Ace Mart Restaurant Supply: Hiring, Background Check & Employment Verification FAQs

Ace Mart Restaurant Supply was founded in May 1975 in San Antonio, Texas, when Norman "Gus" Gustafson and his son Paul purchased the business and set up in a small building downtown. The early inventory was modest, consisting largely of bar stools, tables and chairs, a few ranges, and used equipment, and the founding idea was to serve the independent restaurants that larger distributors tended to overlook. The company remains family owned and operated and is still headquartered in San Antonio.

Growth came through the 1980s and 1990s as the company added stores across Texas, and Ace Mart now runs a network of retail locations backed by substantial warehouse and showroom space. Its catalog spans smallwares, tabletop and serving items, cookware, refrigeration, cooking equipment, janitorial supplies, and furniture, sold both in store and through an e-commerce operation that ships nationally. Industry trade coverage has ranked Ace Mart among the larger foodservice equipment and supplies dealers in the United States by annual sales.

The company has also grown through acquisition. In 2023 it acquired Wichita Restaurant Supply and Big Plate Restaurant Supply, and in September 2024 it acquired Curtis Restaurant Supply, an Oklahoma-based dealer founded in 1946. Acquisitions of this kind bring new locations, new staff, and sometimes new legacy branding into the organization, so candidates applying at a recently acquired location should confirm which legal entity is named as the employer on their offer and onboarding paperwork.

Company culture and employee programs:

Typical roles at Ace Mart include retail showroom sales associates, counter and inside sales staff, outside sales representatives calling on restaurant accounts, warehouse associates handling receiving and order fulfillment, delivery drivers, e-commerce and customer service staff, and equipment service technicians. Store and warehouse positions are often hourly, while sales roles may include a commission component. As a distributor with both retail and wholesale operations, the company hires for a mix of customer-facing and logistics work, and schedules can include early mornings for delivery routes and weekend coverage at retail stores. Pay, benefits, and schedules vary by location and role, so candidates should confirm specifics with the hiring manager.

Yes. Employers in the wholesale distribution and retail industry, including Ace Mart Restaurant Supply, are legally permitted to conduct pre-employment background checks on job candidates as long as they follow applicable federal, state, and local law. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires a standalone disclosure, written candidate authorization, and a defined adverse action process before an employer declines a candidate based on the results of a report.

Ace Mart is generally reported to conduct background checks as part of its hiring process, which is typical for distributors that handle inventory, cash, customer accounts, and commercial delivery routes. The scope of an Ace Mart background check may vary by position and by location. Roles that involve driving a company vehicle, handling cash at a register, or managing customer credit accounts are commonly screened more thoroughly than entry-level warehouse positions.

Steps differ by role and store, but the Ace Mart hiring process generally starts with an online or in-store application. Candidates who match an opening are usually contacted for a phone screen, followed by an in-person interview with a store manager, warehouse supervisor, or sales leader. Sales candidates may complete a second interview covering territory knowledge and account management. Applicants who receive a conditional offer are typically asked to authorize a background check, and driving candidates may also need to provide a valid license and consent to a motor vehicle records check, before orientation and a start date are scheduled.

Turnaround depends on the searches ordered and how responsive the underlying sources are. Many reports are returned within a few business days. Checks that reach into multiple counties or states, or that rely on a previous employer to confirm dates and titles, can take longer, and motor vehicle record requests move at the pace of the relevant state agency. Candidates who want more detail on what drives these timelines can review background check turnaround times.

The employer sets the scope. For a distribution and retail role, a background check may include some or all of the following:

Candidates should read the disclosure and consent paperwork they receive to understand which searches apply to their specific position.

The lookback period depends on the search type and on state law. Under the FCRA, consumer reporting agencies are generally limited from reporting most adverse information older than seven years, with exceptions that can apply to criminal convictions and to higher-salary roles. Texas and the other states where the company operates have their own rules, and some states restrict the reporting of arrests that did not result in conviction. Driving records follow a separate schedule set by each state motor vehicle agency, and the number of years reported there is often different from the criminal history window.

Ace Mart does not publish a detailed policy on applicants with felony records, and decisions of this kind are typically made case by case. Employers commonly consider the nature and seriousness of the offense, how long ago it occurred, and whether it relates to the duties of the role, so a record may be weighed differently for a warehouse position than for one involving cash handling or customer credit. A number of states and cities have adopted "ban-the-box" laws that restrict when criminal history can be raised during the application process. Candidates are encouraged to answer application questions honestly and be ready to discuss their history if asked.

Candidates are typically asked to sign a disclosure and authorization form before screening begins. They should be prepared to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history. Applicants for delivery or other driving roles generally need a valid driver's license and may be asked about their driving history. Complete and accurate information helps ensure that searches run in the right jurisdictions and keeps the process from stalling.

The Fair Credit Reporting Act is the US federal law governing how consumer reporting agencies collect, use, and share background check information. Under the FCRA, an employer must obtain written consent before ordering a report, provide the candidate with a copy of the report and a summary of rights before taking adverse action, and give the candidate an opportunity to dispute inaccurate information before making a final decision. For a fuller explanation of how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance apply to hiring, see Fair Credit Reporting Act (FCRA).

Delivery roles at a foodservice distributor generally require a valid driver's license for the class of vehicle being operated and an acceptable driving record, which employers usually confirm through a motor vehicle records search. Depending on the vehicle weight and the nature of the route, a position may fall under federal motor carrier rules, which add their own requirements such as a commercial driver's license, medical certification, and participation in a drug and alcohol testing program. Requirements vary by location, vehicle, and route, so candidates should ask the hiring manager which standards apply to the specific driving job.

Running a personal background check with Checkr lets you preview what Ace Mart Restaurant Supply 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.