Athleta: Hiring, Background Check & Employment Verification FAQs

Athleta was founded in 1998 as a women's performance apparel brand and, according to its own history, set out to put women first with clothing that looked as good as it performed. When Gap Inc. announced in September 2008 that it had agreed to acquire the company, Athleta was based in Petaluma, California, and sold its products online and through a catalog. The brand opened its first store in Mill Valley, California, in 2011.

Gap Inc. says Athleta now operates more than 250 stores in the United States and Canada, including company-operated stores in Canada that first opened in 2021. The brand became a certified B Corp in 2018. It launched its Power of She platform and Athleta Girl in 2016, and the Power of She Fund in 2020.

Athleta hiring runs through the Gap Inc. careers site, which has a page for Athleta and lets applicants filter by brand. Talent areas listed there include store sales associates, store management and lead roles, and headquarters functions such as merchandising, product design and development, marketing, supply chain, and technology.

Company culture and employee programs:

Athleta's careers page says it looks for team members who share its values and passion for an active lifestyle and who want to build community while growing personally and professionally. Gap Inc. describes a culture of curiosity and says it offers perks and benefits to employees in stores, distribution centers, contact centers, and hubs, whether they work full or part time. Eligibility and details may vary by role and location, so candidates should confirm specifics during the hiring process.

Yes. Employers in the apparel retail industry, including Athleta, are legally permitted to run background checks, provided they follow the FCRA and applicable state and local laws. The FCRA, a federal law, sets requirements for consent, disclosure, and adverse action when a third-party report is used in hiring.

Athleta is generally reported to run background checks on candidates, though the company has not published its screening policy in detail. That is consistent with large retail employers whose associates handle payments and merchandise. Because Athleta jobs are posted on the Gap Inc. careers site, the process may follow Gap Inc. hiring practices and may vary by role and location.

The Athleta hiring process typically starts with an online application through the Gap Inc. careers site, where candidates can search by brand, talent area, and location. Store applicants may then interview with a store manager, and headquarters candidates may meet several team members. Those who receive a conditional offer are usually asked to consent to a background check before starting. Steps may vary by role and location.

An Athleta background check often takes a few business days, though timing depends on the searches ordered and the records involved. Searches that span several counties or states can take longer. Candidates who want a closer look at typical timelines can review background check turnaround times.

An Athleta background check may include criminal history, identity, registry, and employment checks, depending on the role. For a retail or corporate position, the report may include some or all of the following:

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

Whether Athleta drug tests depends on the role and location, and the company does not appear to publish a drug-testing policy on its careers page. Some retail and distribution positions may require a drug screen after a conditional offer, while many corporate and store roles may not. Candidates should ask the recruiter what applies to their position.

The lookback period for a background check depends on the type of search and the laws of the state or country where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

Athleta has not published a blanket policy on felony records, and decisions are typically made case by case. Factors that may matter include the nature of the offense, how much time has passed, and the duties of the role, such as handling payments. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates are encouraged to answer questions honestly.

Candidates applying to Athleta will typically be asked for written consent before a background check begins. They should be ready to provide their full legal name, date of birth, Social Security number, and address history. Accurate information helps searches run in the correct jurisdictions and can prevent delays. Requirements may vary by role and state.

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 running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

Not necessarily, since the searches an employer orders may differ by role. Store roles typically involve standard criminal and identity checks, while headquarters roles may add employment or education verification. Candidates for finance or other sensitive corporate positions may also see additional searches. The disclosure form a candidate signs should list what applies.

Running a personal background check with Checkr lets you preview what Athleta may see and help 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.