1-800-GOT-JUNK?: Hiring, Background Check & Employment Verification FAQs

According to Wikipedia, 1-800-GOT-JUNK? began in Vancouver, British Columbia, in 1989 when Brian Scudamore started a junk removal business, first called The Rubbish Boys Disposal Service. The first franchise opened in Victoria, British Columbia, in 1997, and the first franchise outside Canada opened in Portland, Oregon, in 2000. The company is headquartered in Vancouver and does business under the name 1-800-GOT-JUNK? through RBDS Rubbish Boys Disposal Service Inc.

The company's jobs site says its umbrella company is O2E Brands and describes 1-800-GOT-JUNK? as a franchise system. Local truck team positions are generally offered through franchise partners, who run their own territories, while head office roles at the company's offices in Vancouver and Toronto support all of its franchises and other brands.

Truck Team Members are the company's most visible frontline role, and its jobs site says many franchise owners started out on the trucks. Truck team work typically involves driving a branded truck to customer homes and businesses, lifting and loading items, and working in a small crew. Other openings at franchise offices and at head office may include customer service, scheduling, operations, and management roles.

Company culture and employee programs:

1-800-GOT-JUNK?'s jobs site emphasizes a people-first culture, with stories from truck team members about flexible schedules, working outdoors, and moving into management or franchise ownership. It also describes a daily team huddle, such as the one the Kansas City team holds each morning. Pay, schedules, and benefits may vary by franchise, role, and location, so candidates are encouraged to confirm specifics during the hiring process.

Yes. Employers in the junk removal and franchising industry, including 1-800-GOT-JUNK?, are legally permitted to conduct pre-employment background checks, provided they follow applicable federal, state, and local laws. In the United States, the Fair Credit Reporting Act (FCRA) requires disclosure and written consent when a screening company prepares the report, and it sets out adverse action steps. Because most local jobs sit with independently owned franchises, the rules that apply may also depend on the state, province, or country where the franchise operates.

1-800-GOT-JUNK? is generally reported to conduct background checks for some roles, though the scope may vary by franchise, position, and location. That fits the practice of many home services employers, which commonly confirm identity and review criminal history and driving records for staff who enter customers' homes and drive company trucks. Head office candidates may see a different mix of searches than truck team members.

The 1-800-GOT-JUNK? hiring process typically starts with an online application, often through the company's jobs site or the Indeed listings it links to. Qualified applicants may complete a phone or in-person interview with a franchise manager or recruiter. Candidates who receive a conditional offer are usually asked to consent to a background check, and training follows once any pre-employment requirements are complete. Steps may vary by franchise and role, and head office positions may include additional interviews.

Most employment background checks are completed within a few business days, but timing depends on which searches are ordered. Searches that involve county court records, several jurisdictions, or employer confirmation can take longer. For typical timelines, see background check turnaround times. Providing complete and accurate personal information and address history up front helps avoid delays.

A 1-800-GOT-JUNK? background check may include some or all of the searches below, depending on the role and location:

Candidates should review the disclosure and consent forms provided during hiring to understand which searches apply to their role.

Some 1-800-GOT-JUNK? positions may require a drug test, but requirements typically vary by franchise, role, and applicable law. Employers with drivers and physical labor sometimes test for safety-sensitive work, such as operating trucks or lifting heavy items. Candidates should check the job posting and any conditional offer paperwork to see what applies to the role they are pursuing.

The lookback period for a background check depends on the type of search and the laws of the state or country where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

A criminal record does not automatically rule out a candidate at many employers, and 1-800-GOT-JUNK?'s decisions are typically made case by case. Factors that may matter include the type of offense, how much time has passed, and the duties of the specific role. Franchise owners run their own hiring, so practices may vary from one location to another, and roles that involve entering customers' homes or driving trucks may be reviewed with those duties in mind. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history during hiring. Candidates should answer application questions honestly and be prepared to discuss their history if it comes up.

Candidates will typically be asked for written consent and basic personal details before a 1-800-GOT-JUNK? background check begins. That usually includes a full legal name, date of birth, Social Security number for US-based applicants, and address history. Candidates for driving roles should also be ready to share a valid driver's license. Accurate information helps ensure searches run in the right jurisdictions and can prevent delays, so candidates should double-check each field before submitting.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

Most truck team hiring at 1-800-GOT-JUNK? is generally handled by the franchise partner that serves the local territory, while head office jobs are posted by the company itself. The company's jobs site describes itself as a franchise system with additional head office roles that support all franchises and other brands. Because franchise partners run their own hiring, the background check steps may vary by location, so candidates should confirm what applies with the franchise they are applying to.

Truck team member candidates may be asked to consent to a motor vehicle record check in addition to standard searches, since the role involves driving a company truck. Candidates for driving roles typically need a valid driver's license, though requirements may vary by franchise and state. Candidates should review the job posting and the disclosure forms they receive to see which searches apply.

Running a personal background check with Checkr lets you preview what 1-800-GOT-JUNK? may see and help you identify potential inaccuracies before they affect your job application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To showcase verified credentials proactively, build a free Checkr Profile you can share with recruiters, hiring managers, or potential employers.

Check your report status in the Candidate Portal. Or, visit the Checkr Help Center for FAQs, dispute steps, and to contact support.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.