The integration is not out-of-the-box, but is supported and utilises pre-built connectors and the learned experience of 5+ existing integrations supported. Data is sourced in real-time via CWR API or webhooks, ensuring you have access to everything shown in the CheckWorkRights UI. It requires custom data mapping because the exact data needed depends on your unique SuccessFactors setup and desired outcomes. We offer full support, documentation, and design assistance, though your team or external partner conducts the build within SuccessFactors.

From within SuccessFactors, a request for information and/or evidence from a candidate or employee is triggered. CheckWorkRights completes the process directly with your employee, and returns updates and results back to SuccessFactors.

All check types offered by CheckWorkRights can be supported.

• Right to Work
• VEVO Checks
• Bankruptcy Checks
• DVS Verification
• Reference Checks
• RSA

Beyond that we can deploy custom workflows for:

• Professional Licenses: Registrations, legal practicing certificates, trade licenses
• Industry Certifications: Forklift licenses, Responsible Service of Alcohol (RSA) certificates, First Aid certifications
• Pre-employment Screening: Working with Children Checks (WWCC), company-specific accreditations and requirements
• This flexibility ensures that all your unique hiring and compliance requirements are automated, auditable, and seamlessly integrated with your SuccessFactors process.

Yes, regardless of whether you are using SuccessFactors Recruitment or SuccessFactors Employee Central or both, any SuccessFactors customer can build to our open API.

Other background check providers utilise packages of checks that need to be configured by you. CheckIntelligence uses role and location in SuccessFactors to instantly determine the precise checks, licenses, and qualifications required based on the candidate or employee’s role and location in SuccessFactors. CheckIntelligence understands and applies specific rules based on context, differentiating requirements for a Bartender in NSW versus a Bartender in VIC.

It allows your business to grow, add new units or roles, or adapt to changing legislation without manual work and risk of an outdated compliance model.

Importantly, this represents a whole-of-lifecycle approach. The integration begins at the recruitment stage, where background checks are initiated as part of the hiring process. From there, it transitions seamlessly into ongoing compliance monitoring—ensuring that employee work rights remain valid and up to date throughout the course of their employment.

CheckWorkRights is built with privacy and compliance at its core. The platform collects only the minimum personal information needed to conduct right to work checks, and never stores visa details beyond what’s required. All data is encrypted in transit and at rest, with access restricted based on user roles and permissions.

See here for more detail on data privacy.