Ferguson Enterprises: Company Profile & Background Check FAQs

Ferguson Enterprises was founded in 1953 by Charles Ferguson, Johnny Smither, and Ralph Lenz, opening its first locations in Colmar Manor, Maryland, and Birmingham, Alabama. The company is headquartered in Newport News, Virginia. For decades Ferguson operated as part of the UK-based Wolseley group, which was renamed Ferguson plc in 2017; the business has since completed a corporate restructuring and is now domiciled in the United States, trading publicly on the New York Stock Exchange under the ticker FERG.

Today, Ferguson is the largest US distributor of plumbing supplies and pipes, valves, and fittings (PVF), and a major distributor of HVAC equipment, waterworks, appliances, and lighting. The company serves residential and non-residential contractors, remodelers, builders, and municipal customers, providing products and expertise across infrastructure, plumbing, fire and fabrication, and related categories.

Ferguson's scale is substantial. The company reported sales of $30.8 billion in fiscal year 2025 and employs approximately 35,000 associates, including about 32,000 in the United States and roughly 3,000 in Canada. Its footprint spans more than 1,700 locations, including over 1,500 US branches and a network of regional distribution centers, placing the company within 60 miles of 95 percent of its customers in North America. Common roles include warehouse and distribution center associates, delivery drivers (including CDL positions), counter and showroom sales, inside and outside sales representatives, and corporate functions such as IT, finance, and supply chain.

Company culture and employee programs: Ferguson's workforce is built around distribution, logistics, and customer service, and the company emphasizes safety and on-the-job training in its warehouse and driving roles. Associates may pursue development paths across branch operations, sales, and management, and many locations promote from within. Benefits and compensation vary by role, location, and employment status, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the wholesale distribution industry, including Ferguson Enterprises, are legally permitted to conduct pre-employment background checks on job candidates, as long as 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 candidate consent, provide disclosures, and follow adverse action procedures when background check results influence a hiring decision.

Ferguson is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among large distributors that employ drivers, warehouse workers, and associates who handle customer accounts and payments. The exact scope of a Ferguson background check may vary by role, location, and the requirements of the specific position, such as driving records for delivery roles.

While steps can differ by role and location, the Ferguson hiring process typically starts with an online application through the company's careers site or a job board. Qualified candidates are usually contacted for a phone screening, followed by one or more interviews with hiring managers, which may be virtual or in person. Candidates who receive a conditional offer are generally asked to consent to a background check, and some roles may also require a drug screen or, for driving positions, a review of motor vehicle records before a start date is confirmed.

Turnaround time depends on the searches included in the report, the responsiveness of courts and agencies, and the number of jurisdictions where a candidate has lived or worked. Many background checks are completed within a few business days, while reports involving multiple county court searches or manual record retrieval can take longer. Candidates can learn more about typical timelines by reviewing background check turnaround times.

Each employer determines which screenings to include. For a distribution and logistics company like Ferguson, a background check may include some or all of the following:

Candidates should read the disclosure and consent forms they receive to understand which searches apply to their specific role.

Lookback periods depend on the type of search and the laws of the state where the candidate lives or works. Under the FCRA, consumer reporting agencies generally cannot report most types of negative information older than seven years, though criminal convictions may be reportable for longer in many states, and exceptions exist for certain higher-salary positions. Several states impose stricter limits, so candidates in different locations may see different lookback windows applied to their reports.

Ferguson's internal policies on hiring candidates with felony records are not publicly detailed, and decisions of this kind are typically made case by case. Employers commonly weigh the nature and severity of an offense, how long ago it occurred, and its relevance to the role, for example a driving-related conviction for a delivery position. Many states and localities have adopted "ban-the-box" laws that restrict when employers can ask about criminal history. Candidates with records are encouraged to answer application questions honestly and be prepared to provide context during interviews.

Candidates will typically be asked to provide written consent before a background check begins, usually through a standalone disclosure form presented during the hiring process. Applicants should be ready to supply accurate personal information, including full legal name, date of birth, Social Security number, address history, and, for driving roles, a valid driver's license number. Accurate details help ensure the right jurisdictions are searched and reduce the chance of delays.

Driving positions often involve additional checks beyond the standard package. Candidates for delivery roles may have their motor vehicle records reviewed for license validity, accidents, and moving violations, and CDL positions are subject to US Department of Transportation regulations, which include drug and alcohol testing requirements. Requirements vary by position and state, so candidates should confirm specifics with the recruiter for the role.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain written consent before ordering a report, and if an employer intends to take adverse action based on the findings, it must provide the candidate a copy of the report and a summary of rights, along with an opportunity to dispute inaccurate information. For a deeper look at how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance apply to hiring, visit Fair Credit Reporting Act (FCRA).

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

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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.