Chase: Company Profile & Background Check FAQs

Chase traces its roots to September 1, 1799, when Aaron Burr founded The Bank of the Manhattan Company in New York City, making it one of the oldest predecessor institutions of any American bank. The modern firm, JPMorgan Chase & Co., was formed through the 2000 merger of J.P. Morgan & Co. and The Chase Manhattan Corporation, and it has grown through subsequent combinations including Bank One, Bear Stearns, and Washington Mutual's banking operations. The company is headquartered at 270 Park Avenue in New York City, where it opened a newly built headquarters tower in October 2025.

JPMorgan Chase operates through major business segments including Consumer & Community Banking, its Commercial & Investment Bank, and Asset & Wealth Management. The Chase brand serves consumers and small businesses with checking and savings accounts, credit cards, mortgages, auto loans, and business banking, delivered through one of the largest retail branch networks in the country along with more than 15,000 ATMs and widely used digital banking apps.

The firm employs more than 300,000 people worldwide, with reported headcount of approximately 318,500 as of 2026. Roles under the Chase brand include branch-based positions such as tellers (relationship service associates), personal bankers, branch managers, and financial advisors, along with call center staff, fraud and operations specialists, technologists, analysts, and corporate professionals. Because employees have access to customer accounts and financial data, screening is a standard and regulated part of joining the company.

Company culture and employee programs: JPMorgan Chase promotes structured career paths, training programs, and tuition and skills development benefits, and it has publicly supported second-chance hiring initiatives in recent years. Specific benefits vary by role, location, and employment status, so candidates should confirm details during the hiring process. Common role categories include:

Yes. Employers in the banking and financial services industry, including Chase, are legally permitted to conduct pre-employment background checks, provided they follow applicable federal, state, and local laws. Screening conducted through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires disclosure, written consent, and adverse action procedures. Banks face additional obligations: under Section 19 of the Federal Deposit Insurance Act, FDIC-insured institutions generally may not employ individuals convicted of certain offenses involving dishonesty, breach of trust, or money laundering without regulatory consent, which makes background screening effectively mandatory in banking.

Chase is generally reported to conduct background checks on candidates as part of its hiring process, which is consistent with standard, regulator-driven practice across the banking industry. Screening for bank roles commonly includes criminal history searches and may include fingerprinting, identity verification, employment verification, and, for some positions, a credit history review. The exact scope of a Chase background check may vary by role, business line, and location, so candidates should review the disclosures they receive during hiring.

While steps vary by role, the Chase hiring process typically begins with an online application through the JPMorgan Chase careers site, followed by a recruiter screening. Many candidates complete video or phone interviews, and branch and corporate roles usually include interviews with hiring managers; some positions involve assessments. Candidates who receive a conditional offer are asked to authorize a background check and complete pre-employment steps, which may include fingerprinting, before a start date is confirmed. Regulated roles, such as licensed advisor positions, involve additional registration and disclosure requirements.

Some financial institutions review a modified credit report for roles with financial responsibility or access to funds. An employment credit check does not show a credit score, but it can show items such as debts in collection or bankruptcies, subject to FCRA rules and state laws; several states restrict the use of credit information in hiring. If a credit check applies to a Chase role, it will be listed in the disclosure and consent forms the candidate signs.

Turnaround time depends on the searches included, the courts and agencies involved, and the candidate's address history. Many background checks are completed within a few business days, while reports involving multiple county criminal searches, fingerprint processing, or extensive verifications can take longer. Candidates can review typical background check turnaround times to learn what affects timing.

The employer determines which searches to include for each role. For a position at a bank like Chase, a background check may include some or all of the following:

Candidates should read their disclosure and consent forms carefully to see which searches apply to their specific role.

Lookback periods depend on the type of search and applicable law. Under the FCRA, consumer reporting agencies generally cannot report most negative information older than seven years, though criminal convictions may be reported for longer in many states, and the FCRA's seven-year limits do not apply to certain positions above specified salary thresholds. Banking regulations add another layer: Section 19 of the Federal Deposit Insurance Act concerns covered convictions regardless of age, although 2022 reforms excluded certain older and minor offenses from its scope. State laws may further limit what employers can consider.

Decisions are made case by case, within the limits of banking law. Under Section 19 of the Federal Deposit Insurance Act, insured banks generally cannot hire individuals convicted of crimes involving dishonesty, breach of trust, or money laundering without prior regulatory consent, though recent reforms narrowed which offenses are covered, excluding many older, minor, or expunged records. Convictions outside those categories do not automatically disqualify a candidate, and JPMorgan Chase has publicly supported second-chance hiring efforts. Many states and cities also have "ban-the-box" laws limiting when employers can ask about criminal history. Candidates with records should answer application questions honestly and be prepared to provide context.

Candidates will typically be asked to sign a written disclosure and consent form before screening begins. Applicants should be prepared to provide accurate personal information, including full legal name, date of birth, Social Security number, and address history, and may be asked to complete fingerprinting for certain banking roles. Accurate, complete information helps the check run in the correct jurisdictions and prevents avoidable delays.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Employers must obtain written consent before ordering a background check, and before taking adverse action based on the results they must provide the candidate with a copy of the report and a summary of rights, along with a reasonable opportunity to dispute inaccurate information. For a detailed overview of the Fair Credit Reporting Act (FCRA) and related EEOC guidance, review Checkr's introduction to these protections.

Running a personal background check with Checkr lets you preview what Chase 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, 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.