CNH Industrial: Hiring, Background Check & Employment Verification FAQs

CNH Industrial N.V. was formed in 2013 through a business combination between Fiat Industrial and its subsidiary CNH Global, according to the company's annual report on Form 10-K. It is incorporated in the Netherlands, its principal office is in Basildon, England, and its shares trade on the New York Stock Exchange under the ticker CNH. The company has said CNH Industrial N.V. remains the name of the legal entity, while it now goes by CNH in everyday use.

CNH's business spans agriculture, construction, and financial services. Its brands include Case IH and New Holland for agriculture and CASE and New Holland Construction for construction equipment, and its financial services segment offers retail and dealer financing. As of December 31, 2024, the company reported 35,850 employees, including 10,342 in the United States and Canada, and said it owned or leased 40 manufacturing facilities.

The 10-K describes the business as labor intensive, with a high number of hourly employees, and notes that some U.S. manufacturing employees are covered by collective bargaining agreements. The company's careers site organizes opportunities into engineering and technical, industrial, commercial, corporate functions, and early careers paths, and its U.S. operations include research and manufacturing sites such as Racine, Wisconsin.

Company culture and employee programs:

CNH's careers site lists five values: Built Around Customers, We Go Beyond, Make It Simple, Win As One, and You Matter. It says the company promotes an inclusive and respectful work environment and supports early-career programs from high school to university level. Pay and benefits typically vary by role, facility, and country, and union-represented roles may follow separate terms, so candidates should confirm details during the hiring process.

Yes. Employers in the equipment manufacturing industry, including CNH Industrial, are legally permitted to run background checks, provided they follow the FCRA and applicable state and local laws. The FCRA, a federal law, sets rules for consent, disclosure, and adverse action when a third-party report is used in hiring.

CNH Industrial is generally reported to screen candidates before they start, though the company has not published its screening policy in detail. Background checks are common among large manufacturers, particularly for roles with facility access, equipment operation, or technical and financial responsibility. The scope of a CNH Industrial background check may vary by role, facility, and country.

The CNH Industrial hiring process typically starts with an online application through the company's careers site, where candidates can search openings. Candidates may complete recruiter screening and interviews with hiring managers or team leaders, and those who receive a conditional offer are usually asked to consent to a background check before starting. Steps may vary by role, facility, and country.

A CNH Industrial background check often takes a few business days, though timing depends on the searches ordered and the records involved. Searches that span several counties, states, or countries can take longer. Candidates who want a closer look at typical timelines can review background check turnaround times.

A CNH Industrial background check may include criminal history, identity, registry, and employment checks, depending on the role. For an equipment manufacturing position, the report may include some or all of the following:

Candidates should review the disclosure and consent forms provided during hiring to see which searches apply to their role.

Whether CNH Industrial drug tests depends on the role, facility, and location, and the company does not appear to publish a drug-testing policy on its careers site. Manufacturers may require a drug screen for certain positions, such as production or equipment-operating roles, typically after a conditional offer. Candidates should ask their recruiter what applies to their position.

The lookback period for a background check depends on the type of search and the laws of the state or country 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 certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

CNH Industrial has not published a blanket policy on felony records, and decisions are typically made case by case. Factors that may matter include the nature of the offense, how much time has passed, and the duties of the role, such as working around heavy equipment or handling financial data. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates are encouraged to answer questions honestly.

Candidates applying to CNH Industrial will typically be asked for written consent before a background check begins. They should be ready to provide their full legal name, date of birth, Social Security number, and address history, along with identification for work eligibility. Accurate information helps searches run in the correct jurisdictions and can prevent delays. Candidates hired outside the United States may be asked for different documents under local law. Requirements may vary by role and state.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

Manufacturing roles at CNH Industrial typically involve standard criminal and identity checks. Positions that involve powered equipment or company vehicles may add a drug screen or a driving record check. Because plants operate in many locations and some roles are union-represented, requirements may differ by facility, role, and state. Candidates can ask their recruiter which checks apply.

Engineering and corporate roles at CNH Industrial typically involve criminal and identity checks. They may add education or employment verification, and a credit review for roles with financial responsibility where state law allows. Roles with access to proprietary technology or financial systems may draw closer attention to a candidate's record. Exact searches may vary by role, country, and state.

Running a personal background check with Checkr lets you preview what CNH Industrial 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.