BJ's Wholesale Club: Company Profile & Background Check FAQs

BJ's Wholesale Club was founded in 1984 in Medford, Massachusetts, as a single warehouse-style retail location offering members discounted prices on bulk merchandise. The company grew steadily along the Eastern Seaboard, distinguishing itself within the warehouse club segment by accepting manufacturer coupons - a policy that set it apart from competitors in the membership retail category. BJ's went public on the New York Stock Exchange (NYSE: BJ) in 1997, reflecting its expansion across multiple states. After a period as a private company following a 2011 leveraged buyout, BJ's returned to the NYSE in 2018.

Today BJ's operates approximately 240 clubs across 20 states, concentrated primarily in the Northeast and Mid-Atlantic regions, with continued expansion into the Southeast. Each club carries a broad assortment of groceries, household goods, electronics, apparel, and specialty services including optical centers, gas stations, and tire centers. The membership model requires customers to pay an annual fee for access to club pricing, and BJ's serves both individual households and small businesses through tiered membership options.

BJ's Wholesale Club is headquartered in Marlborough, Massachusetts, and trades on the NYSE under the ticker BJ. The company employs roughly 35,000 team members across its club locations, distribution centers, and corporate offices, making it one of the larger employers in the regions it serves.

Company culture and employee programs:

BJ's Wholesale Club provides eligible team members with benefits that include a complimentary club membership, health and dental coverage, a 401(k) retirement plan with company matching, and paid time off. The company offers flexible scheduling options suited to both full-time and part-time employees. Career development programs are available for team members who want to advance within the organization, and BJ's has internal pathways that allow hourly associates to move into supervisory and management roles over time.

Yes. BJ's Wholesale Club conducts background checks as part of its hiring process for all or most positions. This includes roles such as cashiers, warehouse associates, tire center technicians, optical staff, gas station attendants, and corporate employees. The company works with a third-party Consumer Reporting Agency (CRA) to obtain background reports on candidates who have received contingent offers of employment. The specific screenings ordered may vary based on the position, state regulations, and the requirements of the particular role.

Most employment background checks can be completed in three to five business days, but timing varies depending on the screenings ordered and record accessibility. Several factors can extend that timeframe:

See Checkr's guide to background check turnaround times for a detailed breakdown of what affects timing.

A BJ's Wholesale Club background check report may include:

The specific screenings conducted depend on the position applied for, the state where the club is located, and BJ's internal hiring requirements for that role.

Look-back periods vary by state law, position, and the CRA's data sources. Many employers focus on the past seven years for most convictions, though this can differ based on the nature of the role and applicable state regulations. Some states restrict how far back an employer may review criminal records, while others allow or require longer look-back windows for certain positions. Candidates should review state fair-chance or "ban-the-box" laws to understand local limits that may apply to their situation.

The Fair Credit Reporting Act (FCRA) requires employers to obtain written consent before ordering a background report, provide a copy of the report plus a "pre-adverse action" notice if they may take negative action based on the report's findings, and allow candidates time to dispute any errors. If BJ's Wholesale Club decides not to hire a candidate based in whole or in part on background report information, the company must:

EEOC guidance also recommends that employers conduct an individualized assessment that considers the nature of any offense, how much time has passed, and the relevance to the specific job duties.

BJ's Wholesale Club may conduct drug testing as part of its hiring process, particularly for safety-sensitive roles such as tire center technicians, forklift operators, and positions involving heavy equipment. Post-accident and reasonable-suspicion testing may also apply to team members in certain departments. Specific drug testing policies can vary by club location, state law, and position type. Candidates should review the offer letter or ask the hiring manager for details applicable to their specific role and location.

The BJ's Wholesale Club hiring process generally follows these steps:

BJ's Wholesale Club typically hires candidates who are at least 16 years old for entry-level positions such as cashiering and stocking. Roles involving equipment operation, alcohol sales, late-night shifts, or certain club services generally require candidates to be 18 or older per applicable state labor laws. Candidates should confirm specific age requirements for their desired position directly with the hiring location before applying.

Running a personal background check with Checkr lets you preview what BJ's Wholesale Club may see and helps you identify potential inaccuracies before they affect your 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 and hiring managers.

Check your report status in the Candidate Portal or visit the Checkr Help Center for FAQs, dispute steps, and 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.

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.