Zinc review

Zinc is pre-employment screening software for employers hiring across multiple countries. Its homepage says checks are available in 195 countries, with criminal, right-to-work, reference, financial and employment verification options. Hiring teams can build and save check packages for different roles, rather than assembling every screening request from scratch.

The platform is designed to manage the process from candidate details through results. Candidates can submit information from any device and receive updates on check progress. Employers get a dashboard showing check status, completed checks, documents and flagged results, with reports available to download. Zinc also says it automates screening workflows to reduce manual work for hiring teams and candidates.

That makes Zinc a screening workflow platform, not just a list of checks. Whether it fits depends on the checks a company needs, its hiring volume and the price it receives; published prices are not available on the vendor's site.

The clearest advantage is international coverage: Zinc says it supports checks in 195 countries. For employers hiring across borders, keeping different check types and candidate progress in one platform may be simpler than managing each request through separate processes. The published material does not specify country-by-country availability or turnaround times, so those are worth confirming for the locations you hire in.

The workflow features also cover more than check ordering. Teams can save role-specific packages, while candidates can provide details on any device and receive real-time status updates. The dashboard brings together check status, documents, flagged results and downloadable reports, giving hiring teams a single place to review progress.

• Check types listed include criminal, right-to-work, reference, financial and employment verification.
• Custom packages can be created and saved for different roles.
• Automated workflows are intended to cut manual work for both employers and candidates.
• Integrations are included at no extra charge on both listed pricing options; the published material does not name the integrations.

That is a useful breadth of workflow coverage on paper. We would still confirm that the checks and integrations needed for your hiring markets are available before switching.

The main drawback is price opacity. The available pricing information lists no monthly or annual price for either option. Pay As You Grow is billed per check, but the per-check rate is not published; larger customers need a custom contract. That makes it difficult to compare Zinc with another screening provider before requesting a quote.

The plan thresholds also need clarification. Pay As You Grow is described as for fewer than 20 candidates per year, while Custom solutions are for 20 or more hires annually. The wording uses different measures—candidates versus hires—and the source does not explain how borderline or changing volumes are handled. Pay As You Grow includes integrations and setup support at no extra charge. Custom plans list a flexible credit pool, credits that roll over and never expire, plus integrations, setup, training and support, but no contract price or credit terms are published.

The published material also includes no relevant employer feedback, so we cannot weigh these claims against reported customer experience. Before committing, ask for a written quote, the checks available in each target country, and the exact scope of support and integrations.

Zinc does not publish monthly or annual prices, so you cannot compare its cost with another screening provider before talking to sales. The pricing information we found is marked low confidence and lists two options, both without a dollar amount.

• Pay As You Grow: billed per check and intended for fewer than 20 candidates a year. Integrations and setup support are included at no extra charge.
• Custom solutions: quote-based for 20 or more hires annually. The plan uses a flexible credit pool; credits roll over and never expire. Integrations, setup, training and support are included.

There is no published price for an individual check, credit, or contract, so the jump between tiers is a change in billing model—not a published price increase. The threshold is also described as candidates on the lower-volume plan and hires on the custom plan; confirm how Zinc counts your volume. No add-ons are listed in the published pricing information. It also does not state a minimum commitment or payment schedule. No free plan or published free trial is listed.

The effort to move screening to Zinc is not documented on the vendor's site. Zinc says it offers setup support on both plans, with training included in custom contracts, and integrations included at no extra charge. That may help with onboarding, but it does not establish which systems connect or whether existing candidate records can be imported.

Zinc’s dashboard includes downloadable reports, according to the published product information. That is not confirmation of a bulk data export, a full account archive, or access after cancellation. The sources do not specify migration tools, data-retention terms, contract exit terms, or how to transfer open checks. Ask Zinc for those details before moving a live hiring workflow.

We found no relevant Reddit feedback to establish why customers leave Zinc or how difficult a switch is. Treat lock-in and migration effort as unknown—not as proof that switching is easy or hard. If you are replacing Zinc, confirm what reports and candidate data you can take with you before ending the contract.