C&S Wholesale Grocers: Hiring, Background Check & Employment Verification FAQs

C&S was founded in 1918 by Israel Cohen and Abraham Siegel in Worcester, Massachusetts, according to its company history. Its website describes the company as feeding families and strengthening communities across America since 1918, with headquarters in Keene, New Hampshire, and operations nationwide. It operates as C&S Wholesale Grocers, LLC and describes itself as a distributor, wholesaler, and retailer.

C&S says its family of companies delivers supply chain solutions, products, and services to chain, independent, and military customers from 60 distribution centers across the country. It also operates more than 200 corporate-run grocery stores in 12 states, primarily under banners including D&W Fresh Market, Grand Union, Family Fare, Martin's Super Markets, and Piggly Wiggly, along with dozens of pharmacies and fuel centers with convenience stores. Its services include financial services, food safety, marketing, merchandising, and pharmacy solutions.

C&S's careers site groups jobs into corporate, retail, warehouse, CDL drivers, fleet maintenance, and facilities maintenance. Featured postings at the time of review included cashier, cash office associate, produce associate, freezer forklift operator, janitorial associate, and deli bakery associate roles in Michigan, North Dakota, and Indiana, so many store-level jobs are posted on the same careers site as distribution and corporate roles. The site also uses an AI recruiting assistant named Casey to answer candidate questions.

Company culture and employee programs:

C&S's careers page says every employee, from distribution centers to offices, works to help feed families, neighbors, and communities, and promises recognition and room to grow for innovation and breakthrough thinking. The company's community programs include C&S Charities and the Heroes & Hope Foundation. Pay, benefits, and schedules vary by location, role, and whether a position is full or part time, so candidates are encouraged to confirm specifics during the hiring process.

Yes. Employers in the grocery wholesale and retail industry, including C&S Wholesale Grocers, are legally permitted to run background checks if they follow the FCRA and state and local laws. The Fair Credit Reporting Act sets requirements around candidate consent, disclosure, and adverse action procedures. Some roles, such as commercial drivers, are also covered by federal transportation rules.

C&S Wholesale Grocers is generally reported to conduct background checks as part of hiring, though it has not published its screening policy in detail. That would be consistent with employers whose staff handle cash, operate forklifts, and drive commercial vehicles. The scope of a check may vary by role, such as store associate, warehouse, driver, or corporate position.

The C&S Wholesale Grocers hiring process typically starts with an online application on its careers site, where candidates search by job title, keyword, and location. Qualified applicants may chat with the site's recruiting assistant and then interview with a recruiter or hiring manager. Candidates who receive a conditional offer are usually asked to consent to a background check, and driver and warehouse roles may add a drug screen or physical. Steps may vary by role, location, and store banner.

A C&S Wholesale Grocers background check often takes a few business days, though timing depends on the searches ordered and the records involved. Searches that span several counties or states can take longer, and driver roles may add motor vehicle record steps. Candidates who want to understand typical timelines in more detail can review background check turnaround times.

The specific components of a background check are determined by the employer. For a role at a grocery wholesaler and retailer like C&S, a check may include some or all of the following:

Candidates should review the disclosure and consent forms provided during hiring to see which searches apply to their role.

C&S Wholesale Grocers has not published a company-wide drug-testing policy, and whether a screen applies generally depends on the role and location. Commercial drivers are subject to federal drug and alcohol testing rules, and warehouse and forklift roles may also include a screen after a conditional offer, while many store and corporate roles may not. Candidates should ask the recruiter what applies to their position.

The lookback period for a background check depends on the type of search and the laws of the state or country where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

C&S Wholesale Grocers has not published a blanket policy on felony records, and decisions are typically made case by case. Factors that may matter include the nature of the offense, how much time has passed, and the duties of the role, such as handling cash or driving a commercial vehicle. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates are encouraged to answer questions honestly.

Candidates applying to C&S Wholesale Grocers will typically be asked for written consent before a background check begins. They should be ready to provide their full legal name, date of birth, Social Security number, and address history, and driver candidates may need a valid commercial driver's license. Accurate information helps searches run in the correct jurisdictions and can prevent delays.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

CDL driver candidates typically consent to criminal and identity searches plus a motor vehicle record review. Federal rules also give employers access to the Drug and Alcohol Clearinghouse, an online database of CDL driver drug and alcohol program violations, and drivers may need to consent to a query. Requirements may vary by location and posting.

Not necessarily, since the searches an employer orders may differ by role. Store roles typically involve standard criminal and identity checks, while warehouse and driver roles may add a drug screen or motor vehicle record, and cash office roles may add a credit review. The disclosure form a candidate signs should list what applies.

Running a personal background check with Checkr lets you preview what C&S Wholesale Grocers may see and help 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.