Every October, organizations across the U.S. spotlight one essential truth: cybersecurity isn’t optional, it’s critical.
Since 2004, Cybersecurity Awareness Month has served as a reminder to stop and ask, “Are we really protecting the people behind the data?”
At AB Global, that question guides everything we do. Protecting people isn’t just a policy, it’s our purpose. Because background screening isn’t just about data, it’s about people’s stories, their identities, and their trust.
Why Cybersecurity Awareness Month Hits Close to Home
In background screening, data privacy isn’t an abstract concept, it’s our daily reality. Every report contains deeply personal information: Social Security numbers, Dates of Birth, employment history, criminal records, and home addresses.
That’s why it’s so concerning that many CRAs still offshore US candidate data.
We often hear the excuse, “Our servers are in the U.S.” But here’s the truth:
Just because the server is in the U.S. doesn’t mean the data stays there.
When information is accessed, viewed, or processed by offshore teams, it’s still leaving the country and leaving the protection of U.S. privacy laws.
This isn’t rare. It happens every single day in our industry. And most US candidates and employers have no idea.
The Offshoring Reality: What US Candidates and Employers Should Know
Here’s what often gets overlooked:
- Data may be transferred to foreign processing centers for labor cost savings.
- Once data crosses U.S. borders, protections under U.S. consumer privacy and identity theft laws may weaken.
- Having servers in the U.S. doesn’t mean data isn’t accessed abroad, remote desktops, shared infrastructure, and offshore contractors make that possible.
- Many CRAs embed offshoring in their operations and never disclose it to clients or US candidates.
We recently conducted a national survey to understand how US candidates feel about offshoring and data security. The results say everything.
What Our Survey Revealed
- 73% of US candidates said they would not consent to a background check if they knew their personal data was being processed overseas.
- 74% said they’d withdraw their job application entirely if their data was sent outside the U.S.
- 76% said they want to know exactly where their data is being sent and who’s accessing it.
These numbers make one thing clear: people expect transparency, and most aren’t getting it.
Employers are also trusting their providers to protect US candidate data, often without realizing how it’s handled. The question is: Would your provider tell you if it was offshored?
What “Our Servers Are in the U.S.” Really Means
Some CRAs use this phrase to reassure clients but it’s misleading.
Having servers in the U.S. doesn’t prevent offshore contractors or employees from logging in remotely, viewing US candidate data, or performing processing outside U.S. jurisdiction.
In other words, “servers in the U.S.” doesn’t mean data protection in the U.S.
The AB Global Difference: No Offshoring. Ever.
At AB Global, our stance is simple:
We don’t offshore US candidate data. Not now. Not ever.
Protecting people means more than encryption, it means respecting who the data belongs to.
Here’s how we do it:
- No hidden data transfers. US Candidate PII stays securely within the U.S. and is only handled by our trained, FCRA-certified team.
- Dual PBSA Accreditation (U.S. & Global). We meet the highest international standards for compliance and data security.
- Transparent operations. Clients know where their data is stored, who has access, and how it’s protected.
- Strict access controls. Every user, system, and action is logged and monitored.
- Compliance with care. Our Gold Standard approach blends security, compassion, and accountability, because trust should never be outsourced.
Questions Employers Should Be Asking
This Cybersecurity Awareness Month, we’re encouraging HR and compliance leaders to ask the right questions:
- Is any part of my background check process handled offshore?
- Who can view US candidate data and from where?
- Are offshore subcontractors or remote workers ever involved?
- How do you ensure all access stays within U.S. jurisdiction?
- What audit processes verify these controls?
If your provider hesitates or gives vague answers, that’s your red flag.
A Call to Action: Let Cybersecurity Awareness Fuel Real Change
This October, let’s move beyond the slogans. Cybersecurity isn’t a campaign, it’s a commitment.
Employers, audit your screening providers. Ask hard questions, demand clear answers, and make sure your US candidates’ data is handled with the same care you show your people.
US Candidates, you have a right to transparency. Ask where your data goes, who touches it, and how it’s protected.
At AB Global, we believe cybersecurity isn’t just about systems it’s about ethics, empathy, and integrity.
This Cybersecurity Awareness Month, we’re calling on our industry to stop hiding behind excuses like “our servers are in the U.S.” and start doing what’s right. Because every US candidate deserves to know where their data goes, and every employer deserves a partner who values people over shortcuts.
That’s how you run a screening business with heart.
AB Global. The Gold Standard in Background Screening®.
Compliance Without Compromise.
