Aéropostale: Hiring, Background Check & Employment Verification FAQs

Aéropostale describes itself as a specialty retailer of casual apparel and accessories, offering high-quality denim and fashion essentials at compelling values for young men and women. According to the company's About Us page, the brand was established in 1987 and operates more than 500 locations across the United States and Puerto Rico, in addition to its e-commerce site.

Those US and Puerto Rico stores and the website are operated by Catalyst Brands, which describes itself as a fashion industry leader whose brands also include Brooks Brothers, Eddie Bauer, Lucky Brand and Nautica. Through licensing partnerships, Aéropostale stores are also operated internationally, so the hiring information on this page is most relevant to US store and corporate roles.

Aéropostale's People page describes two main groups of employees. The corporate team covers areas such as merchandising, visual, finance and human resources, with two corporate offices in the New York metro area and distribution centers in New Jersey and California. The storeline team includes store managers, assistant store managers and sales associates, whom the company calls Brand Ambassadors. The Careers page sends applicants to separate portals for corporate roles and for retail store roles in the United States.

Company culture and employee programs:

Aéropostale says it embraces positivity, inclusivity and acceptance, and its People page describes a store culture built around living its values and being a positive influence on others. Pay, benefits and scheduling can vary by role, location and whether the position is full-time or part-time, so candidates are encouraged to confirm specifics during the hiring process.

Yes. Employers in the specialty retail industry, including Aéropostale, 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 around candidate consent, disclosure, and adverse action procedures. Because Aéropostale operates stores across many states and Puerto Rico, state and local rules on screening may differ from one store location to another.

Aéropostale is generally reported to conduct background checks as part of its hiring process, although the company does not publicly detail its screening policy. Retail employers commonly screen candidates because store teams handle cash, merchandise and customer payment information. The scope of the Aeropostale background check may vary depending on the role, whether it is a store, distribution center or corporate position, and the location.

The Aéropostale hiring process typically begins with an online application through the corporate or retail store careers portal, followed by an interview. Store candidates may meet with a store manager, while corporate candidates may speak with recruiters and hiring managers across several rounds. Candidates who receive a conditional offer are usually asked to consent to a background check before a start date is confirmed, and onboarding follows once pre-employment requirements are cleared. Steps may vary by role and location.

A Aéropostale background check can take anywhere from a few business days to longer, depending on the searches ordered and how quickly courts and agencies respond. Store roles that involve fewer jurisdictions may move faster than those for candidates who have lived or worked in several states. Candidates who want more detail on typical timelines can review background check turnaround times.

The specific components of a background check are determined by the employer. For a role at a specialty retailer like Aéropostale, a background check may include some or all of the following:

Candidates should review any disclosure and consent forms provided during the hiring process to understand which searches will be conducted for their specific role.

Whether Aéropostale drug tests depends on the role and location, and the company does not publicly detail a drug-testing policy. Retail employers sometimes require a drug screen for certain positions, such as management or distribution roles, while others may not. Candidates should review the offer paperwork and any disclosure forms to see whether a drug test applies to their position.

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.

Aéropostale does not publicly detail how it handles felony records, and decisions on candidates with a felony history are typically made case by case. Factors that may influence a decision include the type of offense, how much time has passed, and the duties of the role, such as handling cash or inventory. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history during the hiring process. Candidates are encouraged to be honest on their application and to be prepared to discuss their background if asked.

Candidates applying to Aéropostale will typically be asked to provide written consent before a background check is initiated, usually through a disclosure form during the hiring process. Be prepared to supply accurate personal information, including your full legal name, date of birth, Social Security number and address history. Accurate details help ensure searches cover the right jurisdictions and can prevent delays. New hires are also typically asked for documents that confirm identity and work authorization during onboarding.

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).

Not necessarily, because the searches ordered can vary with the duties of the position. A store associate role may center on criminal history and identity checks, while corporate roles in areas such as finance or merchandising may add education verification or credit history where relevant and permitted by law. Distribution center roles may follow a different set again. The disclosure form each candidate receives lists the searches that apply to that position.

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