At Home: Company Profile & Background Check FAQs

At Home traces its roots to 1979, when the business opened its first store in Texas as Garden Ridge Pottery. The chain operated for decades under the Garden Ridge name before rebranding its stores as At Home in 2014, a move that repositioned the company as a home decor superstore concept. Today the company is headquartered in Plano, Texas, and operates stores in dozens of states, with locations that are much larger than a typical home goods shop and carry tens of thousands of items across furniture, mirrors, rugs, art, housewares, tabletop, patio, and seasonal categories.

At Home has changed hands several times in recent years. The company was taken private by investment firm Hellman & Friedman in 2021. In June 2025, At Home Group filed for Chapter 11 bankruptcy protection, citing pressures that included tariffs on imported goods and a heavy debt load. The company completed its financial restructuring and emerged from Chapter 11 in October 2025, eliminating substantially all of its nearly 2 billion dollars in funded debt. Ownership transitioned to a group of its lenders, including investment firms Redwood Capital Management, Farallon Capital Management, and Anchorage Capital Advisors.

Most of the chain's 230-plus stores remained open through the restructuring, though roughly 30 locations closed permanently. The company continues to operate its superstore model, supported by distribution centers and a corporate team in Texas. Store roles include cashiers, sales and floor associates, freight and stocking teams, department supervisors, and store managers, while supply chain roles cover warehouse and distribution work.

Company culture and employee programs: At Home stores run on team members who keep large sales floors stocked, organized, and ready for high-volume seasonal periods, so many roles emphasize merchandising, freight handling, and customer service. The company hires for part-time and full-time positions, and staffing often expands ahead of holiday seasons. Benefits and eligibility vary by role, hours, and location, so candidates should confirm current offerings such as insurance options, employee discounts, and advancement paths during the interview process.

Yes. Employers in the retail industry, including At Home, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local laws. In the United States, background screening through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which sets requirements for disclosure, written consent, and adverse action procedures. State and local rules may add further protections for candidates.

At Home is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among large retail chains. Retail employees routinely handle cash, operate point-of-sale systems, and work with merchandise and customer information, all of which lead many retailers to screen candidates. The scope of an At Home background check may vary by position, with store leadership, loss prevention, and distribution roles potentially subject to more extensive screening than entry-level positions.

While steps can vary by store and role, the At Home hiring process typically begins with an online application through the company's careers site or a job board. Selected candidates are usually contacted for one or more interviews with a hiring manager, which may happen in person at the store or virtually. Candidates who receive a conditional offer are generally asked to authorize a background check and complete onboarding paperwork before a start date is set. Seasonal hiring pushes may compress these steps into a faster timeline.

The timeline depends on which searches are included and how quickly courts and other data sources respond. Many retail background checks are completed within a few business days, but reports that involve county criminal searches in multiple jurisdictions, or courts with slower processing, can take longer. For a detailed look at what affects timing, see this guide to background check turnaround times.

Employers choose which screenings to include based on the role. For a position at a retailer like At Home, a background check may include some or all of the following:

Candidates should review their disclosure and authorization forms to understand exactly which searches apply to their role.

Lookback periods depend on the type of record and the laws of the state where the candidate lives or works. Under the FCRA, most negative information other than criminal convictions generally cannot be reported after seven years, and several states restrict conviction reporting to seven years as well. Exceptions can apply for positions above certain salary thresholds. Because rules vary, two candidates applying in different states may see different lookback windows on similar reports.

At Home does not publish a detailed public policy on hiring candidates with felony convictions, and hiring decisions are typically made on a case-by-case basis. Employers often weigh the nature and age of an offense against the responsibilities of the role. Many states and cities have adopted "ban-the-box" laws that limit when employers can ask about criminal history and require individualized review before a record is used to deny employment. Candidates with records are generally encouraged to apply and to answer any application questions honestly.

Candidates asked to complete an At Home background check will typically receive a standalone disclosure and be asked to provide written authorization before any screening begins. Expect to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history. Accurate details help the screening provider search the correct jurisdictions and reduce the chance of delays or mismatched records.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies compile and share background check information. It gives candidates important rights: employers must obtain written consent before running a check, must provide a copy of the report and a summary of rights before taking adverse action based on its contents, and must allow candidates to dispute information they believe is inaccurate. To learn more about how the FCRA and EEOC guidance shape employment screening, read this introduction to the Fair Credit Reporting Act (FCRA).

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