ABM Industries: Hiring, Background Check & Employment Verification FAQs

ABM's own about page traces its heritage to 1909, when founder Morris Rosenberg invested in a window cleaning business, and it describes growth since then through strategic acquisitions that added integrated services. Today the company describes itself as a provider of facility, engineering, and infrastructure solutions delivered by a team of more than 100,000 specialists. It says it supports 19 industries and serves six billion square feet of space every day. ABM also runs an investor relations site and cites more than 50 years of annual dividend increases.

The industries ABM lists on its website include aerospace, airlines, airports, healthcare, higher education, K-12 schools, government, data centers, hospitality, retail, and sports and entertainment, among others. Its solutions span cleaning and maintenance, HVAC and mechanical work, energy and power, landscape and turf, and operations and maintenance. Because ABM services facilities such as airports, hospitals, and schools, the screening a candidate sees can depend on the site and the client as well as the job.

ABM's careers page groups openings into hourly positions; engineering, skilled trades, and technical services; sales and business development; operations and field management; technology and strategy; and corporate functions. It also links to separate job listings for several affiliated businesses, including Able, Quality Uptime Services, RavenVolt, and WGNSTAR. That range means an ABM background check can look very different for an hourly facility role than for an engineering or corporate position.

Company culture and employee programs:

ABM states its mission as making a difference, every person, every day, and its purpose as taking care of the people, spaces, and places that are important to its clients. Its careers site describes training, growth pathways, and dedicated routes for people starting a career, transitioning from the military, or coming from a trade school. Pay, schedules, and benefits may vary by role, location, and client site, so candidates should confirm specifics during hiring.

Yes. Employers in the facility services industry, including ABM, 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, background screening is governed by the Fair Credit Reporting Act (FCRA), which sets requirements for candidate consent, disclosure, and adverse action. Some states and cities add their own rules about when and how criminal history can be considered.

ABM is generally reported to conduct background checks as part of its hiring process, with the scope depending on the role. This fits standard practice in facility services, where employees often work in occupied buildings and may have access to client spaces, equipment, and keys. The specific components of an ABM background check may vary by role, client site, and location.

The ABM hiring process typically starts with an online application, followed by contact from the hiring team and a simple interview process. ABM's How We Hire page describes three steps: search and apply, connect with the team, and start your ABM journey. It says interviews are usually two to four conversations, depending on the job. Candidates who receive an offer are typically asked to consent to a background check before starting, though steps may vary by role and location.

An ABM background check can take from a few business days to longer, depending on the searches ordered and how quickly courts and agencies respond. Checks that span several counties or states, or that include motor vehicle records, may take more time. Candidates who want to understand typical timelines in more detail can review background check turnaround times.

An ABM background check may include criminal history, identity, and employment checks, with driving or other searches added for certain roles. Possible components include:

Roles placed in airports, schools, or healthcare facilities may be subject to additional client or regulatory requirements. Candidates should review the disclosure and consent forms they receive to see which searches apply to their position.

ABM may require a drug test for certain roles, depending on the job, the client site, and the location. Positions that involve driving, operating equipment, or working in safety-sensitive settings are more likely to include testing, and requirements may differ by state and by client. Candidates should check the job posting and any offer paperwork, and ask the hiring contact what applies to their role.

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.

ABM is generally understood to review candidates with criminal records case by case, so outcomes may depend on the role and the record. Relevant factors may include the type of offense, how much time has passed, and the duties and location of the job, such as working in a school, hospital, or airport. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history, and some roles may be shaped by client or licensing requirements.

Candidates typically need to give written consent before an ABM background check begins, usually through a disclosure form during hiring. Applicants should be ready to provide their full legal name, date of birth, Social Security number, and address history. Accurate information helps searches run in the correct jurisdictions and avoids delays.

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).

ABM hourly facility jobs may include a background check, though the scope can vary by site and client. Hourly positions, which ABM lists first among its career paths, involve keeping facilities safe, clean, and welcoming, so candidates may see criminal history and identity searches. Because ABM works in sectors such as healthcare and education, some sites may add requirements, and candidates can ask the hiring contact which steps apply.

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