Campbell Soup Company: Hiring, Background Check & Employment Verification FAQs

Campbell's traces its origins to 1869, when fruit merchant Joseph A. Campbell and icebox manufacturer Abraham Anderson formed a partnership called Anderson & Campbell in Camden, New Jersey, to can tomatoes, vegetables, preserves, and other goods. After Anderson left the business in 1876, the company became the Joseph A. Campbell Preserve Company. In 1897, chemist John T. Dorrance joined the company and invented condensed soup, a innovation that became central to the brand's identity and helped the company earn a Gold Medallion at the 1900 Paris Exposition. The company formally incorporated as Campbell Soup Company in 1922 and remains headquartered in Camden, New Jersey, to this day.

Over more than 150 years, Campbell's has expanded well beyond soup, acquiring brands including Pepperidge Farm in 1961, Pace Foods in 1995, and Snyder's-Lance in 2018, building a broad portfolio spanning snacks, sauces, beverages, and baked goods. The company went public on the New York Stock Exchange and later moved its listing to NASDAQ. In November 2024, the company rebranded from Campbell Soup Company to The Campbell's Company to reflect its diversified portfolio beyond soup alone. Campbell's generates more than $10 billion in annual revenue and employs roughly 13,700 people.

Campbell's workforce spans manufacturing and production roles across its network of food processing plants, along with corporate functions in marketing, research and development, supply chain, and sales supporting its many brands. Given the scale of its manufacturing operations, food safety and quality control are significant considerations across much of the company's production workforce.

Company culture and employee programs: Campbell's has maintained deep ties to its hometown of Camden, New Jersey, investing in its headquarters campus and participating in local community and charitable initiatives through the Campbell Soup Foundation. The company has also built out employee resource groups supporting workplace inclusion across its organization. Benefits, training, and advancement opportunities can vary by role and facility, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the food manufacturing industry, including Campbell's, 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.

Campbell's is generally reported to conduct background checks as part of its hiring process, which is standard for large food manufacturing employers, particularly for production roles involving food safety and equipment operation.

The hiring process for manufacturing and production roles at Campbell's typically includes an application, an interview with a hiring manager, and a background check prior to a final offer. Some roles may also involve a food safety orientation given the nature of the manufacturing environment.

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 manufacturing or corporate 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. 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 Campbell's 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 Campbell's 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.