Cosmoprof: Company Profile & Background Check FAQs

Cosmoprof is the retail store brand of Beauty Systems Group (BSG), the professional beauty distribution arm of Sally Beauty Holdings, Inc. (NYSE: SBH). Sally Beauty Holdings traces its origins to 1964, when Sally Beauty Company opened its first store in New Orleans, Louisiana. Through decades of organic growth and acquisitions, the company expanded rapidly - particularly through the 1980s and 1990s - becoming one of the most recognized names in professional beauty supply retail.

Beauty Systems Group was built through a series of strategic acquisitions under Alberto-Culver's ownership, including expansions through the 1980s and 1990s that established the professional distribution arm, and a significant milestone in 2001 when BSG acquired the Armstrong-McCall distributorship. BSG stores in North America operate under the Cosmoprof banner, while some locations in the southern United States operate under the Armstrong McCall brand. Today, Cosmoprof stores carry up to 9,800 professionally branded products - including lines such as Paul Mitchell, Wella, Sebastian, Goldwell, and TIGI - sold exclusively to licensed beauty professionals and salon businesses.

Sally Beauty Holdings, the parent company, reports annual revenues of approximately $3.7 billion and operates more than 3,500 stores globally across the United States, United Kingdom, Canada, Belgium, France, Germany, Ireland, The Netherlands, Chile, Peru, Mexico, and Puerto Rico. Cosmoprof's North American footprint alone spans over 1,300 stores supported by approximately 500 Direct Sales Consultants. The broader Sally Beauty Holdings organization employs tens of thousands of workers across retail, distribution, corporate, and field sales functions. Cosmoprof Beauty as a standalone business unit is estimated to employ approximately 7,500 people with its own operational infrastructure centered at the company's headquarters in Denton, Texas.

Company culture and employee programs: Cosmoprof positions itself as a learning-oriented workplace for beauty industry professionals. Reported benefits and programs include:

Yes. Cosmoprof does conduct background checks as part of its standard hiring process. Candidates who receive a conditional offer of employment are typically asked to complete the background check consent process before their start date is confirmed. The scope of the background check may vary depending on the specific role - store-level positions, sales consultant roles, distribution center jobs, and corporate positions may each involve different screening criteria based on the responsibilities of the position.

A Cosmoprof background check typically takes three to five business days to complete, though the timeline can vary based on several factors. Records that are stored electronically and accessible through national databases tend to resolve quickly. Delays can occur when county court records must be retrieved manually, when an applicant has lived in multiple states or jurisdictions, or when additional verification steps are required for certain types of records. International history checks or education verification may also extend the timeline. For a more detailed breakdown of what affects screening timelines, see background check turnaround times.

Depending on the scope of the screening, a Cosmoprof background check may reveal information across several categories:

In most states, a Cosmoprof background check can search criminal records going back seven years. This limit is established by the FCRA for most consumer reporting purposes, though some states impose stricter limitations. However, certain convictions - particularly those resulting in incarceration of more than two years - may not be subject to the seven-year cap in all jurisdictions. Additionally, the seven-year rule applies to the reporting of records, not necessarily to the underlying search. Federal crimes and certain serious convictions may appear beyond the standard window depending on applicable law. It is also worth noting that some states have enacted "ban-the-box" laws that restrict when and how employers can ask about or consider criminal history during the hiring process.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how consumer reporting agencies collect, use, and share background information about individuals. For job candidates, the FCRA provides several key protections. Employers must obtain written consent before running a background check. If an employer intends to take an adverse action - such as rescinding a job offer - based on information in the background report, the candidate must first receive a pre-adverse action notice, a copy of the report, and a summary of their rights. The candidate is then given a reasonable period to review the report and dispute any inaccurate or incomplete information before the employer makes a final decision. These protections apply to background checks conducted through third-party CRAs, which includes most employer-arranged pre-employment screenings.

Cosmoprof does not appear to conduct pre-employment drug testing as a standard part of its hiring process for most positions, based on publicly available candidate-reported information. However, drug testing policies can vary by location, role type, and state law, and employers retain the right to conduct drug testing if there is reasonable suspicion of impairment during work hours. Candidates applying for safety-sensitive roles, distribution center positions, or positions that involve operating equipment may face different requirements. Because policies are subject to change and can differ across locations, applicants should confirm current testing requirements directly with the hiring manager or HR representative for the specific position they are pursuing.

Cosmoprof may consider applicants with felony convictions on a case-by-case basis. Publicly reported hiring experiences suggest that some individuals with felony records have been hired at Cosmoprof locations. Under EEOC guidance and the FCRA, employers are encouraged to evaluate criminal history in the context of the specific job, taking into account factors such as the nature of the offense, how much time has passed, and evidence of rehabilitation. Several states have also enacted fair chance or ban-the-box legislation that limits when employers can consider criminal history in the hiring process. Applicants with a criminal record who are concerned about eligibility for a particular position are encouraged to disclose relevant information honestly and be prepared to discuss the circumstances if asked.

The Cosmoprof hiring process generally follows these steps from application to first day:

The full process from application to hire typically takes around 10 days on average, though timelines can vary based on store-level scheduling and background check processing times.

For candidates going through the Cosmoprof background check, the following general requirements apply:

Before applying to Cosmoprof or any other employer, you have the option to review your own background information. Running a personal background check lets you see what employers may find and gives you an opportunity to identify and correct any inaccurate records in advance.

If Cosmoprof is using Checkr to process your background check and you have questions about the status of your report or need to dispute information, you can access your report and get support through the Candidate Portal or reach out for assistance via the Checkr Help Center.

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.

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.