Bi-Mart: Company Profile & Background Check FAQs

Bi-Mart was founded in 1955, opening its first store out of a garage in Yakima, Washington, and the company is now headquartered in Eugene, Oregon. Bi-Mart pioneered a membership model in regional discount retail: shoppers pay a small one-time fee to become members, which gives the chain a loyal customer base concentrated in small and mid-sized Northwest communities. Over the decades, Bi-Mart has grown into one of the region's most recognizable homegrown retailers.

A defining feature of the company is its ownership structure. In February 2004, Bi-Mart's owners sold the company to its employees through a leveraged employee stock ownership plan (ESOP), making Bi-Mart fully employee-owned. That structure means the people stocking shelves and running registers hold a stake in the company's long-term performance, something Bi-Mart highlights as central to its identity and culture.

Today, Bi-Mart operates roughly 75 to 80 stores across Oregon, Washington, and Idaho, along with a small group of Cascade Farm and Outdoor stores that focus on farm, ranch, and outdoor products. A typical Bi-Mart carries electronics and small appliances, housewares, hardware and power tools, sporting goods, automotive supplies, apparel, packaged food, and personal care products. Store roles include cashiers, sales floor clerks, receiving and stocking associates, department leads, and store managers, supported by distribution and corporate teams based in Oregon.

Company culture and employee programs: As an employee-owned company, Bi-Mart ties long-term employment to ownership through its ESOP, which functions as a retirement benefit that grows with tenure. Stores operate with smaller, community-focused teams than national big-box chains, and employees often work across departments. Benefits and eligibility vary by role, hours, and location, so candidates should confirm specifics with the hiring manager during the interview process.

Yes. Employers in the retail industry, including Bi-Mart, 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, background screening through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires written consent, clear disclosures, and defined adverse action procedures. Oregon and Washington also have their own rules that affect when criminal history can be considered in hiring.

Bi-Mart is generally reported to conduct background checks as part of its hiring process, which is consistent with common practice among retail employers. Retail roles involve cash handling, access to inventory, and customer interaction, all typical reasons employers screen candidates. The scope of a Bi-Mart background check may vary by position, with management and distribution roles potentially screened more extensively than entry-level store roles. Candidates should review the disclosure forms they receive during hiring for specifics.

The Bi-Mart hiring process is typically straightforward and store-driven. Candidates usually apply online or in person at their local store, and qualified applicants are contacted for an interview with a store manager or department lead. Some candidates complete a second interview for lead or management roles. Candidates who receive a conditional offer are generally asked to consent to a background check before their start date is confirmed, and scheduling and availability are often discussed up front given the retail hours involved.

Turnaround depends on the searches ordered and the courts involved. Many retail background checks are completed within a few business days, though checks that span multiple counties or involve slower court systems can take longer. Candidates who want to understand typical timelines in more detail can review background check turnaround times.

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

Candidates should read their consent and disclosure forms to understand which searches apply to their specific role.

Lookback periods depend on the type of search and the laws of the state where the candidate lives or works. Under the FCRA, consumer reporting agencies generally cannot report most negative information older than seven years, though criminal convictions can often be reported further back where state law allows. Washington is among the states that apply stricter limits in some circumstances, so candidates in Bi-Mart's three-state footprint may see different lookback windows depending on where they live.

Bi-Mart's internal policies on candidates with felony records are not publicly detailed, and hiring decisions of this kind are typically made case by case. Retail employers commonly weigh the nature and severity of the offense, the time that has passed, and its relevance to the role, such as cash handling or warehouse equipment operation. Oregon and Washington both have "ban-the-box" laws that restrict when employers can ask about criminal history during the application process. Candidates with records are encouraged to apply, answer honestly, and be prepared to provide context if asked.

Candidates will typically be asked to provide written consent before a Bi-Mart background check is initiated, usually via a disclosure form after a conditional offer. Applicants should be ready to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history. Some retail positions may also have minimum age requirements, and driving roles will require a valid driver's license. Accurate information helps searches run in the correct jurisdictions and prevents delays.

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, an employer must obtain written consent before running a background check, and if it intends to take adverse action based on the results, it must first provide the candidate a copy of the report and a summary of rights, with an opportunity to dispute inaccurate information. For a fuller explanation, see this introduction to the Fair Credit Reporting Act (FCRA) and EEOC guidance.

Running a personal background check with Checkr lets you preview what Bi-Mart 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.