DSW: Hiring, Background Check & Employment Verification FAQs

DSW was founded in 1969 as Shonac Corporation, originally operating as the shoe licensee for the Value City department store chain, part of the retail empire built by the Schottenstein family. The DSW retail concept as it is known today launched in July 1991 with its first store in Dublin, Ohio, introducing a warehouse-style, self-service shopping format that let customers browse tens of thousands of pairs of designer and name-brand shoes at a discount. Value City acquired the company in 1998, and DSW grew steadily through the 1990s and 2000s, eventually becoming the flagship brand of its parent company.

In 2018, the parent company, then known as DSW Inc., rebranded as Designer Brands Inc. after acquiring Camuto Group, the design and brand development organization behind the Vince Camuto brand and other licensed footwear labels. Designer Brands is headquartered in Columbus, Ohio, and operates the DSW banner along with The Shoe Company in Canada and a portfolio of owned and licensed footwear brands. Today, DSW operates roughly 500 stores across 45 U.S. states, in addition to its e-commerce business.

DSW's workforce includes sales associates, cashiers, stockroom staff, and store managers who support its large-format retail stores, along with corporate functions supporting merchandising, design, and distribution across the broader Designer Brands organization.

Company culture and employee programs: DSW built its brand around offering an accessible, self-service shopping experience for value-conscious shoppers seeking designer footwear. As part of the larger Designer Brands organization, DSW employees may have access to broader corporate resources and career paths tied to the company's design, sourcing, and retail operations. Benefits, scheduling, and advancement opportunities can vary by location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the specialty footwear retail industry, including DSW, 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.

DSW is generally reported to conduct background checks as part of its hiring process, which is standard for large retail employers, particularly for roles involving cash handling and inventory access.

The hiring process for store-level positions at DSW typically includes an application, an interview with a store manager, 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 retail 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 DSW 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 DSW 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.