ABB: Hiring, Background Check & Employment Verification FAQs

ABB Asea Brown Boveri Ltd. was created when ASEA of Sweden and Brown Boveri & Cie of Switzerland merged, with the combination taking effect on January 5, 1988 and the new company based in Zurich. At formation it brought together two electrical engineering pioneers, ASEA's strength in Scandinavia and northern Europe alongside Brown Boveri's position in Switzerland, Austria, Italy, and Germany, and its early core covered power generation, transmission and distribution, electric transportation, and industrial automation and robotics. The company describes a history stretching back more than 140 years through those predecessor businesses.

Today ABB is a publicly traded technology company that describes itself as a global leader in electrification and automation. By its own reporting it has around 110,000 employees worldwide, serves customers in more than 100 countries, and recorded revenues of $33,220 million in 2025. Its work spans electrical distribution and building products, low- and medium-voltage equipment, drives and motors, process control systems, measurement and analytics, marine and port systems, and electric vehicle charging infrastructure.

ABB's portfolio is being restructured. Its Machine Automation division, formerly part of Robotics and Discrete Automation, moves into the Process Automation business area in the first quarter of 2026. Separately, ABB announced in October 2025 that it had agreed to divest its Robotics division to SoftBank Group for USD 5.375 billion, a change from an earlier plan to spin the division off as a separately listed company; that transaction is subject to regulatory approvals and is expected to close in mid to late 2026. Candidates applying to a robotics role should confirm which entity they would be joining. In the United States, ABB describes a footprint expanded through acquisitions and investment, employing thousands across the country in manufacturing plants, engineering centers, sales offices, and field service organizations.

Company culture and employee programs:

ABB is an engineering-led employer, and its roles include manufacturing and assembly operators, electricians and electrical technicians, field service engineers who travel to customer sites, electrical, mechanical, and software engineers, project and commissioning managers, supply chain and quality staff, and commercial and corporate functions. Many positions are safety-sensitive, involving energized equipment, industrial plants, construction sites, or customer facilities with their own access rules. Training tends to be technical and certification-oriented, and pay, benefits, and working arrangements vary by country, business area, and site, so candidates should confirm details with the hiring team.

Yes. Employers in the industrial technology and manufacturing industry, including ABB, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local laws. In the United States, screening ordered through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires a standalone written disclosure, candidate authorization, and a defined adverse action process. Because ABB operates in more than 100 countries, screening practices elsewhere are shaped by local employment and data protection law, which in much of Europe is considerably more restrictive than the United States baseline.

ABB is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among large industrial and technology employers. Employees may work on energized electrical systems, enter customer plants and critical infrastructure sites, handle export-controlled technical data, or hold roles with financial authority, all of which commonly prompt identity confirmation and history verification during onboarding. The scope of an ABB background check may vary by role, by business area, and by the country or state where the position is based.

The ABB hiring process typically begins with an online application to a specific requisition, followed by a recruiter screen. Candidates who advance usually complete an interview with the hiring manager and often a panel including technical peers, and engineering roles may include a technical discussion or practical assessment. Manufacturing and field service candidates may also complete a physical requirements review or a site visit. Offers are commonly conditional, with background screening, and where applicable a drug test and medical or fitness-for-duty check, completed before the start date is confirmed.

Turnaround depends on the searches ordered, how quickly courts, schools, and prior employers respond, and how many countries or jurisdictions the candidate's history spans. Many United States checks return within a few business days, while international criminal record requests and overseas education verifications frequently take longer because they depend on foreign authorities and institutions. Candidates who want more detail on typical timelines can review background check turnaround times.

The employer determines which components to include. For an industrial technology role, a background check may include some or all of the following:

Candidates should review the disclosure and authorization forms provided during hiring to see which searches apply to their specific role.

The lookback window depends on the search type and the law where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most adverse non-conviction information older than seven years, with exceptions for certain record types and higher-salary positions, and a number of states impose stricter limits. Outside the United States the rules differ sharply: several European countries sharply restrict or prohibit employer access to criminal records except for defined role types, so a candidate's experience can vary a great deal by country.

ABB does not publish a detailed policy on applicants with felony convictions, and hiring decisions of this kind are typically made case by case. Employers commonly weigh the nature and seriousness of the offense, how much time has passed, evidence of rehabilitation, and how the record relates to job duties, which for field roles can include unescorted access to customer facilities. Many states and cities have enacted "ban-the-box" laws that limit when criminal history may be asked about during hiring. Candidates should also be aware that some customer sites, particularly in utilities, defense, and critical infrastructure, set their own access screening standards that the employer cannot override.

Candidates are typically asked to sign a written disclosure and authorization form before screening begins. Expect to provide full legal name, date of birth, Social Security number for United States applicants, and a complete address history, plus employer, school, and certification details that can be verified. Field service and driving roles generally require a valid license and may require a driving record. Candidates with work or study history in other countries should be prepared for extra documentation requests, since international verifications need more identifiers.

The Fair Credit Reporting Act is the United States federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires an employer to obtain written authorization before ordering a report, to provide a copy of the report and a summary of rights before taking adverse action, and to give the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance apply to employment screening, see Fair Credit Reporting Act (FCRA).

They frequently do, and the additional requirements often come from the customer rather than from the employer. Field service engineers and technicians who work inside utility substations, refineries, manufacturing plants, ports, or data centers are commonly subject to the site owner's contractor access program, which can include its own background check, drug and alcohol testing, safety training, and badge issuance. Driving records matter for anyone assigned a company vehicle, and some roles require medical clearance or a fitness-for-duty evaluation because of the physical demands or the equipment involved. Candidates should ask early whether a role is customer-site based, since that usually determines how much extra screening applies.

Running a personal background check with Checkr lets you preview what ABB 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.