Private Eyes Inc.



In this issue    
Avoid the Cost of Rehire Through Background Checks
Let's Bring Back Accountability
The 5 Traits of High-Potential Employees

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Industry Specific Services 

We are proud to announce that is now certified through WBENC as a Woman Owned Business.  

We have automated the ordering process on our new website as well as allowed for credit card ordering.


The process is completely automated! Come check it out at:

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Announcement: can now be used to not only verify Income but as a way to also verify Employment.  Using this program will allow one to verify sensitive information through our secure site. It is fast and easy!

Looking to run a SSA-89? can accomplish this too!

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August 2012  

Message from Our President, Sandra James   

 Sandra Black and White Standing


Wow! It's unbelievable to think that August is already here! School is just around the corner and we've had such an action-packed summer here at Private Eyes. We have attended several wonderful and successful conferences around the country and have continued to grow within our company through networking.  At our Astra Annual Awards event last month our keynote speaker Lynn Tilton, CEO of Patriarch Partners, was inspiring! We were all left enlightened with ideas of how we could make a difference in America by creating more jobs.


Keeping up with this trend of success, continues to rapidly grow with our great customer service to our new and current loyal customers! Reducing rejections, reducing turnaround time combined with reduced costs are what keeps fast and effective in processing requests like 4506-T and SSA-89 forms for banks and mortgage companies across the country.


Please visit our blogs on and to check out news and more information about our services! Subscribe to our blogs to follow us!

 If you have a facebook, you can now find us on facebookthere. Please visit our page, by clicking the icon to the right, and like us.

Avoid the Cost of Rehire Through Background Checks

Over the past month, we have talked about the importance of background checks and criminal screening during the hiring process. Employees, the most important resource of a company, can easily turn into an asset or a liability if hired correctly. We came across an interesting infographicbackground checks through emphasizing the need for a dedicated screening process for every hire. With the help of simple but spirited graphic strips the blogger shares some interesting facts and figures that demystify and justify the reasons for background screening.



For the Full Article: click here 



Let's Bring Back Accountability

Here Deborah Mills-Scofield explains regular issues with accountability and how people can become more comfortable taking responisibilty and making accountability a priority with everyday situations.


From customers' and suppliers' viewpoint, Company X is fast growing, exciting, and high-energy. Inside, though, it's a tornado. Fighting fires, arguing over who committed to what, why it didn't happen, and noticing things that fell through the cracks in just enough time is normal.


accountability How can this happen when they have weekly departmental meetings, keep track of action items, and post projects and timelines everywhere? Easily! There is no accountability. They don't hold each other accountable for commitments. They've seen what happens when you fail, and it isn't pretty, which undermines individual commitment. Requesters frequently change their minds, reprioritize, or create new, more urgent projects without ever really closing the loop on the old ones.


The Bell Labs culture I grew up in had a strong sense of accountability. When you're working on things that literally change the world, it's easy to be committed to something bigger than yourself. The "Labs" culture meant failure was a viable option. Success was discovery and application, not climbing a corporate ladder. At AT&T, the culture was the opposite. While I was privileged to have great management, the majority of AT&T focused on the bottom line. Failure was not an option. When I left AT&T and started working with many companies, I realized this culture was more the norm, not Bell Labs. That's why I believe culture creates (at least?) two reasons for people's struggle with accountability.


For the Full Article: click here

The 5 Traits of High-Potential Employees

In this article Samuel Bacharach illustrates some useful tools to help with the hiring/promoting process to help support and build your company. 


As your company grows too big for you to do everything--the way you do now--you're going to give over some of thehiring  leadership. (Relax. This is a good thing!) For reasons of staff morale, economy, and your own precious peace of mind, it's better to find your new generation of leaders inside the company. But there's a rub. Not every longtime loyal employee is really suited to be a leader.


Some have reached their potential and are quite comfortable where they are. This doesn't imply mediocrity. It simply means that their role at the company and their ambition have converged, and a degree of leveling has set in. Others on your staff might be the "me-me" type--utterly convinced of their own limitless potential and blind to the overwhelming evidence that they've gone as far as they're going to get.


How do you decide who among your longtime lieutenants have what it takes? I point to five criteria:


For the full article: click here  

Sandra James
President, CEO
Private Eyes, Inc.