Fidelity Investments: Company Profile & Background Check FAQs

Fidelity Investments was founded in 1946 in Boston, Massachusetts, by Edward C. Johnson II. Nearly eight decades later, the company remains headquartered in Boston and is still privately held, with ownership shared between the founding Johnson family, which holds roughly 40 percent of the firm, and current and former employees. Abigail Johnson, granddaughter of the founder, leads the company as chief executive officer, continuing a long tradition of family leadership.

Fidelity is a diversified financial services company. Its business lines include retail brokerage and trading, mutual funds and index funds, retirement plan administration such as 401(k) and 403(b) recordkeeping, wealth management and financial planning, and institutional services for employers, advisors, and other financial firms. As of December 2024, the firm reported more than $15 trillion in assets under administration, placing it among the largest asset managers and retirement providers in the world.

The company employs more than 80,000 associates across 11 countries, with major US operations in Boston and regional campuses and investor centers across the country. Roles span customer service and phone-based financial representatives, licensed brokers and financial consultants, software engineers and technologists, analysts, compliance professionals, and corporate staff. Many client-facing roles require or lead to industry licenses, and Fidelity is known for sponsoring associates through securities licensing exams.

Company culture and employee programs: Fidelity emphasizes long-term careers in financial services, and many entry-level associates join through customer service or licensing-track programs before moving into planning, advisory, or corporate roles. The company provides structured training, including support for Securities Industry Essentials and other licensing exams for roles that require registration. Benefits and program details vary by role, location, and employment status, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the financial services industry, including Fidelity Investments, 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 sets rules around consent, disclosure, and adverse action. Financial firms also operate under industry regulations from bodies such as the SEC and FINRA, which impose additional screening and registration requirements for certain roles.

Fidelity is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice across the financial services industry. Employees at brokerage and asset management firms routinely access customer accounts, personal financial information, and trading systems, and regulators expect firms to vet the people in those positions. The specific scope of a Fidelity background check may vary by role, business unit, and location, so candidates should review the disclosures provided during hiring.

While steps vary by role, the Fidelity hiring process typically starts with an online application, followed by a recruiter phone screen. Candidates may then complete one or more interviews, which can include behavioral interviews, role-specific assessments, or technical interviews for engineering positions. Candidates who receive a conditional offer are generally asked to consent to a background check, and roles that require securities registration may involve additional regulatory steps, such as fingerprinting and disclosure filings, before or shortly after the start date.

Turnaround time depends on the searches included, the jurisdictions involved, and how quickly courts, schools, and former employers respond. Many background checks are completed within a few business days, though checks involving multiple counties, education and employment verifications, or regulatory filings can take longer. Candidates who want more detail on typical timelines can review background check turnaround times.

Employers choose which screenings to run based on the role. For a position at a financial services firm like Fidelity, a background check may include some or all of the following:

Candidates should review their consent and disclosure forms to understand exactly which searches apply to their role.

Lookback periods depend on the type of search and applicable law. Under the FCRA, consumer reporting agencies generally cannot report most negative information older than seven years, although criminal convictions can often be reported further back and exceptions exist for positions above certain salary thresholds, which are common in financial services. Some states apply stricter limits. Candidates with history in multiple states may see different lookback windows applied to different searches in the same report.

Fidelity's internal policies on candidates with felony records are not publicly detailed, and decisions are typically made case by case. In financial services, federal and industry rules add another layer: for example, securities regulations can disqualify individuals with certain criminal convictions, particularly those involving fraud or dishonesty, from registered roles for a period of time. For positions not subject to those rules, employers commonly weigh the nature of the offense, how long ago it occurred, and its relevance to the job. Many states and cities have "ban-the-box" laws that limit when criminal history questions can be asked. Candidates should answer application questions honestly and be prepared to discuss their history if asked.

Candidates will typically be asked to give written consent before a Fidelity background check is run, usually after a conditional offer. Applicants should be prepared to provide accurate personal information, including full legal name, date of birth, Social Security number, and address history, along with education and employment details for verification. For roles requiring securities registration, candidates may also complete regulatory disclosure forms and fingerprinting as required by federal rules for broker-dealer personnel.

The Fair Credit Reporting Act is a US federal law governing how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain written consent before running a check, and if an employer intends to take adverse action based on the results, it must first provide the candidate a copy of the report and a summary of rights, with an opportunity to dispute inaccurate information. For a fuller overview, see this introduction to the Fair Credit Reporting Act (FCRA) and EEOC guidance.

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