Advance America: Company Profile & Background Check FAQs

Founded in 1997 and headquartered in Spartanburg, South Carolina, Advance America began as a single-product payday loan provider and expanded over the following decades into a broad consumer financial services company. The company offers payday loans, installment loans, title loans, lines of credit, and other short-term lending products designed for customers who need quick access to funds. Advance America operated as a publicly traded company for several years before Grupo Elektra, a Mexican financial and retail conglomerate with operations across Latin America, acquired it in 2012. That acquisition gave Advance America access to a larger capital base and positioned it within a broader consumer finance ecosystem. Today, the company operates more than 800 retail lending centers across more than 20 U.S. states, serving millions of customers annually through both in-store and online channels.

The company's business model centers on providing accessible short-term credit to consumers who may not qualify for traditional bank loans or credit products. Each retail lending center functions as a customer-facing financial services branch, processing loan applications, disbursing funds, accepting repayments, and managing sensitive personal and financial data on behalf of customers. Advance America operates within a heavily regulated environment, subject to oversight from the Consumer Financial Protection Bureau (CFPB) and state-level financial services regulators in each market where it operates. State laws vary significantly regarding loan terms, interest rate caps, and permissible lending products, requiring the company to maintain compliance programs across all locations.

Company culture and employee programs:

Advance America employs store associates, customer service representatives, center managers, and district and regional managers across its retail network. Entry-level positions typically involve customer interaction, loan processing, cash handling, and data entry, while management roles add supervisory responsibilities and performance accountability for individual center results. Because employees routinely handle cash and process applications containing sensitive personal and financial information, the company places a consistent emphasis on accuracy, compliance, and trustworthiness in its hiring criteria. Advance America has offered benefits including health insurance, paid time off, and retirement savings plans for eligible employees. The company also provides structured onboarding and compliance training to ensure staff understand applicable lending regulations and customer service standards.

Yes. Advance America conducts background checks as part of its hiring process for most positions. The company works with consumer reporting agencies to obtain background reports on candidates who have received conditional offers of employment. Because Advance America operates in the regulated financial services industry, the screenings ordered may go beyond standard criminal history checks. Positions that involve cash handling or access to customer financial records may also include a credit history review, which is relevant context for candidates preparing to apply. The specific screenings conducted will vary based on the role, the state where the position is located, and applicable laws.

The Advance America hiring process typically begins with an online application submitted through the company's careers page. Candidates who meet the basic qualifications for a role are generally contacted for a phone or in-person interview with a hiring manager or district leader. For store-level roles such as customer service representative or center manager, interviews often assess customer service aptitude, attention to detail, and comfort handling financial transactions. After a successful interview, candidates who receive a conditional offer of employment are asked to complete the background check process and, where applicable, other pre-employment steps before a start date is confirmed. The timeline from application to start date varies by location and role, but candidates can typically expect the process to take one to three weeks once an offer is extended.

Most employment background checks can be completed in three to five business days, but timing varies with the screenings ordered and record accessibility. Database searches can return results in minutes, whereas searches that require manual courthouse retrieval or follow-up on records may extend beyond a week. Credit history checks, if included for financial services roles, are typically returned quickly through automated systems. Candidates applying for positions in states with specific regulatory requirements may experience additional processing steps. See Checkr's guide to background check turnaround times for details.

An Advance America background check report may include:

The specific screenings conducted depend on the position, state regulations, and Advance America's requirements for that particular role.

Look-back periods vary by state law, position, and the CRA's data sources. Many employers focus on the past seven years for most convictions, though this can differ based on state fair-chance laws and the nature of the role. Some states limit how far back employers can review criminal records, while others permit longer look-back periods for positions in financial services or roles involving access to sensitive data. Candidates should review state fair-chance or "ban-the-box" laws to understand local limits that may apply to their situation.

It depends. Advance America does not publish a blanket policy against hiring individuals with felony convictions, and practices can vary by state and position. The company evaluates candidates with criminal histories on a case-by-case basis, considering factors such as the nature and severity of the offense, how much time has passed since the conviction, and the relevance of the criminal history to the responsibilities of the role being sought. Because positions at Advance America involve cash handling and access to customer financial information, convictions related to theft, fraud, or financial crimes may receive additional scrutiny during the evaluation process. Federal EEOC guidance recommends that employers conduct an individualized assessment that considers the nature of the offense, its age, and its relevance to the job. State and local fair-chance hiring laws may also influence how criminal history is evaluated. Candidates with criminal records should be prepared to discuss their background honestly and can emphasize their qualifications and readiness to contribute.

Drug testing policies vary by location and role. Some candidates have reported completing a pre-employment urine drug screen as part of the hiring process, while others have not. Drug testing requirements and methods can also vary by state, given that local laws regulate what substances employers can test for and under what circumstances. Candidates should be prepared for the possibility of a drug screening and can confirm the specific policy for their location during the offer stage. Specific policies, including whether post-hire or reasonable-suspicion testing is conducted, may also vary by location and applicable state law.

Advance America background check requirements vary by position and location. Standard requirements typically include:

Candidates receive disclosure documents explaining their rights under the FCRA and the types of screenings that may be conducted.

The Fair Credit Reporting Act (FCRA) requires employers to obtain written consent before ordering a background report, provide a copy of the report plus a "pre-adverse action" notice if they may take negative action, and allow time to dispute errors. If Advance America decides not to hire a candidate based in whole or in part on information in a background report, the company must:

EEOC guidance also recommends an individualized assessment that considers the nature of the offense, its age, and relevance to the job. This approach helps ensure fair evaluation and reduces the risk of discriminatory hiring practices.

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

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.