The short answer
Arrow states that it uses strict hiring practices, training programs, and licensed security professionals. Arizona DPS regulates security guard agencies and individual guard registrations. DPS says applicant fingerprints are used to check Arizona and FBI criminal-history records and maintains separate requirements for unarmed and armed registrations. Clients should use the DPS Public Services Portal status lookup to check the agency and each assigned guard; a card or photocopy by itself is not proof of current validity.
What to know
State eligibility is only one part of a sound selection process. The company should evaluate identity and work authorization, relevant experience, communication, judgment, reliability, driving eligibility when applicable, training records, and fit for the assignment. Any employer-conducted background screening must follow applicable federal and state employment law; the EEOC and FTC explain that employment decisions using background information must comply with anti-discrimination law and, when a consumer-reporting company is used, the Fair Credit Reporting Act.
Arrow’s public site does not disclose its exact screening workflow, disqualifying criteria, recheck schedule, or how it verifies assignment-specific experience. Therefore, publication should distinguish confirmed DPS requirements from Arrow’s additional company practices. A client may reasonably ask how licenses are verified before assignment, how expirations are monitored, what screening applies to drivers or sensitive sites, and how privacy is protected. Avoid claiming every officer has a background beyond what Arrow can document.