Casey's General Stores: Hiring, Background Check & Employment Verification FAQs

Casey's General Stores, Inc. was founded in 1968 by Donald Lamberti, who opened the first store in Boone, Iowa. The company is now headquartered in Ankeny, Iowa, and trades on the Nasdaq under the ticker CASY as a component of the S&P 500. It has grown from a single small-town store into one of the largest convenience store operators in the United States, with 2,920 locations as of its April 2026 fiscal year end.

The business combines three revenue streams that shape the work inside a typical store. Self-service fuel brings customers to the forecourt, packaged grocery and beverage items fill the sales floor, and a prepared food program built around made-from-scratch pizza, donuts, and sandwiches runs out of an in-store kitchen. That prepared food operation is a defining feature of the chain and is a large part of why a Casey's store carries kitchen staff in addition to cashiers.

Casey's concentrates its store base in Midwestern and Southern states, with a long-standing emphasis on smaller communities that larger chains have historically underserved. Supporting that store network requires distribution centers, a private fleet, store support center functions in Iowa, and field leadership across districts and regions. The company employs a large full-time and part-time workforce spanning cashiers, kitchen team members, delivery drivers, shift leaders, store managers, warehouse associates, professional drivers, and corporate staff.

Company culture and employee programs:

Casey's markets itself as a community-focused employer and recruits heavily for flexible part-time shifts alongside full-time store leadership tracks. Common roles include guest service cashier, kitchen team member, pizza delivery driver, assistant manager, and store manager, with additional openings in distribution and transportation. Training is typically delivered in store, covering point-of-sale systems, food safety and preparation standards, and age-restricted sales procedures for alcohol and tobacco. Specific benefits, scheduling, and pay vary by position, location, and whether a role is full-time or part-time, so candidates should confirm details during the hiring conversation.

Yes. Employers in the convenience store and retail fuel industry, including Casey's General Stores, are legally permitted to run pre-employment background checks on job candidates provided they comply with federal, state, and local requirements. The Fair Credit Reporting Act (FCRA) governs employment screening in the United States and sets out obligations around written disclosure, candidate authorization, and the two-step adverse action process. State laws in the markets where Casey's operates can add further requirements.

Casey's is generally reported to conduct background checks as part of its hiring process, which is typical for convenience store operators. Store roles involve cash handling, age-restricted product sales, and unsupervised overnight shifts, and delivery positions involve driving on public roads, all of which are common reasons retail employers screen. The exact composition of a Casey's background check may vary by role, by state, and by whether the position involves driving or supervisory responsibility.

While steps differ by position and location, the Casey's hiring process usually starts with an online application for a specific store or distribution site. Promising applicants are contacted for an interview, often with the store manager for hourly roles or with district leadership for management positions. Candidates who receive a conditional offer are typically asked to authorize a background check, and driving roles may involve a review of motor vehicle records. Onboarding and in-store training generally follow once pre-employment requirements are cleared.

Timing depends on the searches ordered, the responsiveness of courts and previous employers, and how many jurisdictions the candidate's history touches. Many retail background checks return within a few business days, while multi-county criminal searches or verifications that depend on a third party can take longer. Candidates who provide complete address and employment history at the outset tend to see fewer delays. For more detail on what affects timing, see background check turnaround times.

The employer determines the scope of any report. For convenience store and distribution roles, a background check may include some or all of the following:

Reviewing the disclosure and consent paperwork provided during hiring is the clearest way to see which searches apply to a specific role.

The lookback period depends on the search type and the state where the candidate lives or worked. The FCRA generally prevents consumer reporting agencies from reporting most adverse non-conviction information older than seven years, with exceptions for certain records and for higher-salary positions. Several states impose stricter limits, including caps on how far back convictions may be reported. Candidates whose history spans multiple states may find different windows applied to different searches within the same report.

Casey's does not publish a detailed public policy on hiring candidates with felony records, and these decisions are typically handled case by case. Employers commonly weigh the nature and seriousness of the offense, how much time has passed, evidence of rehabilitation, and how closely the record relates to the duties of the job. A number of states and municipalities have passed "ban-the-box" laws that limit when criminal history questions may be raised during hiring. Candidates are encouraged to be truthful on the application and prepared to discuss their record if asked.

Candidates are generally asked to sign a written authorization before a background check is run, delivered as part of a standalone disclosure form. Applicants should expect to supply their full legal name, date of birth, Social Security number, and address history, and drivers will also need a valid driver's license number. Providing accurate details helps ensure searches run in the correct jurisdictions and helps avoid preventable delays in the offer process.

The Fair Credit Reporting Act is the United States federal law that regulates how consumer reporting agencies collect, use, and share background check information. Under the FCRA, an employer must obtain written consent before ordering a report, must provide a copy of the report and a summary of the candidate's rights before taking adverse action based on its contents, and must allow time for the candidate to dispute anything inaccurate. For a detailed explanation of how the FCRA and Equal Employment Opportunity Commission guidance apply to employment screening, visit Fair Credit Reporting Act (FCRA).

Delivery roles usually carry requirements that store-only positions do not. Applicants for pizza delivery positions are typically expected to hold a valid driver's license, meet a minimum age for the location, and maintain the insurance coverage required by the state and the employer. Employers hiring drivers commonly review motor vehicle records for license status, suspensions, and moving violations, and professional distribution driving roles may carry commercial license and federal transportation requirements on top of the standard screening. Requirements can differ by state and by store, so candidates should confirm specifics with the hiring manager.

Running a personal background check with Checkr lets you preview what Casey's 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.