AMP: Company Profile & Background Check FAQs

AMP traces its history to 1849, when the Australian Mutual Provident Society began operations in a small office on George Street in Sydney as a mutual life insurance society. After nearly 150 years as a mutual organization, the society demutualised in 1998 and became AMP Limited, a public company listed on the Australian Securities Exchange under the ticker AMP. The company is headquartered at Quay Quarter Tower in Sydney, Australia.

Today, AMP operates across Australia and New Zealand, offering superannuation and investment products, financial advice, investment management, and banking services through AMP Bank, including home loans and savings accounts. Its main business divisions include Platforms, Super & Investments, AMP Bank, and New Zealand Wealth Management. AMP is one of Australia's largest retail and corporate superannuation providers and supports more than one million customers.

AMP employed approximately 2,600 people as of 2024, with roles spanning banking operations, customer service, financial advice support, technology, risk and compliance, and corporate functions. Because employees routinely work with customer accounts, retirement savings, and other sensitive financial information, screening and integrity checks are a standard consideration in the company's hiring practices, as they are across the financial services industry.

Company culture and employee programs: AMP promotes a professional, customer-focused culture typical of large financial institutions, with structured onboarding, compliance training, and development pathways across banking, wealth management, and technology roles. Benefits and working arrangements vary by role, location, and employment type, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the financial services industry, including AMP, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow the laws of the countries and regions where they hire. In the United States, background screening is governed by the Fair Credit Reporting Act (FCRA), which sets rules for consent, disclosure, and adverse action. In Australia and New Zealand, where AMP primarily operates, screening is governed by local privacy and employment laws, and financial services roles are often subject to additional regulatory and fit-and-proper checks.

AMP is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice across banking and wealth management. Financial institutions commonly verify identity, criminal history, employment history, and qualifications before employees are given access to customer funds and financial data. The specific components of an AMP background check may vary by role, seniority, and regulatory requirements that apply to the position.

While steps can vary by team and role, the AMP hiring process typically begins with an online application, followed by a phone or video screening with a recruiter. Shortlisted candidates usually complete one or more interviews with hiring managers, and some roles may include skills assessments or case exercises. Candidates who receive a conditional offer are generally asked to consent to background and pre-employment checks before their start date is confirmed.

Turnaround times depend on the searches included, the responsiveness of courts, agencies, and former employers, and the number of jurisdictions involved. Many checks are completed within a few business days, while others, such as international verifications or manual court record searches, can take longer. Candidates who want to understand typical timelines can review background check turnaround times.

The employer determines which screenings to include. For a financial services company like AMP, a background check may include some or all of the following:

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

Lookback periods depend on the type of search and the law of the relevant jurisdiction. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with exceptions for certain record types and higher-salary roles, and some states impose stricter limits. Australia has spent-conviction schemes that limit disclosure of many older offenses after a crime-free period, though exceptions can apply to certain regulated financial roles. Candidates may see different lookback windows depending on where they live and the searches conducted.

AMP's internal policies regarding candidates with criminal records are not publicly detailed, and decisions are typically made case by case. In regulated financial services roles, certain offenses, particularly those involving fraud or dishonesty, can be disqualifying under law or regulator rules, while other records may be weighed against the nature of the role and the time elapsed. In the United States, many states and cities have adopted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates are encouraged to answer application questions honestly and be prepared to discuss their background if asked.

Candidates will typically be asked to provide written consent before checks begin, along with accurate personal information such as full legal name, date of birth, address history, identity documents, and details of prior employment and education. For US-based screening, a Social Security number is generally required. Providing complete and accurate information helps ensure the correct records are searched and reduces delays.

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 ordering a report, and before taking adverse action based on the results they must provide the candidate a copy of the report and a summary of rights, plus an opportunity to dispute inaccurate information. While the FCRA applies to US employment screening rather than Australian hiring, it is a useful model of the protections candidates should expect. For a detailed overview, visit Fair Credit Reporting Act (FCRA).

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