Blain's Farm & Fleet: Hiring, Background Check & Employment Verification FAQs

Brothers William Claude Blain and Norman Albert "Bert" Blain founded Blain's Farm & Fleet in June 1955 in Janesville, Wisconsin. The brothers already ran a farm implements and auto parts business, and legislation of the era permitted discounted goods to be sold to other businesses, with anyone owning five or more engines counted as a fleet operator. Reasoning that most farmers met that threshold, the brothers opened a store aimed at rural customers, which is where the company name comes from. The first location occupied roughly 1,000 square feet.

The company operates today as Blain Supply, Inc., doing business as Blain's Farm & Fleet, and remains a privately held family business headquartered in Janesville. Jane Blain Gilbertson has served as president and chief executive officer since her brother Robert Blain retired in 2014. Wikipedia records 45 stores as of 2024 across Wisconsin, Illinois, Iowa, and Michigan, and the company says each store carries more than 150,000 items.

The merchandise mix is unusually broad for a regional chain, spanning farm and agricultural supplies, automotive parts, tires and automotive service, pet supplies, clothing and footwear, home goods, lawn and garden, outdoor power equipment, hunting and fishing gear, sporting goods, and toys. Blain's was an early adopter of buy online and pick up at the store, and all locations provide a drive-through pickup experience so customers can collect online orders without leaving the car. The company also promotes a Best Price Promise under which it will match qualifying competitor prices, subject to its published guidelines.

The workforce reflects that breadth. Store teams include sales associates, cashiers, department specialists, receiving and stocking staff, and store leadership. Automotive service centers employ service technicians, tire technicians, and service writers. Supporting all of it are distribution center staff, drivers and logistics personnel, e-commerce and merchandising teams, and corporate staff at the Janesville headquarters.

Company culture and employee programs:

Blain's presents itself as a family-run regional retailer serving rural and small-town customers, and product knowledge across a very wide catalog is a practical part of the job for store associates. Roles vary considerably in their physical requirements, from register and customer service work to stocking, freight handling, and automotive service. Automotive positions often call for specific technical skills or certifications depending on the work involved. Pay, scheduling, employee discounts, and benefit eligibility differ by role, location, and whether a position is full-time or part-time, so candidates should confirm details with the hiring manager.

Yes. Employers in the retail industry, including Blain's Farm & Fleet, are legally permitted to conduct pre-employment background checks on job candidates provided they follow applicable federal, state, and local law. In the United States, employment screening obtained through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which sets requirements for candidate disclosure, written authorization, and the adverse action process. Wisconsin, Illinois, Iowa, and Michigan each add their own employment rules on top of the federal framework.

Blain's Farm & Fleet is generally reported to conduct background checks as part of its hiring process. That is consistent with standard practice among large retailers, where employees handle cash and payment cards, have access to merchandise and inventory systems, and in some roles drive vehicles or service customer vehicles. The specific components of a Blain's Farm & Fleet background check may vary by role, by store, and by the state where the position is based.

While the exact steps differ by position, retail hiring at this scale typically follows a familiar sequence. Candidates apply online through the company's careers site or in store, and qualified applicants are contacted for a phone screen or an in-person interview with a department or store manager. Candidates for supervisory, automotive service, or distribution roles may complete additional interviews or a skills assessment. Those who receive a conditional offer are generally asked to consent to a background check before a start date is confirmed, with orientation and department training following once pre-employment steps are complete.

Turnaround depends on the searches ordered, how quickly courts and prior employers respond, and how many jurisdictions the candidate's history covers. Many retail background checks are returned within a few business days, while reports requiring manual county court retrieval or records from several states can take longer. Motor vehicle record checks are usually faster than verifications that depend on a third party replying. Candidates who want more detail on what drives these timelines can review background check turnaround times.

The employer decides which searches to include. For a retail or automotive service role, a background check may cover some or all of the following:

Candidates should read the disclosure and authorization documents provided during hiring to see which searches apply to their role.

The lookback period depends on the type of search and on the law of the state where the candidate lives or worked. Under the FCRA, consumer reporting agencies are generally restricted from reporting most adverse information older than seven years, with exceptions that include criminal convictions and positions above certain salary thresholds. Illinois and other states in the chain's footprint impose their own limits on what employers may consider and when they may ask. Driving records follow separate state retention schedules, so a single report can carry different lookback windows for different searches.

Blain's Farm & Fleet does not publish a detailed public policy on applicants with felony records, and these decisions are typically made case by case. Factors that commonly matter include the nature and seriousness of the offense, how much time has passed, evidence of rehabilitation, and how the record relates to the duties of the job, such as cash handling or driving. Several states and cities have adopted "ban-the-box" laws that restrict when employers may ask about criminal history during the application process. Candidates are encouraged to answer application questions accurately and to be prepared to discuss their record if it comes up.

Candidates are typically asked to sign a written disclosure and authorization form before a background check is initiated. Applicants should be prepared to provide accurate personal information, including full legal name, date of birth, Social Security number, and address history, and candidates for driving or automotive roles should expect to supply a driver's license number as well. Accurate information helps ensure searches run in the correct jurisdictions and reduces the chance of avoidable delays.

The Fair Credit Reporting Act is the federal law that governs how consumer reporting agencies collect, assemble, and share background check information. Under the FCRA, an employer must obtain written consent before ordering a report, must provide the candidate with a copy of the report and a summary of rights before taking adverse action based on it, and must allow a reasonable opportunity to dispute inaccurate information before making a final decision. For a fuller explanation of how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance apply to employment screening, see this introduction to the Fair Credit Reporting Act (FCRA).

Screening expectations often widen for roles that carry more risk or responsibility. Automotive service technicians may move customer vehicles on and off the lot, which can prompt a motor vehicle record review in addition to criminal history, and technical positions frequently involve employment verification and confirmation of any certifications a candidate claims. Distribution center roles that involve operating powered equipment or driving may be treated as safety-sensitive, which in some workplaces brings pre-employment drug testing into scope. Candidates should not assume one standard applies across every job at the company, since requirements can differ by department, by state, and by the specific duties of the position.

Running a personal background check with Checkr lets you preview what Blain's Farm & Fleet 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.

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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.