Chartway Federal Credit Union: Hiring, Background Check & Employment Verification FAQs

Chartway was founded in 1959 by a small group of civilian workers at what was then Norfolk Naval Air Station, each contributing a modest initial deposit to incorporate the cooperative. It took the Chartway Federal Credit Union name in 1996 and is headquartered in Virginia Beach, Virginia. Like all federally insured credit unions, it is chartered and regulated under the authority of the National Credit Union Administration (NCUA).

Chartway is a member-owned cooperative rather than a shareholder-owned bank or a government body, a distinction worth keeping in mind when researching the employer. Published figures have placed the credit union at roughly $3.2 billion to $3.3 billion in assets with more than 260,000 members. Its footprint grew substantially through mergers, including Heritage West Credit Union in 2010 and Utah Central Credit Union in 2011, which is how a Virginia-based institution came to hold a large branch presence in Utah. The credit union has reported operating 18 branches in Virginia, 13 in Utah, and 2 in Texas.

Chartway offers the products typical of a full-service credit union: checking and savings accounts, certificates, consumer and auto lending, credit cards, mortgages, home equity products, business services, and digital banking. It also operates the We Promise Foundation, a charitable arm supporting children facing medical hardship, which features prominently in its community and employer branding.

Company culture and employee programs:

Typical roles include branch tellers and member service representatives, contact center staff, consumer and mortgage loan officers, underwriters, collections and fraud specialists, branch managers, and corporate functions such as accounting, compliance, marketing, and information technology. Credit unions commonly emphasize member service and community involvement in recruiting, and Chartway's materials highlight volunteering and foundation participation. Compensation, benefits, and schedules vary by role and location, so candidates should confirm details with a recruiter.

Yes. Employers in the financial services industry, including Chartway Federal Credit Union, are legally permitted to conduct pre-employment background checks on job candidates provided they follow applicable federal, state, and local law. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires a standalone disclosure, written candidate authorization, and a defined adverse action process. Federally insured credit unions also operate under a specific federal employment restriction described further below, which makes criminal history screening a compliance matter for these institutions rather than only a hiring preference.

Chartway is generally reported to conduct background checks as part of its hiring process, which is standard across credit unions and banks. Staff in this industry handle member funds, account access, personally identifiable information, and lending decisions, and federally insured institutions have a statutory reason to review criminal history before hiring. The exact scope of a Chartway background check may vary by role, by location, and by whether the position involves cash handling, lending authority, or access to core banking systems.

While steps vary by role, the Chartway hiring process generally begins with an online application through the credit union's careers site. Candidates who match an opening are typically contacted by a recruiter, then interviewed by a branch manager, department leader, or panel. Branch and contact center roles may include a skills assessment or a member service role-play. Candidates who receive a conditional offer are usually asked to authorize a background check and, where applicable, complete steps such as licensing or registration for mortgage roles before a start date is set.

Turnaround depends on the searches ordered and on how quickly courts and past employers respond. Many reports are completed within a few business days. Financial services screening often includes more components than a typical retail check, and each added component introduces its own timeline. If a record requires additional review under the federal restriction discussed below, that review can extend the process considerably. Candidates who want more detail can review background check turnaround times.

The employer decides which searches to include. For a credit union role, a background check may cover some or all of the following:

Candidates should review the disclosure and consent forms they receive to see which searches apply to their position.

The lookback period depends on the search type and the state. Under the FCRA, consumer reporting agencies are generally limited from reporting most adverse information older than seven years, with exceptions that can apply to criminal convictions and to higher-salary positions. Virginia, Utah, and Texas each have their own consumer reporting and fair-chance rules, so the practical window can differ by location. Note also that the federal employment restriction applying to insured credit unions is not itself a reporting rule and is not automatically limited to seven years, which is one reason financial institutions often ask candidates about older records directly.

Chartway does not publish a detailed policy, and hiring decisions are generally made case by case, but credit unions face a legal constraint that most employers do not. Section 205(d) of the Federal Credit Union Act, codified at 12 U.S.C. 1785(d), generally prohibits a person who has been convicted of a criminal offense involving dishonesty or breach of trust, or who has entered a pretrial diversion program in connection with such an offense, from participating in the affairs of a federally insured credit union without the prior written consent of the NCUA. The NCUA maintains a process for granting consent, and its rules include exceptions for certain minor or older offenses that were expanded by the Fair Hiring in Banking Act. Convictions outside that category are handled like any other employment decision, and many states and cities have adopted "ban-the-box" laws that govern when criminal history may be raised. Because this area is technical and changes over time, candidates with a record should ask the credit union directly and consult the NCUA's current guidance rather than assume an outcome.

Candidates are typically asked to sign a disclosure and authorization form before screening begins. Applicants should be prepared to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history. Financial services employers often ask candidates to attest to criminal history questions tied to the federal restriction described above, and licensed roles may require registration details. Providing complete and accurate information helps ensure the correct jurisdictions are searched and keeps the process moving.

The Fair Credit Reporting Act is the US federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires an employer to obtain written consent before ordering a report, to provide a copy of the report and a summary of rights before taking adverse action, and to allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a fuller explanation of how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance apply to background checks, see Fair Credit Reporting Act (FCRA).

Often, yes. Beyond the federal restriction described above, financial institutions commonly include credit history for roles with fiduciary or cash-handling responsibility, watchlist and sanctions screening, and licensing verification for mortgage and investment-related positions. Bonding requirements can also apply. None of this is unique to Chartway; it reflects the regulatory environment credit unions operate in. Candidates should ask which requirements attach to the role they are pursuing, since a corporate marketing job and a branch lending job are rarely screened the same way.

Running a personal background check with Checkr lets you preview what Chartway Federal Credit Union may see and helps you identify potential inaccuracies before they affect your job application. In one secure report you can review:

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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.