Advance Auto Parts: Company Profile & Background Check FAQs

Advance Auto Parts traces its history to April 1932, when Arthur Taubman purchased the Advance Stores, which then consisted of two shops in Roanoke, Virginia, and one in Lynchburg, Virginia. The company grew from that small Depression-era base into a national automotive parts chain, went public, and now trades on the New York Stock Exchange under the ticker AAP. After decades headquartered in Roanoke, the company announced in 2018 that it was relocating its headquarters to Raleigh, North Carolina, where it is based today.

The company sells automotive replacement parts, batteries, accessories, and maintenance items through its retail network, and it supplies professional customers such as independent repair shops through its commercial delivery programs and the Carquest banner. As of 2025, Advance Auto Parts has been reported to operate roughly 4,300 Advance and Carquest stores, with more than 800 additional independently owned Carquest locations, supported by distribution centers across its network.

Advance Auto Parts has been reported to employ approximately 54,000 people as of 2025. Store roles include retail sales associates, commercial parts pros, and store managers, while commercial delivery drivers move parts from stores to professional shop customers. Behind the stores, distribution center associates, fleet drivers, and supply chain teams keep inventory flowing, and corporate functions cover merchandising, e-commerce, IT, finance, and human resources.

Company culture and employee programs:

Advance Auto Parts emphasizes automotive knowledge and customer service in its frontline roles, and many team members build expertise through on-the-job training and industry certifications such as ASE credentials for parts professionals. The company has offered development paths from store roles into management. Benefits, scheduling, and pay differ by position, location, and full-time or part-time status, so candidates should confirm details with a hiring manager or recruiter.

Yes. Employers in the automotive retail industry, including Advance Auto Parts, are legally permitted to conduct pre-employment background checks as long as they follow federal, state, and local laws. In the United States, the Fair Credit Reporting Act (FCRA) governs employment screening and requires written candidate consent, clear disclosure, and a defined adverse action process. Roles that involve driving are also subject to motor vehicle record standards.

Advance Auto Parts is generally reported to conduct background checks as part of its hiring process, which is consistent with common practice among national retailers. Store employees handle cash and inventory, delivery drivers operate vehicles on public roads, and distribution center staff work in safety-sensitive environments. The specific scope of the Advance Auto Parts background check may vary by role, state, and location, so candidates should review the disclosure forms they receive during hiring.

While details vary by role, the Advance Auto Parts hiring process typically begins with an online application through the company's careers site. Candidates who move forward are usually contacted for a phone screen or an in-person interview with a store or district manager, and distribution center candidates may attend a hiring event or facility interview. Candidates who receive a conditional offer are generally asked to consent to a background check, and driver roles typically include a motor vehicle record review, before a start date is confirmed.

Turnaround depends on which searches are ordered, how quickly courts and agencies respond, and how many jurisdictions appear in a candidate's history. Many background checks are completed within a few business days, while reports involving several county criminal searches can take longer. For more on what affects timing, review this guide to background check turnaround times.

Each employer decides which screenings to include for each role. For an automotive retailer like Advance Auto Parts, a background check may include some or all of the following:

Candidates should read the consent documents provided during hiring to see which searches apply to their role.

Lookback periods depend on the search type and state law. Under the FCRA, most negative information other than criminal convictions generally cannot be reported once it is more than seven years old, with exceptions for certain higher-paying positions. Convictions can often be reported further back where state law permits, and driving record history windows vary by state. Candidates with multi-state histories may see different limits within a single report.

Advance Auto Parts does not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made case by case. Employers commonly weigh the nature and age of the offense against the duties of the role, such as cash handling or driving. Many states and cities enforce "ban-the-box" laws that restrict when employers can ask about criminal history. Candidates with records should complete applications accurately and be prepared to discuss their background if asked.

Before a background check begins, candidates are typically asked to sign a written consent and disclosure form. Applicants should be ready to provide accurate personal information, including full legal name, date of birth, Social Security number, and address history, plus a valid driver's license for delivery and fleet roles. Accurate information helps searches run in the correct jurisdictions and prevents avoidable delays.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. Employers must obtain written consent before ordering a report, and if they intend to take adverse action based on the results, they must provide the candidate a copy of the report and a summary of rights, along with the chance to dispute inaccurate information. For a fuller overview, read this introduction to the Fair Credit Reporting Act (FCRA) and EEOC guidance.

Running a personal background check with Checkr lets you preview what Advance Auto Parts may see and helps you identify potential inaccuracies before they affect your 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 and hiring managers.

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.