Card Kingdom: Company Profile & Background Check FAQs

Card Kingdom was founded in 1999 by brothers John and Damon Morris, who got their start in collectibles by selling baseball cards at local swap meets as kids. The pair launched Card Kingdom out of a basement before quitting their day jobs to build the business full time. The company is headquartered in the Seattle, Washington area and remains privately held.

Today, Card Kingdom has grown into one of the world's largest retailers of Magic: The Gathering cards. Its core business is e-commerce: the company buys and sells single cards, sealed product, and gaming accessories through cardkingdom.com, serving customers around the world. Operating a high-volume singles business requires a large behind-the-scenes operation, with staff who sort, grade, inventory, and ship enormous quantities of trading cards.

Beyond its online store, the company operates Mox Boarding House, a chain of destination game stores that combine retail space with full-service restaurants, free-to-play board game libraries, and private event rooms. Mox Boarding House locations have included Seattle and Bellevue in Washington, Portland in Oregon, and Chandler in Arizona. According to a published company case study, Card Kingdom has employed more than 430 people across its web operations and brick-and-mortar locations. The company also created Engage, a charitable giving program tied to its retail events.

Company culture and employee programs:

Card Kingdom's workforce spans e-commerce fulfillment, card grading and inventory, customer service, restaurant and hospitality roles at Mox Boarding House, retail sales, and corporate functions such as marketing and technology. The culture is closely tied to tabletop gaming, and many employees are players themselves. Benefits and scheduling vary by role, location, and full-time or part-time status, so candidates should confirm specifics during the hiring process.

Yes. Employers in the retail and e-commerce industry, including Card Kingdom, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow 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 clear disclosures, and follow adverse action procedures when using background check results in hiring decisions. Washington State, where the company is based, also has its own fair chance hiring and screening laws.

Card Kingdom is generally reported to conduct background checks for at least some positions, which is consistent with common practice among retailers whose employees handle valuable inventory, cash, and customer payment information. Individual trading cards can carry significant value, which makes inventory security a practical concern for businesses in this space. The specific scope of a Card Kingdom background check may vary by role, from warehouse and fulfillment positions to restaurant, retail, and corporate jobs.

While steps can vary by role and location, the Card Kingdom hiring process typically begins with an online application through the company's careers page or a job board. Selected candidates are usually contacted for a phone screen or interview with a hiring manager, and some roles may involve additional interviews or skills discussions. Candidates who receive a conditional offer are generally asked to consent to any required background check before their start date is confirmed, followed by onboarding and training.

Turnaround time depends on which searches are included and how quickly courts and other sources respond. Many background checks are completed within a few business days, while reports involving criminal record searches across multiple counties or states can take longer. Candidates who want a deeper look at typical timelines can review background check turnaround times.

Employers choose which screenings to include in their background checks. For a role at a retail and e-commerce company like Card Kingdom, a background check may include some or all of the following:

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

Lookback periods depend on the type of search and the laws of the state where the candidate lives or works. Under the FCRA, consumer reporting agencies generally cannot report most negative information older than seven years, though criminal convictions can often be reported further back and exceptions exist for certain higher-salary positions. Washington and several other states apply their own limits, so candidates may see different lookback windows across the searches in a single report.

Card Kingdom does not publicly publish a detailed policy on hiring candidates with felony records, and decisions like these are typically made on a case-by-case basis. Employers commonly weigh the nature and severity of the offense, how much time has passed, and its relevance to the role, for example, positions handling high-value inventory or payments. Washington has a statewide fair chance law, and many other jurisdictions have adopted "ban-the-box" laws that limit when criminal history can be considered. Candidates with records should answer application questions honestly and be prepared to provide context if asked.

Candidates will typically be asked to provide written consent before a background check is run, usually via a disclosure form during the offer stage. To complete the check, candidates should be prepared to share accurate personal information, including full legal name, date of birth, Social Security number, and address history. Accurate information helps ensure the correct jurisdictions are searched and keeps the process moving without delays.

The Fair Credit Reporting Act is a federal law governing how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain a candidate's written permission before ordering a background check, and if they intend to take adverse action based on the results, they must give the candidate a copy of the report and a summary of rights, then allow time to dispute inaccurate information before making a final decision. For a full overview of the FCRA and related Equal Employment Opportunity Commission (EEOC) guidance, see this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Card Kingdom 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 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.