Foster Farms: Hiring, Background Check & Employment Verification FAQs

Foster Farms was founded in 1939 when Max and Verda Foster borrowed $1,000 against a life insurance policy to purchase a repossessed 80-acre farm near Modesto, California. Verda concentrated on raising turkeys while Max continued working as a reporter and city editor for the Modesto Bee until 1942, when he left journalism to join the family business full-time. The Fosters expanded into chickens and dairy cattle by the late 1940s and acquired a feed mill in 1950, allowing the company to control its own feed supply rather than depending on outside suppliers.

In 1959, Foster Farms acquired the Sunland Poultry processing plant in Livingston, California, adopting an assembly-line processing model that was becoming standard in the increasingly industrialized poultry sector. The company moved its corporate headquarters from the original family farm to Livingston in 1960, where it remains based today. Leadership passed to son Paul Foster in 1969, and after Paul's sudden death in 1977, his brother Thomas took over as president, later leading a 1982 acquisition of The Grange Company and its Valchris Poultry subsidiary, which brought Foster Farms back into turkey processing.

Foster Farms remained under family ownership and management for more than 80 years until Atlas Holdings, a private equity firm, acquired the company in 2022. Today, Foster Farms generates roughly $3 billion in annual revenue and employs approximately 10,000 people, operating hatcheries, feed mills, processing plants, and refrigerated distribution across California, Oregon, and Washington, along with facilities in additional states. The company sells hundreds of products to retail and foodservice customers, including under its own brand and other labels such as Fircrest Farms and Pederson Farms. Foster Farms' workforce includes agricultural and hatchery workers, processing plant production employees, refrigerated truck drivers, and quality assurance staff.

Company culture and employee programs: Foster Farms has emphasized fresh, locally raised poultry and food safety standards, including a 2014 commitment to never-ever antibiotics for its branded fresh chicken in key West Coast markets. The company's long history of family ownership shaped a culture emphasizing quality control across its fully integrated supply chain. Benefits, training, and advancement opportunities can vary by role and facility, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the poultry processing and food manufacturing industry, including Foster Farms, 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.

Foster Farms is generally reported to conduct background checks as part of its hiring process, which is standard for food processing and manufacturing employers, particularly for production roles involving equipment operation and food safety compliance.

The hiring process for processing plant and production roles at Foster Farms typically includes an application, an interview with a hiring manager, and a background check prior to a final offer. Driver roles may also involve a review of driving records.

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 food processing 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 Foster Farms 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 Foster Farms 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.