Dick's Sporting Goods: Company Profile & Background Check FAQs

Dick's Sporting Goods traces its origins to 1948, when 18-year-old Richard "Dick" Stack opened a bait and tackle shop in Binghamton, New York using $300 borrowed from his grandmother's cookie jar. That single store grew steadily over the following decades as the company expanded its product assortment beyond fishing gear to cover team sports, outdoor recreation, fitness, and apparel. By the 1980s and 1990s, Dick's had evolved into a full-line sporting goods chain competing nationally. Today the company operates approximately 800 Dick's Sporting Goods banner stores across the United States and trades on the New York Stock Exchange under the ticker symbol DKS.

Headquarters are located in Coraopolis, Pennsylvania, a suburb of Pittsburgh - not far from where Dick Stack opened early expansion stores. The company generates several billion dollars in annual revenue and serves customers across every major sporting and outdoor category through its retail footprint, e-commerce platform, and private-label brands including Alpine Design and CALIA.

In addition to its flagship Dick's Sporting Goods stores, the company operates several specialty banners. Golf Galaxy focuses on equipment, apparel, and custom fitting for golfers. Public Lands serves outdoor enthusiasts with gear for hiking, camping, and adventure sports. Going Going Gone serves as an off-price outlet channel for clearance and value merchandise. Together, these banners extend Dick's reach across distinct customer segments while operating under the same parent company.

Company culture and employee programs:

Dick's Sporting Goods offers a range of benefits and programs for eligible employees, including an employee discount on merchandise, health, dental, and vision insurance, a 401(k) retirement savings plan, tuition assistance, and flexible scheduling options. The company also offers programs aimed at team sports participation and wellness, consistent with its sporting goods focus. Specific eligibility and benefit details vary by position, employment classification, and location.

Yes. Dick's Sporting Goods conducts background checks as part of its pre-employment screening process for all or most positions. This includes store associates, cashiers, warehouse and distribution center workers, management roles, and corporate positions. The specific screenings ordered may vary by position, location, and applicable state law. Dick's uses a third-party Consumer Reporting Agency (CRA) to obtain background reports on candidates who have received contingent offers of employment.

Most employment background checks are completed within three to five business days, though timing depends on the screenings ordered and the accessibility of underlying records. Factors that can extend a background check timeline include:

See Checkr's guide to background check turnaround times for more detail on what affects processing speed.

A Dick's Sporting Goods background check report may include:

The specific screenings depend on the position applied for, the location, and Dick's Sporting Goods' screening requirements for that role.

Look-back periods vary by state law, the type of record, and the role. Many employers focus on the past seven years for most criminal convictions, but this can differ based on position level, state regulations, and the nature of the offense. Some states limit how far back employers may review criminal history, while others permit or require longer look-back periods for specific roles or industries. Candidates should review applicable state fair-chance or "ban-the-box" laws to understand local limits that may apply to their situation.

The Fair Credit Reporting Act (FCRA) sets out the rules employers must follow when using consumer reports - including background checks - in hiring decisions. Under the FCRA, Dick's Sporting Goods must obtain written consent before ordering a background report, provide a copy of the report and a "pre-adverse action" notice if background findings may negatively affect a hiring decision, and allow a reasonable period (typically five business days) for candidates to review and dispute any inaccurate information before a final decision is made. EEOC guidance also recommends that employers conduct an individualized assessment of any criminal history found, considering the nature of the offense, how much time has passed, and the relevance of the offense to the job responsibilities.

Dick's Sporting Goods may conduct drug testing as part of its hiring process, particularly for safety-sensitive roles in distribution centers, management positions, or roles involving the operation of equipment or machinery. Post-accident and reasonable-suspicion testing may also apply during employment. Specific drug testing policies vary by location, position, and applicable state law, as some states impose restrictions on employer drug testing practices. Candidates should confirm drug testing requirements directly with the hiring location or recruiter before beginning the process.

Dick's Sporting Goods evaluates candidates with felony convictions on an individualized basis rather than applying an automatic disqualification policy. Key factors in the assessment typically include the nature and severity of the offense, how recently it occurred, and whether it is directly relevant to the responsibilities of the role being sought. Federal EEOC guidance encourages employers to conduct this type of individualized assessment to avoid discriminatory hiring practices. In addition, ban-the-box and fair-chance hiring laws in many states and localities limit when and how conviction history may be considered during the application process. Candidates with criminal records are encouraged to be straightforward about their history, highlight relevant qualifications, and demonstrate rehabilitation and readiness to contribute.

The Dick's Sporting Goods hiring process for most store and distribution positions generally follows these steps:

Running a personal background check with Checkr lets you preview what Dick's Sporting Goods may see and identify potential inaccuracies before they affect your application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To share verified credentials proactively with hiring managers or recruiters, build a free Checkr Profile.

Check your report status in the Candidate Portal or visit the Checkr Help Center for FAQs, dispute steps, and to contact support.

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.