Faurecia: Hiring, Background Check & Employment Verification FAQs

Faurecia traces its origins to 1914, when Bertrand Faure opened his first workshop on the outskirts of Paris, manufacturing seats for trams and the Paris metro system. The modern Faurecia entity took its current corporate form in 1997 through the merger of Bertrand Faure's seating business with Ecia, an automotive components maker, creating a combined company focused on automotive interiors and seating. Faurecia is headquartered in Nanterre, France, in the western suburbs of Paris.

Faurecia grew into one of the world's largest automotive suppliers, with Groupe PSA (Peugeot) serving as a majority shareholder for many years. When Groupe PSA merged with Fiat Chrysler in 2021 to form Stellantis, Faurecia became fully independent and used the opportunity to acquire a controlling interest in HELLA, a German lighting technology and vehicle electronics company founded in 1899. In 2023, Faurecia rebranded its parent corporate entity as Forvia, reflecting its combined portfolio following the HELLA acquisition. Forvia ranks among the top automotive parts manufacturers in the world, with products found in roughly one of every two automobiles produced globally.

Today, Forvia (Faurecia) generates more than 25 billion euros in annual revenue and employs more than 150,000 people across roughly 35 countries. The company designs and manufactures seats, exhaust and emissions control systems, dashboards, center consoles, door panels, and other interior components for major automotive manufacturers including Volkswagen Group, Stellantis, Ford, General Motors, BMW, Toyota, and others. Faurecia's workforce spans manufacturing and assembly line employees at its numerous plants, engineers and product designers, and corporate functions supporting its global automotive supply operations.

Company culture and employee programs: Faurecia has emphasized sustainability and emissions-reduction technology as part of its long-term strategy, joining the United Nations Global Compact in 2004. The company operates many of its manufacturing sites on a just-in-time production model closely integrated with automaker customer schedules. Benefits, training, and advancement opportunities can vary by role and manufacturing location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the automotive parts manufacturing industry, including Faurecia, 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.

Faurecia is generally reported to conduct background checks as part of its hiring process, which is standard for large manufacturing employers, particularly for production roles involving equipment operation.

The hiring process for manufacturing and production roles at Faurecia typically includes an application, an interview with a hiring manager, and a background check prior to a final offer. Some roles may also involve a safety orientation given the manufacturing environment.

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 manufacturing or corporate 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.

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