CEVA Logistics: Hiring, Background Check & Employment Verification FAQs

CEVA Logistics was created in 2007 through the merger of TNT Logistics and EGL Eagle Global Logistics, a combination that immediately placed it among the largest third-party logistics providers in the world. The company listed on the SIX Swiss Exchange in 2018 and was acquired the following year by CMA CGM, the French container shipping group, which moved CEVA's headquarters from Switzerland to Marseille, France. CEVA has been a fully owned subsidiary of the CMA CGM Group since 2019 and continues to trade under its own brand.

By its own account, CEVA Logistics operates in more than 160 countries across approximately 1,000 locations, and works with over 78,000 employees plus temporary and agency workers. Its customer base ranges from small and medium-sized regional businesses to global multinationals, with particular depth in the consumer and retail, automotive and industrial, and aerospace sectors. The company has continued to grow by acquisition, most recently integrating Bolloré Logistics into its freight management network.

The business is built on two pillars. Contract logistics covers warehousing and distribution, manufacturing support, inbound and outbound flows, reverse and circular logistics, and value-added services performed inside customer-dedicated or shared sites. Freight management covers air, ocean, and ground freight forwarding along with specialized services such as finished vehicle logistics. In the United States, that footprint translates into distribution centers, cross-docks, and forwarding offices, and into a workforce of warehouse associates, forklift and material handling operators, inventory and quality clerks, shift supervisors, drivers, customs and brokerage specialists, and site management.

Company culture and employee programs:

CEVA Logistics operates in a safety-driven, process-heavy environment, so new hires typically receive site-specific onboarding covering equipment handling, safety procedures, and the customer standards that apply to their building. Many warehouse roles are shift based, including evenings and weekends, and some sites hire seasonally to cover peak volumes. Pay, benefits, and shift differentials vary by country, state, site, and whether a position is permanent, temporary, or agency-supplied, so candidates should confirm specifics with the recruiter or staffing partner handling the requisition.

Yes. Employers in the logistics and supply chain industry, including CEVA Logistics, 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, screening performed through a consumer reporting agency falls under the Fair Credit Reporting Act (FCRA), which requires clear written disclosure, candidate authorization, and a defined adverse action process. Operations in other countries are subject to their own employment and data protection rules.

CEVA Logistics is generally reported to conduct background checks as part of its hiring process, which is typical across warehousing, freight forwarding, and transportation employers. Workers in these settings handle customer inventory, operate powered equipment, enter secured facilities, and in some cases work in air cargo or customs-controlled environments where additional vetting is standard. The exact components of a CEVA Logistics background check may vary by role, by site, by customer contract, and by the country where the position is based.

Steps vary by site and role, but the CEVA Logistics hiring process generally starts with an online application or an application through a staffing partner, followed by a recruiter or coordinator screening call. Warehouse candidates may be invited to an on-site interview or a hiring event, and some roles include an equipment skills check or a physical requirements review. Professional and management roles usually involve multiple interviews. Candidates who receive a conditional offer are typically asked to consent to a background check, and in many operations to complete a drug screen, before onboarding and safety training begin.

Turnaround times depend on which searches are ordered, how responsive courts and prior employers are, and how many jurisdictions the candidate's history spans. Many reports are completed within a few business days, while checks involving several county courts, international records, or driving records from multiple states can take longer. Candidates who want a fuller picture of typical timelines can review background check turnaround times.

The employer determines the scope. For a logistics and warehousing role, a background check may include some or all of the following:

Candidates should review the disclosure and authorization paperwork provided during hiring to see exactly which searches apply to their role.

The lookback period depends on the type of search and on the laws of the state or country involved. Under the FCRA, consumer reporting agencies are generally limited from reporting most adverse non-conviction information older than seven years, with exceptions for certain record types and higher-salary positions, and a number of states apply tighter rules. Motor vehicle records follow separate state-specific retention periods, which is why a driving record may show a different window than a criminal search in the same report.

CEVA Logistics does not publish a detailed policy on applicants with felony convictions, and hiring decisions of this kind are usually made case by case. Relevant factors commonly include the nature and severity of the offense, how much time has passed, and how the record relates to the responsibilities of the job, such as equipment operation or access to secured cargo. Many states and cities have adopted "ban-the-box" laws that restrict when criminal history questions may be asked. Candidates are encouraged to be accurate on their application and prepared to discuss their history if it comes up.

Candidates will typically be asked for written consent before any screening is ordered, usually through a disclosure and authorization form presented during the offer stage. Be ready to provide full legal name, date of birth, Social Security number for United States applicants, and a complete address history. Driving roles generally also require a valid license and may require a copy of the driving record. Supplying complete and accurate information reduces the chance of delays caused by searches run in the wrong jurisdiction.

The Fair Credit Reporting Act is a United States federal law governing how consumer reporting agencies collect, use, and share background check information. Under the FCRA, an employer must obtain written authorization before running a report, provide a copy of the report and a summary of rights before taking adverse action, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance apply to employment screening, see Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what CEVA Logistics 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.