Aubuchon Hardware: Hiring, Background Check & Employment Verification FAQs

Aubuchon Hardware was founded on February 9, 1908, when William E. "Willie" Aubuchon Sr., a French-Canadian immigrant who had previously worked in local yarn mills, bought out a hardware store owned by Emile Dion in the Cleghorn section of Fitchburg, Massachusetts. Willie's brother John joined the business, and by the end of the 1920s the company operated eight stores across central Massachusetts. Despite setbacks including the devastating Flood of 1936, the company expanded to 22 additional stores in the 1930s, including its first New Hampshire location.

Leadership passed to William E. Aubuchon Jr. in 1950, who guided post-World War II expansion with brothers Peter and Bernard also involved in the family business. The 1960s brought significant growth, adding 43 stores across Connecticut, Maine, and New York, supported by a new distribution center built in 1970. By the 1990s, third-generation leaders William E. Aubuchon III and M. Marcus Moran Jr. took over as CEO and president, respectively, and William E. Aubuchon IV, the founder's great-grandson, later continued the family's leadership. In 2022, the company began transitioning a significant portion of its stores to the Ace Hardware brand over a multi-year period. Aubuchon Hardware remains headquartered in Westminster, Massachusetts.

Aubuchon operates as a do-it-yourself-focused hardware retailer rather than targeting new home builders and contractors, stocking roughly 50,000 products including tools, paint, plumbing, and housewares from name brands such as Delta Faucet, Honeywell, and Stanley. The company's workforce includes sales associates, cashiers, and store managers, along with distribution and warehouse staff supporting its multi-state store network.

Company culture and employee programs: Aubuchon Hardware emphasizes family values, community ties, and employee welfare as core to its more than century-long operating history. The company has maintained family ownership and management across four generations, a rarity among American retail chains. Benefits, scheduling, and advancement opportunities can vary by location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the hardware and home improvement retail industry, including Aubuchon Hardware, 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.

Aubuchon Hardware is generally reported to conduct background checks as part of its hiring process, which is standard for retail employers handling cash transactions and store inventory.

The hiring process for store-level positions at Aubuchon Hardware typically includes an application, an interview with a store manager, and a background check prior to a final offer.

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 hardware 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.

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 Aubuchon Hardware 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 Aubuchon Hardware 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.