Asurion: Hiring, Background Check & Employment Verification FAQs

Asurion traces its roots to 1994, when Kevin Taweel and R. James Ellis formed a search fund to identify an acquisition target, eventually acquiring Road Rescue, a roadside assistance company. Road Rescue later merged with Merrimac, a company specializing in coverage for lost, stolen, damaged, or malfunctioning mobile devices, capitalizing on the rapid growth of cellular phones in the late 1990s. The combined business was temporarily known as Road Rescue Merrimac before formally renaming itself Asurion in 2001. Asurion is headquartered in Nashville, Tennessee.

Asurion grew significantly through the 2000s and 2010s by securing partnerships with major wireless carriers, including Verizon, T-Mobile, and Sprint, to provide device protection and insurance programs to their subscribers. The company has continued to expand its portfolio through acquisitions, including uBreakiFix, a phone and electronics repair chain; Soluto, a tech support platform; and more recently Domestic & General, a major appliance protection provider. Today, Asurion operates as a privately held company serving more than 300 million customers across 14 or more countries, generating roughly $8.5 to $10 billion in annual revenue.

Asurion's workforce includes customer service and claims representatives, technical support specialists, in-store and mobile device repair technicians (including through its uBreakiFix brand), and corporate functions supporting its insurance and tech support business lines. The company operates numerous customer contact centers and repair facilities across the United States and internationally.

Company culture and employee programs: Asurion describes its mission as making technology accessible by helping people protect, connect, and enjoy their devices, with an emphasis on eliminating frustration around tech ownership. The company has invested in expanding its repair and support footprint, including physical retail locations for in-person device service. Benefits, training, and advancement opportunities can vary by role and location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the technology protection and insurance services industry, including Asurion, 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.

Asurion is generally reported to conduct background checks as part of its hiring process, which is standard for companies handling customer insurance claims, device repair, and sensitive customer account information.

The hiring process for customer service, technical support, and repair roles at Asurion typically includes an application, one or more interviews, and a background check prior to a final offer. Repair technician roles may also involve a skills assessment related to device repair.

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 customer service or technical support 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, particularly for positions involving customer financial or account data. 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.

What if I disagree with something in my background check?

Under the FCRA, if you believe your background check report contains inaccurate information, you have the right to dispute it directly with the consumer reporting agency that prepared the report. The agency is generally required to investigate the dispute, typically within 30 days, and to correct or remove any information it cannot verify as accurate. If Checkr conducted the background check, dispute instructions are included in the notification sent to your Checkr candidate account.

Can I see a copy of my own background check report?

Yes. Under the FCRA, if a background check is used to make an adverse hiring decision, you are entitled to receive a copy of the report along with a summary of your rights under the law before the decision becomes final.

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