A central premise of this article is not correct. If an employer, for example, is using tens of thousands of background data points to deny employment to a person, the employer would need to disclose that to the applicant.[1]. If the things in this article are secret then the law may well be violated. Also, not really the best idea to apply secret proprietary algorithms to these kinds of decisions because you're eventually going to have to disprove improper bias, which can easily and "systemically" be baked into a background screening tool.

[1] https://www.eeoc.gov/laws/guidance/background-checks-what-em...