E-Z Mart: Hiring, Background Check & Employment Verification FAQs

E-Z Mart Stores, Inc. was established in 1970 by Jim and FaEllen Yates, who opened their first store in Nashville, Arkansas. The family-owned chain grew across the four-state region over the following decades and became one of the larger privately owned convenience store operators in the United States, with its store support center and maintenance facility located in Texarkana, Texas. The stores combine fuel retailing with packaged goods, beverages, tobacco, and prepared food offerings typical of the format.

Ownership changed in the late 2010s. In December 2017, GPM Investments, LLC announced an agreement to acquire 273 E-Z Mart convenience stores in Texas, Oklahoma, Louisiana, and Arkansas, and the transaction closed in 2018. GPM said at the time that it would continue operating the Texarkana store support and maintenance headquarters, which employed more than 130 people, and that it planned to extend employment offers to E-Z Mart associates. The Yates family retained real estate and leasehold interests through a separate entity.

Today E-Z Mart is one of more than 25 regional store brands operated or supplied by GPM Investments, a subsidiary of the publicly traded ARKO Corp. ARKO reported operating 1,057 retail convenience stores as of June 30, 2026, within a broader network of stores it operates or supplies fuel to. That structure means an E-Z Mart location carries a familiar local sign while its hiring policies, payroll systems, and compliance standards are set at the GPM and ARKO level. Store roles include sales associates and cashiers, food service team members, overnight clerks, shift leaders, assistant managers, and store managers, supported by district managers and corporate staff.

Company culture and employee programs:

Convenience store work is shift based and customer facing, with training that typically covers point-of-sale systems, age-restricted product laws for alcohol and tobacco, fuel safety, and food handling where a store has a kitchen. Many associates start part time and move into shift lead or management roles over time. Because the brand sits inside a larger corporate group, benefits eligibility, scheduling practices, and advancement paths follow GPM's programs and can vary by state, position, and hours worked, so candidates should confirm details during the interview.

Yes. Employers in the convenience store and fuel retail industry, including E-Z Mart, are legally permitted to conduct pre-employment background checks on job candidates provided they comply with applicable federal, state, and local law. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which sets requirements for disclosure, written consent, and the adverse action process. Texas, Oklahoma, Louisiana, and Arkansas each add their own rules about how criminal history may be used in hiring.

E-Z Mart is generally reported to conduct background checks as part of its hiring process, consistent with standard practice among convenience store operators. Store associates handle cash, operate point-of-sale systems, sell age-restricted products, and often work alone during overnight shifts, all of which are reasons the format commonly includes screening. The scope of an E-Z Mart background check may vary by role, store location, and state law.

Steps vary by store, but the E-Z Mart hiring process generally begins with an online or in-store application. A store or district manager typically conducts an interview covering availability, shift preferences, and comfort with cash handling and customer service. Some locations schedule a brief second conversation for supervisory roles. A conditional offer usually precedes any screening, and candidates are asked to sign a consent form at that stage. Orientation and on-the-job training follow once pre-employment requirements are complete.

Turnaround depends on the searches ordered, how quickly courts and past employers respond, and how many jurisdictions a candidate's history covers. Retail screenings often return within a few business days, while reports requiring searches across several county courts can take longer. Candidates who want to understand typical timing in more depth can review background check turnaround times.

The employer decides which components to include. For a convenience store role at a chain like E-Z Mart, a background check may include some or all of the following:

Lookback windows depend on the search type and the law of the state where the candidate lives or worked. Under the FCRA, consumer reporting agencies are generally restricted from reporting most adverse information older than seven years, with exceptions for certain record types and for positions above a defined salary threshold. Texas, Oklahoma, Louisiana, and Arkansas each take their own approach to how criminal records may be considered, so two applicants in neighboring states can see different outcomes.

E-Z Mart has not published a detailed policy on applicants with felony records, and retail employers typically evaluate these situations case by case. Factors that commonly matter include the nature and seriousness of the offense, how much time has passed, and whether it relates to handling cash, selling age-restricted goods, or working unsupervised. Several states and cities have enacted "ban-the-box" laws that limit when an employer may ask about criminal history. Candidates are encouraged to answer honestly and be ready to discuss their history if it comes up.

Applicants are typically asked to sign a standalone disclosure and provide written consent before screening begins. Be prepared to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history. Roles that involve selling alcohol or tobacco often carry a minimum age requirement and, in some states, a seller-server permit or certification. Providing accurate details keeps searches pointed at the right jurisdictions and helps prevent delays.

The Fair Credit Reporting Act is the US federal law governing how consumer reporting agencies collect, use, and share background check information. Employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action, and give the candidate a chance to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA and Equal Employment Opportunity Commission guidance apply to employment screening, visit Fair Credit Reporting Act (FCRA).

They can. Convenience store managers and assistant managers are usually responsible for daily deposits, safe counts, inventory reconciliation, and hiring or scheduling decisions, so employers in this format sometimes add components for those positions that are not used for entry-level associates. Depending on the state, that can include a credit history check limited to financial responsibility, broader employment verification, or a check of driving records where the role includes bank runs or inter-store travel. Any additional search still requires its own disclosure and written authorization under the FCRA.

Running a personal background check with Checkr lets you preview what E-Z Mart may see and help you identify potential inaccuracies before they affect your job application. In one secure report you can review:

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

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.