Americold: Company Profile & Background Check FAQs

Americold traces its history to 1903, when entrepreneur Ernest Woodruff merged three cold storage warehouses to form the Atlanta Ice and Coal Company. More than a century later, the business has grown into Americold Realty Trust, Inc., a publicly traded real estate investment trust headquartered in Atlanta, Georgia, and listed on the New York Stock Exchange under the ticker symbol COLD.

The company's core business is temperature-controlled warehousing and logistics for perishable goods. Americold owns and operates approximately 230 temperature-controlled warehouses spanning roughly 1.4 billion cubic feet of storage, and it is regularly described as the second-largest company in its industry worldwide. Its facilities serve food producers, processors, distributors, and retailers who rely on an unbroken cold chain to keep products safe from farm to shelf. Beyond storage, the company provides transportation and supply chain services that move refrigerated and frozen goods between production sites, warehouses, and customers.

Americold employs thousands of associates across its global network. Frontline roles include warehouse workers and order selectors who work in refrigerated and freezer environments, forklift and reach truck operators, refrigeration and maintenance technicians, and shift supervisors. The company also hires transportation coordinators, customer service staff, and corporate professionals in engineering, technology, finance, and commercial functions.

Company culture and employee programs: Because much of the work takes place in cold environments around industrial equipment, Americold puts significant emphasis on safety training and protective equipment. The company promotes advancement from entry-level warehouse roles into lead and supervisory positions, and it typically provides gear appropriate for freezer work. Pay, shift differentials, and benefits vary by site, role, and employment status, so candidates should confirm specifics during the interview process.

Yes. Employers in the cold storage and logistics industry, including Americold, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent before ordering a report and to follow specific steps if the results influence a hiring decision.

Americold is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice in warehousing and food logistics. Employees work around valuable inventory, operate powered industrial equipment, and support food safety obligations, all common reasons employers in this industry screen candidates after a conditional offer. The scope of an Americold background check may vary by role, facility, and the state or country where the position is located.

The Americold hiring process typically starts with an online application, followed by a phone screen or an interview with a recruiter or site leader. Warehouse candidates may interview on site and discuss shift preferences and freezer work expectations. Candidates who receive a conditional offer are generally asked to consent to a background check, and many roles include a pre-employment drug screen. Once screening is complete, new hires move into orientation, safety training, and equipment certification where applicable.

Turnaround depends on the searches ordered and how quickly courts and other sources respond. Many background checks finish within a few business days, while reports requiring county criminal searches in several jurisdictions or multiple employment verifications can take longer. For a closer look at what affects timing, review background check turnaround times.

Screening components are chosen by the employer based on the role. For a warehousing and logistics company like Americold, a background check may include some or all of the following:

Candidates should read the disclosure and consent forms they receive to confirm which searches apply to their position.

Lookback windows depend on the type of search and the laws where the candidate lives and works. Under the FCRA, most negative information other than convictions generally cannot be reported after seven years, while criminal convictions may be reported for longer under federal law. Several states restrict conviction reporting to seven years, and salary-based exceptions exist. Candidates with history in multiple states may see different limits applied to different parts of the same report.

Americold does not publish a detailed public policy regarding candidates with felony convictions, and hiring decisions of this kind are typically made case by case. Employers commonly consider the nature and seriousness of the offense, the time that has passed, and how the record relates to the job's duties. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history, allowing candidates to be assessed on their qualifications first. Candidates with records are generally encouraged to answer application questions honestly and be ready to provide context.

Candidates are typically asked to sign a written disclosure and consent form before a background check is initiated. Applicants should be prepared to supply accurate personal details, including full legal name, date of birth, Social Security number, and address history, along with driver's license information for driving roles. Accurate information ensures the right jurisdictions are searched and helps keep the hiring timeline on track.

Drug testing policies are set by the employer and can vary by site, role, and state law, so candidates should not assume a single company-wide rule. That said, pre-employment drug screening is common across the warehousing industry, particularly for roles that involve operating forklifts and other powered equipment, and transportation roles covered by DOT regulations carry federally mandated testing. Candidates can expect any testing requirements to be explained during the offer and onboarding process.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies gather, use, and share background check information. Under the FCRA, employers must obtain written consent before running a check, and before taking adverse action based on the findings they must provide the candidate with a copy of the report, a summary of rights, and the opportunity to dispute inaccurate or incomplete information. For more detail, read this introduction to the Fair Credit Reporting Act (FCRA) and related EEOC guidance.

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