Famous Footwear: Company Profile & Background Check FAQs

Famous Footwear traces its beginnings to 1960, when Neil Moldenhauer opened a single shoe store called Neil's Factory Shoe Outlet in Madison, Wisconsin. The concept of selling well-known shoe brands at value prices caught on, and the business grew into a national chain. Today, Famous Footwear is the largest retail division of Caleres, a publicly traded footwear company headquartered in Clayton, Missouri, whose corporate roots reach back to 1878, when it was founded in St. Louis as Bryan, Brown and Company. The parent company operated for decades as Brown Shoe Company before adopting the Caleres name in 2015.

Famous Footwear stores carry athletic, casual, and dress footwear from national brands for men, women, and kids, along with accessories such as socks, handbags, and shoe care products. The chain has operated more than 800 stores in recent years, with locations concentrated in strip centers, outlet centers, and malls across the country, complemented by the famousfootwear.com e-commerce site and a widely used loyalty program.

As part of Caleres, Famous Footwear sits alongside a portfolio of owned and licensed brands that includes names like Sam Edelman, Naturalizer, and Allen Edmonds. The Famous Footwear workforce includes store sales associates, assistant managers and store managers, district and regional leaders, distribution center workers who move inventory to stores and online customers, and corporate teams supporting merchandising, marketing, supply chain, and technology.

Company culture and employee programs: Famous Footwear emphasizes a customer-focused, team-oriented retail environment, and many store roles are part-time positions with flexible scheduling. Employees typically receive merchandise discounts, and eligibility for benefits such as health coverage and retirement plans varies by hours worked, role, and location. The company promotes from within for many store leadership positions, and new hires generally receive on-the-job training. Candidates should confirm specific pay, benefits, and scheduling details during the hiring process.

Yes. Employers in the retail industry, including Famous Footwear, are legally permitted to conduct pre-employment background checks on candidates, as long as they follow federal, state, and local laws. In the United States, screening conducted through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires clear disclosure, written consent, and specific steps before an employer takes adverse action based on a report. Many states and cities add their own rules about what can be considered and when.

Famous Footwear is generally reported to conduct background checks for at least some positions, which is consistent with common practice among national retail chains. Screening tends to be more likely for roles with keyholder responsibility, cash management duties, or access to company systems, such as assistant managers, store managers, and distribution or corporate positions. The scope of a Famous Footwear background check may vary by role, state, and local law.

The hiring process for store roles is typically quick and straightforward. Candidates apply online or in store, and hiring managers usually conduct one or two brief interviews focused on availability, customer service skills, and retail experience. Store leadership and corporate candidates can expect additional interviews with district or department leaders. When a background check is required, candidates who receive a conditional offer are asked to provide consent before the check is initiated, and start dates are usually confirmed once pre-hire steps are complete.

Most retail background checks are completed within a few business days, though timing depends on the searches included and the responsiveness of the courts involved. Reports that require in-person courthouse research or cover candidates with addresses in many jurisdictions can take longer. For a detailed explanation of what affects timing, see this guide to background check turnaround times.

Employers decide which searches to include based on the role. For a retail employer like Famous Footwear, a background check may include some or all of the following:

Candidates should read the disclosure forms provided during hiring to understand which searches apply to their position.

How far back a report reaches depends on the type of search and the laws where the candidate lives and works. The FCRA generally prevents consumer reporting agencies from reporting most negative information older than seven years, although criminal convictions can often be reported further back under federal law, and exceptions apply for certain higher-paying jobs. Several states impose stricter seven-year limits on conviction reporting. Candidates with history in multiple states may see different lookback windows applied within the same report.

Famous Footwear does not publish a detailed policy on hiring candidates with felony records, and decisions like these are typically made case by case. Employers commonly weigh the nature and severity of an offense, how much time has passed, and the duties of the role, such as cash handling or keyholder access. Many states and cities have enacted "ban-the-box" laws that restrict when criminal history questions can be asked and require individualized review before an offer is withdrawn. Candidates with records are encouraged to apply, answer questions honestly, and be ready to discuss their background if asked.

When a background check is part of the process, candidates are typically asked to sign a disclosure and authorization form before any search begins. Applicants should be prepared to provide accurate personal information, including their full legal name, date of birth, Social Security number, and address history. Supplying complete and accurate details helps ensure the correct records are located and keeps the process moving without delays.

The Fair Credit Reporting Act is a federal law that governs how background check information is collected, shared, and used for employment purposes. It requires employers to get written permission before ordering a report and to follow a two-step adverse action process if the results might cost a candidate the job: first providing a copy of the report and a summary of rights, then allowing time to dispute errors before a final decision. To learn more about these protections and related EEOC guidance, read this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Famous Footwear 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.