American Greetings: Company Profile & Background Check FAQs

American Greetings traces its origins to 1906, when Polish immigrant Jacob Sapirstein founded the Sapirstein Greeting Card Company in Cleveland, Ohio, selling cards to stores from a horse-drawn cart. The business grew through the twentieth century, adopted the American Greetings Corporation name when it went public in 1952, and remained closely tied to the founding family for generations. The company returned to private ownership in 2013, and in 2018 the Weiss family sold a majority stake to the investment firm Clayton, Dubilier & Rice, with the family retaining a significant minority interest.

Today, American Greetings is headquartered in Westlake, Ohio, a suburb of Cleveland, at its Crocker Park campus, which opened in 2016. According to Wikipedia, it is the world's second largest greeting card producer, behind Hallmark Cards. Its portfolio includes the American Greetings, Carlton Cards, Papyrus, Recycled Paper Greetings, and Gibson brands, along with digital properties such as AmericanGreetings.com and Blue Mountain ecards.

The company's products reach consumers primarily through mass retailers, grocery stores, pharmacies, and other outlets, supported by manufacturing and distribution operations and a large field merchandising organization. Workforce roles range from artists, writers, and designers at the creative studio to production and warehouse workers, supply chain and technology professionals, corporate staff, and part-time merchandisers who stock and maintain card displays in retail stores across the country.

Company culture and employee programs: As a creative products company, American Greetings brings together artistic and operational talent, and it has long promoted a culture built around helping people connect and celebrate. Field merchandiser roles are often part-time with flexible scheduling, while headquarters and plant roles follow more traditional structures. Training is generally provided for merchandising and production positions, and benefits vary by role, hours, and location, so candidates should confirm specifics during hiring.

Yes. Employers in the consumer products and retail merchandising industry, including American Greetings, are legally permitted to conduct pre-employment background checks on 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 requires written consent, proper disclosures, and adverse action procedures when a background report influences a hiring decision.

American Greetings is generally reported to conduct background checks for at least some positions, which is consistent with common practice among large consumer products employers. Screening may be more likely for roles that involve driving between retail locations, operating equipment, handling inventory, or accessing company systems and facilities. The exact scope of an American Greetings background check may vary by role and location, so candidates should review the disclosure forms they receive during the hiring process.

The hiring process varies by role. Merchandiser candidates typically apply online, complete a phone or video interview, and can move to an offer relatively quickly. Corporate, creative, and technical candidates usually go through a recruiter screen followed by one or more interviews with hiring managers, and creative roles may include a portfolio review. Candidates who receive a conditional offer are generally asked to complete pre-employment steps, which may include consenting to a background check, before their start date is set.

Many employment background checks are completed within a few business days, though timing depends on the searches ordered and the responsiveness of courts and past employers. Reports that include county criminal searches in multiple jurisdictions or several verifications can take longer. Candidates who want more detail can review this guide to background check turnaround times.

Employers decide which screenings to include based on the position. For roles at a consumer products company like American Greetings, a background check may include some or all of the following:

Candidates should read their consent forms to understand which searches apply to their specific role.

Lookback periods depend on the type of search and applicable law. Under the FCRA, consumer reporting agencies generally may not report most negative information other than convictions once it is more than seven years old, and some states apply a seven-year limit to convictions as well. Exceptions exist for certain higher-salary positions. Candidates who have lived or worked in multiple states may see different limits applied to different searches in the same report.

American Greetings does not publish a detailed public policy on hiring candidates with felony records, and decisions of this kind are typically made case by case. Employers commonly consider the nature and age of an offense and how it relates to the role, for example, driving offenses for positions that require regular travel between stores. Many states and cities have enacted "ban-the-box" laws that restrict when employers can ask about criminal history. Candidates with records are encouraged to be honest on applications and prepared to add context if asked.

If a background check is required, candidates will be asked to sign a written consent and disclosure form first. Applicants should be prepared to provide their full legal name, date of birth, Social Security number, and address history, along with employment history for roles where verification applies. Merchandiser applicants whose roles involve driving may also need to provide a valid driver's license and proof of insurance. Accurate information helps the process move quickly.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect and report background information for employment purposes. It requires employers to obtain written permission before running a check, to provide a copy of the report and a summary of rights before taking adverse action based on the results, and to give candidates the opportunity to dispute inaccurate information. For a full overview, see this introduction to the Fair Credit Reporting Act (FCRA) and related EEOC guidance.

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