Boot Barn: Hiring, Background Check & Employment Verification FAQs

Boot Barn was founded in 1978 by Ken Meany, who opened the first store in Huntington Beach, California, to consolidate a fragmented western wear market into a single destination retailer with a deep inventory of boots, denim, and hats. The store built relationships with established bootmakers to offer a wide selection uncommon among independent retailers at the time, attracting customers from equestrian, construction, and agricultural backgrounds. Boot Barn expanded steadily across California, Nevada, and Arizona in its early decades before growing into a national chain.

The company's growth accelerated following a 2007 acquisition by Marwit Capital and a subsequent majority stake acquisition by Freeman Spogli & Co. in 2011, both of which fueled substantial revenue growth and geographic expansion. Boot Barn went public and now trades on the New York Stock Exchange under the ticker symbol BOOT. The company is headquartered in Irvine, California, and operates roughly 500 stores across 49 states, along with a national e-commerce business, generating close to $2 billion in annual revenue.

Boot Barn's workforce includes retail sales associates who help customers with boot fitting and western wear selection, cashiers, stockroom staff, and store managers overseeing individual locations. The company's product specialization in boots and fit-intensive merchandise places particular emphasis on knowledgeable, customer-facing sales staff.

Company culture and employee programs: Boot Barn positions its brand around supporting the "American spirit," describing its customer base as people who "feed America, build America, and protect America" through work in ranching, construction, and other trades. The company has expanded its brand portfolio to serve broader lifestyles while maintaining its western and workwear roots. 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 specialty apparel and footwear retail industry, including Boot Barn, 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.

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

The hiring process for store-level positions at Boot Barn 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 specialty 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 Boot Barn 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 Boot Barn 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.