EBTH (Everything But The House): Company Profile & Background Check FAQs

Everything But The House grew out of an estate sale business started by co-founder Jacquie Denny, who partnered with longtime customer Brian Graves to move the traditional estate sale online. The company hosted its first online estate sale in 2008 and is headquartered in Cincinnati, Ohio, with processing operations in the Cincinnati area, including Blue Ash. EBTH is privately held and has raised more than $100 million in venture funding to build out its marketplace and operations.

EBTH's business model turns the traditional estate sale into a global online auction. The company's teams catalog, photograph, and authenticate items ranging from fine art, antiques, and jewelry to coins, fashion, furniture, and even vehicles, then list them in timed online auctions that draw bidders from around the world. Sellers include families managing estate transitions, downsizers, and consignors with individual high-value items, and EBTH handles the logistics of getting sold items to buyers.

That full-service model shapes the company's workforce. EBTH roles have included on-site teams that sort and pack items in clients' homes, warehouse and processing staff, photographers and catalogers, category specialists with appraisal expertise, drivers, customer service representatives, and corporate employees in technology, marketing, and finance. The company has gone through periods of rapid expansion and subsequent restructuring since its founding, and in 2021 it announced plans to concentrate growth and hiring in the Cincinnati region.

Company culture and employee programs: EBTH sits at the intersection of e-commerce, logistics, and the antiques and collectibles trade, and employees often cite the variety of items that pass through the operation as a draw. New hires in processing and cataloging roles typically receive on-the-job training in item handling, photography standards, and cataloging accuracy. Schedules, pay, and benefits vary by role and location, so candidates should confirm details during the hiring process.

Yes. Employers in the e-commerce and auction industry, including EBTH, are legally permitted to conduct pre-employment background checks, provided they comply with federal, state, and local laws. In the United States, background screening performed through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires written candidate consent and defined procedures before an employer can take adverse action based on a report.

EBTH is generally reported to conduct background checks for at least some roles, which aligns with standard practice for companies whose employees handle high-value merchandise and enter customers' homes. Trust is central to the estate sale business, since teams work with jewelry, art, and personal property inside private residences, and screening is a common safeguard in this industry. The scope of an EBTH background check may vary by position, so candidates should rely on the disclosure documents provided during their own application.

The EBTH hiring process typically begins with an online application. Candidates who advance are usually contacted for a phone screen with a recruiter, followed by one or more interviews with the hiring manager, which may be virtual or on site depending on the role. Warehouse and processing candidates may discuss physical requirements and scheduling, while specialist roles often involve deeper conversations about category expertise. Candidates who receive a conditional offer are generally asked to consent to a background check before their start date is confirmed.

Many background checks are completed within a few business days, though the timeline depends on which searches are included and how quickly courts and previous employers respond. Reports that involve county courthouse research or verification of work history can take longer. For a closer look at what affects timing, see this guide to background check turnaround times.

Employers choose screening components based on the role. For a company like EBTH, where employees handle valuables and work in clients' homes, a background check may include some or all of the following:

Candidates should review their disclosure and authorization forms to see which searches apply to their specific role.

Lookback periods depend on the type of record and applicable law. Under the FCRA, most non-conviction records, such as arrests that did not lead to conviction, generally cannot be reported after seven years. Convictions can often be reported for longer under federal law, though some states limit conviction reporting to seven years. Ohio, where EBTH is headquartered, follows the federal standard, but candidates in other states may see different windows applied to their reports.

EBTH does not publish a detailed policy on hiring candidates with felony records, and decisions are typically made case by case. Employers in this industry commonly weigh the nature of the offense, how long ago it occurred, and its relevance to the role, and offenses involving theft may receive closer review for positions handling valuables. Many states and cities have adopted "ban-the-box" laws that restrict when employers can ask about criminal history. Candidates with records are encouraged to apply, answer questions honestly, and be prepared to provide context if asked.

Candidates will typically be asked to sign a written authorization before EBTH initiates a background check. Applicants should be prepared to provide a full legal name, date of birth, Social Security number, and address history, and driving candidates should have license details available. Accurate and complete information helps the screening provider search the correct jurisdictions and keeps the process moving without delays.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies compile background reports and how employers may use them in hiring decisions. It requires a standalone disclosure and written consent before a check is run, and if the results may lead to a withdrawn offer, the employer must provide a copy of the report and a summary of rights, giving the candidate time to dispute inaccuracies. Learn more in this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what EBTH may see and helps 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.