Dealmoon: Hiring, Background Check & Employment Verification FAQs

Dealmoon was founded in 2009 by Jennifer Wang, building a social shopping guide that aggregates user-submitted deals, merchant discounts, and shopping recommendations tailored to Chinese-speaking consumers in North America and beyond. The platform grew into a significant social e-commerce destination, with company data indicating Chinese shoppers engaged with Dealmoon more than one billion times in a single year across the United States, Canada, Australia, Japan, Korea, and several European countries as well as China. The company has been recognized publicly for its influence in the social commerce space.

Dealmoon Group operates as a privately held company with headquarters listed variously in Richardson, Texas, and Union City, California, reflecting a distributed operating footprint, along with additional offices including one in New York. The company's business spans two main lines: its consumer-facing social shopping platform featuring deal submissions, reviews, and community discussions across categories including beauty, fashion, electronics, home goods, and travel, and its advisory services helping global consumer brands connect with Chinese-language audiences.

Dealmoon's workforce includes content and community moderation staff who manage user-submitted deals and platform content, business development and partnerships personnel who work with retail and brand clients, marketing and technology staff, and customer support representatives. Given the platform's bilingual, cross-border operating model, many roles require both English and Chinese language proficiency.

Company culture and employee programs: Dealmoon has positioned itself as a bridge between global consumer brands and Chinese-speaking shoppers, emphasizing its role in social commerce and community-driven deal discovery. The company has grown its team to support both technology and business development functions tied to brand partnerships. Benefits, scheduling, and advancement opportunities can vary by role and office location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the e-commerce and social shopping industry, including Dealmoon, 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.

Specific details about Dealmoon's background check policy are not extensively documented in public sources. As with many technology and e-commerce companies, some form of pre-employment screening is common industry practice, though candidates should confirm exact requirements directly with the company.

The hiring process for roles at Dealmoon typically includes an application, one or more interviews with hiring managers, and a background check prior to a final offer. Business development and partnerships roles may involve additional assessments related to client relationship experience.

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 technology or e-commerce 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.

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 an employer 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 Dealmoon 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.