Chegg: Company Profile & Background Check FAQs

Chegg, Inc. was incorporated in 2005 and launched under the Chegg name in 2007. The company is headquartered in Santa Clara, California, and trades publicly on the New York Stock Exchange under the ticker symbol CHGG. Chegg began as a textbook rental service for college students and has since evolved into a subscription-based digital learning platform focused on academic support.

Today, Chegg's core business is built around subscription services, including Chegg Study, Chegg Study Pack, Chegg Writing, and Chegg Math. Chegg Study provides students with step-by-step learning support powered by subject matter experts, computational engines, and artificial intelligence, while Chegg Writing offers plagiarism detection and citation tools and Chegg Math provides a step-by-step math solver. The company also owns Busuu, a language learning platform that combines self-paced lessons, live classes with tutors, and a large learner community. According to the company's securities filings, subscription services accounted for the large majority of Chegg's net revenues in recent years.

As a technology company, Chegg's workforce is concentrated in roles such as software engineering, product management, data science, content development, marketing, customer support, and corporate functions like finance, legal, and human resources. According to Wikipedia, the company reported 1,271 employees as of 2024. Because Chegg serves students in many countries, some roles involve working with international teams and around-the-clock service operations.

Company culture and employee programs:

Chegg positions itself as a mission-driven company focused on putting students first and improving learning outcomes. Like many technology employers, it offers structured onboarding and professional development opportunities, and many corporate roles include flexible or hybrid work arrangements. Specific benefits, compensation, and perks vary by role, level, and location, so candidates should confirm details with a recruiter during the hiring process.

Yes. Employers in the education technology industry, including Chegg, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow 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 specific disclosures, and follow adverse action procedures when using background check results in hiring decisions.

Chegg is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among technology companies and education-focused employers. Because Chegg's platform involves student data, payment information, and content integrity, screening candidates before hire is a common step. The specific components of the Chegg background check may vary depending on the role, level, and location of the position.

The Chegg hiring process typically follows a sequence familiar to candidates at technology companies. Applicants usually apply online through Chegg's careers site or a job board, then complete a recruiter phone screen if selected. Qualified candidates generally move on to interviews with the hiring manager and team members, which may include technical assessments or take-home exercises for engineering and data roles. Candidates who receive a conditional offer are typically asked to consent to a background check before their start date is finalized. Timelines vary by role and team.

Turnaround time depends on the types of searches included in the report, the responsiveness of courts and other data sources, and the candidate's address and employment history. Many background checks are completed within a few business days, while reports involving county court searches in multiple jurisdictions or international verifications can take longer. Candidates who want more detail on typical timelines can review background check turnaround times.

Each employer decides which screenings to include in its background checks. For a role at an education technology company like Chegg, a background check may include some or all of the following:

Candidates should review the disclosure and consent forms they receive during the hiring process to understand which searches apply to their specific role.

The lookback period depends on the type of search and the laws of the state where the candidate lives or works. Under the FCRA, consumer reporting agencies are generally restricted from reporting most types of negative information older than seven years, though criminal convictions can often be reported further back and exceptions exist for positions above certain salary thresholds. Several states impose stricter limits, so candidates in different locations may see different lookback windows applied to their reports.

Chegg does not publicly publish a detailed policy on hiring candidates with felony records, and decisions like these are typically made on a case-by-case basis. Employers commonly weigh the nature and severity of the offense, how much time has passed, and the relevance of the record to the role's responsibilities. Many states and localities have enacted "ban-the-box" laws that limit when employers can ask about criminal history during the application process. Candidates with records are encouraged to answer application questions honestly and be prepared to provide context if asked.

Candidates will typically be asked to provide written consent before a background check is initiated, usually through a disclosure form delivered during the offer stage. To complete the check, candidates should be prepared to supply accurate personal information, including their full legal name, date of birth, Social Security number for US-based roles, and current and previous addresses. Accurate information helps ensure the right jurisdictions are searched and can prevent delays in the Chegg employment screening process.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain a candidate's written permission before ordering a background check, and if they intend to take adverse action based on the results, they must provide a copy of the report and a summary of the candidate's rights, then allow time for the candidate to dispute inaccurate information. For a deeper look at how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance apply to hiring, visit this overview of the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Chegg may see and helps 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.