Border States: Hiring, Background Check & Employment Verification FAQs

Border States was founded in 1952 by two entrepreneurs who set out to serve the electric utility industry from their homes in Grand Forks and Fargo, North Dakota, starting the business as the Thompson-Stolee Co. The company is headquartered in Fargo, North Dakota, and describes itself as having spent more than 70 years supplying construction, industrial, and utility companies. It operated for decades under the Border States Electric name and now brands itself simply as Border States, so job seekers may still encounter the older name on job boards and legacy listings.

Ownership is the most distinctive thing about the company. Border States is 100 percent employee-owned and describes itself as one of the largest fully employee-owned companies in the United States, with staff referred to throughout its own materials as employee-owners. Company communications have described a branch network spanning well over a hundred locations across roughly thirty states, built out over time through both organic growth and the addition of regional distributors that join the organization.

The product range covers electrical supplies, wire and cable, conduit and cable management, automation and control, communications and datacomm, lighting, safety products, and facility maintenance and operations supplies, along with utility-specific materials for electric, renewables, and communications customers. Beyond distribution, the company provides supply chain services such as inventory management, kitting, and project logistics for large construction and utility jobs. Its workforce reflects that mix: warehouse and distribution center associates, delivery and commercial drivers, counter and inside sales representatives, outside account managers, project specialists, purchasing and supply chain staff, and corporate functions based in Fargo.

Company culture and employee programs:

Employee ownership shapes how the company presents itself to candidates, with recruiting materials framing a job as a stake in the business rather than only a paycheck. Participation in an employee stock ownership plan typically depends on eligibility rules such as service length and hours worked, so candidates should ask how and when they would participate. Other benefits, schedules, and pay vary by branch, role, and whether the position is hourly or salaried. Warehouse and driver roles often start early in the morning to meet jobsite delivery windows, while sales and corporate roles follow more conventional schedules.

Yes. Employers in the wholesale distribution and industrial supply industry, including Border States, are legally permitted to conduct pre-employment background checks on job candidates provided they comply with federal, state, and local law. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires a standalone written disclosure, candidate authorization, and a defined adverse action process before an employer may decline someone based on report results. Because the company operates across many states, state fair-chance and consumer reporting rules can add further requirements.

Border States is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among large distributors. Employees in this industry handle inventory, customer accounts, company vehicles, and access to jobsites and utility facilities, all of which tend to influence how employers approach screening. The scope of a Border States background check may vary by role, branch, and state, with driving and safety-sensitive positions typically subject to more searches than general warehouse work.

The Border States hiring process generally begins with an application submitted through the company's careers site. Candidates who match an opening are usually contacted by a recruiter for a phone screen covering experience, availability, and interest in employee ownership. That is typically followed by one or more interviews with a branch manager, warehouse supervisor, or sales leader, and some candidates tour the branch or distribution center as part of the visit. Applicants who receive a conditional offer are usually asked to authorize a background check, and for driving roles to consent to a motor vehicle records check and any applicable testing, before a start date is confirmed.

Turnaround depends on which searches are ordered and on the responsiveness of courts, past employers, and state agencies. Many checks come back within a few business days. Searches spanning several counties or states, employment verifications that wait on a former employer's HR department, and motor vehicle record requests processed by a state agency can each extend the timeline. Candidates who want a clearer picture of what drives these windows can review background check turnaround times.

The employer determines the scope. For a distribution, driving, or sales role, a background check may include some or all of the following:

Candidates should read the disclosure and consent documents they receive to understand which searches apply to their role.

The lookback window depends on the search and the state. Under the FCRA, consumer reporting agencies are generally restricted from reporting most adverse information older than seven years, with exceptions that can apply to criminal convictions and to positions above a specified salary threshold. Some states apply tighter limits, particularly on non-conviction records. Driving records are governed separately by each state motor vehicle agency, and federally regulated driving positions carry their own employment history requirements that reach back a set number of years regardless of the consumer reporting rules.

Border States does not publish a detailed policy on applicants with felony records, and these decisions are generally made case by case. Employers commonly weigh the nature and seriousness of the offense, how much time has passed, evidence of rehabilitation, and how the record relates to the specific job. Many states and municipalities have adopted "ban-the-box" laws that delay criminal history questions until later in the process and require an individualized review before a record can disqualify a candidate. Applicants are encouraged to be accurate on their applications and prepared to discuss their background if the subject comes up.

Candidates are typically asked to sign a disclosure and authorization form before any screening begins. They should be ready to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history. Driving candidates generally need a valid license of the correct class and may be asked for details of their driving and employment history going back several years. Providing complete and accurate information helps searches run in the right jurisdictions and avoids unnecessary delay.

The Fair Credit Reporting Act is the US federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires an employer to get written consent before ordering a report, to give the candidate a copy of the report and a summary of rights before taking adverse action, and to allow the candidate time to dispute inaccurate information before a final decision is reached. For a deeper look at how the FCRA works alongside Equal Employment Opportunity Commission (EEOC) guidance, see Fair Credit Reporting Act (FCRA).

Drivers who operate commercial motor vehicles in interstate commerce are subject to federal motor carrier safety regulations in addition to ordinary employment screening. Those rules generally require a valid commercial driver's license for the vehicle class, a current medical examiner's certificate, a review of driving records from the states where the driver has been licensed, inquiries into prior employment as a commercial driver over a defined period, and participation in a drug and alcohol testing program that includes pre-employment testing and queries to the federal clearinghouse. Not every delivery job at a distributor falls under these rules, since much depends on vehicle weight and route, so candidates should ask which standards apply to the position they are pursuing.

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