Aaron's: Company Profile & Background Check FAQs

Aaron's traces its roots to 1955, when R. Charles Loudermilk founded Aaron Rents in Atlanta, Georgia, initially renting furniture and party equipment. Over the decades the business evolved into a national lease-to-own retailer, and the modern Aaron's Company was spun off as an independent public company in 2020. The company remains headquartered in Atlanta.

In October 2024, The Aaron's Company completed its acquisition by IQVentures Holdings, a fintech and investment organization, in a take-private transaction reported at approximately 504 million dollars. As a result, Aaron's is now privately held. Its portfolio also includes BrandsMart U.S.A., a consumer electronics and appliances retailer, along with BrandsMart Leasing and the Woodhaven furniture manufacturing operation.

Aaron's describes itself as a technology-enabled, omnichannel provider of lease-to-own and retail purchase solutions. According to company and industry sources, it serves customers through approximately 1,210 company-operated and franchised stores in 47 states and Canada, as well as its e-commerce platform. Store teams typically include sales associates, customer accounts advisors, delivery drivers, product technicians, and general managers, supported by distribution and corporate functions.

Company culture and employee programs: Aaron's store roles blend retail sales with logistics, since teams deliver, set up, and service leased merchandise in customers' homes. The company provides role-based training, and many field managers are promoted from store positions. Compensation, bonus eligibility, and benefits vary by role, location, and franchise versus corporate ownership, so candidates should verify specifics during interviews, particularly at franchised locations where the franchisee is the employer.

Yes. Employers in the retail and lease-to-own industry, including Aaron's, are legally permitted to conduct pre-employment background checks when they comply with applicable federal, state, and local laws. In the United States, the Fair Credit Reporting Act (FCRA) governs how background checks are ordered and used, requiring standalone disclosures, written consent, and a defined adverse action process.

Aaron's is generally reported to conduct background checks as part of its hiring process, which aligns with common practice in retail businesses whose employees handle payments, customer financial information, and in-home deliveries. The scope of an Aaron's background check may vary by position and location. Delivery roles often include a motor vehicle record review, while corporate and management roles may add employment or education verification.

While steps differ by role and store, the Aaron's hiring process usually starts with an online application. Candidates who advance typically complete a phone screen or an in-person interview with the store's general manager, and multi-unit leaders may join interviews for management roles. After a conditional offer, candidates are generally asked to authorize a background check, and some roles may require a drug screen where permitted by law. Start dates are usually confirmed once screening is complete.

Many reports are completed within a few business days. Total time depends on the searches ordered, the number of jurisdictions involved, and how quickly courts and verification sources respond. Checks involving several counties or slower court systems can take longer. For more detail, see background check turnaround times.

The employer chooses which searches to include for each role. For a lease-to-own retailer like Aaron's, where employees enter customer homes and handle payments, a background check may include some or all of the following:

Lookback periods vary by search type and by state. The FCRA generally bars consumer reporting agencies from reporting most non-conviction negative information older than seven years, with exceptions for certain higher-paying roles, while convictions may be reportable further back depending on state law. Some states impose shorter windows, so identical searches can produce different results across state lines.

Aaron's does not publish a detailed policy regarding candidates with felony convictions, and hiring decisions are typically made case by case. Employers commonly weigh the offense type, how much time has passed, and the duties of the role, such as in-home delivery or cash handling. Many jurisdictions have "ban-the-box" laws restricting when criminal history can be discussed. Candidates with records should answer application questions truthfully and be prepared to add context.

Before screening begins, candidates typically sign a disclosure and authorization form. Expect to provide your full legal name, date of birth, Social Security number, and address history, plus a driver's license number for delivery positions. Accurate personal information helps searches run in the correct jurisdictions and keeps the process on schedule.

The Fair Credit Reporting Act is a federal law that controls how consumer reporting agencies compile background reports and how employers use them in hiring. It requires consent before a check is run and gives candidates the right to receive a copy of their report, a summary of rights, and an opportunity to dispute errors before any final adverse decision. This overview of the Fair Credit Reporting Act (FCRA) explains how the law and EEOC guidance work together.

Running a personal background check with Checkr lets you preview what Aaron's may see and helps you catch 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.