Finish Line: Hiring, Background Check & Employment Verification FAQs

Finish Line was founded in 1976 by Alan Cohen and David Klapper, who initially opened an Athlete's Foot franchise location in downtown Indianapolis, Indiana, along with initial partner John Domont. The founders operated under a ten-year franchise agreement covering Indiana and parts of Kentucky, focusing on athletic footwear in the small, mall-based retail format typical of the era. The first store under the independent Finish Line brand name opened in 1982 in Speedway, Indiana, home of the Indianapolis Motor Speedway, and the company established its corporate headquarters in Indianapolis.

Finish Line grew into a major national mall-based athletic retailer, eventually operating hundreds of standalone stores alongside branded athletic shoe departments inside more than 450 Macy's department stores nationwide. On March 25, 2018, British sports fashion retailer JD Sports Fashion plc announced its acquisition of Finish Line for $13.50 per share in cash, valuing the deal at approximately $558 million, a 28% premium over Finish Line's prior closing stock price. The acquisition gave JD Sports, which had been founded in 1981 in Bury, England, a significant entry point into the U.S. market, pairing Finish Line's established American mall retail expertise with JD Sports' global buying power and brand strategy.

Since the acquisition, the combined company has operated under the name JD Finish Line, maintaining both the JD Sports and Finish Line brands across more than 1,000 combined locations. JD Sports has continued to expand its U.S. footprint, including its 2024 acquisition of Hibbett Sports, further solidifying its position in the American athletic retail market. Finish Line's workforce includes sales associates, cashiers, and store managers supporting its mall-based and Macy's shop-in-shop retail formats, with the company emphasizing sneaker culture expertise among its more than 14,000 store associates.

Company culture and employee programs: JD Finish Line emphasizes core values of Customer, People, Winning, Community, and Financial Responsibility, along with a stated commitment to diversity and inclusion across the organization. The company positions its store associates as experts in style and passionate participants in sneaker culture. Benefits, scheduling, and advancement opportunities can vary by location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the athletic footwear and apparel retail industry, including Finish Line, 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.

Finish Line is generally reported to conduct background checks as part of its hiring process, which is standard for specialty retail employers handling cash transactions and high-value merchandise such as premium sneakers.

The hiring process for store-level positions at Finish Line typically includes an application, an interview with a store manager, and a background check prior to a final offer.

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 specialty retail 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 Finish Line 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 Finish Line 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.