Forever 21: Company Profile & Background Check FAQs

Forever 21 was founded in 1984 by husband and wife Do Won Chang and Jin Sook Chang, South Korean immigrants who opened their first small clothing store in Los Angeles, California. The concept of fashionable clothing at very low prices proved enormously popular, and Forever 21 grew into one of the defining fast fashion retailers of the 1990s and 2000s, anchoring shopping malls across the United States and expanding internationally.

The brand's more recent history has been turbulent. Forever 21 first filed for bankruptcy in 2019, after which brand management firm Authentic Brands Group and mall operator Simon Property Group purchased the company out of bankruptcy in early 2020 for a reported 81 million dollars. In March 2025, the brand's US operating company filed for bankruptcy a second time, citing competition from online fast fashion rivals, and wound down its roughly 350 remaining US stores by mid-2025.

Today, Authentic Brands Group owns the Forever 21 trademark and intellectual property. In late 2025, Authentic announced a new partner network that repositioned Forever 21 as a digital-first brand, with a licensed partner operating US e-commerce, additional licensees handling wholesale apparel and kidswear, and international licensees continuing to run the brand abroad, including planned store openings in markets such as China. Authentic has also said it is exploring partners to reopen physical Forever 21 stores in the United States.

Because of this structure, people who work on Forever 21 products or channels today are generally employed by licensee and partner companies rather than by a single Forever 21 corporation. Roles connected to the brand can include e-commerce merchandising, marketing, design, wholesale sales, distribution and fulfillment, and, where stores operate, retail sales and store management positions.

Company culture and employee programs: Forever 21 has historically offered entry-level retail opportunities to students and early-career workers, with flexible scheduling and employee discounts common in mall retail. Under the current licensing model, pay, benefits, training, and policies are set by whichever operating partner employs the team, so candidates should confirm who the actual employer is and what that employer offers before accepting a role.

Yes. Employers in the retail and fashion industry, including the companies that operate the Forever 21 brand, are legally permitted to conduct pre-employment background checks on candidates, provided they follow applicable federal, state, and local laws. In the United States, background checks run through a consumer reporting agency are governed by the Fair Credit Reporting Act (FCRA), which requires disclosure, written candidate consent, and specific adverse action procedures when results affect a hiring decision.

Forever 21 and its operating partners are generally reported to conduct background checks for at least some positions, which is consistent with common practice in retail and e-commerce. Screening tends to be more common for management, corporate, and distribution roles than for entry-level seasonal positions, though practices vary. Because the brand is now run by multiple licensee companies, the scope of a Forever 21 background check may vary depending on which partner company is the actual employer, the role, and the location.

The Forever 21 hiring process depends on the role and the operating partner doing the hiring. Retail candidates have historically applied online or in store and completed one or more brief interviews with a store manager. Corporate, e-commerce, and wholesale roles typically involve a recruiter screen followed by interviews with hiring managers. Candidates who receive a conditional offer may be asked to consent to a background check before starting, particularly for roles involving management responsibility, cash handling, or access to company systems.

Turnaround times depend on the searches ordered, the responsiveness of courts and past employers, and the number of jurisdictions in the candidate's address history. Many background checks are completed within a few business days, while reports requiring multiple county court searches or manual verifications can take longer. Candidates who want more detail on typical timelines can review background check turnaround times.

The employer determines which screenings to include for each role. For retail and e-commerce positions connected to a brand like Forever 21, a background check may include some or all of the following:

Candidates should review the disclosure and consent forms they receive to understand exactly which searches will be run.

Lookback periods depend on the type of search and state law. Under the FCRA, most negative non-conviction information generally cannot be reported once it is more than seven years old, while criminal convictions can often be reported for longer under federal law unless state law imposes stricter limits. California, where the brand was founded and where fashion industry employment is concentrated, limits conviction reporting to seven years in many cases. The practical lookback window for a Forever 21 background check therefore varies by candidate and location.

There is no detailed public policy on hiring candidates with felony records for Forever 21 or its current operating partners, and decisions are typically made case by case. Retail employers commonly consider the nature and age of the offense and its relevance to the role, and entry-level retail has historically been an accessible path for candidates with records. Many states and cities have adopted "ban-the-box" laws that restrict when employers can ask about criminal history. Candidates should answer application questions honestly and be prepared to add context if asked.

When a background check is part of the process, candidates will typically be asked to sign a written disclosure and authorization form first, as the FCRA requires. Expect to provide accurate personal information, including your full legal name, date of birth, Social Security number, and address history. Because Forever 21 roles today may sit with different licensee employers, requirements can differ from one position to another, so read the paperwork you receive carefully to understand which checks apply.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain written consent before running a background check, and if an employer intends to take adverse action based on the results, the candidate must first receive a copy of the report and a summary of rights, along with a reasonable opportunity to dispute inaccurate or incomplete information. For more on the FCRA and Equal Employment Opportunity Commission (EEOC) guidance, see this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Forever 21 or its operating partners 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.

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.