Chewy: Company Profile & Background Check FAQs

Chewy was founded in 2011 by Ryan Cohen and Michael Day in Dania Beach, Florida. The company operates as an online-only pet supply retailer, offering a wide catalog of products including pet food, treats, toys, accessories, medications, veterinary diet foods, and pharmacy services. Chewy does not operate physical retail stores; all orders are fulfilled through its network of distribution and fulfillment centers across the United States.

In 2017, PetSmart acquired Chewy in one of the largest e-commerce acquisitions at the time. Chewy subsequently went public on the New York Stock Exchange under the ticker CHWY in June 2019. By early 2021, PetSmart had divested its remaining ownership stake, leaving Chewy as a standalone publicly traded company.

Chewy's workforce spans multiple functions, including warehouse and fulfillment operations, customer service, software engineering, merchandising, and corporate support roles. The company is headquartered in Plantation, Florida.

Company culture and employee programs: Chewy is widely recognized for its customer service practices, including sending handwritten sympathy cards and flowers to customers who notify the company of a pet's passing. This commitment to service extends internally, with the company investing in employee training and development programs aimed at building long-term careers, particularly in its customer service and fulfillment operations.

Yes. Chewy conducts background checks as a standard part of its hiring process for most positions, including roles in fulfillment and warehouse operations, customer service, and corporate functions. The specific scope of a background check may vary depending on the responsibilities of the role.

A Chewy background check typically takes three to five business days to complete, though the actual timeframe can vary. For general information on background check turnaround times, several factors can influence how quickly results are returned:

If a background check is taking longer than expected, candidates can typically check status updates through the CRA's candidate portal.

The contents of a background check report depend on the position and applicable state laws, but a standard report may include:

Not all components are included in every background check. The scope is typically determined by the role and any applicable legal requirements in the candidate's jurisdiction.

Background checks typically cover seven years of history under federal guidelines, and many states have laws that mirror or further restrict this lookback period. Certain serious criminal convictions may be reportable beyond seven years depending on the jurisdiction and the nature of the offense.

It is also worth noting that many states and municipalities have enacted "ban-the-box" laws that restrict when and how employers can inquire about criminal history during the hiring process. These laws vary significantly by location and may affect the timing or scope of a background check inquiry.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how consumer reporting agencies collect and report background check information. Under the FCRA, employers must:

Candidates who believe their background check report contains errors have the right to dispute that information directly with the CRA.

Chewy has not publicly confirmed a universal drug testing policy. Drug testing practices at large employers often vary by role, location, and applicable state law. Candidates are encouraged to review the specifics of their offer documentation or contact Chewy's recruiting team directly for information about whether drug testing applies to their position.

Chewy has not published a blanket policy on hiring candidates with felony records. Many employers, including large retailers and fulfillment operations, evaluate candidates with criminal histories on a case-by-case basis, taking into account factors such as the nature of the offense, how much time has passed, and the responsibilities of the role being applied for. Federal and state fair chance hiring guidelines encourage this individualized assessment approach rather than automatic disqualification.

Candidates with felony records who are applying to Chewy are encouraged to be transparent during the process and to review applicable state laws in their location, as many jurisdictions have protections that limit how criminal history can be used in hiring decisions.

Chewy has not published a specific policy on misdemeanor convictions. As with felony records, misdemeanor offenses are generally evaluated in the context of the specific role and relevant legal requirements. A misdemeanor conviction does not automatically disqualify a candidate from employment. The nature of the offense, how long ago it occurred, and its relevance to the position are all factors that may be considered.

Candidates with questions about how a specific record might affect their application are encouraged to consult with a legal professional familiar with employment law in their state.

The Chewy hiring process generally follows these steps for most positions:

Timelines and steps may vary by role, location, and volume of applicants. Fulfillment center positions may follow a more streamlined process compared to corporate or technical roles.

Candidates who want to review their own background information before applying to Chewy or any other employer have the option to run a personal background check. Knowing what appears in your report gives you the opportunity to identify and dispute any inaccuracies before an employer sees them.

Checkr offers two options for individuals:

Key details about ordering your own report:

If Chewy is using Checkr to process your background check, you can track your report status and respond to any requests for additional information through Checkr's candidate tools:

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.

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.