Dana Incorporated: Hiring, Background Check & Employment Verification FAQs

Dana traces its founding to April 1, 1904, when Clarence Spicer started a company in Plainfield, New Jersey, around his patented invention of the encased universal joint. The company now describes more than 120 years of continuous operation through successive waves of vehicle technology. Dana is headquartered in Maumee, Ohio, and its common stock trades on the New York Stock Exchange under the ticker DAN.

The company designs and manufactures propulsion and motion technologies for vehicle manufacturers and the aftermarket. Its portfolio spans axles, driveshafts, transmissions and related driveline components, electrodynamic systems including electric motors and inverters, thermal-management products, sealing products, and digital and software offerings that support vehicle electrification. Dana organizes its business around light vehicle, commercial vehicle, and aftermarket markets, with additional hydraulics and defense-related product lines, and it sells under recognized product brands including Spicer, Victor Reinz, Dana TM4, and Graziano. Its stated vision is to be the world's best powertrain company.

Dana's footprint is global. The company reported sales of approximately $7.7 billion in 2024 with about 28,000 people in 26 countries across six continents. That scale has since changed: Dana agreed in June 2025 to sell its Off-Highway Drive and Motion Systems business to Allison Transmission for $2.7 billion, and the transaction closed on January 2, 2026, moving those employees and facilities out of Dana and leaving the company focused on light-vehicle and commercial-vehicle propulsion. Candidates should treat published employee and facility counts from before 2026 as reflecting the larger pre-divestiture organization. Dana also operates engineering and technology centers outside the United States, including sites in Belgium and Brazil.

Company culture and employee programs:

Dana's workforce spans plant-floor manufacturing and technical professional roles. Common positions include machine operators, assemblers, CNC machinists, welders, material handlers and forklift operators, maintenance and industrial electricians, quality technicians and inspectors, production supervisors, manufacturing and design engineers, supply chain and logistics staff, and corporate functions in finance, human resources, information technology, sales, and program management. Many plant roles run on shift schedules, and safety training is a standard part of onboarding in an industrial environment. The company publishes a sustainability report and describes a commitment to supporting employees and the communities where it operates. Pay, shift differentials, and benefits vary by facility, country, role, and any applicable collective bargaining agreement, so candidates should confirm details with a recruiter.

Yes. Employers in the automotive manufacturing and supplier industry, including Dana Incorporated, are legally permitted to conduct pre-employment background checks on job candidates as long as they follow applicable federal, state, and local law. In the United States, screening is governed by the Fair Credit Reporting Act (FCRA), which sets requirements for disclosure, written authorization, and adverse action. Because Dana operates in many countries, hiring outside the US is additionally governed by local employment and data protection rules, which in some jurisdictions restrict criminal history checks considerably.

Dana is generally reported to conduct background checks as part of its hiring process, consistent with standard practice among large automotive suppliers. Manufacturers commonly verify identity and work authorization, confirm prior employment, and review criminal history for roles with plant access, and they often add drug screening for safety-sensitive positions. The specific components of a Dana Incorporated background check may vary by role, by facility, and by the country in which the position is based.

The steps vary by location and job family, but the Dana Incorporated hiring process generally follows a recognizable sequence. Candidates apply through the company's careers site for a specific opening. A recruiter typically conducts an initial screen, followed by interviews with the hiring manager and, for technical roles, members of the engineering or operations team. Production candidates may complete a skills assessment or a plant tour as part of the process. A conditional offer usually precedes any background check, drug screen, or post-offer physical where one applies, and onboarding includes safety and site-specific training before independent work begins.

Turnaround depends on the searches ordered, how quickly courts and past employers respond, and how many jurisdictions are involved. Many reports come back within a few business days, while searches covering several counties or countries, or verifications that require contacting an overseas employer, can take longer. Candidates who want more detail on what typically drives the timeline can read about background check turnaround times.

The employer determines the scope. For a role at an automotive manufacturer, a background check may include some or all of the following:

Candidates should read the disclosure and authorization forms they receive, which spell out the searches that apply to their specific position.

The lookback window depends on the search type and the applicable law. Under the FCRA, consumer reporting agencies generally may not report most adverse non-conviction information older than seven years, with exceptions for higher-salary roles and certain record categories, and several states impose stricter limits. Ohio, where the company is headquartered, and the other states where Dana operates plants each have their own rules on how criminal history may be used in hiring. Outside the US, national law may narrow what can be checked at all.

Dana has not published a detailed policy on applicants with felony records, and these decisions are typically made case by case. Employers commonly weigh the nature and severity of the offense, the time that has passed, evidence of rehabilitation, and how the record relates to the duties of the specific job. Many states and cities have enacted "ban-the-box" laws that restrict when employers may ask about criminal history during the application process. Candidates are encouraged to answer application questions honestly and to be ready to discuss their background if it becomes relevant.

Candidates are typically asked to provide written consent before screening begins, usually through a standalone disclosure and authorization form issued after a conditional offer. Expect to supply a full legal name, date of birth, Social Security number or the local equivalent, and address history, along with an accurate employment and education history. Applicants for roles that involve driving may also be asked for a driver's license number. Complete and accurate information keeps searches pointed at the correct jurisdictions and reduces avoidable delays.

The Fair Credit Reporting Act is the US federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain written authorization before ordering a report, to provide a pre-adverse action notice with a copy of the report and a summary of rights before a final negative decision, and to give the candidate a chance to dispute information they believe is inaccurate. For a detailed overview of how the FCRA and Equal Employment Opportunity Commission guidance apply to employment screening, see this introduction to the Fair Credit Reporting Act (FCRA).

They can. Dana produces components for defense vehicle programs, and work tied to defense contracts in the United States is commonly subject to export control rules that restrict who may access certain technical data. Employers in that situation often need to confirm a candidate's US person status for export control purposes, and some programs require additional government vetting or facility access approvals beyond a standard employment background check. Requirements depend on the specific program and site, so candidates should ask the recruiter what applies to the role they are considering.

Running a personal background check with Checkr lets you preview what Dana Incorporated may see and helps you identify potential inaccuracies before they affect your application. In one secure report you can review:

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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.