The window between offer acceptance and the first day is where compliance gaps hide. It is worth a short, explicit checklist because the cost of catching a problem here is trivial compared to catching it in an audit.
Start with the paper trail on the screening itself: a signed standalone disclosure and authorization (the FCRA requires the disclosure to stand alone, not buried in an application), the completed report, and, if any decision was affected, proof that adverse-action steps ran correctly.
Next, confirm the role-specific requirements actually cleared: employment and education verifications for the claims that matter, any license or certification the position legally requires, and the drug or MVR checks the role calls for. A conditional offer should not convert until these resolve.
Finally, verify work authorization through Form I-9 within the statutory deadline, and make sure your data-handling is squared away, where the report is stored, who can see it, and when it will be purged. Getting retention right on day one is far easier than reconstructing it later.