Claire's: Hiring, Background Check & Employment Verification FAQs

Claire's was founded in 1961 as Fashion Tress Industries, a wig retailer. The business pivoted to accessories in 1973 with the acquisition of Claire's Boutiques, a 25-store jewelry chain, and later adopted the Claire's name for the whole company. It introduced its signature ear piercing service in 1978, and piercing has remained central to the brand's identity ever since. The company is based in Hoffman Estates, Illinois, a suburb of Chicago.

The retail model pairs a compact, heavily merchandised mall or shopping center store with a service that brings customers in the door. Alongside earrings, necklaces, hair accessories, bags, cosmetics, and licensed character merchandise, stores staff associates trained to perform ear piercings, frequently for children and teenagers accompanied by a parent or guardian. The company also operates the Icing brand, which targets an older customer with a similar accessories assortment, and sells through its own e-commerce channels as well as through concessions and partnerships inside other retailers.

Ownership and store count have changed substantially in recent years. Claire's Holdings LLC and affiliated entities filed for Chapter 11 protection on August 6, 2025 in the U.S. Bankruptcy Court for the District of Delaware. The investment firm Ames Watson agreed to acquire the intellectual property and a significant number of North American stores, and in September 2025 announced it had completed the purchase of the North American business and IP for 140 million dollars, with the stated intention of keeping many stores open. Hundreds of Claire's and Icing locations closed through the bankruptcy process, and reporting in 2026 put the remaining standalone store count at roughly 900. The new owner has also pursued growth beyond its own stores, announcing a licensing partnership intended to place Claire's product in thousands of additional retail locations across North America, and in 2026 the brand began rolling out a redesigned in-store piercing experience.

Workforce roles are concentrated in stores. Sales associates handle customer service, merchandising, stock, and register transactions, and many are trained and certified internally to perform ear piercings using the company's equipment and protocols. Third key holders, assistant managers, and store managers add scheduling, cash control, inventory, and team leadership duties. District and regional managers oversee groups of stores, and corporate functions cover merchandising, design, sourcing, supply chain, marketing, e-commerce, finance, and human resources.

Company culture and employee programs:

Claire's has long been an entry point into retail work for younger employees, and store roles emphasize customer service with a young clientele. Associates who perform piercings complete company training and certification on technique, equipment handling, hygiene, and aftercare before working with customers, and the company describes its 2026 piercing relaunch as a significant operational investment involving updated equipment and store environments. Scheduling is often part-time and includes evenings, weekends, and peak seasons. Pay, benefits, and minimum age requirements vary by role, state, and location, so candidates should confirm details during the hiring process.

Yes. Employers in the specialty retail industry, including Claire's, 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 sets requirements for disclosure, written candidate authorization, and adverse action. Many states and cities add fair-chance rules limiting when criminal history may be requested or considered, and some jurisdictions impose additional requirements on roles that involve close contact with minors.

Retailers of this kind are generally reported to conduct background checks as part of hiring, and screening is standard practice where staff handle cash and card payments, work with high-turnover inventory, and provide a personal service to customers who are often minors. The scope of a Claire's background check may vary by role, state, and location, and requirements for a piercing-trained associate or a store manager may differ from those for a seasonal sales associate. The disclosure paperwork you receive during onboarding describes what will actually be checked.

Steps vary by store and role, but the Claire's hiring process typically follows a sequence common to mall-based retailers. Candidates apply online for a specific location or corporate opening, and a store or district manager reviews applications. Qualified applicants generally complete an in-store or phone interview covering availability, customer service experience, and comfort with the piercing service, sometimes followed by a second conversation with a district manager. Candidates who receive a conditional offer usually complete onboarding paperwork, which commonly includes consent to a background check, before scheduling, training, and piercing certification begin.

Turnaround depends on the searches ordered, how quickly county courts and previous employers respond, and how many jurisdictions a candidate's history covers. Many retail pre-employment reports come back within a few business days, while multi-county or multi-state criminal searches and slow-responding employers can extend the timeline, and seasonal hiring peaks can add administrative time on the employer's side. Candidates who want to understand typical timelines in more detail can review background check turnaround times.

The components of any background check are determined by the employer and the demands of the role. For a position at a specialty retailer like Claire's, screening may include some or all of the following:

Review the disclosure and authorization forms you receive to see which searches apply to your specific role.

Lookback depends on the search type and the law of the state where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with exceptions for certain record types such as convictions and for higher-salary positions, and several states impose stricter limits. Roles that involve working with minors are sometimes subject to state-specific record check requirements that follow their own rules, so candidates should read their disclosure documents carefully.

Claire's does not publish a detailed public policy on candidates with felony records, and decisions of this kind are typically made case by case. Considerations commonly include the nature and seriousness of the offense, how long ago it occurred, evidence of rehabilitation, and how the conduct relates to job duties, a factor that can carry additional weight for positions serving children and teenagers. Many states and cities have enacted "ban-the-box" laws that limit when and how employers may ask about criminal history. Candidates are encouraged to apply honestly and be ready to discuss their background if it comes up.

Candidates should expect to give written consent before a background check is initiated, typically through a disclosure and authorization form provided during onboarding. Be prepared to supply accurate personal information, including full legal name and any former names, date of birth, Social Security number, and address history. Because stores hire younger workers and perform a licensed or regulated service in some jurisdictions, candidates may also need to meet state minimum age rules and complete company piercing certification before performing that service. Accurate information helps ensure searches run in the correct jurisdictions and prevents delays.

The Fair Credit Reporting Act is a U.S. federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, an employer must obtain written consent before ordering a report, provide a copy of the report and a summary of rights before taking adverse action, and give the candidate an opportunity to dispute inaccurate information before a final decision. For a detailed overview of how the Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission guidelines apply to background checks, review Checkr's introduction to the two frameworks.

It can. Roles that involve performing a personal service on customers, many of whom are minors, tend to draw more attention to criminal history searches and registry checks, and some states regulate body piercing through health or licensing rules that carry their own minimum age, training, or registration requirements. Candidates should expect company training and certification on technique, sanitation, and aftercare regardless of screening, and should ask the hiring manager whether any state or local license, registration, or health department requirement applies at that location.

Running a personal background check with Checkr lets you preview what Claire's may see and help 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.