Cavender's Boot City: Hiring, Background Check & Employment Verification FAQs

Cavender's was founded in 1965 by James and Patricia "Pat" Cavender in the small East Texas town of Pittsburg. The couple had tried several business ventures before opening a general clothing store, which naturally came to carry cowboy boots given the rural Texas setting. The store began with just three styles of Tony Lama boots; when they sold well, James Cavender expanded the boot selection, and the boot-focused side of the business grew into what became known as Cavender's Boot City, while the broader retail operation is formally known as Cavender's Western Outfitters.

Over six decades, the family-run business grew from its single Pittsburg location into a major regional chain, relocating its headquarters to Tyler, Texas. The company reached a milestone 100th store opening in Cedar Park, near Austin, and celebrated its 60th anniversary in 2025. Cavender's has expanded well beyond Texas into states including Louisiana, Oklahoma, Colorado, Florida, Nebraska, and others, while maintaining deep roots in its home state. The company remains privately owned and led by the Cavender family, with James and Pat's sons, including Joe Cavender, continuing in company leadership.

Cavender's carries major Western brands including Ariat, Wrangler, Stetson, and Resistol, alongside its own exclusive private labels such as Rafter C, Rockin' C, and JRC & Sons. The company employs approximately 1,800 people across its store network, with a workforce that includes sales associates, boot-fitting specialists, cashiers, and store managers supporting its large-format Western retail stores.

Company culture and employee programs: Cavender's emphasizes integrity, hard work, and a deep connection to the "Western way of life" as core values passed down from its founders. The company positions itself around authentic Western craftsmanship and customer trust built over generations of family ownership. Benefits, scheduling, and advancement opportunities can vary by location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the Western wear and specialty apparel retail industry, including Cavender'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.

Cavender's is generally reported to conduct background checks as part of its hiring process, which is standard for specialty retail employers handling cash transactions and inventory.

The hiring process for store-level positions at Cavender's typically includes an application, an interview with a store manager, and a background check prior to a final offer.

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 specialty retail 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.

What if I disagree with something in my background check?

Under the FCRA, if you believe your background check report contains inaccurate information, you have the right to dispute it directly with the consumer reporting agency that prepared the report. The agency is generally required to investigate the dispute, typically within 30 days, and to correct or remove any information it cannot verify as accurate. If Checkr conducted the background check, dispute instructions are included in the notification sent to your Checkr candidate account.

Can I see a copy of my own background check report?

Yes. Under the FCRA, if a background check is used to make an adverse hiring decision, you are entitled to receive a copy of the report along with a summary of your rights under the law before the decision becomes final.

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