Ashley Furniture Industries: Hiring, Background Check & Employment Verification FAQs

Ashley Furniture traces its roots to 1945, when Carlyle Weinberger founded Ashley Furniture Corporation in Chicago, Illinois, as a sales operation specializing in wooden occasional furniture sourced from local manufacturers. In 1970, Ashley invested in Arcadia Furniture, a small manufacturing company in Arcadia, Wisconsin, run by Ron Wanek. In 1976, Wanek and a group of investors bought out Weinberger's stake, and the two businesses officially merged in 1982 to form Ashley Furniture Industries, Inc., relocating corporate headquarters from Chicago to Arcadia, Wisconsin, where the company remains based today.

Under Ron Wanek's leadership and later his son Todd Wanek, who became CEO in 2002, Ashley grew from $12 million in annual sales in 1982 into the world's largest furniture manufacturer, a title it reached in 2005. The company remains privately held by the Wanek family. Ashley operates manufacturing facilities in Arcadia and other Wisconsin communities, along with plants in Mississippi, and maintains warehouses and distribution centers across multiple U.S. states, manufacturing roughly two-thirds of its products domestically while importing the remainder from Asia.

Ashley's workforce spans manufacturing and production employees at its furniture plants, warehouse and distribution staff, retail sales associates at Ashley HomeStore locations (many independently operated by licensed dealers), and delivery personnel through its Ashley Distribution Services subsidiary. The company employs more than 35,000 people worldwide across its manufacturing, retail, and distribution operations.

Company culture and employee programs: Ashley Furniture has emphasized continuous improvement programs throughout its history, including its long-running "Idea Network" suggestion program and a "Voice of the Customer" initiative where management and employees work directly in warehouses and on deliveries to identify improvement opportunities. The company has invested heavily in its Wisconsin and Mississippi manufacturing operations. Benefits, training, and advancement opportunities can vary by role and facility, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the furniture manufacturing and retail industry, including Ashley Furniture, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with applicable 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, provide disclosures, and follow adverse action procedures.

Ashley Furniture is generally reported to conduct background checks as part of its hiring process, which is standard for manufacturing, warehouse, and retail employers, particularly for roles involving equipment operation, delivery driving, or customer-facing sales.

The hiring process for manufacturing, warehouse, and retail roles at Ashley Furniture typically includes an application, an interview with a hiring manager, and a background check prior to a final offer. Delivery driver roles may involve an additional review of driving records.

Background check timelines can vary based on the type of screening requested and how quickly records can be verified. Learn more about typical background check turnaround times to understand what factors can affect the process.

A typical pre-employment background check for a manufacturing or retail role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state laws may extend or restrict this timeframe depending on the type of record and jurisdiction.

Hiring decisions involving candidates with criminal records are generally made on a case-by-case basis, taking into account the nature of the offense, how much time has passed, and its relevance to the role. Some states have adopted "ban-the-box" laws that restrict when employers can ask about criminal history during the hiring process.

Candidates can generally expect to provide personal information such as full legal name, date of birth, and Social Security number, along with signed consent authorizing the background check, in compliance with FCRA requirements.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers can use background check information in hiring decisions. It requires employers to notify candidates before running a check, obtain written consent, and follow specific adverse action procedures if a decision is made based on background check results.

Running a personal background check with Checkr lets you preview what Ashley Furniture may see during the hiring process, helping you address any concerns before you apply. A personal background check can include:

Learn more about Checkr Personal Background Checks and explore your Checkr Profile to see what information may appear in your own background check.

If you're a candidate with a background check in progress through Checkr as part of your application to Ashley Furniture or another employer, you can check your status through the Candidate Portal. For additional support, visit the Checkr Help Center.

The information provided in this article does not, and is not intended to, constitute legal advice. All information is for general informational purposes only. Checkr does not guarantee the accuracy, completeness, or usefulness of this information and is not responsible for any errors or omissions, or for the results obtained from the use of this information. This article may contain links to other third-party websites. Such links are only for the convenience of the reader. Checkr does not endorse the contents of the third-party sites and disclaims any affiliation with the companies mentioned in this article unless otherwise stated.