Associate Investigative Analyst

Job Overview

Responsibilities

• Verify and fact check employment information, academic and professional licenses
• Compare self-reported information with other records
• Develop relationships with document retrieval companies
• Create and maintain detailed descriptions of investigative searches and methods
• Understand database coverage gaps
• Keep current on public records resources in the U.S.
• Search for, identify and review criminal records, civil lawsuits, press reports and public data
• Stay up to date on social media platforms and open-source investigation techniques
• Prepare well-written documentation of investigative findings
• Ensure work is completed on time and within budget
• Requirements and Qualifications
• College coursework, Associate's degree or Higher and 0-2 years of relevant experience or four years of military service with analytical training
• Analyze and evaluate data and information, and summarize
• Experience navigating investigative research methodologies is desirable, including the use of a wide array of online public records portals, use of on-site systems in municipal courthouses and agencies, and the use of subscription databases (e.g., Lexis, Westlaw, PACER, TLO, Accurint).
• Ease with constructing complex search strings and use of Boolean operators for database research
• Familiarity with U.S. public records sources, courts, licensing, property records, corporate records and other similar records is preferred
• Proficient with Microsoft Office, particularly Word, Outlook and Excel
• Foreign language skills a plus
• Self-motivated, friendly and enthusiastic worker, who enjoys being part of a team
• Excellent organization and writing ability
• Strong attention to detail and commitment to accuracy and deadlines
• Candidate will provide written assessment to demonstrate analytical and writing abilities
• #LI-BD1
• Please note that the salary range provided is a good faith estimate for the position at the time of posting and not a guarantee of compensation. Final compensation may vary based on factors, including but not limited to, responsibilities of the job, education, experience, knowledge, skills, and abilities, geographic location, internal equity, alignment with market data.
• Jensen Hughes offers a competitive total rewards package, which includes a retirement plan, healthcare coverage, and a broad range of other benefits. Incentives and/or benefit packages may vary depending on the position and location.
• Jensen Hughes is an Equal Opportunity Employer. Qualified candidates will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status.
• At Jensen Hughes, we embrace innovation and understand that people are increasingly using artificial intelligence (AI) tools like ChatGPT and other generative platforms to learn, prepare and communicate. We have provided some guidelines regarding the responsible use of AI in the recruitment process. Please click here to review.
• The security of your personal data is important to us. Jensen Hughes has implemented reasonable physical, technical, and administrative security standards to protect personal data from loss, misuse, alteration, or destruction. We protect your personal data against unauthorized access, use, or disclosure, using security technologies and procedures, such as encryption and limited access. Only authorized individuals may access your personal data for the purpose for which it was collected, and these individuals receive training about the importance of protecting personal data. Jensen Hughes is committed to compliance with all relevant data privacy laws in all areas where we do business, including, but not limited to, the GDPR and the CCPA. Additionally, our service providers are contractually bound to maintain the confidentiality of personal data and may not use the information for any unauthorized purpose.
• Policy on use of 3rd party recruiting agency for direct placements Jensen Hughes will occasionally augment a recruiting search through agencies for certain positions when business conditions warrant. Jensen Hughes will not accept resumes, inquiries or proposals from recruiting agencies as an acceptable method to consider a candidate. 3rd party recruiting agencies must sign a standard Jensen Hughes agreement after being evaluated and accepted by a Human Resources or Talent Acquisition manager, or member of the talent acquisition team. Hiring managers and employees of Jensen Hughes are not authorized to accept resumes, engage in fee-based searches through recruiting firms or sign a search agreement. Please note this policy does not apply to “staffing firms” or firms that are involved with hiring temporary staff. Any recruiting agency interested in being considered may contact our recruiting team at jensenhughesrecruiting.com.