Alliance Automation: Hiring, Background Check & Employment Verification FAQs

Alliance Automation began operations in August 2008 in Delphos, Ohio, with the aim of providing automation solutions to underserved industries. The company moved its main office and manufacturing facility to Van Wert, Ohio, in 2010. Its website lists Van Wert as a 140,000 square foot engineering and manufacturing location, alongside a 30,000 square foot engineering and manufacturing location in León, Guanajuato, Mexico.

Its team designs and builds robotic automation systems, from small standalone machines, gauges, and fixtures to fully automated assembly lines. Its custom automation work spans automotive, manufacturing, and palletizing projects, and it also offers material handling and pallet and lumber solutions. Milestones on the company timeline include early work automating pallet processes for CHEP, a Robotic Pallet Dismantler released in 2017, the Urban Sawmill in 2019, and the acquisition of SMETCO in 2020.

The careers page says the company is rooted in rural America and has nearly 200 employees. Roles that have appeared in its job listings include controls engineers, electrical engineers, machinists, electricians, machine builders, project managers, and inside sales representatives, and openings are posted through the company's online job portal.

Company culture and employee programs:

The company describes a family-style culture in which every customer and every employee matters. Its Alliance Academy covers internships, co-ops, an O.W.E. program, and apprenticeships that give participants hands-on training alongside experienced professionals, and the company notes that the time commitment, pay, and future employment prospects differ across those programs. Benefits vary by role, so candidates should confirm details during the hiring process.

Yes. Employers in the industrial automation and manufacturing industry, including Alliance Automation, are legally permitted to run background checks, provided they follow the FCRA and applicable state and local laws. The FCRA, a federal law, sets rules for consent, disclosure, and adverse action when a third-party report is used in hiring.

Alliance Automation is generally reported to conduct background checks as part of hiring, though the company has not published its screening policy in detail. Manufacturers that build equipment for customer sites and handle proprietary designs commonly screen candidates. The scope of an Alliance Automation background check may vary by role, such as an engineering, skilled trades, or sales position.

The Alliance Automation hiring process typically starts with an application through the company's online job portal. Candidates may then have a recruiter call, interviews with hiring managers, and for technical roles a discussion of skills with engineering or production leaders. Those who receive a conditional offer are usually asked to consent to a background check before starting. Steps may vary by role.

An Alliance Automation background check often takes a few business days, though timing depends on the searches ordered and the records involved. Searches that span several counties or states can take longer. Candidates who want a closer look at typical timelines can review background check turnaround times.

An Alliance Automation background check may include criminal history, identity, registry, and employment checks, depending on the role. For a position at an automation manufacturer, the report may include some or all of the following:

Candidates should review the disclosure and consent forms provided during hiring to understand which searches apply to their role.

Whether Alliance Automation drug tests depends on the role, and the company does not appear to publish a drug-testing policy on its careers page. Manufacturers sometimes require a drug screen for shop floor and equipment-related roles after a conditional offer. Candidates should ask the recruiter what 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.

Alliance Automation has not published a blanket policy on felony records, and decisions are typically made case by case. Factors that may matter include the nature of the offense, how much time has passed, and the duties of the role, such as working at customer facilities. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates are encouraged to answer questions honestly.

Candidates applying to Alliance Automation will typically be asked for written consent before a background check begins. They should be ready to provide their full legal name, date of birth, Social Security number, and address history. Accurate information helps searches run in the correct jurisdictions and can prevent delays. Requirements may vary by role.

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).

Applicants to Alliance Automation internship, co-op, and apprenticeship programs may be screened, and the process may differ from program to program. The company's Alliance Academy describes these as separate paths with different time commitments and pay. Students and apprentices should ask the program contact which checks apply to them.

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