American Express: Company Profile & Background Check FAQs

American Express was founded on March 18, 1850, in Buffalo, New York, when business rivals Henry Wells, William Fargo, and John Butterfield merged their express delivery companies. For roughly its first 70 years, the company's core business was express shipping, moving financial documents, parcels, and valuables across the country. It began its transition into financial services with money orders in 1882 and its famous travelers cheques in 1891, and over the twentieth century it became one of the world's best-known card issuers and payment networks.

Today, American Express is a publicly traded company listed on the New York Stock Exchange under the ticker AXP and headquartered at 200 Vesey Street in New York City. The company issues charge and credit cards for consumers, small businesses, and corporations, operates its own global merchant network, and provides travel, dining, and lifestyle benefits to card members. It also operates American Express National Bank, which offers deposit products, making the company both a card network and a federally regulated banking institution.

American Express reported approximately 76,800 employees as of 2025, with operations spanning the United States and international markets. Its workforce includes customer care professionals, travel counselors, fraud and risk analysts, software engineers, data scientists, marketers, salespeople, and corporate staff. Major US employment hubs include New York City along with large service and technology centers in other states.

Company culture and employee programs: American Express promotes a culture built around customer service and colleague development, and it regularly appears on published lists of large employers. The company offers structured onboarding and career development programs, and many customer care and support roles include options for hybrid or remote work depending on the position. Benefits vary by role, location, and employment status, so candidates should confirm specifics during the hiring process. Common role families include:

Yes. Employers in the financial services industry, including American Express, 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 through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires written consent, specific disclosures, and adverse action procedures. As a regulated financial institution, American Express may also be subject to additional screening obligations under federal banking rules.

American Express is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice across banking and payments companies. Employees frequently have access to cardholder accounts, payment data, and other sensitive financial information, so thorough screening is common throughout the industry. The exact scope of an American Express background check may vary by role, level, and location, and positions in regulated functions may involve additional checks.

The American Express hiring process typically begins with an online application through the company's careers site. Candidates who advance are usually contacted for a recruiter phone screen, and many roles include online assessments, such as job simulations for customer care positions. Next come one or more interviews, often structured around behavioral questions, with hiring managers or panels. Candidates who receive a conditional offer are generally asked to consent to a background check, and start dates are typically confirmed after screening and any other pre-employment requirements are complete.

Turnaround time depends on the searches included, the responsiveness of courts, agencies, and past employers, and the number of jurisdictions tied to the candidate's address history. Many reports are finished within a few business days, while checks that involve several county courthouses, international history, or detailed verifications can take longer. For more detail on typical timelines, review background check turnaround times.

Employers choose which screenings to include, and financial services roles often involve a broader package than many industries. An American Express background check may include some or all of the following:

Candidates should review their disclosure and consent forms to understand which searches apply to their specific role.

The lookback period depends on the type of search and the laws of the state where the candidate lives or works. Under the FCRA, consumer reporting agencies generally cannot report most negative information older than seven years, although convictions may be reportable for longer and exceptions exist for certain positions above specified salary thresholds. Several states apply stricter rules, so candidates with multi-state histories may see different windows across the searches in a single report.

American Express does not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made on a case-by-case basis. One important consideration is that federally insured banking institutions are subject to Section 19 of the Federal Deposit Insurance Act, which restricts them from employing individuals convicted of certain offenses involving dishonesty or breach of trust unless regulatory conditions are met. Beyond that, employers commonly weigh the nature of the offense, the time elapsed, and the duties of the role. Many states and cities have adopted "ban-the-box" laws that limit when criminal history questions can be asked. Candidates with records should be honest on applications and prepared to provide context.

Candidates are typically asked to give written consent before a background check is initiated, usually through a standalone disclosure and authorization form. Applicants should be prepared to provide accurate personal information, including their full legal name, date of birth, Social Security number, and address history, and in some cases identification documents for verification. Accurate information helps ensure the correct jurisdictions are searched and reduces delays.

The Fair Credit Reporting Act is a US federal law governing how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before running a check, and before taking adverse action they must provide the candidate with a copy of the report and a summary of rights, plus an opportunity to dispute inaccurate information. For a detailed overview of the law and related Equal Employment Opportunity Commission guidance, visit this introduction to the Fair Credit Reporting Act (FCRA).

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