BrandsMart USA: Company Profile & Background Check FAQs

BrandsMart USA describes itself as one of the leading independent consumer electronics and appliance retailers in the Southeast and one of the largest appliance retailers in the country. The company operates large-format retail stores across South Florida and the Atlanta area, along with a growing e-commerce business at BrandsMartUSA.com. Its distinctive superstores stock televisions, major and small appliances, audio and home theater equipment, computers and tablets, cell phones, furniture, mattresses, and thousands of accessories, with customers able to choose from more than 500 name brands and nearly 50,000 different items.

In April 2022, BrandsMart USA was acquired by The Aaron's Company, the Atlanta-based lease-to-own and retail company, in a deal valued at $230 million. The Aaron's Company was itself taken private in 2024 when IQVentures completed its acquisition of the firm, so BrandsMart now operates as part of a privately held retail group while continuing to trade under its own well-known brand. The business operates through the legal entity Interbond of America, LLC.

BrandsMart USA is one of the largest volume-per-store retailers in the United States and, according to the company, provides approximately 2,600 jobs for Florida and Georgia residents. Beyond retail sales associates and store management, the company runs its own service center with factory-trained technicians and maintains its own fleet of delivery trucks, creating roles in appliance repair, warehouse operations, delivery, installation, merchandising, and corporate support.

Company culture and employee programs:

BrandsMart's stores are fast-paced, high-volume retail environments where sales associates work with customers across many product categories, often with commission-based earning opportunities in sales roles. Delivery and installation teams handle haul-away, delivery, and basic hookup of appliances and electronics, while service center staff repair merchandise for customers. Benefits and pay structures vary by role and location, so candidates should confirm details such as scheduling, commissions, and insurance during the hiring process.

Yes. Employers in the retail industry, including BrandsMart USA, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local laws. When a background check is performed by a consumer reporting agency, the Fair Credit Reporting Act (FCRA) governs the process, requiring disclosure, written consent, and specific adverse action steps. Florida and Georgia employers must also follow any state and local rules that apply to screening.

BrandsMart is generally reported to conduct background checks as part of its hiring process, which is consistent with common practice among large retailers. Store employees handle cash and payment information, warehouse teams work with high-value inventory, and delivery crews enter customers' homes, all of which make screening a routine safeguard in this industry. The exact scope of a BrandsMart background check may vary by role and location, with driving positions typically subject to additional checks.

While steps can vary by store and department, the BrandsMart hiring process typically begins with an online application through the company's careers site, followed by a phone screen or in-person interview with a hiring manager. Sales candidates may discuss product knowledge and commission structures, while warehouse and delivery candidates may review physical requirements and schedules. Candidates who receive a conditional offer are usually asked to consent to a background check, and some roles may include a drug test. Once screening is complete, new hires move into orientation and role-specific training.

Turnaround times depend on the searches ordered, the responsiveness of courts and agencies, and the candidate's history across jurisdictions. Many retail background checks are completed within a few business days, while reports involving multiple county searches or motor vehicle records can take longer. Candidates can review typical timelines at background check turnaround times.

The employer chooses which components to include based on the role. For positions at an electronics and appliance retailer like BrandsMart, a background check may include some or all of the following:

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

Lookback periods depend on the type of search and applicable law. Under the FCRA, consumer reporting agencies generally cannot report most negative information older than seven years, although criminal convictions can often be reported further back and exceptions exist for certain higher-salary positions. Some states apply stricter limits than federal law. Candidates with addresses in multiple states may see different rules applied to different searches within the same report.

BrandsMart does not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made on a case-by-case basis. Employers commonly weigh the nature and severity of the offense, how long ago it occurred, and its relevance to the role, such as cash handling or in-home delivery duties. Many states and cities have enacted "ban-the-box" laws that restrict when employers can ask about criminal history in the application process. Candidates with records are encouraged to answer application questions honestly and be prepared to discuss their background if asked.

Candidates will typically be asked to provide written consent before a background check is run, usually via a standalone disclosure form during the offer stage. Applicants should be prepared to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history, plus a valid driver's license for driving roles. Providing accurate information helps ensure the correct jurisdictions are searched and reduces delays.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain written consent before ordering an employment background check, to provide a copy of the report and a summary of rights before taking adverse action based on the results, and to give candidates an opportunity to dispute information they believe is inaccurate. For a fuller overview 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).

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

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.