Hiring employees who drive as part of their role—whether commercial truck drivers, delivery staff, field technicians, or sales representatives—comes with unique risks and responsibilities. A single unsafe driver can expose your organization to accidents, liability claims, and compliance violations. That’s why Motor Vehicle Record (MVR) checks have become a standard part of the hiring process for employers in 2025. The right MVR solution not only verifies an applicant’s license status and driving history but also ensures ongoing compliance through continuous monitoring and real-time alerts.
In this guide, we’ll explore the 10 best MVR check providers for employers, highlighting the strengths of each platform and how they can help you build a safer, more reliable workforce.
What is an MVR Check and Why It Matters?
An MVR (Motor Vehicle Record) check pulls a candidate’s state driving history from the relevant Department of Motor Vehicles (DMV) or equivalent agency. It typically includes license status and class, endorsements/restrictions, points, suspensions or revocations, and recent violations or accidents reported within the lookback window allowed by state law. For regulated roles (CDL, DOT) it’s essential. But even for non-CDL positions—sales reps, field techs, home-health staff—MVRs help employers reduce risk, verify insurability, and set fair, consistent safety standards.
1) Checkr (including GoodHire) — Best for Fast Hiring Teams and Modern APIs
Checkr brings a modern developer mindset to background screening—speed, APIs, mobile-first candidate flows, and a wide integration network with major ATS and HRIS platforms. For recruiting teams that hire at scale and need MVR checks alongside criminal, employment, and drug testing in one place, Checkr is a smooth fit. It supports both single MVR pulls for non-CDL roles and recurring/continuous checks for higher-risk positions.
The candidate experience is also a strength: clear consent flows, compliant disclosures, and status tracking reduce friction and back-and-forth. For teams that live in Greenhouse, Lever, Workday, or similar systems, Checkr’s plug-and-play integrations keep recruiters from swiveling between tools. If you prioritize speed to hire and clean UX without sacrificing compliance controls, start your shortlist here.
2) SambaSafety — Best for Continuous MVR Monitoring at Scale
SambaSafety is widely known for turning raw DMV data into actionable risk intelligence. For employers that can’t afford blind spots—transportation, logistics, field services, and gig platforms—its continuous monitoring flags license status changes and violations as they occur, rather than months later during annual audits. That early signal can be the difference between preventing an incident and reacting to one.
Beyond monitoring, SambaSafety offers configurable rules, dashboards, and scorecards to standardize driver risk criteria. Recruiters and safety managers can align around common thresholds (e.g., major violations, point totals, or specific disqualifiers) and trigger alerts, coaching, or removal from driving duties. For mixed fleets, it neatly supports both CDL and non-CDL drivers, making it a strong long-term partner.
3) SuperVision (by Solera) — Best for Fleet-Heavy Employers and Alerting
SuperVision focuses on high-fidelity MVR data and near-real-time license status alerts that plug into employer safety programs. Companies that operate large or geographically dispersed fleets like the platform’s ability to centralize multi-state monitoring and simplify audit prep. It helps you spot violations, DUIs, suspensions, and medical certification issues early—critical for regulated operations.
Where SuperVision stands out is practical usability: the dashboards emphasize what changed and what it means, so line managers can make decisions quickly. The platform can also help with annual review requirements and supports exception workflows. If your biggest headache is keeping track of thousands of licenses and staying audit-ready year-round, SuperVision is a top contender.
4) HireRight — Best for Complex, Multi-Country Enterprises
HireRight serves many global and heavily regulated employers, offering broad background screening services with robust MVR capabilities and DOT support. Large enterprises appreciate its policy controls: you can codify adjudication rules (e.g., reject criteria for major violations within X months), standardize packages by role, and apply consistent adverse-action processes across business units.
Because HireRight often sits at the center of enterprise screening, it’s effective when you must combine MVRs with CDL history, drug/alcohol programs, employment verification, and medical certificates. For companies with union considerations, multiple subsidiaries, or complex insurance requirements, HireRight’s scale and program-management muscle justify a close look.
5) Sterling — Best for Highly Configurable Programs and Strong Support
Sterling is another enterprise-grade provider with deep experience in transportation, healthcare, retail, and gig categories. Its MVR solutions slot into pre-hire and post-hire workflows, and the team is known for strong implementation and account support—useful when you’re harmonizing policies across dozens of locations and stakeholders.
Where Sterling shines is configurability. You can create differentiated MVR packages for CDL vs. non-CDL roles, seasonal drivers, or employees who only occasionally operate company vehicles. Add continuous monitoring for critical segments, and keep one-time annual checks for lower-risk groups to control costs. If your compliance, legal, and TA teams need a partner that can flex to complex rules, Sterling is a solid bet.
6) First Advantage — Best for High-Volume Screening with Risk Analytics
First Advantage offers high-volume background screening with strong MVR coverage across the U.S., plus program design support for large employers. Companies that process thousands of candidates a month like FA’s emphasis on throughput and analytics—dashboards that track turnaround time, hit rates, and adjudication outcomes so you can tune policy and budget.
On the MVR front, First Advantage supports routine checks and continuous monitoring. It can also coordinate adjacent requirements (e.g., DOT file maintenance, random testing programs) for a single throat to choke. If you want a data-driven operation—quantifying risk across sites, roles, and seasons—FA’s reporting depth helps you run MVR as a managed business process, not a one-off task.
7) Accurate Background — Best for Mid-Market Teams Balancing Speed and Compliance
Accurate Background is a great fit for mid-market employers that want a modern interface, predictable SLAs, and solid compliance guardrails. The platform’s MVR checks cover CDL and non-CDL roles with clear reporting of violations, status changes, and disqualifiers. Recruiters benefit from tight integrations with popular ATS tools and a clean candidate portal that reduces friction.
Accurate’s adjudication tools enable consistent decisions without forcing recruiters to memorize state-by-state nuances. You can centralize criteria, document rationale, and streamline adverse action. For teams that need reliability and scale without enterprise-level complexity or cost, Accurate strikes an appealing balance.
8) Asurint — Best for Policy-Driven Adjudication and Supportive Onboarding
Asurint emphasizes accuracy, compliance, and policy-driven workflows. For employers new to formal MVR programs—or those standardizing after rapid growth—Asurint’s onboarding and consulting are strengths. They’ll help you translate risk expectations into concrete package definitions, adjudication rules, and communication templates your team can actually use.
Asurint supports both pre-employment MVR checks and ongoing monitoring, and it integrates with popular ATS/HRIS systems. Recruiters tend to like the clarity of results and how easily they can escalate edge cases to compliance or legal. If you want a hands-on partner to help you “do it right” from day one, Asurint deserves consideration.
9) Verified First — Best for Plug-In Simplicity and Fast Rollouts
Verified First built a reputation on easy, fast deployments with a lightweight browser extension and broad ATS compatibility—handy for smaller teams or franchises without heavy IT resources. For MVR specifically, it offers straightforward packages, clear pricing, and the ability to add continuous monitoring as needs evolve.
Because Verified First also covers common screening needs (criminal, employment, education, drug testing), it’s popular with employers that want a single vendor for most checks while keeping processes simple. If your priority is quick rollout, minimal training, and a friendly price curve as you grow, it’s an appealing option.
10) Driver iQ — Best for Trucking and CDL-Centric Recruiting
Driver iQ focuses on the trucking and transportation industries, aligning its services with the realities of CDL recruiting and compliance. In addition to MVRs, it supports driver qualification file (DQF) needs, PSP reports, employment verifications tailored to the industry, and drug & alcohol program coordination—helpful for carriers trying to hire quickly while staying audit-ready.
Because the platform is purpose-built for CDL, it tends to reflect the nuances of carrier workflows—multi-terminal recruiting, seasonal surges, and strict standards from insurance underwriters. If you’re a carrier or a 3PL that lives and dies on driver availability and compliance, Driver iQ belongs on your shortlist.
Implementation Tips Recruiters Love
- Standardize by role. Create MVR packages for each driving exposure level (CDL, frequent non-CDL, occasional drivers), with clear pass/fail criteria and lookbacks that align to law and insurance.
- Use continuous monitoring strategically. Apply always-on alerts to high-exposure roles. For lower-risk groups, consider quarterly or annual cadence plus event-based rechecks.
- Document adverse-action workflows. Make sure your provider supports compliant pre-adverse and adverse action steps with audit trails and templated communications.
- Integrate to move faster. An ATS/HRIS integration (or simple browser plugin) saves hours per week and reduces data entry errors.
- Align with insurance. Share your MVR standards with your broker. If your loss history is elevated, monitoring and coaching may deliver premium relief over time.
How to Choose the Right Partner?
When selecting an MVR provider, weigh five practical factors:
- Coverage & speed: How many states (and provinces, if needed) are covered electronically? How quickly do they return results?
- Continuous monitoring: One-time checks are not enough for high-exposure roles. Continuous alerts (e.g., new violations or suspensions) help you act before a risk becomes an incident.
- Integrations: Check for ATS/HRIS and fleet-safety connections to keep your team in one workflow.
- Compliance tooling: Ensure built-in FCRA workflows for consent, adverse action notices, and audit logs, plus DOT support where applicable.
- Pricing & scalability: Transparent pricing, volume tiers, and the ability to handle both CDL and non-CDL roles matter for mixed workforces.
The Bottom Line
The “best” MVR partner depends on your mix of roles, risk tolerance, and hiring velocity. If continuous monitoring and fleet-scale alerting are critical, SambaSafety and SuperVision lead the pack. If seamless recruiter experience and modern integrations come first, Checkr is a standout. For complex enterprise programs, HireRight, Sterling, and First Advantage bring depth and configurability. If you want dependable, mid-market friendly options, Accurate Background, Asurint, and Verified First deliver strong value. And if trucking is your world, Driver iQ is purpose-built to keep you compliant and competitive.
Choose one primary system to run programmatically, and don’t hesitate to pilot two providers for 30–60 days to compare speed, hit rates, UX, and support. When your MVR process is fast, fair, and auditable, your recruiters will hire with confidence—and your safety and risk teams will sleep better at night
