Carvana: Company Profile & Background Check FAQs

Carvana was founded in 2012 by Ernest Garcia III, Ryan Keeton, and Ben Huston, and the company is headquartered in Tempe, Arizona. It set out to move the used car purchase almost entirely online: customers browse inventory, arrange financing, get trade-in valuations, and complete the purchase through the company's website or mobile app, then receive the vehicle by home delivery or pick it up at a Carvana location. The company went public in April 2017 and trades on the New York Stock Exchange under the ticker CVNA.

One of Carvana's most recognizable innovations is its glass-enclosed car vending machine, first opened in Nashville, Tennessee, in 2015. The automated towers store customer vehicles and dispense them at pickup, and the company has reported operating more than 30 vending machines across the United States. Behind the consumer experience sits a national logistics and reconditioning network, including inspection and reconditioning centers where vehicles are photographed, repaired, and prepared for sale, plus a fleet of single-car haulers that deliver vehicles to customers.

Carvana has grown into one of the largest online used car retailers in the country, with a workforce reported at approximately 23,000 employees as of 2025. Roles span customer advocates and support specialists, delivery drivers and logistics coordinators, automotive technicians and detailers at inspection centers, and corporate positions in software engineering, finance, and operations. Because many employees drive customer vehicles or company haulers and handle financing paperwork, trust and safety considerations are woven into the company's hiring practices.

Company culture and employee programs:

Carvana describes itself as a technology-driven company focused on changing the way people buy and sell cars, and its teams blend retail, logistics, and software cultures. New hires in operations roles typically receive structured training on vehicle handling, safety, and customer service standards, while corporate roles follow more traditional onboarding. Benefits, schedules, and pay vary by position and location, so candidates should confirm specifics with a recruiter during the interview process.

Yes. Employers in the automotive retail and logistics industry, including Carvana, are legally permitted to run pre-employment background checks as long as they follow federal, state, and local laws. In the United States, the Fair Credit Reporting Act (FCRA) governs employment screening, requiring written consent, clear disclosure, and a defined adverse action process. Positions that involve driving are also subject to motor vehicle record standards and, in some cases, Department of Transportation rules.

Carvana is generally reported to conduct background checks as part of its hiring process, which aligns with standard practice among auto retailers and logistics employers. Many Carvana employees drive customer vehicles or delivery trucks, enter customers' driveways, and process financial documents, all of which make screening a routine step. The scope of the Carvana background check may vary by role and location, so candidates should review the disclosure forms provided with a conditional offer.

While details differ by team, the Carvana hiring process typically begins with an online application, followed by a phone or video screen with a recruiter. Operations candidates may complete an in-person interview or job preview at a local hub or inspection center, while corporate candidates usually complete several interview rounds. Candidates who receive a conditional offer are generally asked to consent to a background check, and driving positions typically include a motor vehicle record review, before a start date is confirmed.

Timing depends on the searches ordered, court and agency responsiveness, and the number of jurisdictions tied to a candidate's history. Many background checks are completed within a few business days, though reports involving several county criminal searches or slower verifications can take longer. For more detail on what affects timing, review this guide to background check turnaround times.

Each employer decides which screenings fit each role. For an online auto retailer like Carvana, a background check may include some or all of the following:

Candidates should read their consent documents carefully to understand which searches apply to the specific job.

Lookback windows depend on the search type and on state law. Under the FCRA, most negative information other than convictions generally cannot be reported once it is more than seven years old, with exceptions for certain higher-salary roles. Criminal convictions can often be reported further back where state law allows, and motor vehicle record history windows vary by state. Candidates with multi-state histories may see different limits applied within one report.

Carvana does not publish a detailed public policy about hiring candidates with felony records, and decisions are typically made case by case. Relevant factors often include the nature and age of the offense and its relationship to the role, especially for positions that involve driving customer vehicles or handling financial information. Many states and cities enforce "ban-the-box" laws that restrict when criminal history questions can be asked. Candidates with records should be accurate on their applications and prepared to add context if invited to do so.

Candidates are typically asked to sign a written consent and disclosure form before a background check begins. Expect to provide accurate personal details, including full legal name, date of birth, Social Security number, and address history, plus a valid driver's license for driving roles. Correct information helps the check search the right jurisdictions and keeps the process moving without avoidable delays.

The Fair Credit Reporting Act is a federal law that regulates how consumer reporting agencies assemble and share background check information. Employers must obtain written consent before ordering a report, and if they intend to take adverse action based on it, they must share a copy of the report and a summary of rights and give the candidate a chance to dispute inaccuracies. For a fuller explanation, see this introduction to the Fair Credit Reporting Act (FCRA) and EEOC guidance.

Running a personal background check with Checkr lets you preview what Carvana may see and helps you identify potential inaccuracies before they affect your 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 and hiring managers.

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.