Core-Mark International: Hiring, Background Check & Employment Verification FAQs

Core-Mark traces its history to 1888, when the Glaser brothers founded the company in San Francisco as a small distribution business, initially focused on tobacco and related products. Over more than a century, the company grew into one of the largest distributors serving the convenience retail channel in North America, eventually going public and trading on the NASDAQ stock exchange under the ticker CORE. In 2019, Core-Mark relocated its headquarters from San Francisco to Westlake, Texas.

In 2021, Core-Mark was acquired by Performance Food Group (PFG) in a $2.5 billion transaction, becoming part of PFG's Vistar convenience business segment alongside the previously acquired Eby-Brown. In 2022, PFG aligned its broader convenience distribution business under the Core-Mark brand name, combining the operations and customer relationships of both companies. Core-Mark, now operating as part of Performance Food Group, serves tens of thousands of customer locations across the United States and Canada, including traditional convenience stores, grocery stores, drug stores, and other retailers carrying convenience products.

Core-Mark's workforce includes warehouse and distribution center employees, delivery drivers who transport products to retail customers, sales and account management staff, and category management and merchandising personnel. Given the company's large distribution network, warehouse and driving roles make up a significant portion of its workforce.

Company culture and employee programs: Core-Mark emphasizes a customer-centric, service-oriented culture built around helping convenience retailers succeed, along with investment in technology and category management tools for its customers. As part of the larger Performance Food Group organization, Core-Mark employees may have access to broader corporate resources and career paths across PFG's foodservice distribution network. Benefits, scheduling, and advancement opportunities can vary by role and distribution center location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the food distribution and logistics industry, including Core-Mark, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow adverse action procedures.

Core-Mark is generally reported to conduct background checks as part of its hiring process, which is standard for large distribution and logistics companies, particularly for driver and warehouse roles.

The hiring process for warehouse and driver roles at Core-Mark typically includes an application, an interview, a review of driving records for delivery positions, and a background check prior to a final offer.

Background check timelines can vary based on the type of screening requested and how quickly records can be verified. Learn more about typical background check turnaround times to understand what factors can affect the process.

A typical pre-employment background check for a distribution or driving role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state laws may extend or restrict this timeframe depending on the type of record and jurisdiction.

Hiring decisions involving candidates with criminal records are generally made on a case-by-case basis, taking into account the nature of the offense, how much time has passed, and its relevance to the role. Some states have adopted "ban-the-box" laws that restrict when employers can ask about criminal history during the hiring process.

Candidates can generally expect to provide personal information such as full legal name, date of birth, and Social Security number, along with signed consent authorizing the background check, in compliance with FCRA requirements. Driver positions typically also require a valid commercial or standard driver's license depending on the route.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers can use background check information in hiring decisions. It requires employers to notify candidates before running a check, obtain written consent, and follow specific adverse action procedures if a decision is made based on background check results.

What if I disagree with something in my background check?

Under the FCRA, if you believe your background check report contains inaccurate information, you have the right to dispute it directly with the consumer reporting agency that prepared the report. The agency is generally required to investigate the dispute, typically within 30 days, and to correct or remove any information it cannot verify as accurate. If Checkr conducted the background check, dispute instructions are included in the notification sent to your Checkr candidate account.

Can I see a copy of my own background check report?

Yes. Under the FCRA, if a background check is used to make an adverse hiring decision, you are entitled to receive a copy of the report along with a summary of your rights under the law before the decision becomes final.

Running a personal background check with Checkr lets you preview what Core-Mark may see during the hiring process, helping you address any concerns before you apply. A personal background check can include:

Learn more about Checkr Personal Background Checks and explore your Checkr Profile to see what information may appear in your own background check.

If you're a candidate with a background check in progress through Checkr as part of your application to Core-Mark or another employer, you can check your status through the Candidate Portal. For additional support, visit the Checkr Help Center.

The information provided in this article does not, and is not intended to, constitute legal advice. All information is for general informational purposes only. Checkr does not guarantee the accuracy, completeness, or usefulness of this information and is not responsible for any errors or omissions, or for the results obtained from the use of this information. This article may contain links to other third-party websites. Such links are only for the convenience of the reader. Checkr does not endorse the contents of the third-party sites and disclaims any affiliation with the companies mentioned in this article unless otherwise stated.