Closets by Design: Hiring, Background Check & Employment Verification FAQs

Closets by Design was founded in 1982 and was among the first companies to bring professionally designed custom closets to the residential market, well before home organization became a mainstream retail category. The brand operates under the parent company Home Organizers, Inc., with the franchising entity, CBD Franchising, Inc., listing a corporate business address on Garden Grove Boulevard in Garden Grove, California. Some sources associate the company's early history with Whittier, California, so candidates researching the corporate entity may encounter more than one Southern California address.

The product line centers on custom storage built to fit a specific home. Offerings include walk-in and reach-in closets, garage cabinets and wall organizing systems, home offices, pantries, entertainment centers, laundry rooms, and wall beds. The model is consultative and in-home: a design consultant meets the homeowner, measures the space, and produces a design and quote, which is then manufactured and installed by the local operation.

Closets by Design has franchised since 1998 and has grown to a network of locations across the United States along with operations in Canada, each serving a defined territory under the national brand. The franchise model is vertically integrated at the local level, meaning an individual franchise commonly handles design consultation, production, and installation within its own market while following national design standards, systems, training, and manufacturing support. One practical consequence for job seekers is that the legal employer for most advertised positions is the local franchise owner rather than the national brand.

Workforce roles reflect that structure. Design consultants handle in-home appointments, space planning, and sales. Shop and manufacturing staff operate saws, panel and edge-banding equipment, and other woodworking machinery to produce components. Installers travel to customer homes to assemble and mount systems, often driving a company vehicle and working with power tools. Local operations also employ schedulers, customer service representatives, marketing and appointment-setting staff, warehouse and delivery personnel, and office managers.

Company culture and employee programs:

Franchise locations generally provide product and systems training for new design consultants and installers, since the sales presentation, design software, and installation methods are standardized across the brand. Design consultant roles are frequently commission-oriented and involve evening and weekend appointments to match homeowner availability, while production and installation roles follow shop or field schedules. Pay structure, benefits, vehicle policies, and tool allowances vary by franchise owner and location, so candidates should confirm specifics with the hiring location during the interview process.

Yes. Employers in the home improvement and in-home services industry, including Closets by Design franchise locations, 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. State and municipal fair-chance rules add further requirements on when and how criminal history may be considered.

Employers in this category are generally reported to conduct background checks, and screening is common for roles that involve entering customers' homes. Homeowners expect that the person measuring a bedroom closet or installing cabinets in a garage has been vetted, and in-home service companies typically respond to that expectation with pre-employment screening. The scope of a Closets by Design background check may vary by role, location, and franchise owner, since design consultants, installers, shop staff, and office employees carry different levels of customer contact and equipment responsibility.

Steps vary by location and role, but the hiring process at a Closets by Design franchise typically follows a familiar sequence. Candidates apply online through a local listing or the brand's careers page, and the franchise owner or a local manager reviews applications. Qualified applicants generally complete a phone screen followed by an in-person interview, which for design roles may include a discussion of sales approach and for installation roles may include a review of tools, experience, and driving record expectations. Candidates who receive a conditional offer are usually asked to complete onboarding paperwork and consent to a background check before a start date is set.

Turnaround depends on the searches ordered, the responsiveness of courts and previous employers, and how many jurisdictions a candidate's history touches. Many pre-employment reports return within a few business days, while multi-county or multi-state criminal searches and motor vehicle record requests can take longer, and small local employers sometimes respond slowly to verification requests. 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 with an in-home services company like Closets by Design, 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 and location.

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 apply stricter limits. Motor vehicle records follow their own state-specific rules, and the period of driving history a state will disclose can differ from the seven-year framing that applies to many criminal record searches.

There is no detailed public policy on candidates with felony records, and because franchise owners make their own hiring decisions, practices can differ from one location to another. Decisions of this kind are typically made case by case, weighing the nature and seriousness of the offense, how long ago it occurred, evidence of rehabilitation, and how the conduct relates to job duties, which is a particularly relevant consideration for roles that enter customers' homes. Many states and cities have enacted "ban-the-box" laws limiting when 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 any 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. Roles that involve driving generally require a valid driver's license and may require a driving record that meets the employer's or its insurer's standards. Accurate information helps ensure searches are run in the correct jurisdictions and prevents avoidable delays.

The Fair Credit Reporting Act is a U.S. federal law governing 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.

Roles that drive to customer homes usually attract a slightly broader screening package than office-based positions. Employers commonly add a motor vehicle records check for anyone who will operate a company vehicle, because insurers often set minimum driving-record standards, and many in-home service companies place extra weight on criminal history searches and registry checks for staff who work unsupervised in a residence. Candidates in these roles should be ready to provide a driver's license number and complete address history, and should ask the hiring location whether a drug screen or a tool and equipment certification is part of onboarding.

Running a personal background check with Checkr lets you preview what Closets by Design 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.