Bomgaars: Hiring, Background Check & Employment Verification FAQs

Bomgaars describes itself as a family owned and operated supplier with 180 stores in Arkansas, Iowa, Colorado, Idaho, Indiana, Kansas, Kentucky, Nebraska, Minnesota, Missouri, Ohio, Oklahoma, South Dakota, Texas and Wyoming, employing approximately 5,000 people. The company began in 1944 in Sioux City, Iowa, where its main corporate office and distribution center are still located. In 2023 it added a southern corporate office and distribution center in Moberly, Missouri.

Bomgaars stocks well over 60,000 items in 13 major departments, including lawn and garden, clothing and footwear, farm, pet and automotive supplies, paint, hardware, tools, housewares and toys. Its stated mission is to have what customers need, when they need it, at the right price. A distinctive feature is its seasonal emphasis: the company says every store rebuilds half the store or more each spring and fall, with fencing, seed and sprayers in spring and weatherizing supplies and holiday merchandise in autumn.

The company's careers page says Bomgaars offers careers across its stores, distribution centers and home office, and that it promotes from within. Its job listings include store roles such as sales associates in the farm and feed departments, plus a Manager in Training program that prepares team members for store manager positions. Because the stores serve farmers, ranchers and rural communities, much of the work involves customer service, freight handling, stocking and product knowledge.

Company culture and employee programs: Bomgaars emphasizes opportunity to grow, leadership development, long-term opportunity and a values-driven culture, and it describes its Manager in Training track as a way to prepare team members to lead. Its careers page lists benefits such as medical, dental and vision coverage, life insurance, a 401(k) savings program, paid time off, tuition assistance, a family scholarship program and employee discounts. Eligibility for benefits typically varies by role and employment status, so candidates should confirm details during the hiring process.

Yes. Employers in the retail and farm supply industry, including Bomgaars, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state and local laws. In the United States, employment background screening is governed by the Fair Credit Reporting Act (FCRA), which sets requirements around candidate consent, disclosure and adverse action procedures. Because Bomgaars operates in 15 states, state and local rules may differ depending on where a store is located.

Bomgaars is generally reported to conduct background checks, and some of its job postings state that a background check is required. This is consistent with standard practice for retailers whose employees handle cash, inventory and customer transactions. The specific scope of the Bomgaars background check may vary by role, such as store associate, department lead, manager in training or distribution center worker, and by state.

The Bomgaars hiring process typically begins with an online application for a specific store, distribution center or corporate role, followed by an interview with a store manager or hiring lead. Candidates who receive an offer may be asked to consent to a background check and complete new-hire paperwork before a start date. The Manager in Training role is hired for any Bomgaars location and expects willingness to relocate. The company lists openings by state, corporate office and distribution center, and steps may vary by role and location.

The time a Bomgaars background check takes depends on the searches ordered, how quickly courts and agencies respond and the candidate's history across places. Many checks return within a few business days, while searches across several counties or states can take longer, which can matter for candidates who have lived in more than one state. Candidates can review background check turnaround times for more detail.

The components of a background check are chosen by the employer. For a retail role at a farm and home supply company like Bomgaars, a check may include some or all of the following:

Candidates should review any disclosure and consent forms they receive to understand which searches apply to their role.

Bomgaars may require a drug test for certain roles, but its policy is not publicly stated and is generally reported to vary by position. Roles that involve freight handling, forklift operation or driving may be more likely to involve testing than sales-floor roles. Candidates can ask the hiring manager whether testing applies to the job they are pursuing.

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.

Bomgaars' policies on candidates with felony records are not publicly detailed, and hiring decisions are typically made case by case. Factors that may influence a decision include the nature of the offense, how much time has passed and the duties of the role, such as handling cash or operating equipment. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history, and Bomgaars stores span 15 states with different rules. Candidates are encouraged to be honest on an application and prepared to discuss their background.

Candidates for Bomgaars roles will typically be asked to give written consent before a background check begins, usually on a disclosure form provided during hiring. Some Bomgaars postings also list basic requirements such as a minimum age and the ability to lift and stand for long periods. Candidates should be ready to provide a full legal name, date of birth, Social Security number and address history so searches are run in the right places.

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).

Manager in Training applicants should expect standard pre-employment screening, and possibly a broader review than a sales associate, because the role leads to store management. That path carries responsibility for cash, payroll and staffing. Bomgaars describes the program as full-time, onsite and open to any store location with a willingness to relocate, so a multi-state address history may be searched. Reviewing every consent form and keeping resume dates accurate helps avoid delays.

Running a personal background check with Checkr lets you preview what Bomgaars 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.