Brink's: Hiring, Background Check & Employment Verification FAQs

Brink's was founded in 1859 by Perry and Fidelia Brink in Chicago, Illinois, beginning as a local package and valuables delivery business built around a horse-drawn wagon. Over more than a century and a half it evolved into an international secure logistics operation. The Brink's Company is publicly traded on the New York Stock Exchange under the ticker BCO and is a component of the S&P 400. It is headquartered in Richmond, Virginia, with Mark Eubanks serving as president and chief executive officer.

The corporate history includes a long detour through another industry. Brink's was acquired in 1962 by Pittston, a coal company, which also bought Burlington Air Express in 1982 and launched Brink's Home Security in 1983. Pittston sold off its coal assets in the 2000s and renamed itself after the Brink's business. Burlington Air Express, renamed BAX Global in 1997, was sold to Deutsche Bahn in 2006, leaving secure logistics as the core of the company.

Today the business covers cash-in-transit, ATM replenishment and maintenance, vault outsourcing, money processing, intelligent safe services, cash management and payment services, and the international transportation of valuables. A substantial share of revenue comes from outside the United States, and the company serves customers in more than 100 countries. Wikipedia records 1,238 branches and 15,889 vehicles in 2025, with revenue of approximately 5.26 billion dollars and around 63,600 employees for that year.

The workforce is concentrated in field and facility operations. Armored vehicle drivers and messengers run routes and make pickups and deliveries. Vault and money processing staff count, sort, and reconcile currency and coin. ATM technicians service and replenish machines. Supporting those roles are branch and route supervisors, dispatch and logistics coordinators, fleet mechanics, security and compliance personnel, customer service representatives, sales teams, and corporate staff.

Company culture and employee programs:

Security and procedure discipline are central to how the business operates, and field roles typically involve structured training on route protocols, chain of custody, vehicle operation, and safety. Many positions are physically demanding, involve lifting and handling heavy currency and coin containers, and follow early or variable start times tied to customer schedules. Some roles are armed and carry additional licensing requirements, while others are not. Pay, scheduling, union representation, and benefit eligibility vary by branch, country, role, and employment status, so candidates should confirm the specifics with the recruiter handling their application.

Yes. Employers in the secure logistics and cash handling industry, including Brink's, are legally permitted to conduct pre-employment background checks on job candidates as long as 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. Roles involving commercial driving or the carrying of a firearm are subject to further federal and state regulation and licensing rules. Outside the United States, local employment and data protection law applies instead.

Brink's is generally reported to conduct background checks as part of its hiring process. This is consistent with standard practice throughout the cash handling and secure transport industry, where employees are trusted with customer funds, high-value cargo, facility access, and in some roles a firearm. Client contracts, insurance requirements, and state security licensing regimes commonly drive additional screening steps. The specific components of a Brink's background check may vary by role, by branch, and by the country or state where the position is based.

Steps vary by role and location, but the sequence is usually recognizable. Candidates apply online, and qualified applicants are contacted by a recruiter for a phone or virtual screening conversation. Driver and messenger candidates may complete a driving assessment or physical ability evaluation in addition to interviews with a branch or operations leader. Candidates who receive a conditional offer are typically asked to consent to a background check, and for safety-sensitive positions, to complete pre-employment drug testing. Where a role is armed or requires a state security license, that credentialing process runs alongside onboarding. Training on route procedures and safety follows once pre-employment requirements are cleared.

Turnaround depends on which searches are ordered, how responsive courts and previous employers are, and how many jurisdictions a candidate's history touches. Many employment background checks return within a few business days, while reports involving manual county court retrieval, multi-state records, or international verification take longer. Positions that also require a state security or firearms license can extend the overall timeline well beyond the background report itself, because licensing is a separate government process. Candidates who want a fuller picture of what drives screening timelines can review background check turnaround times.

The employer determines which searches are included. For a secure logistics 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 exactly which searches apply to their position.

The lookback window depends on the search type 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. A number of states apply stricter limits. Separately, state security licensing boards and firearm eligibility rules often look at criminal history without the same seven-year framing, so a candidate can encounter different lookback periods in the background report and in the licensing process for the same job.

Brink's does not publish a detailed public policy on applicants with felony records, and hiring decisions of this kind are typically made case by case. Considerations commonly include the nature and seriousness of the offense, how much time has passed, evidence of rehabilitation, and how directly the record relates to the duties of the role. Many states and cities have enacted "ban-the-box" laws that limit when employers may ask about criminal history during the application process. It is worth noting that for armed positions specifically, eligibility is constrained by law rather than employer preference alone, because federal and state law restrict firearm possession by people with certain convictions. Candidates should complete applications honestly and be prepared to discuss their history.

Candidates are typically asked to sign a written disclosure and authorization form before any background check begins. Applicants should be prepared to supply accurate personal information, including full legal name, date of birth, Social Security number for United States positions, and address history, and driver candidates should expect to provide a driver's license number and details of prior driving experience. Roles requiring a state security license usually involve fingerprinting and a separate application to the licensing authority. Accurate information helps ensure searches run in the correct jurisdictions and prevents avoidable delays.

The Fair Credit Reporting Act is the United States 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).

Route positions are among the more heavily screened roles in the industry because they combine driving, cash custody, and in many cases a firearm. Beyond criminal history, employers hiring for these roles commonly review a motor vehicle record covering license status, endorsements, violations, and accidents, verify prior employment, and run a credit check where state law allows it. Depending on the vehicle class, a commercial driver's license and a Department of Transportation physical may be required, and armed positions typically require a state guard or armed security license obtained through a separate application that involves fingerprinting and its own eligibility standards. Requirements differ by state, by vehicle, and by whether the specific route is armed, so candidates should confirm what applies to the posting they are pursuing.

Running a personal background check with Checkr lets you preview what Brink's may see and helps you identify potential inaccuracies before they affect your job application. In one secure report you can review:

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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.