Conn's HomePlus: Company Profile & Background Check FAQs

Conn's traces its history to 1890 in Beaumont, Texas, where the business began as a plumbing and heating company. Carroll Wayne Conn Sr. purchased the business in the 1930s and gave the company its name, and over the following decades it evolved into a retailer of home appliances and, eventually, furniture, mattresses, and consumer electronics. The modern company, branded Conn's HomePlus, was headquartered in The Woodlands, Texas, and traded publicly on the NASDAQ under the ticker symbol CONN.

A distinctive part of the Conn's business model was its in-house consumer financing arm, which extended credit to customers who might not qualify for traditional financing. This dual retail-and-credit model shaped the company's workforce, which included retail sales associates, delivery drivers and warehouse workers, service technicians, collections and credit staff, and corporate employees in Texas. In 2023, Conn's combined with W.S. Badcock, adding the Badcock home furniture chain to the organization.

The company's final chapter came in 2024. Citing inflation, declining sales, and the strain of the Badcock transaction, Conn's filed for Chapter 11 bankruptcy protection on July 23, 2024. At the time of the filing, the company operated stores across roughly 15 states, and it initially announced dozens of store closures across the Conn's and Badcock brands before winding down entirely, with remaining stores closed by late 2024.

Company culture and employee programs: During its operating years, Conn's HomePlus employed thousands of people across stores, distribution centers, service operations, and its credit business. Sales roles were commission-oriented, and the company provided product and financing training so associates could walk customers through both merchandise and credit options. Delivery and warehouse teams handled home delivery and installation of large appliances and furniture, which made safe driving and careful handling core job requirements. Benefits and pay varied by role and location.

Yes. Employers in the retail and consumer finance industry, including Conn's HomePlus when it was operating, are legally permitted to conduct pre-employment background checks, provided they follow federal, state, and local laws. In the United States, background screening through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires written candidate consent and specific adverse action procedures when results influence a hiring decision. The same rules apply to any retailer or finance company a candidate applies to today.

While it was hiring, Conn's HomePlus was generally reported to conduct background checks as part of its hiring process. That is consistent with standard practice among retailers that combine sales, in-home delivery, and consumer lending, since employees handled customer financial information, entered customers' homes, and processed credit transactions. Job seekers researching similar employers, such as furniture and appliance retailers with delivery operations, can expect comparable screening practices, though specifics always vary by company and role.

The Conn's hiring process typically followed a familiar retail pattern. Candidates applied online, completed a phone screen or in-person interview with a store or department manager, and, for sales roles, discussed commission structure and product knowledge expectations. Candidates who received a conditional offer were generally asked to consent to a background check, and delivery driver roles usually involved a review of the candidate's driving record. Similar home goods retailers hiring today follow much the same sequence, with background screening occurring after a conditional offer.

Most retail background checks are completed within a few business days, though timing depends on the searches included and the jurisdictions involved. Reports that include county courthouse research, motor vehicle records from multiple states, or employment verification can take longer. Candidates can learn more about what affects timing in this guide to background check turnaround times.

Employers choose screening components based on the role. For a retailer with delivery and financing operations like Conn's HomePlus, a background check would commonly include some or all of the following:

Lookback periods depend on the record type and governing law. Under the FCRA, most non-conviction information, such as arrests that did not lead to conviction, generally cannot be reported after seven years, while convictions can often be reported indefinitely under federal law unless a state imposes a shorter limit. Texas and many other states where Conn's operated follow the federal standard for convictions, but candidates in states with seven-year conviction limits would see a shorter window applied.

Conn's HomePlus did not publish a detailed policy on hiring candidates with felony records, and like most large retailers it was generally understood to make such decisions case by case, weighing the offense, its age, and its relevance to the role. Theft or fraud offenses tended to receive more scrutiny for cash-handling and credit roles, and driving offenses mattered most for delivery positions. Candidates with records applying to similar employers today benefit from "ban-the-box" laws in many states and cities, which delay criminal history questions until later in the hiring process.

Candidates are typically asked to sign a written disclosure and authorization form before a background check begins. Applicants should be prepared to provide a full legal name, date of birth, Social Security number, and address history, plus a driver's license number for driving roles. Accurate information helps the screening provider search the right jurisdictions and avoid delays or mismatched records.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies assemble background reports and how employers may use them. It requires disclosure and written consent before a check is run, and it gives candidates the right to receive a copy of their report and dispute inaccurate information before an employer finalizes an adverse decision. These protections applied to Conn's applicants and apply equally to candidates at any employer today. Learn more in this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what employers like Conn's HomePlus 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.

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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.