Buddy's Home Furnishings: Hiring, Background Check & Employment Verification FAQs

Buddy's Home Furnishings dates to 1961, when its first store opened in Tampa, Florida. The brand built its business on the rent-to-own model, which lets customers take home furniture, appliances, electronics, computers, and mattresses under weekly or monthly lease agreements and work toward ownership without traditional credit or financing. The company began franchising in 2009, and franchising has been central to its growth ever since. Its corporate office is in Orlando, Florida.

Ownership of the brand has changed more than once in recent years. Buddy's was acquired by Franchise Group, and after that parent company filed for Chapter 11 bankruptcy protection in November 2024 and restructured, the Buddy's franchisor was acquired by the private investment firm Skyline Investors in a deal announced in 2026. Coverage of that transaction described a network of more than 220 locations operating across 18 states and Guam, and identified Buddy's as one of the largest rent-to-own franchisors in the country. Because many stores are independently owned and operated by franchisees, employment terms and hiring practices can differ from one location to the next.

A typical Buddy's store is a showroom plus a warehouse operation. Common roles include sales associates and customer service representatives, account managers who handle renewals and collections, delivery and installation drivers who move furniture and appliances into customers' homes, assistant managers, and store managers, with regional and corporate staff supporting marketing, franchise development, merchandising, and operations. Delivery roles usually require driving a box truck or van and entering residences, which shapes the screening considerations for those positions.

Company culture and employee programs:

Rent-to-own retail combines showroom selling with route-based service, and employees often rotate between customer-facing sales, phone-based account work, and delivery support. Training typically covers lease agreement terms and required consumer disclosures, product knowledge, safe lifting and delivery practices, and the collection procedures that state rent-to-own statutes regulate. Because a large share of stores are franchised, pay, schedules, benefits, and advancement paths vary by owner and market, so candidates should confirm details with the specific store during the interview process.

Yes. Employers in the rent-to-own and retail industry, including Buddy's Home Furnishings and its franchisees, 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 is governed by the Fair Credit Reporting Act (FCRA), which sets requirements for disclosure, written candidate consent, and the adverse action process. State and local fair chance laws may further limit when criminal history can be considered.

Buddy's Home Furnishings is generally reported to conduct background checks as part of its hiring process, which is typical for retailers whose employees handle payments, drive company vehicles, and enter customers' homes. Because a significant portion of the network is franchised, the exact screening program may be set by the individual franchise owner rather than applied uniformly. The components of a Buddy's background check may therefore vary by role, store, and state.

The process varies by location but usually moves quickly. Candidates typically apply online or at the store, then interview with a store manager and sometimes a district or franchise owner. Interviews commonly cover customer service experience, comfort with sales goals and collections calls, physical requirements for delivery work, and schedule availability, since stores are often open on evenings and Saturdays. Applicants who receive a conditional offer are generally asked to consent to a background check, and driving candidates may also have their driving record reviewed before a start date is set.

Turnaround depends on the searches ordered, how quickly courts and past employers respond, and how many jurisdictions are involved. Many retail background checks are completed within a few business days, while reports that require records from multiple counties or states can run longer. Candidates who want a clearer picture of what affects the timeline can read about background check turnaround times.

The employer chooses which searches to include. For a rent-to-own retailer, a background check may cover some or all of the following:

Candidates should read the disclosure and consent forms provided during hiring to understand which searches apply to their position.

The lookback period depends on the search type and the law where the candidate lives. Under the FCRA, consumer reporting agencies generally may not report most adverse information older than seven years, with exceptions for convictions and higher salary roles, and several states set stricter limits. Motor vehicle records follow separate state retention schedules. A candidate with history in more than one state may see different lookback windows applied to different searches in the same report.

Buddy's does not publish a detailed policy on applicants with felony records, and because many stores are franchised, decisions are usually made locally and case by case. Employers commonly consider the nature and seriousness of the offense, how much time has passed, and whether it relates to the duties of the job, such as handling payments or entering customers' homes. Many states and municipalities have adopted "ban-the-box" laws that limit when criminal history questions may be asked during the application process. Candidates are encouraged to be accurate on the application and ready to discuss their background.

Candidates are typically asked to sign a written authorization before screening begins, usually as part of a disclosure form provided during hiring. Applicants should be prepared to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history, and delivery candidates should also have a valid driver's license available. Accurate information helps searches run in the right jurisdictions and prevents avoidable delays.

The Fair Credit Reporting Act is the federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain written permission before running a report, to provide a copy of the report and a summary of rights before taking adverse action based on it, and to give the candidate a chance to dispute inaccurate information before a final decision is made. For a fuller explanation of the Fair Credit Reporting Act (FCRA) and related Equal Employment Opportunity Commission guidance, Checkr publishes a detailed overview.

Running a personal background check with Checkr lets you preview what Buddy's Home Furnishings 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 show verified credentials to hiring managers before they ask, build a free Checkr Profile.

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.