Build-A-Bear Workshop: Hiring, Background Check & Employment Verification FAQs

Build-A-Bear Workshop was founded by Maxine Clark, who left her position as president of Payless ShoeSource in 1996 to pursue her own retail concept. The first Build-A-Bear Workshop store opened in St. Louis, Missouri, on October 26 or 27, 1997, generating nearly $400,000 in sales within its first four months. Clark's concept was built around an interactive, hands-on retail experience where customers actively participate in selecting, stuffing, dressing, and naming their own stuffed animal, a novel approach at the time that combined entertainment with retail. The company remains headquartered in St. Louis, Missouri.

The success of the concept attracted venture capital, and the company expanded to ten new stores by 1999. Build-A-Bear was named Retail Innovator of the Year by the National Retail Federation in 2001, and celebrated the 100th anniversary of the teddy bear alongside the opening of its 100th store in 2002. International expansion began in 2003 with new locations in Canada and England. The company went public and trades on the New York Stock Exchange under the ticker symbol BBW.

Today, Build-A-Bear Workshop operates several hundred locations across direct-to-consumer, commercial (wholesale and licensing), and international franchising business segments, with stores in the United States, Canada, the United Kingdom, Ireland, and numerous other countries. The company also operates the Build-A-Bear Workshop Foundation, a philanthropic arm supporting children's causes, including funding for children's cancer research through its Nikki's Bear program. Build-A-Bear's workforce includes retail sales associates (often referred to internally with bear-themed titles), store managers, and corporate staff supporting merchandising, licensing, and franchise operations.

Company culture and employee programs: Build-A-Bear emphasizes creating memorable, family-friendly experiences and has built substantial community and charitable programs, including playground-building partnerships and seasonal charitable stuffing events. Given that the company's retail environment is centered around interacting directly with children and families, staff conduct and customer interaction standards are an important part of the company's culture. 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 toy retail industry, including Build-A-Bear Workshop, 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.

Build-A-Bear Workshop is generally reported to conduct background checks as part of its hiring process, which is standard for retail employers, particularly given the company's retail environment involves extensive direct interaction with children.

The hiring process for store-level positions at Build-A-Bear Workshop 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, particularly given the child-focused retail environment. 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.

Running a personal background check with Checkr lets you preview what Build-A-Bear Workshop 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 Build-A-Bear Workshop 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.