportunity through agreed channels.
MyEmployment models potential economics, explains the employee experience, and addresses HR, finance, legal and security questions.
The participating member approves its own integration and policies. Its existing verification process remains active until launch.
Credentialed verifiers pay for completed requests. Revenue, member activity and program performance are reported under the agreed structure.
Every member's opportunity comes from the same three inputs. Two are fixed. The third is the member's own headcount, which HealthTrust and each member know better than anyone.
The member's current workforce. It is the only input that changes from one member to the next.
The rate on a normal employee base, based on Robert Mather's 30 years in employment verification. It runs above one because former employees keep generating requests after they leave: a mortgage, a lease, a benefits application, a new job. Former employees are part of the math. Any member can replace the rate with its actual annual volume, which its current vendor can report.
The MyEmployment price for a standard employment verification. Income verifications are $69. Using $59 throughout keeps the estimate conservative.
Enter a headcount. Change the rate if the member knows its actual volume.
That is $70.80 per employee per year. In many cases that money goes to an outside vendor today. On MyEmployment, a negotiated share of it returns to the member every month, and the member can apply it directly to the HR budget.
Program economics, including the allocation between HealthTrust, participating members and MyEmployment, would be defined in the program agreement. No revenue amount is guaranteed, and no member is assumed to participate.
In many hospital systems, pass-through employment verification fees have caused an uproar with HR budgeting committees and executives. The fees arrive on invoices from background check companies, or land on internal teams that run their own checks, and they climb with every hire. MyEmployment has the answer.
It is the participating member consortium. Member hospitals frequently hire from each other. When a new hire's prior employer is a participating member and the request comes through MyEmployment, the employment verification inside the background check runs at $59.
MyEmployment has no part in the background check itself and does not run pre-hire screening. It answers only the employment verification inside the check, for the current and former workforce of participating members.
A travel nurse moves from one hospital to another. In many cases each hiring hospital runs its own pre-hire background check and pays its own verification pass-through fee inside it. When the nurse's prior employer is a MyEmployment participating member, that verification can run through MyEmployment at $59.
When the request comes through MyEmployment, a verification of a candidate whose prior employer is a participating member drops to $59. The more members that join in a region, the more of each member's pre-hire pass-through verification fee expense disappears.
in pass-through fees per new hire today, 2.3 verifications at about $100 each
per new hire, 2.3 verifications at $59 each
Each prior employer that joins the consortium moves more of each new hire's verifications to $59.
I ran a background check company for about 30 years, and hospitals were our largest clients. A healthcare new hire averages 2.3 employment verifications, and the pass-through fee on each ran around $100, give or take. When the prior employer is a participating member, that fee drops to $59, a massive saving on pre-hire and on the post-hire employee relationship.Founder note, Robert Mather, CEO, MyEmployment
Example values shown. Replace them with the member's own hiring numbers.
A saving of $41 on each verification that moves from the current pass-through fee to $59.
Employment verification often occurs during a mortgage, lease, new job or benefits application. MyEmployment gives employees notice when a request arrives and a clearer role in how their information is handled.
The employee sees the requester and stated purpose.
The employee can approve or deny each request. If the employee does not deny it within the response window, the verification is released only when the requester meets the applicable authorization, permissible purpose and member-policy requirements. Each member sets its own response window, for example 24 or 72 hours, based on how it wants to protect its employees.
Requests, responses and outcomes are recorded for the employee and participating member.
Debt collection and skip tracing requests proceed only on the affirmative approval of the employee or former employee. A nonresponse never authorizes those releases.
What HealthTrust provides
What MyEmployment returns
What is not needed
The estimates on this page use public figures. HealthTrust's own member data replaces them. MyEmployment does the work, and HealthTrust sees the member-level results before committing to anything.
Validate the model with your member dataMyEmployment was founded by Robert Mather. He spent roughly three decades building a national employment verification and background screening company, and has been a licensed investigator specializing in workplace and employment fraud since 1993. His company processed millions of employment verifications, and its largest client base was healthcare systems and hospitals.
He was a named source in a 2013 NBC News investigation into how employment and salary data was being accumulated and shared, and sold his company in 2022 with terms that specifically permit building this model. David K. Reed is President and owns delivery, from security review and contracting through configuration, testing, cutover and ongoing member support.
No. HealthTrust would make the proposed opportunity available through agreed member channels. MyEmployment works directly with each interested member on diligence, integration, launch and support.
No. The program is designed for member-by-member evaluation and adoption. A pilot can begin with a small number of interested organizations.
The proposed model has no employer platform fee. Verifiers pay for completed verifications. Final commercial terms and revenue allocation would be defined in the HealthTrust program and member agreements.
Each participating member sets its own response window, for example 24 or 72 hours. If the employee does not deny the request within that window, MyEmployment releases the verification only when the requester meets the applicable authorization, permissible purpose and member-policy requirements. Debt collection and skip tracing requests are the exception: they never release on a nonresponse and require the affirmative approval of the employee or former employee.
It is the rate on a normal employee base, based on Robert Mather's 30 years in employment verification, and it includes former employees, who keep generating verification requests after they leave. Any member can replace it with its actual annual volume, which its current vendor can report, and the calculator above accepts that number.
No. MyEmployment answers incoming employment and income verifications for a member's current and former workforce. It does not run pre-hire background checks. The consortium effect describes the employment verification fee inside checks that other companies run.
We scope the validation. That means which data HealthTrust has available, which members or regions to include, which assumptions to replace with member data, and what output HealthTrust wants to see. No pilot or implementation decision is requested.
Share the member data, and MyEmployment will return a member-by-member view of both the revenue share opportunity and the pre-hire pass-through savings. HealthTrust decides what to do with it.
Validate the model with your member data