Check Into Cash: Hiring, Background Check & Employment Verification FAQs

Check Into Cash was founded in 1993 by Allan Jones in Cleveland, Tennessee, where the company remains headquartered today. Jones, who previously built and sold a credit reporting and debt collection business, went on to create what is widely regarded as the first national payday lending chain, earning him recognition as a pioneer of the modern payday advance industry. The company is a founding member of the Community Financial Services Association of America (CFSA), a trade group focused on best practices in the payday lending sector.

Check Into Cash operates as a privately held financial services retailer with more than 1,000 store locations across roughly 30 states, offering payday advances, installment loans, title loans and title pawns, check cashing, bill payment services, Western Union money transfers, and reloadable prepaid debit cards. The company is a subsidiary of Community Choice Financial Inc., which has also acquired other consumer financial services brands. Check Into Cash's workforce is primarily made up of retail branch staff, including customer service representatives, branch managers, and regional operations personnel who manage the day-to-day running of its financial service centers.

Because Check Into Cash operates in the regulated consumer lending space, employees handle sensitive customer financial information, including Social Security numbers, bank account details, and credit histories. This makes trust, compliance, and accuracy especially important for roles involving cash handling and customer account management.

Company culture and employee programs: Check Into Cash emphasizes customer service, speed, and convenience as core values across its retail branch network. The company provides on-the-job training for branch-level roles, particularly around compliance with state and federal lending regulations. Benefits, scheduling, and advancement opportunities can vary by location and role, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the consumer financial services industry, including Check Into Cash, 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.

Check Into Cash is generally reported to conduct background checks as part of its hiring process, which is typical for companies in the financial services and cash-handling industry. Because employees in this industry often manage customer funds and sensitive financial data, screening may be more thorough than in some other retail settings, though specifics can vary by role and location.

The hiring process for branch-level roles at Check Into Cash typically includes an application, an interview with the branch or regional manager, and a background check prior to a final offer. Given the cash-handling nature of the role, some positions may also involve a credit history review as part of the screening process.

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 financial services branch 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 further, and credit history reporting can follow different lookback periods.

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 a role that involves handling cash and customer financial information. Some jurisdictions 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. For roles involving financial oversight, a credit check authorization may also be required.

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.

Running a personal background check with Checkr lets you preview what Check Into Cash 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 Check Into Cash 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.