Behind the Screens: Conversations with Background Screening Pros hosted by Les Rosen

Episode 10: From Paper Trails to Lean Machines – A Screening Pro’s Evolution With Mallory Opperman

• Les Rosen • Season 1 • Episode 10

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Imagine juggling a high-powered background screening career, chauffeuring kids to sports meets, and still finding time to perfect your golf swing—all without breaking a sweat. If that sounds like a superhero origin story, it’s probably because you haven’t met Mallory Opperman yet. In this episode, Mallory takes us on a joyride through her career, from the Wild West of paper-packed screening days to revolutionizing workflows with lean processes. Spoiler alert: she’s better at improving operations than I am at sinking a putt—and that’s saying something.

Pro Conversation You don’t want to miss!

  • Mallory’s Start in Screening: From criminal research assistant in 2007 to senior project manager today, Mallory walks us through her career journey, including her early days navigating manual processes and faxes (yes, faxes!).
  • Leaning into Efficiency: A deep dive into Mallory’s expertise in lean processes—reducing waste, enhancing teamwork, and even saving trees by ditching all that paper.
  • Life Beyond Screening: Mallory opens up about balancing her career with family life, competitive dance, cross-country meets, and the occasional (mini) golf swing.

Connect with Mallory Opperman on LinkedIn: https://www.linkedin.com/in/mallory-oppermann/


If Mallory’s journey from paper-heavy days to cutting-edge efficiency has inspired you, be sure to hit that subscribe button! Don’t forget to leave a review—it helps more folks discover the magic of Behind the Screens. And hey, share this episode with a colleague or friend who could use a little inspiration.

Until next time, keep those background checks sharp, and remember—stay curious, stay compliant!

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This podcast is sponsored by:
The Preemploymentdirectory, publisher of the Background Buzz! https://preemploymentdirectory.com/




Les:

Welcome to Behind the Screens, conversations with background screening pros. I'm Les Rosen, your host, and I'm excited to have you here. On this podcast, we chat with the people who know the background screening world inside and out, executives, industry experts, legal pros, and more. We dive into their personal stories and insights to give you a real look at what's happening behind the scenes. Whether you work in the screening industry or are just curious. Behind the screens bring you the real, unfiltered conversations from the people who make it all happen. Stick around for stories you won't hear anywhere else. And ladies and gentlemen, welcome to yet another episode of Behind the Screens Conversations with Background Screening Pros. Let me once again thank our Platinum Sponsor, Barry Nixon, the Pre Employment Directory, the Background Buzz for supporting this. And our object here, when we want to um, introduce people to the Background Pros, it was the people that actually make the industry run, who actually do the things that we do, and they are in our industry. We're very lucky to have with us people that are very professional and dedicated, very hardworking and totally focused on excellence. And excellence when it comes to legal compliance, working with clients, working with teams, working with consumers and employers and vendors. And we have a person here who, in my experience, exemplifies excellence in the screening industry. One of the people who would make the screening industry go. And it's a pleasure to introduce to the program, Mallory Opperman. Mallory, how are you? How are you doing

Mallory:

doing well.

Les:

Good. Well, it's a real pleasure to have you here. And I had the chance to work with you at PBSA on an educational program. And obviously I'm familiar with your career and everything you've done is very impressive. And uh, very glad you've taken some time out to talk to us. So thank

Mallory:

Thank you.

Les:

So Tell us about what you're doing now and what do you find most interesting about that?

Mallory:

Yeah, so I recently started a new position with Accurate. I'm a senior project manager here. So just kind of getting settled into the role and things are kind of getting laid out, but you know, one of the things I think that's most interesting is being able to touch just all areas of the screening process. So, you know, sometimes we're talking about criminal records. Other days, we're talking about applicant tracking system integrations. So, you know, really there's a lot of variety and I think that helps to really keep it interesting.

Les:

So there's never a dull moment,

Mallory:

That's right.

Les:

Oh, that's great. So you get to see a lot, lots of different things. And obviously Accurate a great company, but before Accurate, you were with another great company. Why don't you tell us about your career there?

Mallory:

Yeah, so prior to Accurate, I was with Orange Tree Employment Screening. I started there as a criminal research assistant back in 2007. So really just kind of starting in the beginning, I was working on criminal cases. You know, back then we would look stuff up online and then we would print it off. We would then scan it into the system. We would type it into the system. So uh, very manual process at that time. We were still faxing things, you know, calling where we needed to. So it was really a different, time there, but actually it was, you know, One of my favorite times because we had such a tight knit team We really knew what our roles were and everybody was working so hard to really get through the work and go through that quickly But starting, you know when before things were automated that did give me the opportunity to grow and learn You know, as the technology advanced and as we were able to, you know, maybe we can automate some of these things. Maybe we can get some integrations in place and really play a key role in developing that. You know, I was able to move from the criminal research assistant into a management role with that. You know, managing our operations center. So that was really great to be able to expand. You know, I can also not only learn about criminal records, but verifications and drug screening, occupational health, and, go through that full life cycle of all of the things that the teams are touching.

Les:

you actually ran teams that did all those things, right?

Mallory:

I did. Yep

Les:

you, as you end up in your career. Right.

Mallory:

exactly. So I had to oversee, I think it was four different teams. Some that, you know, were already put together and others that I was adding people to, so it was really neat to be able to influence, how is the process going? What can we do to improve? How can we think about, you know, the candidate, the client, and our employees to really make the process as streamlined as possible? Mm hmm.

Les:

For people that have entered the Screening Agency more recently, go back to the beginning days, back to 2007. You talked about scanning and manual data entry. And what was that all about? People probably scratching their head and going, Oh my God how could that even happen? Right? Right.

Mallory:

yeah, for sure. I mean, a lot of it really was, a lot of the same sites that you might use today, but there wasn't, you know, the screen scraping, there wasn't the integrations, it was, you literally had to go type in a person's name and find the cases and decide, you know, is this in a certain number of years, match up the identifiers, there wasn't a system that was going to flag, you know, oh, This isn't a match. You had to go look and make sure that you were typing things in correctly, that you were reviewing things correctly, that you knew the laws of the states and what you could or couldn't report. You knew the FCRA requirements. There wasn't anything that was going to help you find that, so there was a lot of training to make sure that the teams knew what they could do.

Les:

And were those during the days we actually had to run the the social trace to figure out which counties to run? Okay, so yeah, a lot of people don't realize that, that you actually would get a name and depending upon the system, if you had a system, you actually had to type in and let your client did it. And then at a time there was a big debate where the clients would do that. That was before APIs integrations. And then, you know, someone actually, you could even send out the criminal orders until someone ran a. A social trace, you knew which counties to ask, and then you faxed those to your vendors,

Mallory:

Yep.

Les:

And there might be some people listening to this thinking that we're making that up, but no that's the way it was really, so that's all

Mallory:

Yeah, it was. And the amount of paper that we went through was kind of crazy. We actually ended up doing some lean events. We called it to try and reduce waste or, you know, improve processes. And one of those things was paper reduction. And I don't remember the exact numbers now, but there was just Pallets of paper that we would go through as we would print things off and once we moved to an electronic process That was a big savings on not only in money but in time the people that were running it and handing it to other departments to do stuff with and Filing it and things like that.

Les:

Yeah, I mean, the early days when I got involved back when we actually had a file, we had Monday was blue because a blue Monday, we had the Monday orders and the Tuesday orders and you're constantly, you know, as you know, back when things were really manual. So and so at some point you got to the point where that you were the actual operation managers and I see from looking at LinkedIn, you had three internal teams and you covered really the whole gamut, driving records, criminal records, drug testing, occupational health. Employment, verification, education, so, you had your fingers in everything.

Mallory:

I did. Yeah, I did and it was really interesting It's helpful to know, right, the full cycle of of an order, you know, that it's not just individual teams that are working on something. This is a real candidate that has all of these credentials and these things that you're checking and being able to really kind of, play a hand in, you know, how are we going to make this a full process rather than just segmented different parts of their order?

Les:

No, that is exactly right. And from the client's point of view, of course, you could get, you know, you might have 20 searches, you get 19 done right away, but that 20th is an old employment. And as far as they're concerned, the whole thing is late. And you're saying no, we got 19 out of 20 done right away. But clients think differently than we do in operations. So you mentioned um, lean process. Yes. And as I recall, you have a lot of expertise in that. And for those of you that, you know, obviously you can go to the library, you can read, you know, a thousand books on lean process written by professors and critical thinkers and so forth. But you actually lived and breathed that. So for the uninitiated, tell us just a few words, although people can write dissertations on this. You know, explain to us a little bit about a lean process.

Mallory:

Yeah, so we would go through you know, we would decide what is the sort of topic we're going to focus on. There was different lean events that we would have each year, but we would pick a point of focus and then we would really get down to document every single part of the process. We would put it up on a wall, and we would have, like, yarn that would connect different processes together to really just see it. So that was kind of the first important step, is just writing out, what do we do? Why do we do it? And just get everything out there so people could see it. And then from there, we would go through and start say, okay, is there a step in this that maybe we're doing for no reason or do we not know the reason? Do we need to go and find out what that reason is? And then really break down those different steps, like, is there things we can just remove or are there things that we can improve the process? And it really changed from, you know, when things were manual, could it be as easy as rather than walking to this person's desk, you know, every time I have a printout, I'm gonna walk there every hour. It could be things as simple as that. But then once it got to be, we had more technology, it might be things like, you know, I'm going to identify this technology enhancement, and I'm gonna work with the I. T. Team to see, you know, how would we code that into the system? How would we test that? How would we release that out to our clients as a new feature? So It really could be as simple as things that you had control of yourself as a team, or it could be things that you're relying on, technology or enhancements to really do.

Les:

And so, so the very process of doing that, it becomes the spec for the tech team to follow because you tell a tech team, do something they have no idea they need to know what outcomes you need and what goes into it. Oh, that's fascinating. So, so you see, you were knee deep in all of that. I mean, the, in the nitty gritty, I mean, up to the details of all that. Oh that's fantastic. and part of it that I think is real interesting is that. Is the team building part, you were in charge of a number of teams. Obviously, I mean, it's a truism that you're really only as good as your people and your, people have to work in teams. What's your, been your experience in team building? What kind of is kind of sticks out in your mind as a key piece of advice? Keep in mind that, you know, people can read untold books on the topic but you've actually done it. What's your thoughts on that?

Mallory:

Yeah. You know, I think it was, it's always hard to find people that have experience in the background screen industry. So you kind of, have to take that with a grain of salt. So what the things I would look for would be, you know, people that can learn quickly. People that are Take ownership. You know that if you give them something to do, they're going to focus on doing that and really those that can be self starters be curious. And then once we had those individual teams, you know, trying to make sure that we're a good steward of what we're doing for the next team, right? So if you're the ones that starting with the information, it might be easier for you to do something a certain way, but It might be more helpful for the team downstream if you did just a couple other things differently. So trying to make sure that we're not so siloed between the teams and that we're, you know, as you're passing something off to the next group, that it's really in, you know, the perfect condition that they need it to be in. They have all the information they need, that you've done your part to move something through the process.

Les:

That's outstanding. And I know you were successful because your team, what you produced was such a high level of excellence. So that's great. one of the things that's interesting is that sometimes you talk to people outside of the industry who might be potential investors and so forth. They think, well, every industry is the same. Every industry thinks they're special. But What's your thoughts on that? I mean, is the skills you bring, is it universal to any business or are there special skills related just because background screening is such a unique topic?

Mallory:

Yeah, it is very unique. I think, you know, definitely being kept up to date with the laws and just the certain requirements of how a background screen goes. You know, some people think that it's as simple as you can just put in a social security number and you get everybody's information And it's so easy, but we all know that's not the case So there's definitely that but then I think there's other skills that are transferable elsewhere, you know communication working as a team Learning and being curious those sort of things I think could be you know taken in any industry

Les:

Yeah, and I think people don't realize how many moving parts there are in a background check. and of course I assume that part of the lean process improvement is continuous improvement, right? I mean, always going back to the drawing board, right? To see what you can do better next, exactly. Well, well, you, you've certainly had your hands and everything. Do you have a favorite area of the background screening or that they're all, I mean, verifications or education or crams or do you just like the process of the way

Mallory:

Yeah,

Les:

end of the day, a report comes out.

Mallory:

Yeah, I do like the process. My heart will always be with criminal. That's where I started. And, you know, that's where I always kind of have a soft spot. But you know, prior to the role that I'm in now, I did work with solutions and implementation so that I really did enjoy that, too. Just kind of being at the decision that a client might make to come on board with us and, you know, really showing them how we can build a process that's going to meet your needs. That's maybe going to get creative and things that they haven't thought of. Or maybe our system can't quite do, but how do we make it work? I really liked that part of it too.

Les:

Oh, that's great. So you've had just such a wide range of experience. that's really interesting. What was your path to get to where you are now? I mean, what was your path to even enter the background screening world?

Mallory:

Yeah, so, right when I graduated college, I was just looking for, you know, what do I want to do? I happened to see a post for Orange Tree in the paper back when, you know, jobs were posted in the paper and I didn't know, you know, what does the background screen entail? I didn't know if I was qualified. I didn't know what to expect. But I thought, well, I'll just apply and I'll see what happens. So I was really happy to be offered that position and spent a handful of years, you know, like we talked about in that criminal research role. And that really, it was so much fun. And so, so different than I think you'd ever, you know, expect. Imagine like you don't necessarily grow up thinking I want to do background screens when you're little But to realize, you know, we had a lot of fun doing it and then from there moving into the operations manager role, A lot like we talked about with just building the teams and also the process improvements and then moving into the implementation and solutions role from there. So I really, um, or true was really supportive of my growth and just gave me a lot of opportunities to try new things, you know, try different departments, just keeping me interested in what I was doing and learning. And that was really big for me. There

Les:

you had quite a career path and you went from a entry level to managing, you know, teams for large companies. That's really impressive. What's really interesting too about criminal records because your experience with criminal records, looking at the reportability and the accuracy and whether it's actionable. Even though there's a lot of technology I think that part really hasn't changed because we now live in an era of individualized assessment and the EEOC requirements and fair chance hiring and so forth. So your background there, I think it is still very relevant. I, I'm curious to see how much AI or processes can really make Make criminal record reporting go faster because there's just so many rules, laws, and regulations about that.

Mallory:

are. Yeah, there are. And I think that's where kind of a human comes in and can make those high level decisions and their touch points are Stuff that I think will be hard to reproduce.

Les:

So, going a little broader, beyond the jobs and the people and the clients and the customers and the vendors and all the, that sort of ecosystem that, you work with what do you like most about your career in the background screening industry in general? Thank you.

Mallory:

Yeah, I think really it's just been the opportunity to try so many different things. I think the variety has kept me interested. I really love to learn. So, an industry where there's plenty to learn has kept me engaged. I think too, I've met a lot of great people along the way, forged a lot of good relationships. So, just knowing kind of we're all doing the same sort of things and working together through that. And then I also think just seeing the industry evolve, like, really being part of the change from paper to technology and having a hand in that that was a lot of fun.

Les:

and I hear that from people talking about the you know, the concert this process of a continually challenged. And I think I've commented on other podcasts that, you know, I, yeah, there's a point in which I thought, well, I know a lot about this. And then. Half hour later the guys tell you, no, you don't something comes up that's brand new that out of left field like, oh my gosh, I had no idea this was a big issue. And it's, you're back to square one. So you never, I just, you never, yeah, you're right. It's just that's part of the, the actual challenges. There's always something new. I mean, part of the area, one area that you really, I think is one of your specialties too is FCRA compliance. If I understand it. Yeah. Yeah.

Mallory:

yeah, I did some work with the PBSA on putting together FCRA back to basics. So it was one of the main things that we wanted to focus on. And I think it was, you know, for me, when I started out in the PBSA just thinking, you know, I don't know if I have much to give here. I'm not an expert in these things. And so, when we came up with the back to basics program, we were really thinking about, you know, this is the basic stuff that people need to know. And, you know, there are industry experts. experts outside of the committee that we really put together to try and give that information, but really trying to think about how can we help the people that are starting out? How can we give them basics? So we went through and did a FCRA 101, 102, we did adverse action, we did criminal and then other records as well. So just really trying to show how we can help all levels of people. And it's always good review for anybody, even if you are an expert.

Les:

And where is that now? I mean, people, I mean, it that's how I met you because I appreciate the fact you had me do and I, one of the uh, tapes and sort of introduction to the industry I mean, it's a great resource. Where can people find that?

Mallory:

And believe it's under the resources tab even. So it is there. You can watch it at any time. So if people want to go in and, you know, watch it multiple times it's there. You don't have to register, I don't think. So I, there's, I think, five different modules that you can watch and it will tell you the different topics that you have to choose from. it also struck me as being a really great tool for people that are just, for new hires you bring in somebody and they're just starting and at some point have them watch, you know, five hours is a big commitment, but those five hours, I think it really tells you, I mean, it's a lot of education, It is, yep.

Les:

Yeah. what committee were you on when that, when you were involved with that?

Mallory:

Yeah, so I was on the Educational Resources Committee. I co chaired that for a few years and then also was a delegate to the U. S. Council Leadership.

Les:

No.

Mallory:

So that was during my time, and I'll just give a plug to the ERC if anybody is looking to volunteer or spend some time. It's a great place to start.. I think it's a great one for people who are just getting started, and you're just not sure, right? I think for me, I was, I joined and I just listened for a while. You don't necessarily have to join in for a task force or anything. Just listen, and it kind of gets you comfortable, and then from there you can see, hey, these are the things they're working on. These are the things where I might want to join in And really what they do is they put together different topics for webinars and for the different conventions and trying to, or the conferences rather, and trying to find the people that want to present to that. So, really just having ideas on what would you like to learn about? What is a good thing for people in the industry to know? You don't have to be the expert. You just have to have the ideas. So, I'd give that plug. Join that committee.

Les:

And I think that five part tape series put together is a tremendous contribution you made to the industry, because it's just, you know, the idea that new people to the industry or people thinking of investing or getting involved can sit there and in five hours, which is a relatively short period of time you, there is so much information that you've made available, it's amazing. And I also have to, you know, point out, in case people don't recall that, that you were a volunteer of the month for PBSA.

Mallory:

Yes. Thank you.

Les:

Now, and tell us a bit more about your experience with PBSA. I mean, you've already explained some of that, what role has it played in your career?

Mallory:

Yeah. I think just getting to know people that are doing the same sort of things and you know, everybody has a little bit different way of doing things, but it's really great to have a soundboard to discuss, you know, what do you think is the best practice here? What are you guys doing? You know, we run into this issue. What do you suggest? What have you tried? Just having people that you can talk about that. Yeah. They know what you're going through. They know the same sort of things. You don't have to kind of give them the backstory of, you know, this is what we're trying to

Les:

Right, yeah.

Mallory:

They have all that. So, I think it's a great a great group to be with if you know, people, if their company can get them to a conference, I'd highly suggest that because it's great to see everybody come together, you know? So even if you can't go every year, maybe every couple of years, try and get in it's really fun.

Les:

And I think one of the points that you were alluding to is the fact that, you know, when you're having these conversations, these are with, you know, quote unquote competitors have been different firms from all over the country, but it doesn't seem to matter in our industry.

Mallory:

Yeah, exactly. I don't think you probably see that everywhere.

Les:

yeah. You're able to have these types of conversations. Oh, well that's all it. Thank you. I appreciate you sharing all that. Um, One of the things that just struck me, just a random thought, even going back to the to sort of the early parts of the industry when you were newish, 2007, 2008, even with all that manual work, even before automation, the industry still pretty consistently got reports out within three working days, barring some out of control exception. I mean, an employer won't call back or school is closed, that might, you know, or a criminal clerk won't, you know, give you the records so you can verify it. But the 72 hour or less rule, I, I think even in effect was back then people were able to do it.

Mallory:

Yeah, Yeah, they were. We did spend a lot of time, you know, manually checking, you know, how far out are we? Do we need to follow up with this? There wasn't systems that would flag it and say, oh, this is late, or, you know, oh, you know, where are we at on this, and add an ETA, that was all manual, but there was still that, that drive to get things done quickly and really push it out as fast as we

Les:

Yeah. And now with A. I. and then big databases, some I mean there's a lot of instant searches, but it's a whole different topic that an instant search.

Mallory:

Right.

Les:

It is not always, but people can talk about that at conferences, whether the value of an instant search and whether that's a real search or not, or so forth. But anyway that's beyond what we want to do in this podcast. But yeah, it was those were the fun days when and that's sort of a shared universal experience. So if you know, before automation, you say, okay, That's approaching 72 hours. Why is it still in our system? What's holding it up? Right? And clients calling in and okay, where's that file? So all right, well, those were the those. Those are crazy days. So let's move away from background screening and, tell us a little bit yourself. I mean, you've had this fascinating career in background screening and doing just a lot of great things at a very high level, but outside of background screen can you share with us your hobbies, interest, what you do outside of work? What do you do for fun? If you're, when you're not screening people, congratulations.

Mallory:

Adam and my kids. I have a 14 year old son Noah and a almost 11 year old daughter Avery and they keep us pretty busy So my son's in cross country and band so we're we travel quite a bit for him to go participate in those and then my daughter does competitive dance and She does softball. So really just getting kids all over but We love it. We love to watch them compete, and we love to just be involved in that, so that's fun for us. Outside of that for myself, I love to read. I do yoga. My husband and I recently took up golf. We're not very good, but we're trying.

Les:

all right.

Mallory:

Just enjoying

Les:

I golf too, but where I golf there's dragons and windmills

Mallory:

Oh yeah, right.

Les:

and on the 18th hole your little orange ball goes away, but you're probably talking about another type of golfing

Mallory:

yeah.

Les:

No, it's really interesting because there's other people I've talked to in this podcast who are involved in that circuit where every weekend there's a tournament, an activity, a competition and sometimes I'll go to a hotel. And I see these parents scurrying around trying to round up these kids and they're there. Obviously, they've been to Costco and they have tons of juices and snacks and, you know, it's like they're going crazy. So, so you're on that circuit. And uh, yeah, yeah. Every weekend there's a competition. There's you know, cross country meet or your, whatever your daughter's in. They're always things to do, right?

Mallory:

Yeah, exactly.

Les:

So, that would take up your weekend. So, tell us something perhaps that people may not know about you that, that might might surprise them.

Mallory:

Well, I would say I'm a planner. I really like to have a to do list and check things off the list. So everything is kind of mindful and I like to keep things to my plan if I can. But kind of going from that, you know, I love to plan parties. I love to have the kids birthday parties and let them choose a theme and I can just go all out and make the decorations and the food that fits the theme. So I like to have fun with that.

Les:

You know, with two kids that age involved in a number of activities are involved in and all the responsibilities you have you have to be a planner. I mean, how could you live your life if there wasn't a plan? And someday They'll go off to college and you'll wonder, how did we possibly do all that? Right? I was just thinking all the number of hours I spent at youth basketball with my daughter. It's like, wow. I felt like I spent half my life there. So, one of the things we like to ask people and This is just sort of top of mind, top of head, not trying to go into detail here, but I'd like to talk about changes and challenges, and I think we've talked about some of that, but let's start with changes, what do you you know, think are the biggest changes you've seen in the industry, or might see, and what are some of the biggest challenges not related to a specific, a particular, you know, firm or anything, but just in general.

Mallory:

Yeah, so one of the biggest changes for me, I think, was just automation. So, in processing the services and fulfilling the services, you know, it really gives time where people are giving high value added touches rather than, you know, some of the things that you can just have System do so there's you know, they're adding more value. They're making decisions about things So I think that's really been a positive You know some of the things that I think about for You know, upcoming things that might be issues. I think you know, there's ever changing legislation and there really is, you know, every state kind of has their own thing going on. So keeping up with that, keeping compliant helping the clients, you know, keeping up to date information out to them and then definitely access to information. So, PII redaction you know, being able to get at the cases that we need, court clerk assistance all of that I think is, has been issues recently and I think will continue to be.

Les:

Yeah, I mean, I live in the Independent Republic of California, and here we have not only a statewide ban on the box, but L. A. County has rules, and San Francisco has rules, and the San Francisco and L. A. County rules are different, and it's just insanity to try to manage all that. And then you add to the fact that people are trying to play hide the ball with day of the birth. Thinking somehow that helps and it really doesn't. I mean, so, but anyway, well, I guess we're preaching to the choir on that one. That's why we need PBSA to jump in on and do all that. Well, this has been a fascinating, love to hear everything and congratulations on a fantastic career and everything else you're doing. Are there any closing thoughts or anything that we glossed over or you wanted to add? Um,

Mallory:

Would just say, you know, everybody just continue to learn and be curious if you're interested in getting in the industry. I think you know, just really get involved if you can. I just echo that. Yeah,

Les:

And, and that's really my final question. Do you have any advice for people that are either thinking of entering the profession or they're, they just entered or they've been in a year or two and trying to think about whether they want to stay in it. What's your advice for being in the industry and the best way to advance in the industry?

Mallory:

Yeah, I would say it's just to learn, get cross trained if you can, learn a different department, help out. I think that there's always value in knowing more than what you need to know for your position. So, you know, be curious and try to learn more.

Les:

So curiosity and adding value by learning more.

Mallory:

Yeah,

Les:

Great advice. Mallory Opperman, if anyone wants to find out more about you, you're available on LinkedIn. I'm sure if someone reaches out, you'd be happy to talk to them. I

Mallory:

yes, absolutely.

Les:

That's great. Well, ladies and gentlemen, I appreciate it. This has been another great edition of Behind the Screens, Conversations with Background Screening Pros. And our pro today, I was delighted to talk to, was Mallory Opperman. Mallory, thank you.

Mallory:

Thank you, Les.

Les:

All right, that was yet another wonderful conversation with a background screening pro. If you enjoyed today's episode, don't forget to hit subscribe so you never miss an update. And hey, if you got a moment, we'd love for you to leave us a review. It really helps get the word out. For more info, or to catch up on past episodes, or to make suggestions, or to suggest possible future guests, head over to our website. Once again, this is your host, Les Rosen, and it's been a pleasure to bring you another episode. See you on the next episode. Thanks.

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