Product Manager - Criminal Database Products

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    "datePosted": "2026-04-15T04:00:00.000Z",
    "description": "<h2>About HireRight</h2>\n<p>HireRight is the premier global background screening and workforce solutions provider. We bring clarity and confidence to vetting and hiring decisions through integrated, tailored solutions, driving a higher standard of accuracy in everything we do. Combining in-house talent, personalized services, and proprietary technology, we ensure the best candidate experience possible. PBSA accredited and based in Nashville, TN, we offer expertise from our regional centers across 200 countries and territories in The Americas, Europe, Asia, and the Middle East. Our commitment to get it right every time, everywhere, makes us the trusted partner of businesses and organizations worldwide.</p>\n<h2>Overview</h2>\n<p>HireRight is seeking an experienced, domain-savvy Product Manager to own strategy and execution for our criminal database products. </p>\n<p> </p>\n<p>This is not a generalist PM role. You will be operating at the intersection of data quality, legal compliance, court system infrastructure, and enterprise SaaS. You will need to quickly develop deep fluency in how criminal record data flows from county courthouses to consumer reporting agencies, how FCRA and state-level regulations shape what can and cannot be reported, and how HireRight's database products compare and compete in the market.</p>\n<p> </p>\n<p>You will own the product roadmap end-to-end, working closely with engineering, data operations, legal, compliance, and go-to-market teams to deliver products that are faster, more accurate, and more compliant than anything else in the industry. </p>\n<h2>Responsibilities</h2>\n<ul>\n <li>Product Roadmap & Strategy: Define and own the multi-quarter roadmap for HireRight’s National Criminal Database products, balancing market opportunity, client demand, regulatory requirements, and data source capabilities.</li>\n <li>Data Coverage & Quality: Partner with data operations and vendor teams to evaluate and expand criminal record source coverage — including county courts, state repositories, and national pointer databases — with a relentless focus on accuracy, freshness, and hit rate performance.</li>\n <li>Regulatory Compliance: Monitor the evolving federal and state regulatory landscape and translate regulatory changes into product requirements proactively.</li>\n <li>Customer & Market Insight: Build and maintain feedback loops with clients, compliance teams, and industry partners to uncover pain points, validate hypotheses, and identify new product opportunities.</li>\n <li>Performance & KPIs: Define and track product KPIs including turnaround time, hit rate accuracy, false positive rates, and client satisfaction, using data to drive prioritization and optimization decisions.</li>\n <li>Cross-Functional Leadership: Communicate product vision and progress clearly to engineering, design, legal, compliance, sales, and executive stakeholders; build consensus across distributed teams.</li>\n</ul>\n<h2>Qualifications</h2>\n<ul>\n <li>Bachelor’s degree in Computer Science, Engineering, Economics, Business, Criminal Justice, or equivalent practical experience.</li>\n <li>4+ years of product management experience, with a demonstrable track record of launching and iterating successful data intensive B2B SaaS products.</li>\n <li>Working knowledge of FCRA requirements and their implications for consumer reporting, adverse action processes, and permissible use of criminal records in employment decisions.</li>\n <li>Strong analytical skills, comfortable setting measurable goals, interpreting data, and making decisions in the face of ambiguity.</li>\n <li>Experience defining roadmaps and requirements for complex, data-intensive product portfolios.</li>\n <li>Proven ability to lead cross-functional, distributed Agile teams and deliver outcomes in a highly regulated environment.</li>\n <li>Excellent written and verbal communication skills, including the ability to simplify complex regulatory or technical topics for diverse audiences.</li>\n</ul>\n<p> </p>\n<p><strong>Preferred Qualifications</strong></p>\n<p> </p>\n<ul>\n <li>Direct experience in background screening, public records, criminal justice data, or a closely adjacent compliance-driven industry.</li>\n <li>Familiarity with the U.S. court system structure and how criminal records are sourced, maintained, and reported across jurisdictions.</li>\n <li>Awareness of evolving state criminal record legislation including ban-the-box, fair chance, and clean slate laws and their product implications.</li>\n <li>Experience working with data vendors and third-party data sourcing partnerships.</li>\n <li>Familiarity with AI/ML in data intensive applications.</li>\n</ul>\n<h2>What do we offer</h2>\n<p><strong>In exchange for your expertise, HireRight offers an excellent employee benefit package which includes:</strong></p>\n<ul>\n <li>Medical, Dental, Vision</li>\n <li>Paid Life/AD&D Insurance</li>\n <li>Voluntary Life Insurance</li>\n <li>Short & Long Term Disability</li>\n <li>Flexible Spending Accounts</li>\n <li>401K</li>\n <li>Generous Paid Time Off Program</li>\n <li>10 Paid Holidays</li>\n <li>Education Assistance Program</li>\n <li>Generous Referral Program</li>\n <li>Employee Discounts and Rewards</li>\n <li>And much more! </li>\n</ul>\n<p>*All resumes are held in confidence. Only candidates whose profiles closely match requirements will be contacted during this search.</p>\n<p> </p>\n<p><strong>HireRight, LLC is an Equal Opportunity EmployerMinorities / Females / Veterans / Disabilities</strong></p>\n<p> </p>\n<p>Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)</p>",
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