Academy Sports + Outdoors: Company Profile & Background Check FAQs

Academy Sports + Outdoors traces its roots to 1938, when Max Gochman opened the Academy Tire Shop in San Antonio, Texas. The business gradually shifted from tires to military surplus and eventually to sporting goods, growing under three generations of the Gochman family before being acquired by the private equity firm KKR in 2011. In October 2020, the company completed an initial public offering and now trades on the Nasdaq under the ticker symbol ASO. Following its first year as a public company, Academy debuted on the Fortune 500 list in 2021.

The company is headquartered near Katy, Texas, west of Houston, where it also operates a major distribution center. According to the company, Academy had grown to 301 stores across 21 states as of early 2025, and it has announced plans to continue opening new locations in the years ahead, including its first stores in states such as Ohio, Maryland, and Pennsylvania. Forbes reports the retailer employs approximately 22,000 people.

Academy stores sell sporting equipment, outdoor and recreation gear, apparel, and footwear, with departments covering hunting, fishing, camping, team sports, fitness, and more. The company also operates a large e-commerce business launched in 2011. Its workforce spans store associates, cashiers, and department leads, along with distribution center workers, drivers, and corporate professionals in merchandising, technology, and support functions.

Company culture and employee programs: Academy positions itself around the mission of making it easier for everyone to enjoy more sports and outdoors. Store roles range from entry-level, part-time positions to salaried management, and the company promotes internal advancement paths from the sales floor into leadership. Benefits typically vary by role, location, and full-time or part-time status, so candidates should confirm specifics such as insurance eligibility, retirement plans, and employee discounts during the hiring process.

Yes. Employers in the retail industry, including Academy Sports + Outdoors, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with applicable federal, state, and local laws. In the United States, employment screening is governed primarily by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent before running a check and to follow specific procedures if they take adverse action based on the results.

Academy Sports is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among large national retailers. Retail employees often handle cash, operate point-of-sale systems, and work with customers and inventory, so screening is a common step before a start date is confirmed. Because Academy also sells firearms and ammunition in many stores, certain roles may involve additional compliance requirements. The exact scope of an Academy Sports background check may vary by role, store location, and applicable state law.

While steps can vary by position, the Academy Sports hiring process typically begins with an online application through the company's careers site. Selected candidates are usually contacted for one or more interviews, which may be conducted by phone, virtually, or in person at the store or facility. Candidates who receive a conditional offer are generally asked to consent to a background check, and some roles may include additional pre-employment steps. Once screening and onboarding requirements are complete, new hires move into orientation and training.

Turnaround times depend on the types of searches ordered, the courts and agencies involved, and the candidate's address and employment history. Many background checks are completed within a few business days, but reports that require county court record searches in multiple jurisdictions can take longer. Candidates who want a deeper look at typical timelines can review background check turnaround times.

Employers choose which screenings to include based on the role. For a retail employer like Academy Sports + Outdoors, a background check may include some or all of the following:

Candidates should review the disclosure and consent forms they receive to understand exactly which searches apply to their role.

Lookback periods depend on the type of search and the laws of the state where the candidate lives or works. Under the FCRA, consumer reporting agencies generally cannot report most types of negative information older than seven years, although criminal convictions may be reported further back under federal law, and exceptions exist for positions above certain salary thresholds. Several states impose stricter limits on what can be reported, so two candidates applying in different states may see different lookback windows applied to their reports.

Academy Sports + Outdoors does not publish a detailed public policy on hiring candidates with felony records, and decisions of this kind are typically made on a case-by-case basis. Employers commonly weigh the nature and severity of the offense, how long ago it occurred, and its relevance to the specific job. Roles involving firearms sales may carry additional legal restrictions. Many states and cities have adopted "ban-the-box" laws that limit when employers can ask about criminal history, which can give candidates the chance to be evaluated on their qualifications first. Being honest and prepared to discuss your history, where allowed, is generally the best approach.

Candidates are typically asked to provide written consent before a background check begins, usually through a standalone disclosure form presented during the hiring process. Applicants should be prepared to supply accurate personal information, including their full legal name, date of birth, Social Security number, and current and previous addresses. Providing complete and accurate details helps the screening cover the correct jurisdictions and can prevent avoidable delays.

Because many Academy stores hold federal firearms licenses in order to sell guns and ammunition, employees who process firearms transactions work within a framework of federal and state regulations. While specific internal requirements are set by the company and may vary by location, roles connected to firearms sales in any retail setting commonly involve additional training and compliance steps. Candidates interested in these departments should ask about role-specific requirements during the interview process.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain written consent before ordering a report, and if an employer intends to take adverse action based on the findings, it must provide the candidate with a copy of the report and a summary of their rights, along with an opportunity to dispute inaccurate information. For a deeper overview, see this introduction to the Fair Credit Reporting Act (FCRA) and related EEOC guidance.

Running a personal background check with Checkr lets you preview what Academy Sports + Outdoors may see and helps 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.